Is Affirmative Action Ethical - 4820 Words

Running Head: IS AFFIRMATION ACTION ETHICAL? Is Affirmation Action Ethical? Mehlia Adkins Baker College of Allen Park Cultural Diversity Seth Persky Is Affirmation Action Ethical? Introduction Nowadays, the confrontational subject of affirmative action is rising and becoming a controversial issue. This study will explore and analyze the controversy over an ethical affirmative action perspective, and examine the social policy behind this basic premise that every individual should receive the same treatment unless there is a morally relevant reason to receive an indifferent treatment. The question of whether or not affirmative action is ethical is one of the most contentious areas of debate that lies on the issue of ethnicity,†¦show more content†¦The affirmative action has been viewed as a tool designed to bring about greater integration with the various segments of the society. The other rationale of the affirmative action is the justification that diversity in terms of racial, ethnic and gender make-up within the social class have been marked by rigid homogeneity with ethical perspective. Public administration tradition in American society is full of ideals on s cientific and efficiency orientation of the organization but in relation with affirmative action paradigm in public administration, the value – based practices has been emphasized and gave rise democracy, representativeness, moral and ethical neutrality and equity. The 19th century public personnel reform encouraged the public administrators to formulate new policy with new direction and advocates for change. Social equity is another added feature of the new public administration towards social and political advantages. However, the social equity in practice may somehow result in differential treatment depending upon the needs and interests of different people. The affirmative action in public administration has been supported with the concepts of responsive and representative government through the composition of Civil Service Commission (Galeton, W. 2002). The federal support to the affirmative action includes the many reasons for making theShow MoreRelatedAffirmative Actio n: Ethical or Purely Discrimination3117 Words   |  13 PagesAffirmative Action: Ethical or Purely Racial Discrimination? A comparative Analysis of how Malays are treated in Singapore and Malaysia â€Å"Affirmative action† means positive steps taken to increase the representation of women and minorities in areas of employment, education, and business from which they have been historically excluded. Indeed if one were to see affirmative action in the light of John Rawls’ maximin approach to give the greatest benefit to the least advantaged in society, itRead More Affirmative Action and College Admissions: A Legal and Ethical Analysis3627 Words   |  15 PagesAffirmative Action and College Admissions: A Legal and Ethical Analysis I. Introduction The institution of public education has been one of the most controversial establishments in the United States since its inception. More specifically, equality in the conditions and the opportunities it provides has been sought as one of its major goals. There is little doubt that minority ethnic groups have struggled to achieve educational equality, just as they have struggled for equality in otherRead MoreAn Ethical Dilemma: Affirmative Action, Do We Still Need It?1706 Words   |  7 Pageshead: An Ethical Dilemma: Affirmative Action, Do We Still Need It? An Ethical Dilemma: Affirmative Action, Do We Still Need It? Abstract This paper discusses the importance of affirmative action in today’s society and the ethical role it plays when Employers and Universities are considering entry to their respected places of establishment. The paper will conclude with what America will face in the future in terms of affirmative action. An Ethical Dilemma: Affirmative Action, Do We StillRead MoreAffirmative Action Is Important For Society1649 Words   |  7 Pages Affirmative action Affirmative action is an attempt to address past discriminatory injustices which may be based on gender, race or ethnicity. Affirmative action may take the form of policies and programs which are mostly mandated by governments and designed to bring changes in organizations, companies and educational institutions. Affirmative action is a vital tool which provides qualified people with equal access to educational or professional opportunities that they would otherwise have beenRead More Two Views of Affirmative Action Essay1498 Words   |  6 PagesTwo Views of Affirmative Action We hold these truths to be self-evident, that all men are created equal†¦. Even before it became a nation, America was heralded as a land of equality. Thomas Jeffersons statement begs more than a few questions, one of which is: How can we ensure equality to everyone? Beginning in the late 1960s, the federal government provided an answer to this question in the form of affirmative action. In recent years, many people have called this policy into question. InterestinglyRead MoreWhat is Affirmitive Action?934 Words   |  4 Pages Affirmative action or sometimes known as positive discrimination have been an issue that has going on around the world. Even though the policies vary from country to country, with some having quotas and others offering preferences in the selection process, the idea of providing special opportunities to a disadvantaged group remains universal. Our group choose this topic as we all have a personal interest in affirmative action and have had some form of affiliation with it in our lives. It can beenRead MoreThe Benefits Of Affirmative Action855 Words   |  4 PagesThe benefits of affirmative action for society The ethical issues around the policy of affirmative action often raises disputes in the society. The opponents of the affirmative action or positive discrimination consider that it is the same discrimination, but of the minority against the majority. Some opponents consider that the affirmative action not only does not help the groups of minority, but also diminishes their achievements by providing them extra opportunities. Undoubtedly, there is a reasonRead MoreAffirmative Action and the Disabled: Should Disabled Veterans Receive Preferential Treatment in Hiring Decisions?1028 Words   |  4 PagesAffirmative Action and the Disabled: Should Disabled Veterans Receive Preferential Treatment in Hiring Decisions? When people think of affirmative action programs, they generally think of programs that give preference to candidates based on gender or race. However, one of the most vital affirmative action programs in the United States is the Disabled Veterans Affirmative Action Program (DVAAP). Under these programs, agencies are not only required to give preferential treatment to disabled veteransRead MoreDiversity Management Focuses On The Heterogeneity Inside The Organizations1315 Words   |  6 Pagesdo not have to prevent them from working together. This is directly connected with the concept of ethical behavior. Generally ethics is defined as a moral code which is accepted in a concrete society, though there are cases when ethical does not mean everything that is legal. For example, slavery was legal in the United States society, but from now it is not the best manifestation of the ethical behavior (Schermerhorn, Davidson, Poole, Woods, 2012). This also applies to homosexual individuals,Read MoreThe Unethical Nature of Affirmative Action Essay1729 Words   |  7 Pagesfair for the white. Yes, it does bring good results, but it is not ethical. Affirmative action in itself is racist. There are many reasons why affirmative action in favor of ethnic minorities is racist. First of all, it violates Title VI of the Civil Rights Act of 1964 by discriminating against the white. Equal opportunities denotes that no one is to receive special consideration based on ethnic background, but by affirmative action, people of color get a head start in the selection process. Second

The Knife Of A Murderess - 987 Words

The Knife of a Murderess Throughout history, many Shakespearean scholars and enthusiasts have examined the relationship between Macbeth and his wife, Lady Macbeth. One objective purpose for closely examining their relationship is to determine who was acting as the greater evil of the pair or to determine if one could have acted without their partner in crime. Although many people view Lady Macbeth as the devoted wife who merely wished to help her husband gain control of the throne, it is Lady Macbeth who successfully manipulates her husband into committing murder by preying upon his ambitious flaw. The cruelty of Macbeth and his wife can be observed in multiple scenes throughout the play; however, there are two soliloquies which require a closer reading. Based on a closer reading of two separate soliloquies, one performed by each character, it can be seen that Lady Macbeth proves to be far from just an initiator in King Duncan’s murder. It is Lady Macbeth who proves to be crue ler and more villainous than her husband, and it is Lady Macbeth who manipulates her husband thus turning him into the monstrous killer he becomes. In two separate soliloquies performed by Macbeth and his wife, the word â€Å"knife† appears. During Lady Macbeth’s soliloquy in 1.5.36-52, she is describing her intentions for the murdering of King Duncan with a knife. Throughout her soliloquy, Lady Macbeth is asking the evil spirits to fill her with cruelty and strip her of her feminism in order to fulfillShow MoreRelatedShort Story1734 Words   |  7 Pageshim down. But he remembers. The lady with the green eyes and blood red lips had walked down a slum hallway to order him an assignment. He was in his boxers and had half a hangover to recover. And she had a knife at his throat. Those two piercing items made him freeze. He could have taken the knife and stab her in â€Å"defense,† but eyes with that type of fire can make a man like Bronson think about his decisions. Bronson gets out the leathered case on the table. He makes sure he doesn’t hit the cup ofRead MoreBurial Rites By Hannah Kent1251 Words   |  6 Pagesand overall enjoyed by all with only some criticisms. When people first heard what Hannah Kent was writing about they were quite sceptical of the topic. This was because young Australian authors were expected to write about Australia, not about a murderess in some far away country. This view quickly changed when the book was published. Many people praise her for embracing a non-Australian subject. Book reviewer, Catherine Taylor states, â€Å"†¦its gut-churning fear, holds an exhilaration that bordersRead MoreThe Musical Theatre And Film1607 Words   |  7 Pagesand trials, Chicago follows Roxie Hart, a wannabe vaudevillian star who murders her lover and is arrested, despite her attempts to convince her pushover husband, Amos, to lie for her. In the Cook County Jail, Roxie meets her hero, the famed double-murderess and nightclub performer Velma Kelly. When both acquire the same lawyer, the greedy and lustful superstar, Billy Flynn, tensions come to a head as they vie for the spotlight-- though instead of onstage, they’re mugging for the flashbulb of the newspaper

Gcse Isa Chemistry Calorimetry Free Essays

Hypothesis: I believe that alcoholic compounds with bigger relative formula mass will release more energy in combustion reaction than the less alcoholic hydrocarbons compounds. Equipment: Different types of alcohols in spirit burner (CH4, C2H6, C3H8, C4H10, C5H12), Thermometer, water, beaker, scale, measuring cylinder, tripods, clamp, gauze, heat mat, lighter or matches. Hazard: Most of alcohol we using are flammable, irritant, toxic and harmful. We will write a custom essay sample on Gcse Isa Chemistry Calorimetry or any similar topic only for you Order Now 1 provide spirit burners which have removable glass caps, this makes it easier and safer to extinguish the flames.   Make sure the wick fits tightly in the wick holder and that the wick holder fits tightly in the burner. 3 Fill and label spirit burners or dropper bottles with alcohols in advance of the experiment. Read this Practice Test Chem 105 Ensure any excess alcohol is wiped off the side of the burners. 5 careful considerations must be given on igniting the alcohols. The spirit burners must be kept upright when lighting. Do not tip onto the side. 6 make sure the alcohols are kept away from any source of heat. don’t burn your self by touching any flames or hot water Method: 1- Fit the beaker inside the tripod, fill the beaker with 100ml of water after measuring it by the cylinder,  and take the initial temperature of water by using thermometer, 2- Measure the mass of the  first burner spirit (Methanol)  and record it, Put the spirit burner on the heat-mat under the beaker and ignite it 3- Keep stirring the water, when the temperature reach 50? C  turn off the flame. 4- Reweigh the burner and workout the difference. – Repeat the same steps 3 times and take the average of the alcohol used in burning. 6- Apply the same steps above with the all-different types of alcohol remaining to test (Ethanol, Prop anol, Butanol, Pentanol) 7- Finally you need to work out the  energy released from each alcohol by applying this calculation    q = (specific heat capacity of water 4. 2) x mass of water(g) x ? t change in temperature(? C) Then divide the answer by the used alcohol to find out the released energy kJ/g Table: Energy transferred for alcohol Alcohol name| Test 1 (g)| Test 2 (g)| Test 3 (g)| Average (g) | Transferred energy (kJ/g)| Methane| | | | | | Ethane| | | | | | Propane| | | | | | Butane| | | | | | Pentane| | | | | | Make it fair test? The answer is the same as the control variables * Volume of water (100ml). * Temperature rise to 50? C. * Same starting temperature of the water. * Always weigh the alcohol burner without the lid. Independent variables: the type of alcohol Dependent variables: transferred energy from the combustion. How to cite Gcse Isa Chemistry Calorimetry, Papers

Managing Organizations and Decision Making

Question: Discuss about the Managing Organizations and Decision Making. Answer: Introduction: Organizations from global business environment are continuously experiencing a significant amount of burdens to adopting an old or new management tools or techniques supporting them to get the most out of limited resources. The scenario is widely caused by the anticipated challenges throughout the global economy due to the environmental and organizational catastrophes, prolonged implications of corporate scandals, and persistent apprehensions over war and terrorism (Farrell 2000). Due to such consequences, the managers and executives of various companies are predominantly thinking about the useful concepts by learning key organizations from the international environment for undergoing and adapting changes to meet diverse requirements of increasingly chaotic world. Based on the importance of organizational learning for evolving approaches and policies of an enterprise, Tesco PLC from the retailing environment UK is selected for creating this essay comprising of principle arguments ref erenced from the suggestions put forwarded by relevant scholars and professionals. According to Farrell (2000), organizational learning and development help to improve the interpersonal skills of the managers while influencing on the entire productivity. The certain shift in focus drives the organizations to deliver more to the community while vibrantly building and sustaining the benchmarks associated with performance (Moloi 2005). The retail industry of UK is continuously facing volatile requirements from numerous factors involving the market due to the rise of technology, involvement of key competitors in the market, and need of coming up with a diverse range of products (Gould 2000). Due to such requirements, the internal organizational structure of Tesco is currently undergoing gigantic changes resulting from the announcement made by the CEO having a special interest in adopting a transformational leadership since his recruitment to the position. Rowley (2000) has explained that the performance of an enterprise will improve to an extended level if it positivel y forms interaction with the external environment. Lee, Benett, and Oakes (2000) agree with the identified viewpoint, as those are the reason causing change to be synonymous with the development of business. From the analysis of the overall change management system defined by Tesco, it can be observed that the associated factors are superior to trigger functional changes to the whole structure and making it a learning organization for the other managers (Lee, Bennett, and Oakes 2000). With reference to Moloi (2005), the change management factors of Tesco successfully identify some of the useful areas like economic uncertainties, globalisation and fierce competition, political interests, rapid improvement in information and technology, and the degree of government interventions. On the other hand, training and development process introduced within the company is responsible for providing energetic input to encourage corporate growth and success by uplifting the performance and commitments of workforce (Tagg 2003). Gould (2000) has specified training as the acquisition of knowledge and skills for elevating the prudence and capabilities of an individual for supporting the accomplishment of an allotted task. Therefore, training and development activities performed within the firm create or enhance ownership among the employees to help them acquire new skills and abilities boosting the formation of a well-organised, productive, and flexible workforce (Rowley 2000). From the analysis of Farrell (2000), the corporate image of Tesco is largely inspired by the confidence of its customers in the knowledge and competence of staffs and workers of the company. As a result, the business growth and achievement of Tesco continues to spark impressively in the retail environ ment of UK. Further analysis suggests that a flexible and structured approach is followed in the training and development area of Tesco supporting it to adapt the individual needs of employees (Moloi 2005). From the analysis carried out by Tagg (2003), the application of both on and off-job training, specialised, developmental, and options programme is responsible for developing a highly skilled workforce covering the vital fields, such as communications, team building, and planning and organising. Human resource management is another useful domain of the organization introducing a highly committed model for hiring the skilled and capable personnel while sustaining a culture with according to the needs of external environment (Gould 2000). From the example of Tesco, the company has implemented strategic human resource practices while not replacing the old personnel department from its internal setting. The business profit of Tesco soared 20% last year promoting the company to set a new milestone for various corporations in UK (Farrell 2000). The plundering success of the supermarket chain is considerably caused by its enormous employee base, which makes the firm becoming the largest private employer in the country. According to Lee, Bennett, and Oakes (2000), the human resource strategy of Tesco denotes simplification of work, rolling out core skills, and challenging the unwritten rules whilst the performance management is tied to achieving steering wheel targets. The particula r fact signifies that the different measures adopted by the human resource department are meticulously connected with the performance management of the business. From the overall investigation, it can be determined that leadership development, training and development, and human resource management are the three core departments of Tesco amongst the others to provide vital growth and cardinal direction to the business. The combination of productive measures embraced by these separate areas is domineeringly accountable to drive the company attaining key business aims from its identified market. Hence, it is justifiable that each area of the firm proves valuable learning opportunities to the other executives and managers to shape up their practical and managerial knowledge and understanding. Complicated patterns of globalisation, political environment, labour market trends, and internationalisations have created a mutual norm for the majority of organizations to develop an inter-cultural work (Ang and Inkpen 2008). The leading organizations of modern era require its managers and business to operate in multicultural, multilingual, and multi-faceted environments. Ang et al. (2007) have suggested that dealing with the inter-cultural differences has long been a challenging task for the managers and executives of a multinational corporation. Such scenario has provoked Early and Peterson (2004) to propose a model of cultural adaptation called as The Cultural Intelligence (CQ) by providing an increasing prominence to develop working relationship with multi-cultural business environment. This essay is formed with the intention of analysing the importance of cultural intelligence in the course of achieving organizational success in the contemporary world of business. From the context of organization and management, the dynamic spread of global economic communication and increasing exchanges in the marketplaces require the application of sophisticated competencies to deal with the individuals with their different values, assumptions, traditions, and opinions (Triandis 2006). Ng, Van Dyne, and Ang (2009) have defined competencies as the certain area of personal capability facilitating the employees and managers of an organization to perform their jobs and bring out positive outcomes. Numerous studies were formed by the authors over the years to describe competencies. A considerable number of authors have portrayed competencies as the collection of knowledge, self-concepts, attributes, values, and behavioural skills, where others categorised the concept as individual characteristics, which can be measured to distinguish the disparities between average and superior performers expressively (Ang et al. 2007). Over the years, companies face perennial is sues concerning competencies of a successful manager while the need for general competencies should be essentially included in the roles and behaviours of an entire workforce. This particular fact principally signifies the enclosure of unique cross-cultural competencies among the managers to shape up their skills and abilities for responding effectively to requirements of people from various culture, religion, or ethnic background (Ng, Van Dyne, and Ang 2009). Early and Peterson (2004) have notably indicated the necessity of cross-cultural integration and transformation knowledge to promote the achievement business success by the organizations, as the entire process would help to cultivate appropriate standards, policies, and attitudes fitting a specific cultural setting. The application of the propped factors certainly helps the business to enhance the quality of service to produce and deliver better outcomes for diverse cultural environment. Globalisation has caused the expansion of business leading the world to be considered as an integrated entity. Hence, the firms are naturally exposed to an increasing number of threats from the external cultural factors. As a result, leaders of the contemporary business should not only be equipped with a high level of IQ and EQ (referred to as emotional intelligence), but they should also possess robust cultural intelligence (CQ). It will facilitate them to elevate their skills and continue to achieve success in the global business community (Earley and Peterson 2004). Trandis (2006) has stated that the organizational leaders are responsible for defining the corporate vision and communicating the same to their subordinates and influencing them to achieve the goals. However, the certain process transforms into a daunting task for the leaders and managers beyond their native culture. Therefore, the leaders must need to adopt cultural intelligence, as it is the only unlocking the door o f knowledge and helping them to develop a new set of skills for attaining success (Ismail Al-Alawi et al. 2007). The particular statement symbolises the gathering of necessary understanding about the cultural attributes and expectations of followers or subordinates by the leaders or managers. Based on such understanding, the leaders or pioneers can build suitable relationships with the followers and develop fitting solutions for dealing with the anticipated problems to promote overall efficacy of the business operation. It can be proposed depending on the provided understanding that cultural intelligence form and enhance awareness among the managers and leaders throughout an entity to present successful outcomes to the business. Without the implications of cultural intelligence, leaders might face grave difficulties in adopting a healthy behaviour according to the characteristics of different circumstances without the need of compromising their inherent styles and qualities of leadership (Triandis 2006). With the help of a resilient awareness, leaders or managers can understand the comparison of idiosyncratic nature with collectivist culture of their followers. More clearly, they can able to determine whether they can work better in autocratic or bureaucratic environment. Lastly, culturally intelligent leaders can be able to understand the essence of communication manner associated with the achievement of success (Ismail Al-Alawi et al. 2007). Ang and Inkpen (2008) have imperatively outlined that managers or leaders find it precisely easy to tweak their current communication style once they develop awareness about the cultural attributes of their assistants or cohorts as part of the workforce. To summarise the overall understanding, it can be quantified that the organizational leaders and managers should need to work on improving their cross-cultural competencies, awareness, adaptation, and communication skills for becoming culturally intelligent. Regardless of their relationship-oriented or task-oriented leadership styles, organizational leaders should continuously devote on increasing cultural intelligence by emphasising on the mentioned factors, as identified throughout the essay. List of References Farrell, M.A., 2000. Developing a marketà ¢Ã¢â€š ¬Ã‚ oriented learning organisation. Australian journal of management,25(2), pp.201-222. Gould, N., 2000. Becoming a learning organisation: a social work example.Social Work Education,19(6), pp.585-596. Lee, G., Bennett, D. and Oakes, I., 2000. Technological and organisational change in small-to medium-sized manufacturing companies: a learning organisation perspective.International Journal of Operations Production Management,20(5), pp.549-572. Moloi, K.C., 2005.The school as a learning organisation: Reconceptualising school practices in South Africa. Van Schaik. Rowley, J., 2000. From learning organisation to knowledge entrepreneur.Journal of knowledge management,4(1), pp.7-15. Tagg, J., 2003.The learning paradigm college. Bolton, MA: Anker Publishing Company. Ang, S. and Inkpen, A.C., 2008. Cultural intelligence and offshore outsourcing success: A framework of firmà ¢Ã¢â€š ¬Ã‚ level intercultural capability.Decision Sciences,39(3), pp.337-358. Ang, S., Van Dyne, L., Koh, C., Ng, K.Y., Templer, K.J., Tay, C. and Chandrasekar, N.A., 2007. Cultural intelligence: Its measurement and effects on cultural judgment and decision making, cultural adaptation and task performance.Management and organization review,3(3), pp.335-371. Earley, P.C. and Peterson, R.S., 2004. The elusive cultural chameleon: Cultural intelligence as a new approach to intercultural training for the global manager.Academy of Management Learning Education,3(1), pp.100-115. Ismail Al-Alawi, A., Yousif Al-Marzooqi, N. and Fraidoon Mohammed, Y., 2007. Organizational culture and knowledge sharing: critical success factors.Journal of knowledge management,11(2), pp.22-42. Ng, K.Y., Van Dyne, L. and Ang, S., 2009. From experience to experiential learning: Cultural intelligence as a learning capability for global leader development.Academy of Management Learning Education,8(4), pp.511-526. Triandis, H.C., 2006. Cultural intelligence in organizations.Group Organization Management,31(1), pp.20-26.