Reflection Paper On Erin Brokovich Essay

The movie entitled Erin Brokovich depicts a lesson that teaches us on true leadership, persistency against odds; motivating people, purpose, passion, corruption and how to deal with people to respond. This film is based on a true story on the real scenario of events about a woman who have been down on her luck, a single mother of three children, divorce twice and fallen near into the brink of poverty. But instead of hitting rock bottom, she manages to get up on her feet and fanatically demanded a job at a law firm of Ed Masry who she feels indebted to her after failing her car accident case where she will not take no for an answer. Her fiery and stubborn personality wins her a place as an office clerk on the law firm and while working she uncovers a strange file of real estate documents which include medical records. Curious as to why a real estate file would contain medical documents, she begins to research the case further with having to persuade her boss on the case. And with the turn of events that happens from being a small case turns into the largest monumental gigantic case of settlements in a lifetime. The story goes on depicting the darkest aspect of the business world with PG&E as its center of attention on the dispute. The behaviors of PG&E exhibit issues that are unethical that is being practice in the business world thus damaging the image it instills in the portrayal in the actual light of reality. PG&E is a powerful billion dollar company; they are the giants in the industry that will trample on anyone who dares to cross with them, having money and powers are the evils of being shown. So from the start PG&E already deceive the community of Hinckley, California into giving false information and mislead them by their dishonesty. PG&E manipulates the people into thinking the chromium they use are safe and do not have anything to do with them, thus deceiving people just by means of making lots of money for themselves with no regards to the people who they have towards no conscience whatsoever on those who are involved will suffer painful consequences by their carelessness and se lfish actions. And in the middle of the process where many people from the community are starting to complaint these health like the Jensen’s because of health issues concerning through  illness, miscarriages, cancer and try to even the have nerve to cover it up with other excuses like poor dieting or genetics cause these diseases when the actual fact is that PG&E is clearly responsible but instead they insist saying it was the people’s own fault that they get sick in the first place and do not involve them. They were denying allegations against them even when they are clearly at fault. They even tried to bribe these people with money and pay for a doctor to examine them that tells these victims the chromium is not the reason for their health problems, an underhanded tactic indeed. I think that doctor was bribe as well. They even tried to bribe personnel within the law firm of Ed Masry to hide documents of data that can be used against them which was fortunate that Erin manages to find out in time and confront him stating on how he even sleeps at knowing others will suffer or worst die in the process. They cause these people to suffer and destroyed their livelihoods and health state severely as well as no regards also on polluting the environment especially the waters thus destroying it by their actions. The chromium they are using says are safe that claiming they do not used hexavalent chromium anymore which is clearly not the case otherwise. The deaths and illness of the people agonize through the leakage of poisons into the water supply. And they will continue on with this lie until a case is file against by Erin Brockovich and Ed Masry. They even tried to use the tactic of threatening Erin on a phone call to warn her and even her children that she must stop her snooping. The movie unfolds the story of the main female protagonist shows compassion in the mist the controversy and isn’t afraid to stand up to what is right in the face of a giant adversary that is PG&E who no one wants to dare to mess with. Erin Brockovich, who together with Ed Masry uncovered a major cover up of a health hazard resulting in one of the largest settlements. If they say that leaders must have the perseverance and a lot of good common sense then Erin Brokovich is the living embodiment of that. This woman, who has been an underdog in life, unjustly underestimated all her life by people around her, having no formal education of a college degree and lack of legal experience manages to bring a corporate giant down on its knees and landed a monumental settlement. She was no legal training but a formidable instinct. This heroine display a resilient and tenacious determination of extending her  help to others with no personal agenda of her own but for the sake of humanity and to feel compassion guided her to the truth which at the end really did happen. She is a true fighter.

Advertising Ethics: a Contextual Response Based on Classical Ethical Theory

Advertising Ethics: A Contextual Response Based on Classical Ethical Theory Cornelius B. Pratt E. LincolnJames ABSTRACT. F. P. Bishop argues that the ethical standard for advertising practitioners nmst be utilitarian. Indeed, the utilitarian theory of ethics in decision-making has traditionally been the preference of U. S. advertisingpractitioners. This article, therefore, argues that the U. S. advertising industry's de-emphasisof ;ontological ethics is a reason for its continuing struggle with unfavorable public perceptions of its ethics – and credibility.The perceptions of four scenarios on advertisingethics and the analyses of the openended responses of 174 members of the American Advertising Federation to those scenarios suggest that advertising practitioners need a stricter adherence to deontological ethics than is indicated in this study. Advertising, a traditionally high-profile management function since World War II, perpetuates a paradox. On the one hand, it is common ly touted by business and the academy as a major economic, social and competitive force in post-world war economies. On the other hand, it is, invariably, a bull's-eye for public wrath.Cowton (1992), Crisp (1987), and Litttechild (1982), for example, present evidence on consumer suspicion and antipathy toward and investor concerns about advertising Cornelius B. Pratt is Associate Professor in the Department of Advertising, at Michigan State University. His research has been published in suchjournals as the Journal of Media Planning, Journal of Business Ethics, Public Relations Review, Public RelationsJournal, Public Relations Quarterly, and Journalism Quarterly. E. LincolnJames is Associate Professorand Assistant Chairperson in tke Department of Advertising at Michigan State University.His work has appeared in several scholarlyjournals, including the International Journal of Advertising,Journal of Advertising, Journal of Direct Marketing, Journal of Media Planning, and Weberforschun g und Praxis. ethics. Such antipathy and concerns have a considerable history, having begun earlier in this century (Rogers, 1990). Since a national meeting of the Advertising Federation of America in March 1942, during which it created a 39-point code of ethics for advertising during World War II (The New York Times, 1942), U. S. ublics and regulatory agencies and businesses worldwide have had a consuming interest in ethics. In his widely acclaimed book,The Ethics of Advertising, Bishop (t949) argues that the ethicai standards of advertising should â€Å"meet the practical requirements of society at a given stage of development† (p. 88). Thus he suggests utilitarian, relativistic, not rigid, standards of ethics for the ad industry. In Nevett's (1985) rebuttal to Bishop's (1949) argument, he concluded: â€Å"The ethical case for advertising stands in need of rigorous re-examination† (p. 04). The industry is not oblivious to such a need; existing programs are being reva mped and others are being developed to respond to ethical issues. Indeed, selfregulation for socially responsible conduct has become an attractive option of industry associations as advertising practitioners report that their activities conform to the principles of business conduct, adopted March 2, 1984, by the Board of Directors of the American Advertising Federation (,~a~F)(Chonko et al. , 1987).This article re-examines advertising ethics and argues that the perfunctory adherence of the advertising industry to deontotogical ethics results in a public perception of the industry as more susceptible, on the average, to ethical dilemmas than are most other management functions. So pervasive is this perception that Bergerson (1991-1992), chairman of the Self-Regulation Committee of the AAF, criticized industry efforts that were largely directed at treating the symptoms of the problem rather than Journal of Business Ethics 13: 455–468, 1994.  © 1994 KluwerAcademic Publishers.P rinted in the Netherlands. 456 C. B. Pratt and E. L. James Greyser and Reece's (1971) update of the 1962 HBR study (Greyser, 1962) indicated that while business leaders had a continuing strong respect for the economic role of advertising, advertising standards had slipped in some areas from standards reported in 1962; and, advertising content, particularly its perceived truthfulness, drew major criticisms. More recent research underscores a rising tide of questionable practices and ethical problems among advertising practitioners (Carson et al. 1985; Hunt and Chonko, 1987; Nevett, 1985; Ossip, 1985; Rotzoll and Christians, 1980; Haefner, 1991).Consequently, Bergerson (1991–1992), for example, observes cynicism and indifference among the public toward advertising: â€Å"If the legislators, regulators and the public perceived advertisers to be more committed to legal and high ethical standards, their level of trust wilt rise and their level of unwelcome attention will fallâ₠¬  (p. 22). the problem itself. â€Å"Everyone in the industry should be interested in being a part of the solution,† Bergerson (1991-1992) wrote. The solution is to restore and maintain advertising's credibility† (p. 22). Purposes of study The purposes of this study are twofold. First, it examines AAF members' perceptions of four scenarios on advertising ethics, and analyzes their reasons for perceiving such scenarios as they did. Because members of the AAF — the largest association of advertising practitioners in the United States – operate in the trenches of the U. S. advertising industry, their perceptions could be typical of those in the industry.Based on their comments, the present study argues that deontological ethics be applied more readily to decision-making than is currently the case. Second, this study links practitioners' perceptions to ethical theories. Such a linkage is important because â€Å"(ethical) theories are like windows onto the w orld of moral reasoning. They are meant to provide vantage points from which important ethical decisions can be considered† (Lambeth, 1986, p. 25). The results of this study are, therefore, presented within the specific framework of classical theory: deontology.Theoretical framework: The classical ethical theory ofdeontology Advertising practitioners continually explore ethical systems that will guide their decision-making processes. Lambeth (1986) observes that such a â€Å"system of ethics cannot ignore the classical approaches of deontology and teleology, or the variants of them† (p. 28), and identifies the characteristics of such a system: A system of ethics must be flexible,but not so flexibleas to be a mere rationalization for the personal preferences of those who invoke it.In short, a systemmust have bite and give direction. Its precepts should offer continuity and stability, though not necessarilyinvariant outcomes. Rationale for study The growing literature on the morality of business practices indicates that, aside from greater semitivities to the environment and greater emphasis on a number of socially responsible actions, businesses, for the most part, still face ethical issues that were prevalent in the 1960s. The advertising profession, as business, is no less immune to the unsavory public perceptions of business ethics in general.Almost 30 years ago, while a Harvard Business Review (HBR ) survey of business leaders indicated great respect for and an improvement in the standards of advertising during 10 previous years, there was a greater tendency on the part of the leaders to think that a code of ethical pracnces was more desirable for advertising than it was for their own industries (Greyser, 1962). (p. 28) Kantian ethics, a time-honored classical ethical theory, provides the framework for discussing the implications of self-reported ethics for the advertising industry.Deontology is a duty-based, nonconsequentialist theory of ethic s that asserts that certain, human actions are inherently† right or wrong. (Eighteenth-century German philosopher Immanuel Kant (1724–1804) provided much of the moral reasoning for pure deontology. ) The emphasis is on the doer's actions. For example, it is always wrong to steal, lie or break a promise; it is one's moral duty to Advertising and ClassicalEtflical Theory tell the truth and to keep one's promises – regardless of the consequences.Universalizing an action is one criterion offered by Kant for determining the ethics of a decision or action. Does the decision, action, or advertising message treat people as ends or as means toward an end? Kantian ethics requires that the doer respect the rights, status and dignity of the people with whom she or he interacts. Deontology has a unique appeal to and major implications for the ethics of advertising practitioners. Consequently, the continuing search for clear-cut do's and don'ts is a major focus of a number of advertising departments, agencies, and associations.One worldwide approach to such a search is the adoption of an ethics code whose imperatives, with a deontological bent, require, for example, that â€Å"we will not knowingly create advertisement that contains false or misleading statement or exaggerations, visual or verbal† (American Association, 1990). Such self-regulation by codes of ethics is, therefore, one far-reaching measure the advertising industry has taken to address the everyday ethical questions that it confronts. Such a strategy contradicts Ekehind and Saurman's (1988) argument that such codes may not improve the professionalism of the practice.The rationale for such codes, argue advertising practitioners, is that the industry can distinguish right fi'om wrong. Beyond that, such self-regulation has the advantage of addressing headon some of the unfavorable public perceptions of advertising. The eight-item Advertising Principles of American Business, adopted Mar ch 2, 1984, by the American Advertising Federation Board of Directors, is replete with non-conditional, unequivocal â€Å"shalls† and â€Å"shall nots,† again, indicative of deontological requirements or proscriptions.Similarly, the Standards of Practice of the American Association of Advertising Agencies uses â€Å"musts† and â€Å"will nots† to disapprove unethical conduct among practitioners. These principles and standards satisfy both the principle of unity† and Kant's categorical imperative and reject the notion of situational ethics (Briggs and Bernal, 1992). Thus, theoretically, the advertising practice embraces non-conditional ethical requirements. A number of professional associations that seek self-regulation of advertising in the United States have adopted a number of codes of conduct to 57 which practitioners are expected to adhere, emphasizing, in essence, the importance of deontological ethics. Research questions This study poses three research questions: a What are AAF members' overall perceptions of advertising ethics as oudined in four scenarios on ethics? [] Do such perceptions vary significantly by the type of ethical issue confronted? a What are the implications of the classical theory† of deontology for the self-reported ethics of the sample practitioners?Method Questionnaire development A three-part questionnaire that had six statements on each of four potentially troublesome scenarios on moral issues was designed and pretested for clarity† and face validity on 20 respondents randomty selected from the relevant population. Responses to six statements on eachscenario were anchored on a four-point scale: 1 for â€Å"definitely yes,† 4 for â€Å"definitely no. † Respondents were requested 😠® comment briefly on their responses to the scenarios.The scenarios were developed by reviewing the standards of practice developed by three advertising associations: the 55,000-member AAF, the largest association of advertising professionals whose code of ethics was established in 1965; the American Association of Advertising Agencies, whose code was first adopted in 1924; and the National Advertising Division/ National Advertising Review Board, whose ethics code was created in 1971. The reviews identified issues of greatest ethical concern to the advertising industry.Additionally, the research literature on ethics in marketing and advertising was also examined for insights on formulating the scenarios. Hunt and Chonko (1987), for example, in extending an earlier study by Rotzoll and Christians (1980), identified six 458 C. B. Pratt and E. L. James Data collection major ethical problems from the responses of 269 advertising executives to an open-ended question: â€Å"Would you please briefly describe the aspect of advertising that poses the most difficult ethical or moral problem confronting you in your daily work? † (p. 19).Also, Wood et al. (1988) used 16 vig nettes to examine the ethics of business students and business professionals. Similarly, Bellizzi and Hite (1989), DeConinck and Good (1989), Dubinsky et al. (1991), Fraedrich and Ferrell (1992), and Mason et al. (1990) used scenarios, vignettes and statements to assess respondents' perceptions of ethics. Such hypothetical, ethics-related scenarios provide insights into business ethics, and have been found useful in replicating real-world situations for the purpose of evaluating moral conduct (DeConinck and Good, 1989; Dubinsky et al. 1991; Madden, 1989; Hegarty and Sims, 1979). A single-wave mail survey was used to collect data from the practitioner sample from the fall of 1991 through the winter of 1992. To encourage candid practitioner responses and to obtain an optimal response rate, a hand-typed, individually addressed covering letter, in which respondent's anonymity was assured, accompanied each questionnaire. A business-reply envelope was in each piece of mail. Respondents we re requested not to write any identifying information on the questionnaire. Results [email  protected]'le on respondents SamplingA systematic random sampling procedure was used to select names of AAF clubs and federations from the 1991 roster of the AAF. Following the receipt of notification that club participation in the survey had been approved, we mailed 2,010 copies of the questionnaire to executive directors or secretaries of clubs. Copies were distributed during general meetings of the clubs. Four hundred eighty-one of the 2,010 copies were returned in a single-wave mailing, yielding a 23. 9% response rate. Only 460 (22. 9%)were usable. This low response rate is consistent with those of similar studies (Akaah, 1990; Chonko et aI. 1987; Fritzsche and Becket, 1984; Greyser and Reece, 1971; Hunt et al. , 1984; Myers et al. , 1980; Randall and Gibson, 1990), which reported response rates between 17% and 31%. One hundred seventy-four respondents provided reasons for their respons es to all four scenarios, for an item-response rate of 37. 8%. Because one purpose of this study is to analyze respondents' reasons for their philosophical perceptions, the analyses of responses focus on those respondents who provided such comments. Table I presents a seven-item profile on the 174 respondents. The gender split was almost equal.About 4% of the respondents were 25 years or younger, 29% were between 26 and 34 years old and 34% between 35 and 43 years old. Eight percent and 5. 7% were in the 53-years-to-61-years and the 62years-or-older categories, respectively. Respondents represented each of 25 states in the United States. However, four states – California, Colorado, Illinois, Michigan – each had 10 or more open-ended responses. California, with 44 returns, had the most responses. More than one-half of the respondents had between one and 10 years of full-6me advertising experience, 26% between 11 and 20 years' experience, and 11% between 21 and 30 years' experience.About 1%had more than 40 years' experience. With regard to respondents' institutional affiliations, about 44% worked in an advertising agency or department, 17% in companies or corporations, 3. 4% in nonprofit organizations, and 32% in other organizations. About 35% of the respondents indicated that they were in top-management positions, for example, as owners, presidents, executive vice presidents, vice presidents, and directors. Twenty-six percent were categorized in upper-middle management positions: division heads, supervisors, managers.About 40% were categorized in lower-middle management positions, for example, as account executives, while 3%were categorized as non-management personnel. Advertising and Classical EtkicaI Theory TABLE I A demographic profile on respondents (N = 174), in percentages Gender Female Male States with 10 or more responses California Colorado Illinois Michigan 25. 3 6. 9 5. 7 10. 9 50. 6% 49. 4 459 While 24% of the respondents did not super vise any employees, a majority held supervisory positions. About 63% supervised between one and 10 eraployees, 7% between l l and 20, and about 3% more than 21 employees.Respondents' evaluation of and conmaents o n scenarios Scenario No. h (Giving gifts to a potential client) This scenario focused on a female ad person who gave gifts to a potential client with the intent of receiving assistance from the client in obtaining the latter's account. Slightly more than one-half of the respondents said that the ad person was wrong, t7% reported that she should be fired, 40% would do just what she did, while 56% said that most ad execs would do as she did. About 83% said their firms should address the situation formally in a policy.In this scenario, gift-giving perse was not an issue; however, the intent of that practice is important because one study (Hire and Beltizzi, 1987) indicated that gifts tend to obligate a client to a firm. Some respondents in the present study considered it a bri be. One, for example, wrote: â€Å"Any company I managed had a written policy on such matters. Mary would have been reprimanded orally and in writing. A copy would be placed in personnel file. This would contain a ‘warning. ‘ Next time, fired. † Another: â€Å"If it was an overt bribe it was wrong. If it was really a gift then no problem. A respondent who was blunt about the wrongness of the conduct defended its widespread occurrence in the industry: â€Å"What Mary did was wrong, but it is common practice in a more subtle way. † Perhaps reflecting the percentage of respondents who said that most ad executives would do what the ad person did, a number of respondents pointed out that the situation â€Å"happens quite frequently,† that it is â€Å"common practice,† that â€Å"‘gifts' is a highly ambiguous term,† that it is â€Å"standard in the industry,† that most account executives â€Å"routinely give away whatever they can to get business,† and that â€Å"romancing the client is part of business. Therefore, they think that nor much is wrong with it. In fact, most argued that it depended on the nature of the gift. Age 25 or younger 26–34 35–43 44–52 53–61 62 or older Years in full-time advertising 0 1-10 11-20 21-30 31-40 More than 40 years Work Setting Advertising agency/department Public relations agency/department Non-profit organization Company/corporation Other Management position Top management Upper-middle management Lower-middle management Number of employeessupervised 0 1-10 11-20 21-30 31-40 41-50 5t or higher 24. 1 62. 7 6. 9 2. 9 1. 7 1. 1 0. 6 34. 5 25. 8 39. 7 43. 7% 3. 4 3. 4 17. 2 32. 2 6. 52. 3 25. 9 10. 9 2. 9 1. 1 4. 0 29. 3 33. 9 19. 0 8. 0 5. 7 460 C. B. Pratt and E. L. James TABLE lI Responses to statements on ethics scenarios % yesa Mean u SD Statements on Scenario No. 1 (Giving gifts to a potential client) 1. What Mary- did was wrong. 2. Ma ry should be fired. 3. I would do just what Mary did. 4. Most ad execs would do just what Mary† did. 5. My firm/dept, has a policy, either written or oral, that addresses this situation or practice. 6. Regardless of mr† response to No. 5, it is a good idea for my firm/dept, to have a policy, either written or oral, that addresses the situation or practice.Statements on Scenario No. 2 (Lying about an update on an account) 1. What John did was wrong. 2. John should be fired. 3. I would do just what John did. 4. Most ad execs would do just what John did. 5. My firm/dept, has a policy-, either written or oral, that addresses this situation or practice. 6. Regardless of my response to No. 5, it is a good idea for my finrddept, to have a policy, either written or oral, that addresses the situation or practice. Statements on Scenario No. 3 (Seeking confidential information) 1. What Pete did was wrong. 2. Pete should be fired. 3. I would dojffst what Pete did. . Most ad execs wo uld do just what Pete did. 5. My firm/dept, has a policy, either written or oral, that addresses this situation or practice. 6. Regardless of my response to No. 5, it is a good idea for my firm/dept, to have a policy, either written or oral, that addresses the situation or practice. 63 18 40 47 22 2. 16 3. 35 2. 01 2. 43 3. 28 1. 14 0. 852 0. 961 0. 856 0. 917 59 18 57 78 24 2. 29 3. 43 2. 48 3. 00 3. 23 1. 05 55 17 40 56 31 2. 36 3. 40 2. 01 2. 62 2. 99 1. 18 0. 811 0. 982 0. 939 1. 15 83 1. 68 0. 918 0. 807 1. 03 0. 825 1,05 72 2. 04 1. 05 67 2. 12 1. 01Advertising and Classical Ethical Theoly Table)8 (Continued) %yes ~ Statements on Scenario No. 4 (Using outdated data) Mean b 46 t SD What Sally did was wrong. Sallyshould be fired. I would do just what Sally did. Most ad execs would dojust what Sally did. My firm/dept, has a policy, either written or oral, that addresses this situation or practice. 6. Regardless of my response to No. 5, it is a good idea for my firm/dept, to have a policy, either writtm. ~or oral, that addresses the situation or practice. I. 2. 3. 4. 5. 82 46 11 36 41 t . 62 2. 68 1. 51 2. 26 2. 84 0. 993 1. 07 0. 742 0. 9 t0 1. 12 81 1. 77 0. 39 a Percent responding â€Å"definitely yes† or â€Å"maybe yes. † b On a four-point scale, with 1 = â€Å"definitely yes† and 4 = â€Å"definitely no. † A lower mean score indicates a stronger agreement with a statement. Another, perhaps thinking situationally, asked: â€Å"Is it a pen, a ticket to a concert, or an automobile? † A president of an ad agency said: â€Å"Often, in this business, I encounter prospective clients that have been ‘wined and dined' by their previous agency. Some expert preferential treatment. The prospects that find this offensive and rely mostly on our agency's ethics, expertise and integrity are those we desire.This philosophy has lost us business, slowed our growth . . . . Business ethics unfortunately in the ad business is perceiv ed next to snake oil salesmen! † was wrong substantiated their positions with the following reasons: â€Å"There definitely are times when one must prioritize his/her workload . . . One should not lie to the client but instead talk openly about a schedule of completion and possibly see ifa delay would be acceptable. † D,- â€Å"Schedules for each project~client are developed on approval of estimates. All work is to be done per that schedule, regardless of dollars involved. â€Å"A company should try to meet a ctienCs deadlines no matter the size o f the account. † O n the other hand, some of those who felt nothing wrong had occurred said: ‘[john did tell the t r u t h . . . For John to tell the whole truth is simply suicidal. Agencies are always juggling workloads. † m,- â€Å"What John said was not a definite lie. As long as you do not directly tie about a scenario, don't worry. † m,- ‘[John did what most people would do, then work a li ttle harder to get the other work OUt. † &enario No. 2: (Lying about an update on an account)This scenario was on the failure o f an ad agency staffer to tell a client the truth about the status o f the client's account, which had been set aside temporarily in preference for a newer, higher-hilling account. Fifty-nine percent said that the ad agency staffer was wrong, 18% said that he should be fired, 57% reported that they would do just what he did, while 78% said that most ad execs would do what the staff did. About 72% said their agencies should address the situation in a policy. Some of those who argued that the agency staff â€Å"I see no reason to forfeit future business and, 462 C. B. Pratt and E. L. James herefore, would use whatever means necessary to maintain the relationship. † did. Eighty-one percent said that their agencies should address situation in a policy. Respondents were clearly angered by the ad executive's action. A respondent said: â€Å"This con duct is indefensible. The client paid for both the campaign and the research (I assume) and is entitled to their results. † â€Å"There should be truth in advertising and in all of life's encounters, business or personal. † Another: â€Å"Sally practiced deception in not using those current poll results. The client is bound to find out what sort of results the corporate image has, eventually. Yet another: â€Å"Bad judgment to cover up facts. Corrective measures to improve numbers in future campaigns should be provided to client. † Some arguments made in behalf of the ad executive: †¢ â€Å"They [the numbers] can be used as indicators, but not absolutes. How many people do you know that have participated in TV Nielsen rating surveys and how many programs have the networks cut or kept that you disagree with? † â€Å"What Sally did was not necessarily wrong or right, given the question. Possibly the campaign required more impact, time, etc. Too many v ariables in this situation to judge ethics. † â€Å"Numbers are arbitrary and research is imperfect.One set of ‘bad' numbers is, therefore, inconclusive. † &enario No. 3: (Seeking confidential information) During a social meeting, one ad account executive craftily encouraged another obviously inebriated ad executive who handled the account for a competing brand to divulge confidential business information. Sixty-three percent said that the ad account executive was wrong. Eighteen percent said that he should be fired, and 40% that they would do just what he did, while 47% said that most ad execs would do what the executive did. Sixty-seven percent said the ad agency should address the situation through policy-making.Among all four scenarios, scenario No. 3 had the second-highest disapproval rate among respondents. One respondent made a blunt, succinct comment: â€Å"A definite breach of professional ethics. † Another: â€Å"This is unacceptable as well as u nethical behavior. Once the account exec had identified himself, Pete should have identified himself as well. Pete should be reprimanded for his actions, maybe even fired if it appears as if this same scenario would continue in the future. † Another: â€Å"It was wrong not to identify himself. † Yet another: â€Å"Pete's taking advantage of his ‘counterpart' was opportunistic and immoral. A respondent who saw nothing devious here argued: â€Å"It is a very competitive market. Taking advantage of the competition's weakness or stupidity is a must. † Another argument: â€Å"Corporate espionage is no more or less right or wrong than is political espionage. † †¢ †¢ Comparison of means Scenario No. 4: (Using outdated data) In an agency's report to a client, a female ad executive used outdated data that were favorable to both her ad agency and client, while ignoring new, unfavorable information. Eighty-two percent – the highest among all s cenarios for statement No. – said that the female ad executive was wrong, 46% said that she should be fired, 11% that they would do just what she did, while 36% said that most ad execs would do what she Two analytical procedures were used to compute and compare responses to all four scenarios. First, the percentage response to each statement was computed for comparison of the directions of response patterns. Second, item-by-item statistical differences between 36 possible pairs of responses across all four scenarios were determined. Schefft's (1953) multiplecomparisons were used to determine such differences (Table III).Twenty-five of those 36 pairs and four of the six variable pairs of grand means were significantly different (p ;lt; 0. 05, at least) from each other, indicating respondents' differentiation of their evaluation of the scenarios. Thus, this result indicates Advertising and Classical Ethical Theory TABLE III Comparison of means, grand means (and standard deviati ons') for four scenarios on advertising ethics Scenario One 2. 3; (1. 18) 3. [email  protected] (0. 811) 2. 0P (0. 982) 2. 62~ (0. 939) 2. 99~ Scenario Two 2. 29~ (1. 05) 3. 4Y (0. 807) 2. 48b (1. 03) 3. 00b (0. 825) 3. 23b Scenario Three 2. 1; (1. 14) 3. 35~ (0. 852) 2. 0P (0. 61) 2. 43~ (0. 856) 3. 28b 463 Statement 1. What X did was wrong. 2. X should be fired. 3. I would do just what X did. 4. Most ad execs would do just what X did. 5. My firm/dept, has a policy, either written or oral, on situation or practice. 6. Regardless of my response to No. 5, it is a good idea for my firm/dept, to have a policy, either written or oral, on situation or practice. Grand Mean Scenario Four 1. 62b (0. 993) 2. 68b (1. 07) 1. 5V (0. 742) 2. 26d (0. 910) 2. 84~ (t. I 5) (1. 05) (0. 9! 7) (1. 12) 1. 68~ (0. 918) 2,63~ (0. 406) 2. 04b (1. 05) 2. 58~,b (0. 362) 2. 12b (1. 01) 2. 74c (0. 378) 1. 77~ (0. 39) 2. 52b (0. 401) ~,b. ~ Means with different superscripts on the same row are significantlyà ¢â‚¬  different, by ScheffS's repeated-measures design. Note: Means are on a four-point scale, with 1 for â€Å"definitely yes† and 4 for â€Å"definitely no. † Statements 3 and 4 were reverse-coded as t for â€Å"definitely no† and 4 for â€Å"definitely yes. † A lower mean score, therefore, indicated higher self-reported ethical standards. that the sample practidoners' perceptions of ethics vary significantly by the type o f ethical issue confronted, suggesting perceived differences in the intensity of the application of deontology to the scenarios.Fritzsche (1988) and Fritzsche and Becker (1984) reported similar differences across vignettes, and concluded that marketing managers practiced situational ethics. For three of the four scenarios, respondents tended to agree with the statement that the advertising staff involved in the conduct identified in each of the scenarios took the wrong action. However, they tended not to agree that the staff should b e fired. It was only in scenario No. 4 (using outdated data) that members tended to perceive the conduct as wrong; even so, the mean response to the statement that the staff â€Å"should be fired† was 2. 8, which was significantly different (p < 0. 001) from re- spondents' positions on the firing of the three other practitioners in the other three scenarios. Contextual response An overall evaluation of the respondents' evaluation of the wrongness or rightness of a conduct – the essence of Kantian ethics – indicates that the sample AAF members leave little doubt about their positions on the scenarios outlined in the questionnaire. However, when the evaluations of the statements, taken together, are considered within the context o f classical ethical theory, the members' ethics leaves much to be desired.Four questionnaire statements (items 1, 2, 3 and 6 of Tables II and III) were used as direct measures of deontology: â€Å"was wrong,† â€Å"should be f ired,† â€Å"I would 464 C. B. Pratt and E. L. James do,† and â€Å"regardless of my response. † It must be noted here that, even though deontology does not address explicitly the severity of the punishment for an ethical infraction, the theory is not neutral on punishment. Justice is one of the moral values that deontology considers – even though not always explicitly. In mixed-rule and mixed-act deontology, the consequences of one's actions are considered.In essence, there is a built-in role for consequences. This was why Kant, admittedly vague in some areas, invented moral rules in the first place. Responses to the four deontology-related statements provide four indications of the extent of practitioners' adherence to Kantian ethics. First, the respective percentages (28. 7%, 28%, 40% and 65%) of respondents who reported that the actions of the practitioners cited in the four scenarios were definitely wrong indicate that fewer than one-half applied deon tological theory to three of the four scenarios.Second, that the practitioner should be fired, the ultimate test of ethics (Singer, 1992), had much lower, definite approval rates: 1. 7%, 1. 1%, 3. 4%, and 16. 1%. Third, the response percentages for item 3 (â€Å"I would do just†¦ â€Å") in scenarios one, two, and three indicate that a sizable number of respondents would engage in the questionable behavior outlined in the scenarios. For scenario four, however, 11% said that they would â€Å"definitely† or â€Å"maybe† engage in a behavior that 82% of them reported as wrong.Finally, on item 6, a clear majority indicated an interest in organizational response to the issue raised in each scenario. The response percentages for statements 1, 2, and 3, therefore, indicate that practitioners' evaluations are clearly at odds with tile tenets of deontology and are perhaps more in line with utilitarian and relativistic theories. A further indication of the sample practiti oners' adherence to deontology is provided by those who responded â€Å"definitely yes† or â€Å"maybe yes† to all four measures of deontology in all four scenarios.The results: 10% 10%, 16%, 32% for scenarios 1, 2, 3, and 4, respectively. Such low percentages suggest that a majority of members wavered in applying deontology to the ethical dilemmas with which they were confronted. Bishop (1949) argues that truthtelling (addressed in scenarios 2 and 4) in advertising is â€Å"impossible and the attempt to attain it would reduce advertising to complete ineffectiveness and prevent it from fulfilling its legitimate and necessary function† (to. 88).Yet, the first of AAF's eight-principle code of ethics, albeit stated in general terms, focuses on truthtelting: â€Å"Advertising shall tell the truth, and shall reveal significant facts, the omission of which would mislead the public† (American Advertising Federation, 1984). While AAF members report that their com panies adhere to AAF principles, they report that other ad agencies tend to adhere less strictly to those principles (Chonko et al. , 1987). Adherence to the truth principle is not only evident among AAF members but it has the largest â€Å"my† versus â€Å"other† company difference ([t – 23. 2, p < 0. 01] Chonko et al. , 1987). A number of U. S. corporate executives now realize that if ethical transgressions are not sanctioned by dismissals, they could encourage all kinds of shady dealings and foster the perception that the organization is not really committed to ethics (Singer, 1992). It is plausible that a mix of utilitarian, JudeoChristian, veil-of-ignorance, and golden-mean ethics simultaneously guided the sample practitioners' evaluation of the ethical scenarios used in this stud),. However, the investigation of the application of various ethical theories to decision-making was not a purpose of this study.Empirical studies on ethics (e. g. , Ferrelt and Weaver, 1978; Fritzsche, 1988; Fritzsche and Becker, 1983; Krugman and Ferrell, 1981; Pratt, 1991; Pratt and McLaughlin, 1989) increasingly indicate that ethics among business people is frequently not perceived in absolutist terms, but in relative shades of right and wrong. Fritzsche (1991, 1988) and Jones (1991), for example, report that situational ethics is the overwhelming preference of U. S. managers. Advertising codes of ethics are usually written in precise deontological terms, for example, â€Å"must recognize,† â€Å"will not,† â€Å"shall tell the truth,† â€Å"shall refrain from. Yet, AAF members do not seem to abide by deontology even though â€Å"an enforced, effective code should provide the profession with a degree of stability and consistency in the ethical decision-making of its members† (Beets, 1991, p. 69). It is plausible that the patterns of responses in this present study suggest adherence to utilitarian ethics, which is preferred by advertising agency personnel Advertising and Classical Ethical Theory (Rotzotl and Christians, 1980; Christians et al. , 199 I). On the other hand, utilitarian ethics seeks to maximize the good for all concerned.However, the limitation of this ethical theory is inherent in how the â€Å"good† is determined. Beyond that, the interests of the minority tend to be given short shrift. What, therefore, are the chances that advertising-agency actions will result in the â€Å"greatest happiness for the greatest number†? Also, Nevett (1985) disagrees with Bishop's (1949) suggestion that the ethical standards of advertising be utilitarian because such an approach cannot â€Å"provide advertising people today with guidance on suitable ethical standards for their profession† (e. 04). Rawls (1971) criticizes utilitarianism, noting that it does not take seriously the differences among people; rather, it views as morally just that which has the sum of satisfactions (or tota l utility) for the community. As an alternative to utilitarian thought, Rawls (1971) suggests â€Å"a new moral theory† that will give adequate account to the primacy of justice, understood as the protection of the equal rights of all individuals, over the social good† (Schaefer, 1979, p. 22).To accomplish equal justice in society, therefore, everyone should assume a hypothetical â€Å"original position† – behind a â€Å"veil of ignorance† – which requires that, in evaluating situations, people step from their everyday, status-based traditional roles into an egalitarian position behind a veil. The goal is to develop a conception of justice or of the good from a disinterested, â€Å"equal† perspective. Would a recommendation that practitioners who compromise the ethical standards identified in the scenarios be fired be an illustration of such justice?And would such firing be in an organization's or in a society's best interest? Finally, it is plausible that Judeo-Christian morality – an altruistic, religion-based tradition – is also reflected in respondents' evaluations of the dilemmas in the ethical scenarios. 465 perceived as â€Å"definitely† having such policies for each of the four scenarios (and those who â€Å"definitely† think that having such policies is a good idea) are, respectively, 17. 8 (56. 3), 11. 5 (38. 5), 4. 6 (33. 3) and 15. s (50 0).The large differences between having such policies and thinking that having such policies is a good idea lends credence to the continuing public and practitioner concern over advertising ethics. For advertising agencies, such policies could result in two possibilities: (1) they may encourage agencies to also apply deontology to ethical issues, and (2) they may help agencies initiate an eclectic approach to ethical decision-making – that is, to apply ethical principles that may involve bringing all five commonly used classical theo ries to bear simultaneously on the decision-making process.These five theories, which are not mutually exclusive, fall into one of two broad categories: deontology or teleology. They are (1) Aristotle's golden mean (â€Å"moral virtue is appropriate location between two extremes†); (2) the theoretical framework for this present study, Kant's categorical imperative (â€Å"act on that maxim which you will to become a universal law†); (3) Mill's principle of utility (â€Å"seek the greatest happiness for the greatest number†); (4) Rawls's (1971) veil of ignorance (â€Å"justice emerges when negotiating without social differentiations†); and (5) Judeo-Christian persons as ends (â€Å"love they neighbor as yourself†).Aristotle's theory of the golden mean, a virtuebased ethics, strikes a moral balance between two extremes, one indicating excess, the other deficiency. The mean, in this context, is not a statistical mean but a willingness on the part of th e decision maker to exercise moderation or temperance – a virtue. Such a mean rdates to the individual's particular situation, her or his stay. is, strengths and weaknesses (Chi'istians et aI. , 1991). Utilitarian ethics, a form of teleological ethics, was enunciated by John Smart Mill as that which seeks â€Å"the greatest happiness for the greatest number. To assess the â€Å"greatest good,† a person or organization performs a cost-benefit analysis of an action or decision. If the latter would result in the good of the majority, that is, if its benefits for the â€Å"greatest number† outweigh its costs, then the act is ethically right. Rawls's (197 t) veil of ignorance, a nonconsequen- Conclusion The results presented in this study indicate a strong (perceived) reluctance on the part of the ad agencies to institute policies, either written or oral, that would proscribe unethical conduct. The percentages of respondents whose firms or departments are 466C. B. P ratt and E. L. James tialist theory of justice, governs the assignment of rights and duties and regulates the distribution of social and economic advantages. People, Rawts (197I) argued, â€Å"have an equal right to the most extensive basic liberty compatible with a similar liberty for others† (Rawls, 1971, p. 60). Finally, Judeo-Christian morality is an altruistic tradition that is being popularized in the West as â€Å"the more dramauc term agape – unselfish, otherregarding care and other-directed love, distinct from friendship, charity, benevolence, and other weaker notions† (Christians et al. 1991, p. 20). The interpretation of the results of this present study within the context of Kantian ethics suggests that deontology is clearly not the preference of the sample practitioners. The de-emphasis of deontological ethics among practitioners is likely to engender a laissez faire approach to ethical issues. Dubinsky et al. (1991) suggest a reason for this phenom enon from an overall business perspective: â€Å"Many of the situations business people confront are in a ‘gray' area where the delineation between the right versus the wrong action is not clear† (p. 52). On the other hand, strict deontologicaI ethics could encourage advertising practitioners to understand the precise boundaries of ethical and unethical conduct, as has been found among salespeople (Michaels et at. , 1988). It has been reported that managers who apply deontological ethics under uncertain conditions are least likely to change their decisions even when they perceive the risk of their decisions; those who apply utilitarian ethics are more likely to change their decisions to satisfy financial and/or self-esteem goals (Fraedrich and Ferrell, 1992).And herein lies a crucial value of deontological ethics to advertising: more likely, it will encourage advertisers to adhere to the precepts of ethics, setting aside personal financial and social rewards for the pub lic good. At least 67% of the respondents in the present study suggested that their organizations establish policies on questionable conduct (item 6). Why did such a majority suggest such boundaries on behavior? Why would they prefer that formal company policies restrict questionable behaviors?It is plausible that the sample practitioners place much value on formal policies because of the perceived importance of affirmation on what they consider ethical or unethical. Further, such a formal process may indicate more than a perfunctory commitment of their organizations to ethics. This possibility suggests two key questions on the implications of the results of the present study for policy-making: (1) Where lies the responsibility for shaping advertising agency ethics? (2) And what relevant does deontology have for the training of advertising staffs?In a speech given two dozen years ago by Bill Marsteller, founder of the advertising agency, Marsteller Inc. (a forerunner of Burson-Marst eller, the world's third-largest public relations agency), he said: â€Å"It is not enough [for the advertising student] to simply attain general standards of morality and taste; it is important to be subjected to the deliberate considerations of advertising morality and taste†¦ † (Marsteller, 1972, p. 241). Marsteller sees education in advertising ethics as important as that for the production of creative, charming advertising.Just as the effectiveness of training sessions has been called into question (Feldman and Thompson, 1990; Levin, 1989), their impact has also been demonstrated (e. g. , Feldman and Thompson, 1990; Hanson, 1987; Harris and Guffey, 1991). On balance, however, it behooves ad clubs and various advertising associations to establish programs that, at the minimum, sensitize practitioners to some of the social and professional sequelae of their ethics-related decisions. The results of this limited study justify the adoption of such measures.Caveats Two li mitations of this stud), should be outlined. The first is the old issue of â€Å"self-reported† ethics. Even though measures were taken to discourage the use of socially desirable responses, that possibility cannot be ignored because perceptual distoruon is higher when the dependent variable is as highly sensitive as the subject of ethics (Hunt et al. , 1989; Randall and Fernandes, 1991). The second is the representativeness of the sample, which was drawn from 25 states, for the 50,000member AAF.Because the sample was not randomly selected, it is important that this present study be replicated on a larger, more geographically diverse sample to determine the extent to which its results are consistent with those of such a nationwide study. Advertising and Classical Ethical Theory

Prophet Muhammad as a Religious and Political Role Model Essay - 6

Prophet Muhammad as a Religious and Political Role Model - Essay Example From the poor and needy to the rich and prosperous, the lonely and the weak, the students or teachers, the employer and employee, all of them, every person in every field of work or profession, they can all find inspiration in the life of Prophet Muhammad that entail an example for them to follow suit. Being a religious and political role model is a status that is founded on the Holy Quran as well as the Sunnah. Scholars of Islam have looked at this status of the Prophet and have concluded that the most effective manner is to look at the verses of the Sunnah and Holy Quran that demonstrate the Prophet’s status as a whole. It is from this exploration that things such as obeying the Prophet, believing in Him, agreeing with Him and following Him come to focus. From the Holy Quran, there are verses that refer to the Prophet as a role model. One verse, however, literally refers to Muhammad as a religious and political role model, and states thus: "Verily in the messenger of Allah you have a good example for him who looks unto Allah and the Last Day, and remembers Allah much." The original verse had the Arabic word use, which translates to model or example that should be followed and obeyed. Someone who follows another person is bound to imitate them, follow their style as well as attitudes, in the end identifying themselves with that person. According to the Islamic faith, this word meant being a role model and is also an aspect that is considered to be found in people who possess beauty, goodness and righteousness. This verse is a revelation of the significance of the Prophet’s Sunnah in the Muslim’s lives. It is also worth noting that according to the Holy Quran, Prophet Muhammad has a superior character and is one who exemplifies a perfect lifestyle worthy of emulating.

Should the UK join the Euro Coursework Example | Topics and Well Written Essays - 1750 words

Should the UK join the Euro - Coursework Example o from both the social and political angles so as to have multi-dimensional outlook and prediction of what that move may mean to the United Kingdom countries. Euro is the currency that states that are within the Eurozonal framework trade with (Verdun, 2006:33). Eurozone consists of about nineteen countries that subscribe to and are constituents of the European Union (EU). Currently United Kingdom uses sterling pounds as its currency of exchange and below is the critical assessment and evaluation that debates on whether UK should join Euro or not. At the end, a clear stance is demonstrated based on the evidence provided. Talks about UK joining the Eurozonal map took a shift when the former Prime Minister Tony Blair and the whole government set five conditions that have to be met for UK to join the Euro. Later on Blair was succeeded by Gordon Brown who maintained the same stance as Blair about UK joining Euro. About seven years ago, Gordon Brown made decision that has until now has been withheld about the zero chances of Britain joining the Euro zone (Owen, 2012:120). Although many economists in Britain at the time when economic crisis was experienced suggested that UK joining the Eurozone would work for the benefit of the nations, these suggestions were greatly condemned and detested by a majority of the citizens including Gordon Brown himself. This period of economic upheaval seemed like it could set United Kingdom to pair with other states of the Eurozone and share the Euro currency but it did not materialize then (Owen, 2012:124). However, there are several reasons why UK should or should not joi n Euro and they have been discussed. It would really serve UK best in the international market if it joins the Euro since it will be best insulated from the many ever changing rates in currency. This is because most of the countries it will be trading with have the same currency (Euro) rather than having pounds and other currencies bring fluctuations in exchange rates.

Talent Management for Ang Mo Kio- Thye Hua Kwan Hospital Dissertation

Talent Management for Ang Mo Kio- Thye Hua Kwan Hospital - Dissertation Example initions 2.3 Talent Management Frameworks 2.4 Talent Management Techniques  Vs  Replacement Planning and Succession Planning Techniques 2.5 Key Success Factors for Talent Management PART 2: Talent Management and Organizational Performance 2.6 Does the employee attitude towards Talent Management affect their performance? 2.7 Does the managers' attitude towards Talent Management affect their employees performance 2.8 Is there alignment between what employees perceive and what the managers practice? 2.9 Employee Motivation and Productivity and How to Enhance These 2.9.1 Employee Motivation and Factors that affect it 2.9.2 How to Enhance Employee Performance by Enhancing Motivation Chapter 3: Research Questions and Hypotheses Chapter 4: Research Methodology 4.1 Introduction 4.2 Choice of Methodology 4.3 Population and Sampling 4.4 Research Instruments 4.5 Procedure 4.6 Data Analysis 4.7 Ethical Considerations Chapter 5: Results 5.1 Introduction 5.2 Results 5.2.1 Impact of Perception of Talent Management Practices on Motivation and Satisfaction of the Employees 5.2.2 The Impact of Managers’ Perception of Talent Management Practices on Business Performance 5.2.3 Comparison of Employees and Managers’ Perceptions 5.2.4 The Impact of the difference in the managers’ and the employees’ perception of the talent management practices on the business performance Chapter 6: Discussion 6.1 Impact of Perception of Talent Management Practices on Motivation and Satisfaction of the Employees 6.2 The Impact of Managers’ Perception of Talent Management Practices on Business Performance 6.3 Comparison of Employees and Managers’ Perceptions 6.4 Managers Recognize Employees’ Strengths and Weaknesses 6.5 Challenges for the Organization Chapter 7: Conclusions 7.1 Summary of Findings... According to the research with the rapid advancement of business potential owing to the globalization and enhanced communication and Information technology, there is felt a need to develop human resources that are highly professional, skilled and apt to help any organization make a difference in the competitive market. The medical organizations, especially in the case of hospitals, need to enhance their competence while maintain their professional and ethical standards to serve the customers better. The growth in technological investment that is needed to remain viable for the hospitals has put additional cost pressures on them. Also, the highly mobile nature of medical professionals has required that the hospitals be prepared to develop job packages that are lucrative and attractive and that can keep the employees satisfied and motivated. The concept of talent management – or managing the entire talent pool in an organization from selection, to training and development and mo tivation – is readily applicable in the context of the health organizations. The premise for investing in talent management is that the organizational resources, capital or technological, are only one aspect for the organizational success. The main organizational resource is the human capital as the quality of people an organization employs largely dictates the quality of output and competitive advantage that it may enjoy. It therefore makes sense to focus on talent management in any organization and more specifically in the case of health organizations as much of the work involves human centered activities.

Out of Africa, Biological Adam and Eve Essay Example | Topics and Well Written Essays - 2000 words

Out of Africa, Biological Adam and Eve - Essay Example All that we know about Adam and Eve is that they were the first human beings on earth. They were banished from heaven and sent to earth as punishment. Human brain inquires many questions over this small statement. Is this a true tale? Were Adam and Eve really the first human beings? If they were punished or banished from heaven then why are we here? And, is this all a punishment? Theology and science have been into cold war on these topics from the very beginning. This is because science accepts logic and evidences however, religion expects one to believe in whatever is told without any doubts. The aspects of the existence of universe and that of mankind are discussed side by side in this assignment. Adam and Eve are the first two human beings i.e. male and female, created by God. He wanted them to live in heaven and gave them superiority over the other creations of His. He made every possible luxury available to them but ordered them to avoid only one thing. He ordered them to stay away from one tree. That tree is termed as tree of knowledge which contained the knowledge of evil and good in it. Some mythological tales state that the tree of knowledge had â€Å"apples† on it. Satan misguided Eve and made her go near the tree. She being the only companion of Adam convinced him to accompany her. On this act God became angry with them and banished them from garden of heaven. He expelled them from heaven and made them spend their lives on earth. Also, he did not keep their lives free of tension or evil. It is in many mythological tales that God made humans suffer by giving women childbirth pain and by making men face the hardships of earning livelihood and farming etc. It is also found in historic writings and theological information that they were expelled to earth and sent to Africa. This tale is what we all know but how we are connected to Adam and Eve and how our roots connect with Africa is still a mystery. There are many paintings made by people of dif ferent faith over this incident. They all tell something different yet all are common at the point of naming both the humans as Adam and Eve. The topic under discussion throws light over Adam and Eve existence, their expulsion from heaven, their lives on earth, their multiplication and migration. Bombarded with philosophy, theology and science, the questions of human race existence are answered to unravel the facts unknown to most of our generation. Part. 2: Out of Africa, Biological Adam and Eve Adam and Eve were the first human couple due to which we are here today. This is the little piece of information we all have. There are numerous things dwelling between the above mentioned two simple lines. Let us discuss the religious, scientific and logical aspects of this simple story which starts becoming complex as we analyze its different aspects. 2.1 Religious Aspect about the existence of Adam and Eve According to the religious perspective, Adam and Eve were meant to live in Eden an d enjoy God’s bounties without having any unfulfilled desire. God created every luxury in heaven for them. He gave them superiority over other beings and excused them from the hardships of life (House and Grover, 2009, pp.31-36). House and Grover (2009, pp.32) state that Mattew Henry exemplified Eve to be created from Adam’s rib because God did not want him to live alone. The woman created from the rib has the logical justification of not to rule over man, be by his side for his support, to be guarded and loved.

Personal statement Example | Topics and Well Written Essays - 750 words - 8

Personal Statement Example I still remember the way our backyard junked garage soon turned into a teeming workshop with brilliant ideas and we had spent the entire summer recess into the junkyard that year. My first step into the world of machines was thus initiated. With passing days, I learnt the intricate details about all the cars and their engines at our junkyard and soon one day I was able to start up the failed engine of my dad’s car, when I discovered that actually the problem was in the battery and not in the engine of the car. Later in the school itself, I joined Asian Engineering club where my ideas about machines, transistors and basic functioning of light and sound gained more shape. A class by a veteran scientist and scholar at the engineering club at school on analysis of design and manufacturing provoked me to a great extent and boosted up my desperation for taking up the stream of mechanical engineering as my major. And, the most fascinating part of the entire discipline for me was the circuits, its design and analysis of those circuit designs and how it operates within many machines just bowled me out. I indulged myself into reading more and more science journals. At my upper division level at school itself and before pioneering upon the subject through milestone institution of SBCC, I had attended a seminar on thermodynamics and many discussions and seminars on the subject of electricity and its modern circuit designs and analysis where I understood the profanity with which modern mechanical engineers and scientists are working at various levels to shape the modern system and enable the mankind to take the optimum benefit out of modern technologies. Volunteering at different science exhibitions and participation at various science fairs at school level presenting circuits and various mechanical dynamics enabled me to fasten my seat belt more intact through the journey of mechanical world. My involvement with the aerodynamics was clear from my childhood days and an active participation of three days’ workshop with aerodynamics helped and intrigued passion within me for taking plunges into the field of mechanical engineering. Prompt 2 One of my unique talents or virtues which I believe is the talent of inquisitiveness. This inquisitive pursuit enabled me to ponder upon various complex and unorganized dynamics and helped me to solve the complex circuit turning them into a simpler one. After attending classes at SBCC, I found that all my past experiences and scientific expeditions have enabled me to comprehend more intricately about various dynamics and subtleties associated with the faculty of Mechanical Engineering. I already had enough exposure as a member of science club and after participating in various events related with machines, thermodynamics and aerodynamics. In science and field of scientific research, the application and implementation of the theories which we come across everyday pitted in black words against the white pa ges of our weighty books need space for practical understanding. These practical understandings of the theories finds completion only when first hand implementation of those theories are experienced in practicality, which I have received in abundance throughout my career in schools at both junior and senior levels. The little theories of mechanics starting from the revolving of fans to movement of a car engine, every little or big machines around has helped me to grow and

Organizational Politics slp Assignment Example | Topics and Well Written Essays - 500 words

Organizational Politics slp - Assignment Example In this case, six individuals wanted to be selected as the new sales manager, as a result, leading to a political battle. Political behaviour might be due to individual and organisational factors (Nair, 2010). Personal factors include the need for power, incremental reward, increase in scope of control and Machiavellianism. Organizational factors may be situational or organisational culture. Situation factors encompass performance evaluation, promotion seeking and resource allocation. In this case, there was a situational cause for the political behaviour as the workers were seeking promotion to the vacant position. Politicking arises because of the organisation culture whereby it is practised from the top management to the subordinates that was the case in the company. Some of the prospective staff members to the position went ahead tarnishing the other party’s credibility. It was through trying to reveal fraudulent activities that were they took part in the past. It led to some of the candidates getting disqualified and some were dismissed as well from the organisation after commission of enquiry set up found them guilty. If someone substantially invested in an organization, both emotionally or financially is likely to employ political behaviour due to care of the organisation’s destiny. Although politicking within the organisation is healthy, it also has its adverse effects as rift between employees’ increases. In this case, the working relationship within the organization became poor hence ultimately affecting the overall performance of the organisation In 2002, during the merger between HP and Compaq there was politicking within the board as some were opposed to the merger. The infighting was so bad that some of the board members leaked secretive information to the public. One of the main reasons for the conflict was the appointment of the CEO of the merged grouped. It led to

Feelings towards Essay Example for Free

Feelings towards Essay All throughout this scene there are various indications about the rising tension caused by Eddies feelings towards his niece Catherine. It begins when Eddie confronts Rodolfo about taking advantage of Beatrice and not treating Eddie with respect. I know, but in your own town you wouldnt just drag off some girl, without permission. Here he is highlighting the lack of respect he feels that Rodolfo treats him with. He is referring to Beatrice as some girl, which shows that in Eddies eyes Rodolfo does not see Beatrice as anything special or important. Beatrice (Eddies wife) suspects that Eddies feelings towards Catherine are un-natural and contributes throughout this scene to the rise in tension. Well he didnt exactly drag her off though, Eddie. This would annoy Eddie, as he is not receiving any support, she is also saying that Catherine is independent and chose to go with Rodolfo which would raise tension further. When Eddie tells Rodolfo that he is simply her uncle, Beatrice pounces on this and retorts Well then, be an uncle then. The others would take this at face value, however Beatrice is referring to Eddies un-natural affection for Catherine, which will shock Eddie. Marco then issues a challenge to Eddie, asking him to say what Rodolfo has done wrong. Eddie says that Catherine was never out on the street till twelve oclock at night before Rodolfo came. Marco instantly tells Rodolfo that he must come home early now. By saying this Marco has eliminated the supposed problem, which leaves Eddie with no problem in which he can camouflage his jealousy. Now that Eddie has no more problems but has a dented ego. He begins to create new problems, however he disguises them so that these problems are perceived as concern for Rodolfo; I mean suppose he gets hit by a car, wheres his papers, who is he, you know what I mean? Beatrice states that the same risk is generated during the day when he is at work. Here we see that Eddie is holding back a voice full of anger almost like a car revving up. This simple action is showing the rise in tension as a result of Eddies problem. Eddie now retreats to his rocking chair, showing that he is fighting a losing battle. As Eddie is reading his paper, awkwardness is felt in the room. Catherine reacts by putting the record Paper Doll on; the title in itself indicates the song content. Then Catherine is overcome with rebellion/revolt and asks Rodolfo to dance, causing Eddie to freeze and feel uncomfortable. Rodolfo realises this and refuses to dance however Beatrice and Catherine soon persuade him. As Eddie burns a hole through Rodolfos back he asks, Whats this, a new record? Eddie has heard this song many times before, however he is no hearing it through new ears, new jealous ears. When Marco reveals that Rodolfo is a very good cook, Eddie finds this amusing and mockingly says, Its wonderful. He sings, he cooks, he could make dresses. Thus making another dig at Rodolfo, implying that he has homosexual tendencies. Rodolfo mistakenly takes this as a compliment and smiles thankfully. This is another opportunity for Eddie to put Rodolfo down and he says that he should not be working on the boats but instead working in a dress shop. Yet again he phrases it so that it may be perceived as a compliment. During this speech he unconsciously twists his newspaper into a tight roll, which gives an insight into his somewhat angered/resentful thoughts and also symbolises the rise in tension.

The pulley system investigation Essay Example for Free

The pulley system investigation Essay My aim is to create a pulley system which must consist of one, two or three pulley systems so that the results are recorded. I will also investigate and find the difference in the value of the force obtained for the three different pulley systems. Hypothesis I should be able to pick up 500g with one pulley but to make this easier I will use a pulley system, if I use one pulley that the force needed to lift this amount of weight should decrease by 25%. Off course this is my hypothesis Apparatus   Nylon Rope (3 Metres long Rope) Three pulley systems.   500g mass load force meter. (Newton Meter)   Clamp, Boss, Retort Stand. Loop and Weights. Safety Points The first thing that you must always be concerned about should be the safety of yourself and people around you. Safety should always be looked at seriously as this could alter the results and the test could turn unequal and unfair. You must always be concerned about Safety as this could always make the test more equal and Fair. Make sure that you put a bad underneath the pulleys in case they drop. A tension should always be readily available on the strings so that the whole pulley system does not collapse. Counter Balancing Masses could be an affective way to improve rather than a Newton Meter (optional). Method 1) The pulley must be firstly fixed together with a loop to a retort stand. 2) A string which has looped ends is then placed on top of the pulley 3) Weights can then be attached to one end of the string using its loop. A Newton Meter is than attached to the other side of the string. 4) By pulling down the Newton Meter you are able to raise the weight which sets the height and the effort is recorded on the Newton Meter. 5) You can now attach more pulleys and compare the force required to raise the weights. I have observed that you will not get the required result if you skip weight increasing from one number to another. You must go up step by step to see the trend. This is so that you can take real measurements and make observations correctly. 6) Adaptations To help make the experiment more efficient, the stand was were unstable; I got a friend to hold down the experiment whilst i was pulling the Newton meter. May I also mention that standard procedure may be different to the procedures which conclude in a Science Based Service. Science Based Services have much more detailed and quality instructions as well as equipment which give much more accurate readings. These accurate data include materials such as a digital Newton Meter which gives you an accurate reading to three decimal places. A Service which uses this equipment includes a building company which has to pick up a lot of weight. Diagram Result Test Number of Pulley Systems Force Needed to lift 500g load off the floor 1 0 3N 2 1 4N 3 2 3N 4 3 2N A surprising result has been achieved. The trend is very unusual. I have seen that the more the pulley is added the less force is required. But through observation i can see that without a pulley at all is better that has 1 pulley or 3 pulleys. The device is not very good as it was very unstable and people had to be aware of it. It was probably able to fall but did not due to the care that was taken. The performance of the system as a whole has not really attracted me. This is because the machine we used was insecure and unsafe to use. The first three tests were also very bad as they were better of not to be done. We contained results which were very unexpecting. If you were to add more pulleys the machine would get too complicated and may also not be able to handle it. As you know i had wished to add more pulleys but there were not any more to go around in the class. Conclusion I found out as the number of pulleys increased from 1 to 3 the amount of force needed to lift goes down. Evaluation I could improve my experiment if I repeat the test a few times to cancel any human errors such as wrong measurements which may occur during the measurement of the rope. Other measurements such as the weights may have been misunderstood due to their sizes which will vary accordingly. We also required adding more pulleys to get a more accurate result as more pulleys would have given us a more appropriate result. In the Industry In a laboratory you would use a pulley system simply to get the over all picture. It would be very small machine and the results taken would not be accurate. In a real world industry people have to move very large heavy items and materials. In an industry there are special separate companies which have the business of just moving items with huge pulley like machines. They take accurate reading of all there uses and determine through past experience of how much weight will be picked up and take on a job with the appropriate amount of pulleys. They have also got more stable and secure equipment which is checked regularly. The difference is our equipment is low graded and has not been specified for any specific weight criteria like there. We are also taking experiments before any real work can be taken up. But they have already got all the information required and choose there machine depending on the weight intended. Pulleys are found usually on cranes which help pick loads vertically but they use ropes, wires and chains!

The Son Of God Religion Essay

The Son Of God Religion Essay In the gospel of Mark we read of the Son of God, but this title is used sparingly, only at key moments The Transfiguration, Trial with the High Priest when Christ is condemned and by the centurion at the foot of the Cross, truly this Man was the Son of God. Mark wants people to know the Christ is the Son of God, he does not want people to misunderstand who Jesus is, he is not a magician, healer, etc. There is a lot to more to Jesus and Mark wrote his gospel to clear up the misunderstandings that had arisen with regard to Jesus. The gospel writers knew they were right, they did not want people to lose heart; the communities that they were writing for were communities of faith. Mark says Jesus is Divine; He is the Son of God, not some local hero. He is the Son of God faithful to his Father. We hear Peters answer to the question asked by Jesus is correct. Peter calls Jesus the Christ but he really does not understand what he has said, he did not really understand what this meant. This is the turning point in Marks gospel. Peter thought that Jesus was power and glory. He saw Jesus as a great person with great power greater than that of Caesar and King David rolled into one. Jesus was swift to correct Peter who had made a mistake. To be Christ meant rejection, torture, death and then and only then Resurrection, but to a new kind of life, eternal life offered to all. . Peter had to accept Christs idea of what it meant to be Christ and to totally accept this idea. Peter had to be converted. He had to realise that Christ had not come to overturn Caesar; Christ had come to destroy sin, death and the Devil. Are we like Peter and answer Jesus, you are the Christ without actually thinking what this means. There are consequences if we say Jesus, you are the Christ and these consequences are not defined by us, they are guided by Christ. If I genuinely believe in Christ I will surrender myself to His will, His ways, His agenda for me, I will not set my own agenda I will not care about my own comfort etc. I will visit Him in the Blessed Sacrament and see him in all the people I come across without exception. If I genuinely believe that Christ is the Son of God, then everything changes and it must change. The deeper I enter into a relationship with Christ and the more I embrace His ways, His ideals, etc the more committed I become. I become a Christian. We become totally converted. But I only become a true follower and committed member of the church if my faith is profound and rooted in Christ, so rooted that it is in the depths of my heart. So I must show concern for all not matter who they are. Faith as mentioned in the Letter of James is not only prayer but also means showing compassion and care for Gods people, as Christ has, if one of the brothers or one of the sisters is in need and we do not help then our faith is only a talking faith. Faith in Christ is a faith of action. A faith without deeds is an abstract faith if the good works do not go with faith, it is quite dead Faith in unity with Christ, does what Christ would do. No point in being pious, kneeling in front of the Blessed Sacrament and being totally unaware of what is going on around us and saying to ourselves that what is happening in the third world countries has nothing to do with me. So there are consequences in being a Christian and saying You are the Messiah, the Anointed One of God We must be prepared to deny ourselves to follow Christ and listen to what he has to say to us. We will never be asked to give up our life for Christ I hope, I mean to be martyred for our faith. But we are asked to lose our life, and this means that we enter into a loving relationship with Christ, we love Him without reservation, we take up our cross whatever that is follow Him without grumbling. We give ourselves wholeheartedly to Christ. This gospel today challenges us as followers of Christ. Can we willingly follow like the Suffering Servant mentioned in our Psalm, giving ourselves completely to God and to die for Christ like he died for us. IF WE DO THIS OUR LIVES WILL BE TRANSFRORMED BEYOND WORDS.

Lord Of The Flies: Defects Of Society Due To Nature Of Individuals :: essays research papers

Lord of THe Flies: Defects of Society Due to Nature of Individuals The venturesome novel, Lord of the Flies, is an enchanting, audacious account that depicts the defects of society as the incorrigible nature of individuals when they are immature and without an overlooking authority. The author of the novel, William Golding, was born in Britain, which accounts for the English, cultured characters in the novel. After studying science at Oxford University for two years, he changed his emphasis as a major to English literature. When World War II broke out in 1939, Golding served in the Royal Navy for five years. The atrocities he witnessed changed his view about mankind's essential nature. He came to believe that there was a very dark and evil side to man, which accounts for the savage nature of the children in the novel. He said, "The war was unlike any other fought in Europe. It taught us not fighting, politics, or the follies of nationalism, but about the given nature of man." After the war he returned to teaching and wrote his first novel, Lord of the Flies, which was finally accepted for publication in 1954. In 1983, the novel received the Noble Prize and the statement, "[His] books are very entertaining and exciting. . . . They have aroused an unusually great interest in professional literary critics (who find) deep strata of ambiguity and complication in Golding's work. . . ." (Noble Prize committee) Some conceived the novel as bombastic and didactic. Kenneth Rexroth stated in the Atlantic, "Golding's novels are rigged.. . . The boys never come alive as real boys. . . . " Other critics see him as the greatest English writer of our time. In the Critical Quarterly in 1960, C.B. Cox deemed Lord of the Flies as "probably the most important novel to be published. . . in the 1950's." The setting of the novel takes place on an island in the Pacific Ocean. The author never actually locates the island in the real world or states the exact time period. The author does state that the plane carrying the children had been shot down in a nuclear war, so the time period must be after the making and the use of nuclear weapons. Even though the location of the island is not definite, the author vividly describes the setting. Golding tells us that the island is tropical and shaped like a boat. At the low end are the jungle and the orchards, which rise up to the treeless and rocky mountain ridge. The beach,

The Scarlet Letter :: essays research papers

Author's Background: Nathaniel Hawthorne was born in Salem, Massachusetts on July 4th, 1804. Hawthorne lived poor due to his father's death when he was four, but he was helped by relatives and enrolled in college where he displayed an interest in writing. In college, he met a friend who would prove to be an invaluable help Franklin Pierce, future President of the United States. In 1825 he graduated and lived with his uncle in Salem for 12 years, devoting his time to reading, writing, and scrapping for publication. He spewed out several stories, but few sold for over $35 each. In 1837 Hawthorne took a job in the Custom-House in Boston. He grew bored with this work and the people around him, however, up to the point where he wrote The Custom House as an introduction to The Scarlet Letter. In this introduction he showed the dull life of working in a custom house. From the Custom-House, he left for Brooke Farm. During his time at Brooke Farm, he met such thinkers as Emmerson and Thoreau. He also met and courted Sophia Peabody, and left Brooke Farm with her in 1842 to stay at "Old Manse", the Emmerson homestead. When Emmerson returned to Old Manse, Hawthorne left and went to Salem to live with Sophia. From this point, Hawthorne won a job at the Salem Custom-House due to a political appointment from his college friend Franklin Pierce. However, when the political winds changed to Zachary Taylor, he lost his job and devoted himself to writing at his wife's insistence. The result was The Scarlet Letter, which was the beginning of a successful series of books including The House of Seven Gables in 1851, The Blithedale Romance in 1852, and Tanglewood Tales for Boys and Girls in 1853. With this success and the aid of President Franklin Pierce, he was appointed as US consul to Liverpool, England. This was a reward for writing Pierce's biography. Hawthorne's final years are sketchy. On a voyage back to Plymouth, New Hampshire, he became deathly ill and died on May 19, 1864. He was buried on Concord, Massachusetts. Literary Period and Setting Literary Period: Romanticism and Transcendentalism Setting: Boston, Massachusetts. USA 1842-1849 Characters Hester Prynne A) Hester was a beautiful young woman who lives in Boston, Massachusetts. She is proud and strong, but commits the sin of adultery with Reverend Dimmesdale while her husband is supposedly in England finishing up some work. Pearl is the product of this sin and Hester is forced to wear a scarlet letter "A" on her bosom for the rest of her life to show her sin. Isolated from the community, Hester is forced to rise a step higher than

Chopra & Meindl

1. Consider a supermarket deciding on the size of its replenishment order from Proctor & Gamble. What costs should it take into account when making this decision? The main cost categories for the supermarket’s inventory policy are material costs, ordering costs, and holding costs. Material cost is the money paid to Proctor and Gamble for the goods themselves. Ordering costs, also called procurement costs, are incurred by requesting the goods from the supplier and are fixed in the sense that they do not vary with the size of the order. Examples of such fixed costs are the labor required to place the order, handle the resultant paperwork and the transportation fee to ship the order. The holding cost is the cost to carry one unit in inventory for a specified period of time, usually one year. This cost is variable and includes the cost of capital and all of the costs associated with physically storing inventory – shrinkage, spoilage or obsolescence, insurance, the cost of capital, the cost of the warehouse space, etc. 2. Discuss how various costs for the supermarket change as it decreases the lot size ordered from Proctor & Gamble. As the lot size ordered from the supplier decreases, the holding cost (variable with respect to lot size) decreases. As the lot size decreases, the ordering cost remains the same, but the annual ordering cost will rise since the total number of orders each year must increase. As the lot size decreases, the cost of the materials will drop on a per-order basis but will stay the same on an annual basis since total annual demand hasn’t changed. The exception to this occurs if the supplier has a price break for an order size above a certain threshold; in this case the cost of the goods might increase if the reduced order size is not sufficient to trigger a substantial per unit discount. 3. As demand at the supermarket chain grows, how would you expect the cycle inventory measured in days of inventory to change? Explain. As the demand at the supermarket chain grows, we would expect the cycle inventory as measured in days of inventory to also increase, although the increase in cycle inventory is only 40% of the increase in demand. This is because the relationship between the optimal lot size Q* and the annual demand D is [pic]. Since D is under the radical, its doubling to 2D does not translate to a jump from a Q* to a 2Q* order; it translates to a jump from a Q* to a 1. 4Q* order. 4. The manager at the supermarket wants to decrease the lot size without increasing the costs he incurs. What actions can he take to achieve his objective? One action would be to simply decrease the lot size and let the robust nature of the EOQ model work its magic. The total cost curve on either side of the optimal order quantity, the Q*, is relatively flat, so movements in either direction have little impact on total annual procurement and carrying costs. If greater cuts in lot size are desired, the manager can aggregate multiple products in a single order. Recall that the EOQ model is based on a one-product-at-a-time assumption; if multiple products are aggregated, then the fixed procurement cost is spread over all of the items and dramatic lot size reductions are possible. If the same products are being ordered by another supermarket in the same chain (or at least by stores that are willing to cooperate) the combined orders can be delivered by a single truck making multiple stops, thereby reducing transportation expense. Other techniques that should be deployed when aggregating across product lines include advanced shipping notices and RFID tags that will make inventory tracking and warehouse management simpler. 5. When are quantity discounts justified in a supply chain? Quantity discounts are justified in a supply chain as long as they are the fruits of a coordinated supply chain and maximize total supply chain profits. For commodity products for which price is set by the market, manufacturers with large fixed costs per lot can use lot size-based quantity discounts to maximize total supply chain profits. 6. What is the difference between lot size-based and volume-based quantity discounts? Lot size discounts are based on the quantity purchased per lot, not the rate of purchase. Lot size-based discounts tend to raise cycle inventory in the supply chain by encouraging retailers to increase the size of each lot. Lot size-based discounts make sense only when the manufacturer incurs a very high fixed cost per order. For commodity products for which price is set by the market, manufacturers with large fixed costs per lot can use lot size-based quantity discounts to maximize total supply chain profits. Volume discounts are based on the rate of purchase or volume purchased per specified time period. Volume-based discounts are compatible with small lots that reduce the cycle inventory. If the manufacturer does not incur a very high fixed cost per order, it is better for the supply chain to have volume-based discounts. For products for which a firm has market power, volume-based discounts can be used to achieve coordination in the supply chain and maximize supply chain profits. 7. Why do manufacturers such as Kraft and Sara Lee offer trade promotions? What impact do trade promotions have on the supply chain? How should trade promotions be structured to maximize their impact while minimizing the additional cost they impose on the supply chain? Manufacturers use trade promotions to offer a discounted price and a time period over which the discount is effective. The goal of manufacturers such as Kraft and Sara Lee is to influence retailers to act in a way that helps the manufacturer achieve its objectives. These objectives may include increased sales, a shifting of inventory from manufacturer to retailer, and defense against the competition. Trade promotions may cause a retailer to pass through some or all of the promotion to customers to spur sales, which increases sales for the entire supply chain. What happens more frequently in practice is that retailers may choose to pass through very little of the promotion to customers, purchase in greater quantities, and hold this cheaper inventory in greater quantities. This action increases both cycle inventory and flow times within the supply chain. Trade promotions should be structured such that a retailer’s optimal response benefits the entire supply chain, i. e. , retailers limit their forward buying and pass along more of the discount to end customers. If the manufacturer has accumulated excessive inventory, then a trade promotion may provide sufficient incentive to the buyer to forward buy, thus drawing inventories down to an appropriate level. The manufacturer may be able to smooth demand by shifting it to a period of anticipated low demand with a trade promotion. Research has shown that trade promotions by the manufacturer are effective for products with high deal elasticity that ensures high pass-through (passing the discount on to the consumer) and high holding costs that ensure low forward buying, paper goods being the poster child for this combination. Trade promotions are also more effective with strong brands relative to weak brands and may make sense as a competitive response. 8. Why is it appropriate to include only the incremental cost when estimating the holding and order cost for a firm? The cycle inventory models discussed in the chapter are robust; thus incremental (variable) costs per lot size are more important than costs that are fixed with respect to lot size. The labor component of procurement or setup costs may be salaried; therefore changes in lot size do not impact this component.

Drawing on your understanding of the theories of motivation Essay

Drawing on your understanding of the theories of motivation and using examples where appropriate, critically assess the role of money as a motivator? The basic outlook on motivation is that needs equal behaviour which in turn equals satisfaction and vice versa. I.e. you have certain needs or wants, and this causes you to do certain things (behaviour), which satisfy those needs (satisfaction), and this can then change where needs/wants are primary. ‘The underlying idea is that all human beings are motivated to undertake certain actions – including purchasing goods and services and going out to work – by certain needs. Various needs come into play as motivators.'(Abraham Maslow.) Abraham Maslow suggested that we are motivated to satisfy our needs hierarchically: first is the desire to satisfy physiological needs, then the desire for security, the desire for companionship and a sense of belonging, the desire for self-esteem, and the desire for self-actualization, doing what one most wants and is best suited to do. As people’s lower or basic needs are met, broader more in depth issues motivate them. A person needs to feel as if his/her needs have been met on previous level(s) before moving upward. A person will not be motivated by love until he/she has had both his/her physiological and security needs met. For example babies’ needs are as basic as they come. All they wants is food, sleep, and a clean nappy, and not necessarily in that order. As they continue to get their survival needs met, they eventually request that their safety needs be addressed. At this time, their motivations are based purely on basic, survival needs. In all five cases of Maslow’s model, money to some extent plays a vital role in satisfying such needs one way or another. Money is often talked about as the ultimate motivator. It is the basic reason why most of us go to work everyday. It provides us with numerous freedoms. It allows us a variety of choices. If one has no money, or insufficient funds for basic needs, then one will do almost anything to get some. Money is a motivator at this basic level. However, as one begins to have enough to satisfy basic needs, it has less and less effect. People will generally choose to do things they like, prefer or which meets their values and aspirations, rather than seek money for its own sake. Of course, if they are in, or join a reference group whose members have more money than they do, then money may enter the motivational equation again. Equally, if they see other people, especially those within their own company or profession, earning more than they do for the same work (relative deprivation), then they may well be motivated to either complain about money or indeed seek a similar job elsewhere that pays better. However, people in general seem to reach a balance between money and effort, between money and the calls of family and interests. For instance, commission schemes are supposed to motivate increased effort in sales people. The truth of the matter is that for most sales people, they do not. The sales person works as hard as they need in order to get to a level of income that they require. At this point they are said to have â€Å"satisficed† and their needs and income are in balance. Offering more money will not necessarily increase effort beyond this point. Successful organizations use motivational techniques in order for its workforce to be highly efficient and effective. However on the contrary don’t essentially offer monetary rewards in every situation. There are drawbacks of using cash as the only motivator. Though it can motivate employees to be a good workforce, it can make them dishonest. Moreover, there are other ways to motivate people at very low cost, which give the same or even better results as using money. As mentioned above, money can buy almost everything people want, but only almost. There are many things that can not be traded for money. Due to these weak points, money is not as good motivator as it is viewed. First and foremost, money could lead to bad or unlawful performance. Money can really motivate people because, as it is well documented, money can buy satisfaction. Theoretically, workforces will perform better as they know that they will get more money from bonus or a raise. The problem is that in the real world, they do not perform â€Å"better† but perform to â€Å"look better† in their bosses’ eyes. For example, some might try to give an image of high workload by sitting in front of the computer and typing all the time, though they have nothing to type. In some case, they might stagger around the office, especially in front of the bosses’ rooms, so that they will be seen as busy and diligent. The worst case scenario is that they will try to serve their bosses the best, not the company. These are absolutely not the results the company expected from the motivation program. Moreover, if the company implements this program for some time, it may become company culture: money-oriented. Employees will only be concerned about how much money they make and not motivated by the job itself. They might excel as that can generate more earning but they will do something to get more money also. In a company that uses a stock option policy, managers get stocks as their bonus, and this policy can lead to illegal performance and inappropriate actions as Ivan F. Boesky found out to his disadvantage. He was accused of insider trading that led to huge personal profits and eventually a $100 million fine. This scandal was described as one of the worst on Wall Street history, and unsettled public confidence with the fear that stock trading may be fixed. ‘Money is often used for motivating, but it also addresses itself to human greed, which dulls the conscience and may lead to unethical and illegal behaviour.’ (Weihrich and Koontz, 1988) Secondly, companies can use other low cost motivators to motivate their workforces to perform better. â€Å"A personal organiser, complete with a leather case, is one of the gifts being offered to British Telecom employees as part of BT’s â€Å"Living Our Values† initiative. BT is using non-cash benefits to reward exemplary behaviour. The BT initiative is an example of an employer using gift items to enable managers to show gratitude to employees for such things as continuous improvement and teamwork.† (Rue and Byars, 1977) If the company use bonus’s as motivation, it will face a problem if it does not have good strategies to execute it with. For example, if the company gives a bonus every month, this bonus will do no good as a motivator. The reason for this is that if the company gives a bonus to employees every month, employees will feel that the bonus is what they must have as part of their salary, not as a reward for good performance and also the company will not make much profit and in the long run will eventually get rid of some staff. Therefore, if the company really wants employees to work better and better, it has to raise the bonus again and again. In addition to this, there are many utensils that can motivate workforces better than money. In fact, studies have found that non-monetary compensation is an even more vital factor many people. According to Hagemann, ‘the motivation factors ranked with importance by Japanese, American and German companies in the first, second and third places were clearer strategic directives, more information about work and more participation in the job while money was ranked in the ninth place.’ Money can be better motivator as it can indicate the status of the person. This statement is true but not for all situations. There are many people who gain respect from other people because of their good and honest habit though they earn little money. In the meantime, some who are rich but have bad reputation might be considered as dirty people or of a very low status. Nonetheless, there is another argument that an increasing salary is an indicator of success. It might be true but there are many things that can also show success such as more participation and more responsibility, for instance the Prime Minister of Great Britain is not that greatly paid when comparing him with CEO’s of major corporations, lawyers, barristers, footballers†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. The list goes on, yet the PM’s position is one of the most important and prestigious position in the country. Thirdly, money can not satisfy all needs of people. In reference to Maslow’s theory on motivation ‘money can satisfy only the needs at the lower level.’ According to Plunkett and Attner, â€Å"the physical needs can be satisfied by increasing pay, safety needs can be satisfied by reassuring that jobs will not be eliminated.† For social needs, there are many ways to cope with such as letting the new employee interact in recreational activities of the firm. In these levels of needs, money can be best used only at the lowest level. For example, money cannot buy the sense of belonging in the society, social need. There are many people who are extremely wealthy but can’t interact on a professional and social level with their fellow workmates in the organization well and have to quit their jobs. Some people do not want more money as they are satisfied with their current status or they are more concerned with other things more. For example, some wealthy and successful CEO’s whose needs are in the top levels like self-esteem or self-actualization may not necessarily be motivated by money. To motivate these people, the company might try to make them feel that the job is challenging or make them realise that this is another goal of their lives. The company might provide more opportunities in other fields of the job and send them to some training course to make their job more challenging. Changing the structure of the job is another way to motivate workforces, as it will make them feel that they have more challenge than their routine work. As seen, money is not a good motivator for everybody, as each employee will have dissimilar needs in the hierarchy. Although money is not always seen as a reliable motivator by a number of critics, it does possess its advantages in terms of it leads people towards a goal, it gives them direction and clarification. If there are no bonuses or low wages, where would the motivation be for a worker to work to his/her best ability? If there is a limited reward for your efforts then where will the incentive be to do well? Such questions are always raised in board meetings and meetings between employees and management. Management tend to use money as armour in their toolbox and release their ‘weapon of extra incentive’ when required. On the whole money is not always top employee priority although it is important, because ‘the money that you bring home buys the bread.’ People are also motivated by variety of items and using money as the only motivator is not as good a strategy as it should be. It can motivate people to perform better but only as the external motivator. People do not feel that they really want to work because of â€Å"intrinsic interest in a task† (Kohn, 1998) but they work just for money. This can lead to inefficiency and illusion of performance and also cause corruption and illegality in work. In fact there are many motivators that can bring about the same or even better result as money. Furthermore, using these motivators can reduce the cost of the company also. Last but not least, although money can buy many things, it cannot buy satisfaction and not all employees’ needs can be satisfied by money. Therefore, monetary motivators can not motivate everybody. As seen in this essay, motivating people by money can create some disadvantages and money is not the ‘be all and end all of motivation,’ so the company has to be very wary when using it.