Crane and Matten Evaluating Business Ethics

Crane and Matten Evaluating Business Ethics This chapter examines the main ethical theories, and analyses their importance and capacity in business ethics. A key argument focuses on the position of ethical theories in business ethics including ethical absolutism and relativism.Advertising We will write a custom book review sample on Crane and Mattens Business Ethics specifically for you for only $16.05 $11/page Learn More The majority of traditional ethical theories leans on the absolutism side whereas the contemporary ones are on the relativism side. Nevertheless, this chapter tends to prove that both positions may not be useful in business ethics. In contrast, this chapter focuses on the pluralism position, which occupies a position based on the two theories. Different ethical theories are used to establish the pluralism position. The chapter also elaborates assumptions upon which this position is based: the social phenomenon versus the harm and benefits. These are featured on the perspective of eth ical theories use in Europe as compared to other regions. Further, the chapter differentiates these ethical theories into two groups based on the outcome where they are categorized as either consequential or non-consequential. Here, the theories are evaluated using the moral judgment as to whether a decision is right or wrong. The chapter explains the theories by reflecting them to certain business problems triggering ethical dilemma. In regard to the consequential theories, the chapter examines egoism and utilitarianism. In egoism, the basis of the outcomes is featured on the decision makers. However, on the part of utilitarianism, it is based on the community. Likewise, the non-consequential theories look on two theories applied to business ethics: duties ethics and ethics related to rights and justice. The intersection of these two approaches is similar since they focus on the assumptions of the basic principles of good and wrong.Advertising Looking for book review on bus iness economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These principles are developed using categorical imperative that applies all morals regardless the benefits or harms to those involved. The categorical imperative framework is examined using three aspects. Each action is tested using all aspects upon which it is defined as being either morally right or wrong. The aspects are based on the issues of consistency, human dignity, and universality. Various assumptions concentrating on individual rights are assessed. These include the rights to life, freedom, justice, education, and property among others. Wide agreement about the human rights forms the basis for business ethics in all corporations. The relationship between business ethics and human rights determines the decision making process that is complemented by fairness. The perspective of human rights is directed to the view of justice on how to achieve this fairness. The cha pter provides the useful application of justice in business ethic that has empowered me on how to approach various ethical problems especially in employment practices. It compares two approaches used and the problems arising. Additionally, it clarifies how the main challenge of inequality among people or countries can be addressed using ethical theories. The key features, forms, harms, and benefits of the ethical theories help me to identify the theory to rely on in approaching business ethics. This chapter provides a broad category of ethical theories ranging from the traditional to contemporary ones. In this case, it provides a good platform of comparison and great assistance in reaching morally informed decisions in business ethics. In addition, we are able to incorporate the idea of pluralism in business ethics, as wells as confront its reality. Ethical theories provide a comprehensive and considerable way to approach problems through the use of the three aspects.Advertising We will write a custom book review sample on Crane and Mattens Business Ethics specifically for you for only $16.05 $11/page Learn More Reference List Crane, A Matten, D 2007, â€Å"Evaluating Business Ethics: Normative Ethical Theories,† In A Crane D Matten (Eds.), Business Ethics, Oxford University Press, New York (pp. 86-115).

3 Job Search Mistakes That Are Killing Your Chances

3 Job Search Mistakes That Are Killing Your Chances Looking for a job can feel like throwing pasta at the wall to see what sticks. Conventional wisdom tells us to keep doing everything we can until something does stick. But is that actually helpful? Here are some common job search mistakes that you should  be careful to avoid  while you’re on a job hunt. 1.  You apply for jobs that you aren’t qualified forThere’s definitely an aspirational part of job hunting, especially if you’re looking to move up. That can be dangerous, though, if it means you’re applying for jobs where you know you don’t quite fit the experience level the company is seeking. On a basic level, it could mean that your resume gets skipped altogether. If your resume makes the cut and you make it to the next point (an interview of some kind), falling short in experience could get your hopes up for an inevitable disappointment when they go with someone who better fits the job description.Similarly, using phrases like †Å"fast learner† and â€Å"adapts to any new role† in your cover letter or resume may sound like a good way to spin if you’re reaching a bit, but you could just be setting yourself up for disappointment and an even longer hunt. . The reach-for-the-stars attitude is admirable, but it might not match up with reality.2.  You don’t network or grow your influenceBack in the old days, people would find out about job openings in the newspaper, send in a resume by mail (with a stamp, no less), and wait patiently to hear back. The internet has accelerated this process greatly, making it easier than ever to find and identify opportunities. But you know how else people found jobs in the old days? Good old-fashioned word of mouth and recommendations. That part isn’t as outdated as the snail mail application process.Job openings are still often filled by candidates who have an â€Å"in† somehow with the hiring company, and search engines just can’ t replicate that personal touch. So if you want to be the one with an in, you need to look for a better way into a company. Try to connect via LinkedIn- do you have any first- or second-degree contacts who work at your target company? If so, finagle that into an introduction and you can be the candidate with a personal introduction and a leg up.3. You’re too proactiveBeing proactive is great. Being proactive can show you’re a go-getter. However, being proactive does not mean constantly reaching out to the HR department for status updates once you’ve applied or interviewed. I know how frustrating it can be to wait and wait and wait and wait when you’re anxious to hear what’s going on. Pace your floor if you have to, but don’t reach out to HR unless it’s been more than a week of radio silence. For starters, HR might be in a holding pattern while the hiring manager sees all of the candidates or is simply too busy to wrap up the process. Whatever the reason, haunting HR once a day is not going to endear you to the people you’re hoping will hire you.If any of these sound familiar, you shouldn’t feel badly. We’re all guilty of these things at one time or another. Just know that they can slow down your job search and even hurt your chances for getting into the right position. So be patient, be realistic, and be sure that your efforts will pay off in the long run.

Managing Employees performance Assignment Example | Topics and Well Written Essays - 500 words

Managing Employees performance - Assignment Example Some of the most commonly used ‘traits’ include ‘dependability’ ‘attitude’, ‘attendance’, ‘initiative’, ‘cooperation’, ‘overall output’, etc. The employee could be given a rating on a scale of one to five for each of these traits. Here, 5 could represent ‘excellence’ and 1 could represent ‘poor’. 3 stands for acceptable but not outstanding standards. The total attained by the employee is a good indicator of his/her overall utility for the enterprise. The graphic rating scale can either be continuous or discontinuous. The forced distribution appraisal method is a modern management concept. It is more formal and structured compared to traditional models. It differs from traditional models in that it takes into consideration numerous employee performance parameters. The objective is not merely to find ‘justifications’ for an employee’s remuneration structure, but also to constructively identify weak and strong areas. In this manner an employee is offered a feedback for all-round development of skills. For example, the forced distribution appraisal method will grade employees across performance scales. This will help the management to offer inputs on their career development, training needs and optimal reward structures. There are several principles that make forced distribution methods successful. Firstly, the evaluator is given a predetermined distribution scale to fill up. ‘Job performance’ and ‘eligibility for promotion’ are given special attention. A five point performance rating scale is the norm, where employee traits are assessed only quantitatively. The worker can come out as ‘good’, ’bad’ or somewhere in between with respect to the traits. A graph can then be constructed with the rating designated to X-axis and’ number of employees’ to the Y-axis. What usually transpires is a Norman distribution curve with a majority

A statement of purpose(objective) to study a PHD in Space Science Personal

A of purpose(objective) to study a PHD in Space Science - Personal Statement Example Currently, serious research is being undertaken in laboratories constructed in Space! Space Science has been of great benefit to humanity. Most noteworthy, are artificial satellites which have greatly enhanced information and communication technology (ICT). Indeed, satellite technology has boosted internet connectivity and communication globally. All these gains can easily override the adverse effects of space science. One serious negative effect is orbital junk in space (Leushacke and Mehrholz 1). It comprises of space debris deposited by man and includes defunct satellites and collision and explosion fragments. I intend to carry out impact assessment on this orbital junk. There is need to clearly identify the risks posed by space junk. In addition, strategies should be formulated to prevent further damage. In fact, extensive research needs to be carried out on ways to reclaim the junk into useful matter. I would like to carry out my research in a space laboratory in collaboration with NASA. This would be the most appropriate site to carry out my study on space junk. Hopefully, my PhD study will create more insight on means to mitigate this problem. This will form a good foundation for my career as a space research

The Cultural Diversity and its Impact on the Organization Case Study - 1

The Cultural Diversity and its Impact on the Organization - Case Study Example Additionally, each organization had developed its cultural practices, but now they have to make amendments that will make them compatible. This means that the human resource management ought to be firm in managing the culture of the company. Most importantly, the department must determine the culture and study that culture (Symes 2011, 47). Moreover, there are cultural differences between the merging and the acquired company. This could be issues like how each organization measures or defines their success, working terms, insurance, benefits for the employees, form or mode of management, the attitude of the employees, how they handled the problems and the functions conducted by the managers as they operated the company’s functions (Symes 2011, 48). Therefore, this paper focuses on indicating that human resource has a role to manage the culture of organizations that merge or in the acquisition. It is known that when the merger or acquisition of an organization fails, the blame is usually placed on the culture. Interestingly, culture shock could lead to failure where there is lack of effective human resource management (Gitelson et al. 2000, 105). It even gets worse when the merge includes two or more organizations from different countries. Arguably, the conflicts arise many times when the purchasing organization that made the initial move make deals and offers around finances. Additionally, the human resource department forms the larger company acquire some benefits that will help establish the problem. For example, insurance covers and pension plans that will cause a significant amount on the organization. Besides, the company needs to know or agree on the offers it will make after the merger or acquisition. However, when the major issues are to be addressed wisely, the combination can lead to an effective organization.  

Marketing; Getting to yes, Closing and Confirming the sale Research Paper

Marketing; Getting to yes, Closing and Confirming the sale - Research Paper Example Once it is done the target is to aim your company for a sale. Discovery process is considered the heart of the overall sales process. It is very important for any sales person to realize the importance of open ended questions. An open ended question demands a detailed answer from the prospect, whereas a closed end question won’t give you much insight into the mind of the customer. A successful sales man actually utilizes a good combination of both open ended and close ended questions. Open ended questions should be asked in the beginning of the sales discovery session. Close ended questions should be reserved for the end. Questions should be designed very carefully and should be prepared beforehand. A bad sales discovery meeting is usually a result of the type of questions asked. (Goldner, 2010) As we have learned framing of question is of prime importance. The question arises how we can prepare good open ended questions. Following is the worksheet which provides a systematic of conducting a successful sales discovery process. Effective communication is very important for unlocking your customer needs. It requires your undivided attention. You need to empty your mind of everything and be with your customer with your heart and soul. It requires the entire physical and mental sense to be with the customer so that the two of them come on the same wavelength. (Val Gee, 2007) Every business deems to be profitable. Selling is about perspiration which involves things like making calls, knocking on the doors and being on the phone. It involves three major steps i.e. making appointment, following up, and getting a commitment. Getting close to yes requires being knowledgeable, confident, able to close and able to perspire. To close a deal you have to be at the right place at the right time. Only that sales person can do all this and close the deal that enjoys his work. If you managed to sell that doesn’t mean that the story is

Risk Management in Healthcare

Risk Management in Healthcare Introduction Risk is anything that involves danger. Risk can be physical, emotional, health, or financial wealth. Life is full of risks and we all take risk in our lives in order to move forward. Risk can be big or small and can be taken intentionally or unintentionally. Riskassessmentrefers to the process by which the short and long-term adverse consequences to individuals or groups in a particular area resulting from the use of specific technology, chemical substance, or natural hazard are determined (Batterman, 2013). An example of intentional risk would be doing your assignment but not knowing that you will pass it or not and an example of unintentional risk is not doing the assignment because you did not know you had one. So in order to manage risk it is very important to have some kind of plan in place with can reduce the effect of any future risk, this is known as risk management. Therefore risk management is identification, assessment and prioritization of risks. There are two major ERM p rogrammes (ISO 31000 OR COSO) which could be used by any organization as a guideline to reduce risk. In this assignment I have used ISO 31000 because it is the most-latest one and easy to understand. Question one Risk management should be well organized in the enterprise for this to happen the risk manager needs to find out the objectives of the organization in order to make a proper plan. This can be done by talking with the owner or other staff members of the facility. For example one of the most important priorities for any health provider is the health and safety of its clients and workers. It is crucial to have friendly and safe environment for the employees. This can be done by doing regular health and safety audits and teaching the staff and the residents about the health and safety. This as a result will decrease the percentage of accidents that happen at work and make it safer both for clients and workers. This can lead to exposure to lose as they have to put more money and labour into teaching the staff about health and safety. This can also result in loss of life or a serious injury. For example there can be an injury at the work place if the clients are not transferred from bed to the couch using a hoist. Using a hoist can be more safe, time efficient and as a result will decrease the number of causalities at work. Like this there can be various other risks at the hospital so it is the duty of the risk manager to prioritize the highly likely and least likely risk for the enterprise and make the plan accordingly. For example hygiene is very important for the hospital, so it is important for the residents to have shower regularly. This risk cannot be tolerated as it will prevent spreading of diseases and cross contamination. This is one of the essential parts of hospital so risk manager should follow this first. Question two The model that I have used for this assignment is IOS-31000 to identify the high risk to health care business. It was introduced in 2009. It is a code of conduct which is followed by the organization to provide standardized care to the clients. This can be used by any organization regardless of its dimension, action and segment. This can help the organization to increase the chances of improving their techniques, achieving objectives, allocate and use resources. It also provides guidelines for both internal and external programs. This organization can also compare and contrast their risk management policies with an internationally recognized benchmark therefore providing good principles for effective and corporate governance. ISO31000can be applied to any type of riskwith a few provisos. Firstly, the new definition of risk is the effect of uncertainty on objectives. The notes to the definition include: Objectives can have different aspects, such as financial, health and safety, and environmental goals, and can apply at different levels such as strategic, organisation-wide, project, product, a nd process. Thus, an organisation must set objectives that are relevant to its risk profile (Peace, 2009). There are also other related standards some of them are IEC 31010 and COSO. A risk management technique focuses on risk management. Risk management also helps the organization to understand the risks and make the decisions accordingly so it could effectively meet the objectives. IEC 31010: 2009 also focuses on risk assessment concepts and selection of risk assessment techniques. Question three Risk management process contains five different processes which are firstly identify the hazard, secondly decide who might be harmed and how, thirdly evaluate the risks and decide on safety measure, fourthly record your finding and implement them and finally review your assessment and update if necessary (Five steps of risk assessment ). In identifying the hazard the risk manager should be able to identify the risks that are most likely to happen in the hospital. The two ways to identify risk are retrospective and prospective risk. Retrospective risks are the incidents that previously occurred, so they are easy to identify. This can be done by reviewing audit reports, costumer complaints. Prospective risks are those that have not happened before but might happen in the future. As compare to retrospective risk this is harder to identify. This can be done by brainstorming, researching and reviewing system designs. This can also be done by talking with the staff members or looking at the documentation of the hazards and make the plan accordingly. For examples if falls is one of the major cause of injury in the hospital then there should be a proper plan in place. This can be done by using wet floor sign, making sure floor is dry at all times and assisting the residents when going to the toilet and provide training if necessary to the staff. Secondly the risk manager needs to decide who might be harmed and how. This will help him to know which risk has greater impact than another. The three categories to determine risk levels are qualitative, semi-quantitative and quantitative. Qualitative refers to the images based on some based on some characteristics rather than quantity. It is the most effective method of analyzing risk. Semi-qualitative test is one that doesnt give you the absolute amount of analyses in a sample. Lastly quantitative is based on mathematical or numerical numbers and quantity rather than the characteristics. For example it does not mean differentiating everyone by their names, but identifying group of people. If you share your workplace, you will need to know your work affects other staff members or members of public and therefore identifying how they might be harmed. In the third process of risk assessment the risk is evaluated and safety measures are taken. The risk evaluation involves measuring and comparing level of risks found during analysis process. Once risk has been identified it is the duty of risk manager to decide what to do about them. He has to be lawful and do everything reasonably practicable to protect people from harm. For example there is an infection breakthrough in the facility. It is the risk manager’s duty to make sure all the residents and works get immunized, all the clothes and bed sheets are cleaned properly and make sure everyone is safe from the infection and how can they prevent it in future. This can be prevented by using hand sanitizers, washing hands regularly, wearing gloves and using other precautions when necessary. Fourthly recording and implementing the findings. It is about treating the risk that we not acceptable in the previous process of risk assessment. This step is used to either eliminate or reduce the effect of the risk. Monitoring and reviewing is a very essential step of the risk management process which will result in positive outcomes for the hospital. Risk needs to be monitored regularly so that new risks are captured in the process and are effectively managed. For example risk assessment does not need to be perfect but it must be suitable and sufficient. A proper check must be made; you need to ask who might be affected; you dealt with all the other significant hazards, also took into account the number of people who could be involved; the safety measures are reasonable, and the remaining risk is low; and you have also involved your staff or their representatives in the process. Lastly review the assessment and update if necessary. At work sooner or later, there will be new equipments and procedures that could lead to new hazards, so it makes very much sense to review them. Therefore all the risk management assessment parts are related to monitor and review. For example there is a new hoist at work which is more effective and fast but the workers do not quite know how to use it. So it is the duty of the risk manager to put a plan in place and teach all the workers how to use it and review it regularly. This as a result will prevent any future miss-happenings and make work more safe and efficient. Conclusion This concludes that it is very important for the organization big or small to have risk management program and team in place to minimize the risk and for the better growth of the business. It can save lives and money and can be extremely profitable for the enterprise and safe for the employs. References http://www.broadleaf.co.nz/graphos/iso31000/iso1.gif Batterman, S. (2013). Defination. Risk Assessment , 653-655. Five steps of risk assessment . (n.d.). Retrieved April 24, 2014, from Health and Safety Executive : http://www.hse.gov.uk/risk/fivesteps.htm Peace, C. (2009). ISO 31000. Standard and Deliver , 44-47.