phi 120 Essay

phi 120 Essay phi 120 Essay Chinh Quynh Do Philosophy 120/D108 Professor Simon Pollon TA Brittany French June 23, 2015 Psychological Egoism: True or false? In the article Egoism and Moral Skepticism, James Rachels discusses and refutes two arguments in favor of psychological egoism. One of them is that human acts are only based on self-interest. Rachels refutes to this argument, which is the best argument against psychological egoism, by showing its weaknesses and using counter-evidence. He argues that human actions are not only based on their self-interest, but other motives. After reading this article, I totally agree with the author’s argument. According to the author James Rachels, psychological egoism is defined as the view that â€Å"all men are selfish in everything that they do, that is, that the only motive from which anyone ever acts is self-interest† (Rachels, 2010, p.75). However, before getting into the author’s argument, it is important to distinguish between â€Å"self-interest†, â€Å"selfish† and â€Å"unselfish†. Being â€Å"self-interest† is concerning for oneâ₠¬â„¢s own well-fare while â€Å"selfish† is considering for on one’s own well-being, personal profit and pleasure and ignoring others’ interests. â€Å"Unselfishness† is on the other hand, caring for others more than yourself. An unselfish person carries an act that can benefit both him/her and others. Unselfish people are willing to put the needs of others before their own needs. In the article, supporters of psychological egoism argue that even an act is described as voluntary action, â€Å"the agent is merely doing what he most wants to do† which means that all people acts are from the motive of self-interest (Rachel, 2010, p.75). Rachels gives a hypothetical example of Smith, a man who decides to stay behind to help his friend study instead of traveling to a country that he really enjoys. Psychological egoists state that Smith forgoes his enjoyment because he likes to help his friend more than going to the country. Psychological egoists claim that it is impossible to be altruistic, and that all actions are only motivated by self-interest. If someone is helping others, it is just because he/she can achieve something or benefit from that act. However, Rachels disagrees with this argument. He opposes the claim in two ways. Firstly, he provides two classes of actions. One class of action is that not all voluntary actions are selfish, we do undesira ble actions to achieve something in the end, such as going to the dentist in order to stop a toothache or working to get paid. The second class is when we feel under an obligation or a duty to do something, such as keeping a promise. In fact, people don’t voluntarily do what they most want to do. They act for its end results, and they have a sense of obligation. Rachels’s arguments are rational for people’s acts are not always selfish in nature, but they are done by multiple of motives. Further, Rachels claims that the object of desire is the key point. Helping others because you want to do it is not selfish. Psychological egoism has a misunderstanding of selfishness and unselfishness. A person acts selfishly only if that action benefits him/her and doesn’t care for other individuals’ interests. Donating money to charity because you want to is unselfish, but keeping all donated

Social Constructionism Definition

Social Constructionism Definition Social constructionism is the theory that people develop knowledge of the world in a social context, and that much of what we perceive as reality depends on shared assumptions. From a social constructionist perspective, many things we take for granted and believe are objective reality are actually socially constructed, and thus, can change as society changes. Key Takeaways: Social Constructionism The theory of social constructionism states that meaning and knowledge are socially created.Social constructionists believe that things that are generally viewed as natural or normal in society, such as understandings of gender, race, class, and disability, are socially constructed, and consequently aren’t an accurate reflection of reality.Social constructs are often created within specific institutions and cultures and come to prominence in certain historical periods. Social constructs’ dependence of historical, political, and economic conditions can lead them to evolve and change. Origins The theory of social constructionism was introduced in the 1966 book The Social Construction of Reality, by sociologists Peter L. Berger and Thomas Luckman. Berger and Luckman’s ideas were inspired by a number of thinkers, including Karl Marx, Emile Durkheim, and George Herbert Mead. In particular, Meads theory symbolic interactionism, which suggests that social interaction is responsible for the construction of identity, was highly influential. In the late 1960s, three separate intellectual movements came together to form the foundation of social constructionism. The first was an ideological movement that questioned social realities and put a spotlight on the political agenda behind such realities. The second was a literary/rhetorical drive to deconstruct language and the way it impacts our knowledge of reality. And the third was a critique of scientific practice, led by Thomas Kuhn, who argued that scientific findings are influenced by, and thus representative of, the specific communities where theyre produced- rather than objective reality. Social Constructionism Definition The theory of social constructionism asserts that all meaning is socially created. Social constructs might be so ingrained that they feel natural, but they are not. Instead, they are an invention of a given society and thus do not accurately reflect reality. Social constructionists typically agree on three key points: Knowledge Is Socially Constructed Social constructionists believe that knowledge arises out of human relationships. Thus, what we take to be true and objective is the result of social processes that take place in historical and cultural contexts. In the realm of the sciences, this means that although truth can be achieved within the confines of a given discipline, there is no over-arching truth that is more legitimate than any other. Language Is Central to Social Construction Language abides by specific rules, and these rules of language shape how we understand the world. As a result, language isn’t neutral. It emphasizes certain things while ignoring others. Thus, language constrains what we can express as well as our perceptions of what we experience and what we know. Knowledge Construction Is Politically-Driven The knowledge created in a community has social, cultural, and political consequences. People in a community accept and sustain the community’s understanding of particular truths, values, and realities. When new members of a community accept such knowledge, it extends even further. When a community’s accepted knowledge becomes policy, ideas about power and privilege in the community become codified. These socially constructed ideas then create social reality, and- if they aren’t examined- begin to seem fixed and unchangeable. This can lead to antagonistic relationships between communities that don’t share the same understanding of social reality. Social Constructionism vs. Other Theories Social constructionism is often placed in contrast with biological determinism. Biological determinism suggests that an individuals traits and behavior are determined exclusively by biological factors. Social constructionism, on the other hand, emphasizes the influence of environmental factors on human behavior and suggests that relationships among people create reality. In addition, social constructionism should not be confused with constructivism. Social constructivism is the idea that an individuals interactions with her environment create the cognitive structures that enable her to understand the world. This idea is often traced back to developmental psychologist Jean Piaget. While the two terms spring from different scholarly traditions, they are increasingly used interchangeably. Critiques Some scholars believe that, by asserting that knowledge is socially constructed and not the result of observations of reality, social constructionism is anti-realist. Social constructionism is also criticized on grounds of relativism. By arguing that no objective truth exists and that all social constructions of the same phenomena are equally legitimate, no construct can be more legitimate than another. This is especially problematic in the context of scientific research. If an unscientific account about a phenomenon is considered as legitimate as empirical research about that phenomenon, there is no clear path forward for research to make a meaningful impact on society. Sources Andrews, Tom. â€Å"What is Social Constructionism?† Grounded Theory Review: An International Journal, vol. 11, no. 1, 2012. http://groundedtheoryreview.com/2012/06/01/what-is-social-constructionism/Berger, Peter L. and Thomas Luckman. The Social Construction of Reality. Doubleday/Anchor, 1966.Chu, Hyejin Iris. â€Å"Social Constructionism.† International Encyclopedia of the Social Sciences. Encyclopedia.com. 2008. https://www.encyclopedia.com/social-sciences-and-law/sociology-and-social-reform/sociology-general-terms-and-concepts/social-constructionismGalbin, Alexandra. â€Å"An Introduction to Social Constructionism.† Social Research Reports, vol. 26, 2014, pp. 82-92. https://www.researchreports.ro/an-introduction-to-social-constructionismGergen, Kenneth J. â€Å"The Self as Social Construction.† Psychological Studies, vol. 56, no. 1, 2011, pp. 108-116. http://dx.doi.org/10.1007/s12646-011-0066-1Hare, Rachel T. and Jeanne Marecek. â€Å"Abnormal and Cli nical Psychology: The Politics of Madness.† Critical Psychology: An Introduction, edited by Dennis Fox and Isaac Prilleltensky, Sage Publications, 1999, pp. 104-120. Kang, Miliann, Donovan Lessard, Laura Heston, and Sonny Nordmarken. Introduction to Women, Gender, and Sexuality Studies. University of Massachusetts Amherst Libraries, 2017. https://press.rebus.community/introwgss/front-matter/287-2/â€Å"Social Constructionism.† Oxford Reference. oxfordreference.com/view/10.1093/oi/authority.20110803100515181

Radical Islam Research Paper Example | Topics and Well Written Essays - 1250 words

Radical Islam - Research Paper Example The application of Sharia law c. The termination of non-Muslim influence in the Muslim world d. The development of Muslim identity in politics e. The fundamentals of radical Islam have a lot of bearing on the application of the doctrine IV. Manifestations a. Political violence or terrorism i. September 11 (2001) ii. Attacks on US bases in East Africa (1998) b. Mass revolutions i. Iran revolution (1979) ii. Arab spring (2011) c. Political aggression i. Anti-US foreign policy ii. Refusal to recognize the statehood of Israel d. Isolation from the global order i. Iran (nuclear program) ii. Iraq (biological weapons) V. Implications a. Terrorism b. Political aggression c. Isolation from the global order VI. Future a. The future of radical Islam is unpredictable b. It is yet to be seen whether Muslim countries will embrace radical Islam in future c. Though Muslim countries are likely to be moderate in the future VII. Conclusion a. Radical Islam is a political ideology based on the basics of Islam; Quran and the Sunna b. It manifests in various forms like terrorism and revolutions c. It originated from the need to apply Islamic principles in politics d. It calls for the elimination of western control over Muslim region e. Countries that embrace the ideology risk isolation from the global order f. In future Muslim countries will not embrace the ideology g. Radical Islam is a recipe for political isolation VIII. ... Several other terms have been used to imply the same thing and they include Islamism, extremism and Islamic fundamentalism. Radical Islam has both positive and negative connotations in the sense that at a positive level it is perceived as a mechanism towards unity in the Muslim world as well as a guarantor of purity and morality in the political sphere. However, radical Islam is a dangerous concept that segregates the Muslim world from the mainstream on the grounds of religious doctrine. As a result, many opponents of the concept often describe it as a misapplication of extreme doctrines of Islam on political sphere which could have catastrophic results. Radical Islam has been in existence for a lengthy period of time and it has a long history of application. In essence, radical Islam originates from the misinterpretation and misplaced application of Islamic religious doctrine on political and social order. There are several implications of radical Islam most of which include isolati on, violence and terrorism. Moreover, radical Islam manifests in numerous ways that range from destructive tendencies like acts of terror and democratic revolutions like the Arab spring. The future of radical Islam is quite unpredictable owing to the fact that it is not easily known whether Muslim countries will embrace the doctrine in future. Origin of Radical Islam As a term radical Islam was coined by scholars and thinkers who have studied foreign policy, international relations and the particulars of Muslim countries. Originally, the term was meant to imply ideologies that seek to emphasize that Islam ought to direct the personal, political as well as

Hadron collider Assignment Example | Topics and Well Written Essays - 250 words

Hadron collider - Assignment Example The research carried out by the organization assesses the likelihood of hazardous experiences in the context of the present assumptions laid out by physicists (Beech 190). However, the theories are not complete, creating a possibility of unforeseen occurrences. The present knowledge and theories man has about physics cannot predict the side effects of the LHC on the planet (Halpern 47). As a result, several authors have analyzed and discussed dangers that might occur from the use of the LHC on planet Earth. Studies from CERN have accepted the rule that the collisions of particles in the LHC will generate elements with velocities far much less than those generated by cosmic rays (Erdmann and MÃ ¼ller 65). This implies that the cosmic ray trial cannot firmly be applied to the LHC. As a result, the planet might easily capture some of the unanticipated heavy particles. This idea has driven other researchers and writers to form ground for studies on the possibility of risks from the use of the LHC (Evans 214). The formation of black holes is the main concern that string theorists are worried will occur with they use of the LHC. Mini black holes have been predicted to form due to the collision of the particles, and are able to swallow up the earth. Strangelets are another potential collider product from the use of the LHC (Steiger and Uhl 13). Strangelets could speed up the conversion of ordinary matter into more strangelets. As a result, the Earth might into a small sphere of strangelets. Safety factors might also be compromised. Certain theorists believe that the black holes likely to form might dissolve through hawking emission (ACS and CSA 111). This forms a danger in the use of the LHC since the collection of strangelets must be electrically constructive on its surface. If not, physicists consider the possibility of the non-fading of micro black holes (Lincoln 21). Another danger

The Cola Wars Essay Example for Free

The Cola Wars Essay There are a few reasons why the soft drink industry has been historically profitable for so long. One such reason is that soft drinks have been seen as a great and delicious alternative to drinking just water. Though water is essential to life and its even a main ingredient in soft drinks, its naturally very bland in taste and unexciting to the consumer. Soft drinks however are funs, flavorful, and delicious to drink so they give the consumer something else to desire and are bought to break up the monotony of drinking just plain water. A second reason that the soft drink industry has been historically profitable would be because of the fact that soft drinks have been a cheap buy for the consumer in comparison to anything else on the market. Soft drinks have been sold for as little as a nickel per a drink for varying sizes and quantities of the beverage, while other non soft drink beverages have gone for rate that are much higher than this. Even in todays market a consumer can go out to a store and buy any kind of soft drink product off the shelf and it would cost the a great deal less than it would for a bottle of juice or even a case of the healthy option, water. With a low purchase cost they have been able to entice consumer to continue to buy their products. A third reason that soft drink industry has been has a strong history of being profitable would be that they have always had strong marketing campaigns that appeal to their consumer base and audience. With campaigns such as the Pepsi Generation which lasted for more than a decade to help them set target those who were young, or at least young at heart, and even had the catch phrase â€Å"For those who think young† at one point helped them capture and steal away from Cokes large market share, and even brought them to within a 2-1 sales gap, while Coca-Cola used it’s a Coca-Cola lifestyle to market its soft drinks, even going as far as being a sponsor of the U. S. armed services and offering soldiers a flat rate for their products during WWI. Marketing campaigns such as these help boost sales of soft drinks over several decades and gained them loyal customers who have stuck by and continued to purchase the product that they like to drink. This way of marketing has help create a type of lifestyle for the consumer, which can have a strong benefit for them in the next generation, because if the parent of children have a certain kind of drink that they get their children on, then they are helping create the next generation of consumers for a product.

Braham Stokers Dracula and The Distrust Between the Sexes Essay

Dracula and The Distrust Between the Sexes       "Unpleasant experiences with the opposite sex seem to be unavoidable" (Horney 342). This quote from Karen Horney's essay The Distrust Between the Sexes seems to be discussing Dracula. Though her essay, (a lecture originally given to the German's Women Medical Association in November 1930), does not mention Dracula directly, the points that she argued can be transposed onto Bram Stoker's Dracula. In her essay, Horney asserts that men are very concerned with self-preservation, and also that men have an innate fear of women in power positions and therefore do what they can to prevent women from obtaining "power positions,"; these two points are applicable to Dracula.    Karen Horney observes that "because of our instinct for self-preservation, we all have a natural fear of losing ourselves in another person" (340). This is evident in Dracula when Lucy knows that her "bad dreams" (Stoker 109) come at night so she has "the pain of sleeplessness, or the pain of the fear of sleep" (Stoker 132). She has the fear that if she sleeps Dracula will appear and cause her to "lose herself." Stoker's Dracula character defies Horney's above statement, presumably because he is not "human." He has "a heart that knew [sic] no fear and no remorse" (302). However, the self-preservation clause still applies. He was very adamant in his desire to study John Harker, in order that he could pass as a native Londoner. Harker realized his place in the Count's plan, while staying at the castle. Harker says "this was the being I was helping to transfer to London, where, he might, amongst its teeming millions, satiate his lust for blood, and create a new and ever widening circle of semi-demons to batten o... ...e processes?" (348).    Though Dracula was written a full 30 years before Horney's essay, it is most fascinating re-analyzing the novel after having read the essay. We can see Horney's two assertions (that men are very concerned with self-preservation, and than men have an innate fear of women in power positions) come to life in Dracula. She even mentions "vampires" in her essay (343), but it is a different context; she's not referring to Stoker's novel. These two works, analyzed together, make a most engaging gothic classic that much more interesting.    Works Cited: Horney, Karen. "The Distrust Between the Sexes." A World of Ideas: Essential Readings for College Writers. 5th ed. Ed. Lee A. Jacobus. Boston, MA: Bedford/St. Martin's, 1998. 337-351. Stoker, Bram. Dracula. (London: 1897) introduction by George Statde. New York: Bantam Books, 1981.

School Counseling

Which is the most difficult part being a school counselor? After I read the ASCA Model on page 9 of textbook, I knew the leadership, advocacy, teaming and collaboration and systemic change are all what school counselors should focus on. I also learned that school counseling is a profession that focuses on the relations and interactions between students and their school environment with the purpose of reducing the barriers in order to help students to success. In my opinion, the team-member and collaborator is the most challenging for a school counselor in an urban school setting.Because as an effective team-member and collaborator, school counselor work with teachers, administrators and other school personnel to make sure that each student succeeds. However, sometimes working with other school setting educators is not very easy. For example, some teachers do not like to follow the advices from counselors, they believe that their ways are perfect. Hence, they do not want to hear the v oice from counselors. I understand everybody has different ideas, but I also believe that our students will get benefits if we can work together as a team.We share our opinions and hear everyone’s advice. Because our goals are same, we all hope each student succeeds. Even though the coloration is challenging and difficult, we still need to do it with our efforts. What the elements for school counseling as a profession? Threatened by who? From the framework for a school counseling program, there are four elements of school counseling of a profession, foundation, delivery system, management system, and accountability. On the page 9 of the textbook, foundation includes beliefs and philosophy, mission statement, ASCA national standards.Delivery system includes school guidance curriculum, individual student planning, responsive services and system support. Management system includes agreements, advisory council, use of date, use of time and calendars. The last one, accountability includes results reports, school counselor performance standards and program audit. I think school counseling profession may be threatened by other educators, like teachers, principals and other administrators. Sometimes school counselors cannot get enough support for a new idea, some changes cannot get approval by high level administrators or supervisors.From the supporting articles, we have to get more effective data to prove our idea is right. Being a counselor, we must do more research in order to get sufficient evidence if we want to persuade teachers or other educators to accept our changes or new ideas. Because counselors are not in the classroom, no direct relationship with students likes teachers. Hence, our advice or new idea is not easy to be accepted by teachers. For dealing with these difficulties, the most effective way is research! Using data to speak! Compare the traditional and contemporary model?The most recognizable models for school counseling focused on the â₠¬Å" three Cs† of school counseling: counseling, consultation, and coordination. These three elements are all what traditional model has. However, as school counseling system was improved and developed in today’s world. The contemporary model still includes counseling and coordination as well as leadership, advocacy, collaboration and teaming, and assessment and use of data. From the ASCA National Model, the skills of leadership, advocacy, and collaboration and teaming are emphasized as very important and essential elements of being a school counselor.And it also needs efforts to improve systemic change. Comparing with the contemporary model of school counseling, the traditional model just has three basic elements. For the contemporary model, more positions and skills were involved for school counselors. School counselors spend more time to develop and maintain relationships with students, teachers, parents, administrators, and community resource educators. As the change s from traditional model to contemporary model, leadership becomes an important role in our school counseling.According to Philiips, leadership involves influencing others to create a shared commitment to a common purpose. Then, the other new model element advocacy is also effective, advocates in schools work to reduce barriers that lead to achievement gaps between poor and minority students and their more advantaged peers. Our end goals are all making students to be successful. After that, collaboration and teaming part is difficult but necessary. It is an essential process for promoting systemic change. As our last week discussion, we all noticed the power of assessment and use of data.We need to do effective research in order to support our new ideas and changes. Without doubts, data use is also a bright improvement of being one of the new elements for school counseling. After knowing the differences between traditional and contemporary model, we can see that school counseling sy stem is really on the right track to move. More useful skills came out in order to promoting student achievement. For Comprehensive School Counseling Progams, Describe, compare, and contrast the Missouri Model and the ASCA Model. Are these models relevant and/or realistic for school counselors in urban schools?After reading the chapter four, it is good to know a new model of school counseling program. The comprehensive guidance program model is also known as the Missouri model in 1917. In this model, it includes self-knowledge and interpersonal skills, life roles, settings, and events, and life career planning. It also offers three elements and four components. The elements include the content of the program, the organizational framework, and resources. Four components include guidance curriculum, individual planning, responsive services, and system support.We have already familiar with the ASCA model. For the ASCA National model, the framework has four elements. (foundation, delive ry system, management system and accountability). It also has four themes. (leadership, advocacy, teaming and collaboration and systemic change) ASCA National Model is conducted in collaboration with key partners, monitors student progress, is driven by data, seeks improvement, and shares successes with stakeholders. For the Missouri Model, it presents a complete framework that can be adapted for each school.Being a school counselor, these developments are indeed good for our students. Especially, the life career development can help student’s development awareness and acceptance of themselves and others, also help students develop and incorporate practices that lead to effective learning, responsible daily living, finally help students understand and use a decision-making process in determining their life goals. As we know, the purpose of both Missouri Model and ASCA National Model is providing a framework for counselors to promote academic achievement, career planning, and personal social development.Theoretically, these models are good in urban schools from above aspects. However, the reality is different. For an example, we all know systemic change and collaboration are not easy to do. Even though these models give us many valuable instructions to help our students, sometimes we still have many difficulties from various realities. the roles of the â€Å"resource broker† and explain the â€Å"School Change Feedback Process (SCFP)? After reading the article by Colbert and Kulikowich, I learned a new term: resource broker and a new process: School Change Feedback Process (SCFP).The role of resource broker is offered to help counselors with data-driven programs. A resource broker is a school professional who functions as an active force to identify, provide access to, and ensure the utilization of resources that enhance student development. (Colbert, R. D. , & Kulikowich, J. M. (2006)) As a resource broker, it includes teacher efficacy in progra m assessments when data show inequities in student access to rigorous academic classes. Hence, the resource broker indeed plays an important role in school counseling.After that, regarding to a role for school counselors in education reform, the research produced the emergence of a new method called the School Change Feedback Process (SCFP). It has four steps in the SCFP process: 1. Obtain teacher efficacy beliefs. 2. Share teachers' efficacy beliefs with the principal and teachers. 3. Incorporate teachers' beliefs into the ongoing education reform or school improvement plan implementation with continuous feedback. 4. Obtain teachers' beliefs again, and repeat the cycle.In this process, three basic counselor responsibilities includes identify resources, gain access to resources and ensure the utilization of resources. According to ASCA, â€Å"School counselors must show that each activity implemented as part of the school counseling program is developed from a careful analysis of s tudent needs, achievement and related data†. Hence, we should use data to monitor student’s progress. Being a school counselor, we should use database to disaggregate data related to achievement, attendance, discipline, and so forth to develop action plans.In additional, school counselors also work with principals and teachers. So, using SCFP is a good way to corporate with them. As we all know, getting the efficacy from teacher is very important. Hence, resource broker helps counselors with data, then using SCFP to get feedback in a contemporary urban school setting. concept of â€Å"behavioral momentum,† as discussed in Lee's article. Explain how this concept, and those of high-p and low-p tasks, might be relevant to school counselors?The term behavioral momentum is described as â€Å" the dynamics of behavior in changing environments†. Nevin indicated that behavior possesses a momentum much more like physical objects. The high-p request intervention is based on the theory of behavioral momentum. A high-probability request sequence is an intervention that practitioners can use to make it more likely that a nonpreferred behavior will occur. For this intervention, many requests with a high probability of compliance is delivered just prior to a request with a low probability of compliance.In this article, it gave us an example to understand, â€Å"a teacher may ask a student to take out a pencil (high-p request), write his or her name on a piece of paper (high-p request), and write the date at the top of the paper (high-p request), immediately prior to asking the student to begin math seatwork, a low-p activity†. The responses generated by the high-p requests carries over and increases compliance to the request that had previously resulted in noncompliance. The effects of high-p request sequences have been examined.From this example, we can clearly know what is high-p and what is low-p. In our counseling program, we can use thi s method to help our students in academic work. It indeed has many advantages to help students to succeed. Teachers can spend more time on direct instruction, as opposed to managing student behavior. Then, decreasing the work of students who are already behind academically may have a negative effect on skill development. After that, teachers can use these tasks to make transitions more efficient and to increase proficiency at performing those same high-p tasks.

Book Cover Analysis on the Pinocchio Effect Essay

Upon going through the vast artwork, one particular piece grabbed my attention. It was of a line up composed of men in boxer shorts in different colors. The overall look of the work gave it almost a vintage feeling because of the way the figures were drawn. It gave a sort of â€Å"pin-up† feel. Although composed of men, you can not help but be transported through time just by the visual aspect. The book was entitled â€Å"The Pinocchio Effect: On Making Italians, 1860-1920†. It dawned on me that these were Italians lined up, in a way that is reminiscent of a group of new recruits waiting to get their gears for war. As I further observed, these figures were progressing, starting from left to right. And taking this into consideration, I realized that this was a crude depiction of the evolution of an Italian man. The use of this illustration was very effective in stirring up intrigue in the work and as well as reinforcing what the book was about. Further research on the contents of the book revealed that this was indeed a book about the progression of the Italians after different Italian states began uniting into one nation (Stewart, 2007). This artwork was done by Isaac Tobin, an artist particularly renowned for his works on graphic design. The original look of the figures depicted in the work was compromised by the addition of color on the trunks. This added a comical feel to the overall mood of the figures, but is nonetheless effective in drawing out attention and to provide a contemporary feeling for the art. Overall, this artwork leaves a lasting impression and certainly a valuable addition to the cause of the book. It took the theme of the book and properly wielded the appropriate sources to tell its story at a moments glance.

Role of Hrm in Manufacturing Company Essay Example

Role of Hrm in Manufacturing Company Essay Example Role of Hrm in Manufacturing Company Essay Role of Hrm in Manufacturing Company Essay ASSESSMENT 2: ESSAY This essay will evaluate the role of Human Resource Management in a manufacturing company. This will include a critical assessment of three functions being Recruitment, Selection and Employee Turnover function which are vital to the achievement of estimated goals. Being appointed as the Head of HRM by the General Manager of ABC company, certain problems are to be addressed such as poor matching of new personnel to their job and rising levels of staff turnover. This essay will also point out certain aspects and changes which may be required by the company to retain employees reduce cost and increase profitability if considered. The main aim of recruitment is to ensure that the organization is adequately and effectively staffed at all times. The next step involves matching the suitable applicants to the jobs in the organization followed by the selection function. It is mandatory for Organizations to make the best of their recruiting practices because, in today’s increasingly market-based human resource management (HRM), effective recruitment is likely to be the ‘most critical human resource function for organizational success and survival’ â€Å"(Taylor and Collins 2000: 304). Another definition that throws light on the essence of Recruitment can be quoted as ‘those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees’(Barber 1998 : 5). This definition highlights the important difference between two HR functions that are difficult to distinguish, namely recruitment and selection. An Overall recruitment policy and a number of processes need to be in place to determine overall outcomes for the organization before effective recruiting can take place. Recruiting should always involve analyzing the position to be filled, the person to fill it, writing a job description and person specification, and analyzing the organization’s short, medium and long term needs and goals. It is essential that the requirements of the job are thoroughly understood through the process of job analysis. The success of recruitment can be measured in terms of diversity. For example, Bola M. Ogun (2004) examined the positive effect of encouraging diversity in the workplace wherein the best would be recruited not only to complete the task in hand but also add to the competitive advantage of the firm. In order to sustain long term profitability and growth, the firm should invest in assessment and retention of personnel. Authors have argued that organization-employee fit is a two-way street and thereby understanding, effective communication and rewards are the important issues to be addressed here. Another type of explanation is the positive effect of recruitment on the profitability of a firm. For example, Terpstra and Rozell (1993) argues that the firms that analyzed recruiting sources for their effectiveness in generating high-performance applicants had greater annual profitability especially in manufacturing industries. They suggest that this in depth analysis has a positive effect with generating profit in the industry. It would appear that Terpstra and Rozell’s explanation cannot be accounted for the cost involved in taking a decision to choose among the recruiting sources in consideration of the performance, culture and diversity. There is however, a positive relation between the annual profit and the budgetary cost to be incurred in the analysis. Another type of explanation is one that produces no connection between recruitment function and a Profitable organization. For example, Rynes and Cable( cited in Recruitment Strategy,2007) argues the absence of any studies investigating the effect of the fit between recruitment and organizational effectiveness and descriptive research can be used to speculate about the possibly strategic imperative of such context-aligned recruitment practices. The problem with this argument however, is that it does not consider the fact that recruitment process is part of the cycle of an effective and efficient organization in terms of tapping into the market for qualified personnel. In addition, Barber and her colleagues (1999) argues that the organizational size determines recruitment success. This may be due to the fact that the Recruitment and Selection function would be scrutinized from the beginning as re-hiring and re-training of new employees can be costly and ineffective for large industries. It is safe to point out that the work in large especially manufacturing industries does not require exceptional skill. However, Job security might be an issue if legal requirements are not fulfilled. It is worth pointing out that human resource management supports goals pre-determined by the organization by providing crucial services for the benefit of the personnel in the organization. This can be explained by an example, Koch and McGrath (1996) argued how the capital intensity of a firm might positively interact with HR (including recruitment) planning to bring about increased labor productivity. Koch and McGrath are right; however it is necessary to stress the importance of recruitment planning and assessment in capital-intensive industries. Prior to recruiting, the company should ensure that labor laws, laws on dismissal and legislation are complied with. In HRM, the Selection function is by far the most challenging task to be carried out on the basis of effective principles. Human Resource function can provide value to an organization in cognition to the objectives of staffing and personnel placement and making available specific human resources guiding principles, processes and techniques, directed towards the accomplishment of these objectives. In order to determine the extent of ‘fit’ of personnel in the organization, provide standards to base and evaluate the capabilities of applicants and scrutinize the selection process clear and specific objectives for selection and personnel placement are required. The company image can play a major role during the selection process. An applicant’s view point of the firm also matters during the procedure as a positive or negative image of the Firm becomes viable. Final selection can be made more reliable by regularly reviewing the recruitment procedure. In order to deal with problems during the process, Reference and credential checking are effectively carried out. To select the right person considered fit for the job, HRM is required to conduct a Job Analysis which refers to the identification, collection, synthesizing, understanding and application of job related data. The job analysis process has three pivotal components based on its outcome for both the manager and employee. These elements include Job profile, Job requirements and People relations. The key to achieve consistent quality and productivity is to provide a feasible working environment to the employees. The overall culture of the organization is connected to its employee satisfaction, performance and turnover. Turnover includes both Voluntary and Involuntary Turnover. The main cause of voluntary turnover or the need to quit can be due to the receipt of negative feedback in informal performance check by the management or threat to job security. Involuntary instances occur when the employee has no say in the termination of his duties. Although it is unrealistic to achieve a turnover of zero percent however, a high turnover can have a negative effect on the organization as it is the case of ABC company. There can be a number of causes to a high turnover, although in this case it can be on the grounds of the existence of a communication gap between the manager and the newly hired personnel. For example, Mushrush (2002) argues that causes of turnover are varied which may include, â€Å"high stress, working conditions, monotony, poor supervision, poor fit between the employee and the job, inadequate training, poor communications, and organization practices† . As a result of this, the manager has a duty to ensure proper training and development and a feasible working environment is provided. Moreover, an Overview of Employee Turnover Research (2006) indicates that there are costs involved in replacing existing employees, recruiting replacements, new-hire training and unemployment insurance which can be of a prime concern here. Although our main focus is to retain new employees, there is a possibility of employees abandoning their jobs due to a time lag between identifying the appropriate role of the employee and re-training him. Retention, not only includes re-training and analyzing roles but also reassuring the employees of the company. As illustrated by Levine, fear of losing one’s job can be categorized as another cause for turnover wherein constant encouragement and support from the management is necessary to prove that â€Å"their career is not at risk by staying with the company† (n. d) A company that understands the needs and reasons of its employees are more likely to reduce turnover and save cost on re-hiring. However, it can be argued that the high staff turnover may be a product of the conduct of the employees as well. For example, Meyer, Stanely, Herscovitch, Topolnytsky, (2006) argues that an individual can have an impact on the turnover rates by putting forward â€Å"unrealistic expectations† or lack of performance. Meyer et al. (2006) offers a valid explanation in terms of examining every aspect of the abnormal rise. The obvious way to reduce turnover would be to instill flexibility, training and reducing the communication gap within the organization. Employees are to be reassured and retrained in this case to fit their qualities with their roles. There is a strong requirement for investment in training which is supported by Zig Ziglar who emphasizes that â€Å"When an employer invests in employees with training, they return with more productivity and more loyalty† (Love, 1998). As a result of this, the organization along with its personnel grows in a productive manner. Being the HR manager, for ABC Company a solution is to be sought out to deal with the HR functions at a policy level and actual HR level. Human Resource strategies are required to ideally suit the needs of the manufacturing company. Inconsistent application of HR policies can leave the organization open to legal challenges, increased costs and turnover along with reduced morale. There is evidence of poor matching of skills of new employees with their work roles. To face this problem head on, an accurate account of employment data for all the employees in the organization is to be maintained. This can be owed to the unawareness of the entity of its current staff needs and skills. At a Policy level, a strategic change outlining the objectives of the organization and consequential imbalances in skills to job of personnel is to be identified wherein at an actual level, maintenance of promotion potential, experience information and career data of personnel would act as a source for identifying shortages and surpluses in the operational plans of the organization. Action plans that include training and development, relocation and time frame for implementation are devised. These Action plans are then required to be monitored to ensure achievement of pre-described goals. The Recruitment function would help in attracting the qualified personnel considered ‘fit’ for the job in the organization. At a policy level, internal versus external recruitment and agencies can be considered to find the right personnel to match the job requirements. At an actual HR level, cost of further recruitment might be unnecessary however, effective communication of the recruiting function to the authorized persons of the organization can provide a strong foundation to avoid future problems. Identification of the roles of the current personnel along with a written description of the job process, duties, terms and conditions is to be documented and filed. At the policy level, Selection function plays a fundamental role in identifying the key attributes required from a person recruited to fit the job/duty efficiently. Selection can be effectively executed based on the qualities, type and level of work needed to achieve perceived goals of the organization. In regards to the Actual level, the selection function would be based on the documented description of the requirements of personnel available to the recruiters. At the policy level, Employee turnover function can be reduced by the provision of extensive training and development program, fair working environment, incentives and bonuses. At the Actual level, effective communication with the personnel is essential along with providing a feasible and flexible working condition. Rising Staff turnover can be owed to the fact of poor fit of employee with job, poor guidance and ineffective communication of tasks. An extensive training and development program can hone the skills of the required personnel to fit their job It is difficult to offer a stipulated time period wherein the policy goals can be achieved due to an uncertain outlook of ABC Company. However, a written documentation with complete data, qualifications, availability, experience of the personnel and all other relevant data can be completed within a time span of 3-4 months. Moreover, training of the new personnel to acquaint them with the required duties is to be carried out immediately which can be assumed to span once every 3 weeks for a period of 2 months. Extensive re-training can then be provided every 6 months to keep up with technology and development in the market. Apart from framing policies, there is a need to understand the behavior and total outlook of the company. In reference to Labor Mobility in Australia(Refer Appendix 1) Manufacturing Industry has less than 12% of employees shifting from the Industry as compared to Mining which has the highest Labor Mobility of 21. 6%. Keeping this in mind, voluntary turnover might not pose an issue in this company. Employee turnover is beneficial in some companies, however in the manufacturing industry stability in terms of Job performance and Employee satisfaction is beneficial. Finally it is worth pointing out that, according to research, Management must understand the value of quality staffing throughout the organization, and proper care is taken to ensure an individual fit their roles in the organization to ensure long term productivity. This essay also illustrates the importance of HRM to bring about a balance in the organization by increasing staff satisfaction, reducing turnover and increasing organizational productivity. Each policy level and actual level goal has a timeframe for execution which can be accurately estimated after consultation with the Management of ABC Company. REFERENCE LIST Beach,R, Brereton,,D, Cliff,D,2003, ‘Workforce turnover in FIFO mining Operations in Australia: An Exploratory Study’, Retrieved on 24th Oct 2010 from: www. csrm. uq. edu. au/docs/TURN_FINAL. pdf Cable, DM, Turban, DB, 2001, Establishing the Dimensions, Sources and values of job seekers’ Employer Knowledge during Recruitment, ‘Research in Personnel and Human Resource Management’ , Vol 20,pg115-163. Khan, S 1991, Selection and placement, Volume 1,Issue 4 Retrieved on 20th October 2010 Levine, T, 1998, ‘How to Reduce Employee Turnover’ Retrieved on Oct 23rd, 2010 from: nettemps. com/employers/hrcorner/printer. htm? id=21pf=1 Love, T. 1998, ‘Training can Relics [sic] Employee TurnoverReducing employee turnover’. Retrieved on Oct 23rd 2010 from: http://findarticles. com/p/articles/mi_m1154/is_n8_v86/ai_20934425 Meyer, J, Stanely, D, Herscovitch, L, Topolnytsky, L, 2006,‘Overview of Employee Turnover Research’, SIGMA Assessment Systems. Retrieved on Oct 23rd, 2010 rom: sigmaassessmentsystems. com/articles/empturnover. asp Morley,MJ,2007, Person Organization fit, ‘Journal of Managerial Psychology’ Vol 22,No. 2,pp109-117. Retrieved from: www. emeraldinsight. com/0268-3946. htm Mushrush, W. ,2002, ‘Reducing Employee Turnover’-Creating Quality Newsletter, 11(5). Retrieved on Oct 23rd 2010 from: missouribusiness. net/cq/ 2002/reducing_employee_turnover. asp Orlitzky,M. 2007,’Recruitment Strategy’,Oxford Handbook of Human Resource Management,Boxall,P,Purcell,J,Wright,P,Oxford University Press,New York,pp273-299. Tipper,J, 2004, How to increase diversity through your recruitment practices, Vol 36, No. 4 pp 158-161. Retrieved on 23rd Oct 2010 from: www. emeraldinsight. com/0019-7858. htm Zeffane,R. 1994,’Understanding Employee Turnover: The Need for a Contingency Approach, vol 15,no. 9. Zimmerman, RD, Darnold,TC, 2007, ‘The impact of job performance on employee turnover intentions and the voluntary turnover process-A meta-analysis and path model’ retrieved on 23rd Oct 2010 from www. emeraldinsight. com/0048-3486. htm APPENDIX Figure 1: Labor mobility by industry, Australia www. csrm. uq. edu. au/docs/TURN_FINAL. pdf

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