Sweden :: Countries

Sweden is a country of many wonders. It has an amazing literary culture. The scenery is literally to die for. Sweden is a land of many hills and natural beauties. It is the home to many wonderful sports. Once you visit Sweden once, some say it is hard to not come back and even harder to leave. It is just an amazing place to visit or live. Sweden has a fascinating history. The Vikings from Sweden traveled in boats and carried out surprise attacks on enemies (Lerner 21). The origin of today?s democracy in Sweden originated from the Vikings (22). By the end of the 1800?s Sweden was in great economic danger. With an unemployment rate of one point six, Sweden?s jobs were in short supply (40). In the elections of 1991, Carl Bidlt became Sweden?s prime Minister. He worked to curd Sweden?s economic problems, and it worked (41). Sweden was back to normal in no time. Sweden?s economy is great. By most standards of living Sweden ranks within the top ten countries (Lerner 54). Industrialization did not take hold until the early 1980?s (54). Sweden has a large array of crops, though only three percent of the country is part of the farming industry (56). Sweden?s industrial sector contains one fourth of it?s population (56). Swedish firma are among the world?s leaders in computer-assisted design and manufacture (56). Sweden has a lot of diverse people among the society. Most of the people in Sweden are in their thirties to forties. Only a few are ninety or above (Lerner 46).

The Quest for the Good :: Essays Papers

The Quest for the Good Is the Good something concrete to be obtained, or is it a way of life unique to individuals? This question is asked most assuredly in a biased manner, directing us along a path to the answer. It raises many logical questions of how, exactly, the Good is framed, and what it means to live a good life. To do this, an understanding must be found of what exactly the Good is. The questions of how the Good is structured and what the Good is are intricately tied together, and as such both shall be explored. The most important step in terms of the Good is the quest, as shall be found, because it is only by actively seeking the Good that one can find any understanding of it. As such, the quest for the Good shall be explored in The Republic by Plato, Confessions by Saint Augustine, and Death Comes for the Archbishop by Willa Cather. These works will help give a full understanding of what the quest for the Good is, and how it is difficult to define because it is so multiplicitous. Also, an outside framework will be explored, to be able to look at a world conception that includes many o f the themes explored by the authors, and the opposites which tend to be left out. Overall we will find the Good and the quest. To understand the breadth of the answer, the meanings of the question must be understood. The important questions are: can the Good be concrete? Can the Good be obtained? Is the Good a way of life? How is it unique? A concrete Good would be an immutable, unchanging Good. This would be a Good that exists in an abstract realm, something of a Platonic Form of the Good. If there were a less abstract Good, one more easily attained, we would all know it explicitly. Therefore, if there is an exact idea of what the Good is, it is hard enough to find that philosophers exist. The corollary to this question is, can the Good not be concrete? In other words, can the Good change or evolve, or is there always the same Good, forever? St. Augustine saw the Good as God, and saw God as non-physical and unchanging (Augustine, 4, ii(2)). As such, the Christian lifestyle, the Good life, would be a single path, the same throughout the ages.

Leading professional development

Analyze the extent to which the approach relates to an organizational context known to you. The abstract I have selected for review and analysis, with most relevance to my own professional development and therefore is of most interest to me is that of Lyndon &king : can a single, short continuing professional development workshop cause change in the classroom ?This article refocuses attention on the classroom, specifically on the importance of teacher Professional development in enhancing and changing teachers' knowledge and skills in ways that lead to improvement in student performance. It is based on research carried out for SEES study into how far is short continuing professional development is effective?The demonstrated success of the SEES model of short, single workshops in bringing about lasting change in practice is noteworthy, given the emphasis in the literature that CAP can only be effective if it is sustained ; is delivered by a well-trained provider, within a well-structu red workshop that provides opportunities for exploration, practice and peer feedback. Providing a factual framework discussed by many educational researchers, Lyndon and king summarize the context, content, and process of effective and high-quality teacher professional development.Years ago, I have participated with many short and long PDP workshop at 2 schools in which I was a teacher . And to be objective few workshop gave me opportunities to acquire and practice new skills over relatively extended eroded of time, and it provided an ideal environment for interaction with other colleagues . While many other workshop stopped short of producing their intended results; they pointed out problems with traditional teaching but offered little help in changing what happens in the classroom and provided no opportunities for us to practice what we learnt.So the problem was not the lack of professional development activities or whether they are short or long ,to the contrary professional deve lopment for teachers has been included in every major initiative designed to improve student performance. The problem is that the quality of those programs has been inconsistent. Nevertheless, many like Joanne- in the group tutor – would agree with Errata's typology session 10 that the scope of professional development is wider that simply the measurements of results, outcomes and standards, and therefore suggests CAP which is encompassing of other dimensions should be considered Anyone,2013).On the other hands Stephanie had to admit that there was in most of the attended CAP a great deal of scope for personal development, team working, developing greater awareness/understanding and developing problem solving skills. However in order for the school to Justify the resources it is expending, he sees that there must be at least some organizational benefits too (Stephanie, 2013) I agree with Lyndon &king that Professional development can succeed only in settings, or contexts, tha t support it .And this support must come from administrators. Drawing on the case studied in this article (short workshop for science department in many schools designed by the earth science education unit) it shows that one of the finding outcomes of professional development initiative is depended ultimately on the factor whether its administrators consider it important. For this reason, buy-in on the part of administrators (whether state directors, superintendents, or principals) is critical to success (McLaughlin & Marsh, 1978).Leaders can approach decisions about professional development with intellectual rigor and discipline or give them a cursory treatment as an afterthought to more pressing matters. Likewise, their decisions may be implemented with attention to quality and serious reflection on their impact or haphazardly executed with a sense of discharging an unpleasant responsibility. Those are the choices leaders face each time they meet to plan professional development. Harebell,2003) I believe that Short or long workshop is â€Å"not an event, it is a process â€Å"(Harebell, 2003). By â€Å"process† I mean â€Å"the innovation† in the sense of having an adequate theory base; introducing methods for which there is evidence of effectiveness; being supported with appropriate high quality materials. And that the PDP program sometimes needs to be of sufficient length and intensity ;uses methods which reflect the teaching methods being introduced; includes provision for in school coaching (Dade ,2004).By the â€Å"process † I mean that the teachers should work in group to share experiences; communicate effectively amongst themselves about the innovation; should be given an opportunity to develop a sense of ownership in the innovation and be supported in questioning their beliefs about teaching and learning and giving them opportunity for practice and reflection( Dade,2004).By â€Å"process† I mean the knowledge or awarenes s, changes in attitude, development of skill, and transfer of training and ‘executive control which are needed to maximize the chances of CAP leading to change in the classroom Joyce and Showers, 1988) In y point of view , CAP is an opportunity to learn new strategies for teaching to rigorous standards ,and it is not a matter whether the CAP is long or short ,as long as it has this four criteria : a clear focus on learning and learners, an emphasis on individual and organizational change, small changes guided by a ‘grand vision', and ongoing professional development that is procedurally embedded ( Gushes ,2000) in addition to Andy different factors and principles listed before agree with Lyndon that all these elements need to be present if it is to have impact in the lassoer for the benefit of every student. Art 2 Critically analyses an approach to leading professional development you have identified in your work on Theme 3, using at least two ideas selected from the li st below. Professional identity and values Professional learning communities/networks Informal learning Mentoring/coaching Developing capacity Whole team/organizational development Forms of professional development Professional development for individuals Power and culture in organizations Professional development contexts Leading PDP is of great importance in the life of schools, it contributes directly and indirectly to professional and personal development for staff and to the improvement in teaching and learning.Harris reminds us that ‘managing human knowledge is a critical dimension of organizational survival' (Harris, 2001). So it is important that the leader of professional development enables knowledge development by whatever means is appropriate. Professional development is a complex endeavor. Understanding its elements, mastering its implementation and considering its impacts involve continual reflection and analysis. Although it is possible to identify elements and factors that affect professional development is important to hold on to the issue of their interrelationship in terms of development. Many researchers suggest links to individual and organizational issues and influences for the leader of professional development.These include: individual professional identities and values organizational vision, culture and targets the means, availability and accessibility of professional development the role of communities of practice and networking both formal and informal means of development the influence of the nature and context of organizations the influence of peers, mentors and coaches professional teaching and training expectations While these themes can all contribute to professional development leadership, they do so in different ways. In this part I will analyze how organization's context, power and culture contribute to PDP A considerable literature has emerged in recent years concerning the relationship between organizations and learni ng. Many questions have arisen about how organizational arrangements enhance or inhibit the ability of their members (whether viewed individually or as groups) to learn? And to what degree are individuals' learning experiences determined by the ways in which opportunities are structured?Examining the role of organization context may enhance our understanding about these questions. The complexity of the educational professional development context lies in the scope of cultural understandings, factors and influences, which all play a part (Theme 3 section 10). The key is the extent that organization can conduce to the changes that the professional development is designed to bring about. Before change can take place there must be a shared sense of need for change-?the more strongly and widely felt the better. Lack of organization support and change can sabotage any professional placement effort, even when all the individual aspects of professional development are done right.And where s taff development opportunities are poorly conceptualized, insensitive to the concerns of individual participants and make little effort to relate learning experiences to workplace conditions, they make little impact upon teachers or their pupils (Day, 1999) In addition the decisions taken about the structure and functioning of the organization, and the design of work within it, are of fundamental importance in influencing the extent to which individuals can participate in the process of learning (Gaston, 2004). We have to focus on the conditions that organization creates for its members to engage effectively with learning. As Billet states:† Workplace readiness was central to the quality of learning experiences. Readiness is more than the preparedness for guided learning to proceed. It also includes the norms and work practices that constitute the invitational qualities for individuals to participate in and learn through work. Such factors may influence individual learning in a number of ways.They may provide access to knowledge or information; they may facilitate participation in activities with learning attention; they may provide support and guidance to help make learning effective; and they may reward learning activities and outcomes â€Å"(Billet, 2001) On the other hand, a full analysis of leading professional development requires an investigation of power . The inclusion of an analysis of power within educational change is vital because power legitimates and drives change. A post structural views of power rests of three core principles (l)power is not restricted to a dominate few but circulates within school affecting all its members;(2)power relies on language and discourse to instruct its truths;(3)individuals perceive who they are via discourses of truth (Halyards and Leonard,2001). So what is important is the strong relationship between structure and agency in the workplace .And this can provide learning opportunity through : Involving partic ipation in communities of practice, especially opening up opportunities for learning through moving beyond a tightly situated and context bound approach to participation Involving work organization and Job design, especially the creation of environments which allow for substantial horizontal cross- boundary activity, dialogue and problem-solving. Emphasizing the importance of access to knowledge-based qualifications and off-the-Job learning. ( Fuller and Union , 2004) there is an increasing recognition of the importance of culture in designing leadership developments programs (study guide ,IPPP) Good seeds grow in strong cultures . Understanding the school's culture ,therefore, is an essential prerequisite for any internal and external change agent.Organizations should open up space for generating shared meaning, reconstituting power relations to broaden access to knowledge and provide cultural tools to mediate learning. The basic essence of organization ‘s culture is the deep er level of basic assumptions and beliefs that are shared by members of an organization , that operate unconsciously ,and that define in a basic taken for granted fashion an organization's view of itself and its environment (Sheen . 1985) Stool and finks see Cultural norms _ such as :shared goals ;responsibility for success; collegiality; continuous improvement; lifelong learning ;support ;mutual respect ;risk taking; openness celebration and humor -are the unspoken rules for what is regarded as customary or acceptable behavior and action with shape reaction in the school( Stool,1999) .These norms shape reactions to imposed improvement. It is therefore, important for those working in schools to understand their norms because the acceptance of improvement projects by a school depends on the fit between the norms embedded in the changes and those within the school's own culture (Carson,1996). To be effective these cultures norms need to be reflected in strategies that enabled their un derlying values to be translated into genuine engagement of all staff. The norm collegiality most likely seen to lead to improvement. Example of collegiality includes team teaching, mentoring, action research, peer coaching, planning and mutual observation and feedback.These derive their strength from the creation of greater interdependence, collective commitment, shared responsibility, and perhaps most important, greater readiness to participate in the difficult business of review and critique (Fallen and Harvests 1991). This culture will allow teachers to focus upon their own learning, career and promotion ambitions and to consider new responsibilities within their own school context. The assumption is that this will lead to an improved and enhanced sense of professionalism for teachers, plus an increased motivation to stay within the profession. With the additional benefits that come with familiarity of context. A supportive, blame-free environment that encourages and facilitates professional dialogue, and provides opportunities to extend and experiment with new practice can further the benefits of peer collaboration and support (Errata, 2001).To sum up, contexts and cultures may not Just provide or close down opportunity; it may also influence the ability and willingness of individuals† to exercise personal agency in pursuit of developmental goals† (Billet, 2001). As Stool said real improvement cannot come from anywhere other than within schools themselves and within is a complex web of values and beliefs, norms, social and power relationships and emotions . Changing schools is not Just about changing curricula ,teaching and learning strategies ,assessment structures and roles and responsibilities . It requires an understanding of and respect for the different meaning and interpretations people bring to educational initiatives ,and the nurturing of the garden within which new ideas can bloom( Stool. 1999) part 3 :Evaluate the effectiveness or p otential for effectiveness of leading professional development in an organization or team known to you. In your evaluation you will need to define the sense(s) in which you are defining effectiveness. You may consider changes in: the development of individuals organizational capacity and capability Capability and changes in student and/or staff learning and links to goals or targets. Finally make recommendations for developments drawing on your practice, the ideas and the materials from Theme 3 In this part I will examine the effectiveness of leading and implementing curriculum innovation using CIT ,which took place in a Lebanese primary school.My definition of the term† effectiveness â€Å"is when an appropriate professional development provision is successfully matched to particular professional needs. The curriculum implementation required the use of high levels of skill in all of the key areas of leadership including strategy development and implementation, human resource management, teaching and learning, financial management, accountability, and liaison with key stakeholders and the community. Effectively led curriculum innovation, in our school, did improve standards of achievement and increase dents' enjoyment and engagement in learning which the focus of all the staffs efforts was.After the long term assessment of CIT use in the classroom, as a teacher I can confirmed that this professional development had deepened our teachers' knowledge of the subjects being taught; sharpened teaching skills in the classroom; kept up with developments in the individual fields, and in education generally; generated and contributed new knowledge to the profession; Increased the ability to monitor students' work, in order to provide constructive feedback to students and appropriately redirect teaching. From (The National Commission on Mathematics and Science Teaching for the 21st Century, 2000) In addition the sense of community, and the â€Å"supportive coachi ng†, and the follow up that was provided by the school leaders,-especially during the early phases of implementation when most problems is usually encountered- helped me and my colleagues† to develop and maintain a sense of efficacy regarding new teaching strategies† (Showers, Joyce, & Bennett, 1987).It was the collaborative and sustained and a blame free environment that encouraged us with opportunities for discussion and exploration with colleagues, ND provided opportunities to extend and experiment with new practice. Monitoring and assessments were important steps were taken to track progress across thematic as well as subject- based curricula. In Such a way we were able to identify failing and vulnerable children, as well as giving leaders and teachers a detailed understanding of what they need to do at the end of each Key Stage in order ensure progress. In addition, the well-developed assessment systems provided accessible and user- friendly data to help teach ers advance within-year progress . III these elements laded a key roles in the effectiveness of leading curriculum innovation.Recommendations: I agree with Levine that CAP should no longer be comprised solely of short courses; teachers need opportunities to reflect, engage in professional dialogue, work with pupils, and engage in peer observation, coaching and feedback (Levine, 1999) And I agree with Sparks and Hirsch, who recommend the following national professional development model for teachers: ; Create learning schools in which all staff is involved in â€Å"sustained, rigorous study of what they teach and how they teach it. Provide time for teacher professional development equaling 25 percent of time during each day for teachers to work together and to collaboratively plan lessons and share information. Base professional development on the collaboration model-?teachers learning from each other.

Island Report

Purpose As requested, this report is an assessment of the suitability of Fiji Island for package holidays. The report summarizes the main attractions as well as the accessibility and accommodation. Location and access The Fiji islands are located in the Pacific Ocean off the eastern coast of Australia, therefore the most convenient way of traveling to the island is by plane or by boat. Once on the island, traveling from the airport is possible by using the public transportation such as busses or taxis. Busses run from the airport or the center of the island to any attraction every 15 minutes during the day and every1 hour during the night.Accommodation and restaurants The island aims to provide traditional and authentic Fiji accommodation. This is achieved through the use of bungalows instead of hotels with lined ceilings and thatched roofs. The result is stylish, comfortable and caters for all tastes. There are a lot of restaurants on the island and Fiji’s food is a veritable melting pot of cultural influences from all over the world. However, because of the island’s politics, most of the restaurants close before 10 pm and if tourists want a certain type of restaurant, they have to make a reservation in advance.Tourist attractions Fiji Island offers a wide range of attractions and activities that visitors enjoy such as sailing, scuba-diving, dolphin watching or shopping tours. Also, the island is provided with an open-air fitness where the tourists can relax. However, the prices of this facility are higher in the summer period due to the big number of visitors. Recommendation In conclusion, due to Fiji’s natural beauty as well as the modern facilities, it represents one of the most visited islands and would be able to provide the facilities necessary for a perfect packaged holiday.

Business and Virtue Ethics Essay Example for Free

Business and Virtue Ethics Essay Abstract For the purposes of this assignment we will analyze the Mattel case and discuss the actions of the company regarding the behavior and actions in conjunction with the Global Manufacturing Process that was implemented. Breaches of the two business ethics elements of integrity and egoism will be assessed. Within the discussion I have identified the virtues prudence, justice, fidelity, and courage that were largely violated by the Mattel organization and how it affected the employees of Mattel. We will discuss the implications of virtue, deontological, and utilitarian ethics regarding their potential usefulness in evaluation of the Mattel case. Introduction Mattel’s concept of Global Manufacturing Principles (GMP) was not a novel concept. The many forms of GMP including International Organization for Standardization (ISO) and Good Manufacturing Practices (GMP) have been around for decades and have worked to insure that specific industries are held to a standard that is industry wide. ISO’s model is â€Å"Say what you do, and do what you say†. When a company endeavors to become ISO qualified, it is required to document every activity (as a standard operating procedure, SOP) that occurs within the company and adhere to that process without deviation. ISO qualified companies are always subject to audit by other ISO registered companies and is initially audited by four such companies in order to acquire certification. Having been directly involved with ISO implementation at a former employer that supplied fasteners for manufacturing, I am fully aware of how involved the certification is. The company SOP was over 1000 pages. Additionally, another ISO company can and will come in and audit your company prior to electing to conduct business with your company. In some instances, ISO qualification is not enough to be awarded the business. The nutrition industry also adheres to the Good Manufacturing Practices, of which I was required to be certified in every year. Each department of the nutritional company I worked for had its own GMP standards that we were to adhere implicitly. The nutrition industry, while not regulated by the FDA, is controlled indirectly by the FDA. GMP is an FDA requirement. Having worked in two industries where the concept is not only expected, but required in some instances; I was not impressed by the fact that Mattel implemented GMP of their own volition for the sole purpose to improve public perception after misconduct was exposed by the media. Business Ethics Issue The one word that I found that resonates throughout the article, whether spoken or implied, is â€Å"integrity†. The incoming CEO stated that Mattel would behave in all actions with â€Å"unwavering integrity† and that the company’s commitment to the GMP remained unequivocal and undiminished. (Sethi, Shapiro, Emelianova, pg.490) Ironically, I identify the most noticeable and important business ethics issue as just that; a lack of integrity. Merriam Webster defines integrity as â€Å"the firm adherence to a code of especially moral value, the quality or sate of being complete or undivided, and the quality of being honest or fair. Mattel exhibited none of these traits insofar as where their GMP’s were concerned. In fact, there were numerous infractions regarding the non-enforcement of their GMP’s across the board in the Asia and Mexico based manufacturing facilities. The second ethics issue I identified was narcissism. Mattel implemented this GMP program with the attitude of ‘look at what we’re doing’ but with minimal effort to ensure the success of the program. According to Duchon and Drake (2009) extreme narcissistic organizations will establish these formal ethics programs but will not have much effect on hindering unethical behaviors. This was evident in that the supervisors at the factories knew what they were supposed to be doing; but found ways to circumvent the system and there were no reprisals as a result of their nonconformance. Ultimately, it was a program of words and not deeds. Three Virtues Prudence â€Å"Careful good judgment that allows someone to avoid danger or risks. † (M-W, 2013) In my opinion, a great deal of misfortune and hardship could have been avoided if Mattel would have practiced a modicum of prudence before ever moving their manufacturing to Asia. In a perfect world, and especially in a modern world we do not expect children to work. However, when dealing with underdeveloped countries; it is normal for children to work in conditions that would be an affront to any American’s moral nature having abandoned child labor decades ago. If Mattel had done due diligence, they would have known that the facility in Indonesia was operating in an unacceptable manner (Sethi, et al. pg. 486) and could have implemented working conditions and requirements from the get-go. Then the exposure by the media would have never been an issue. I have no doubt that the draw of paying lower wages and increased productivity was the catalyst to overlook the conditions in those overseas factories. Justice â€Å"The quality of being just, impartial, or fair. Conformity to truth, fact, or reason. † (M-W, 2013) The concept of justice was completely lost on Mattel. While the implementation of the GMP program was comprehensive; the execution and enforcement was unconscionable. The last paragraph of the GMP, exhibit 1 says that if â€Å"Mattel determines that any of its manufacturing facilities or vendors violate these principles, we may either terminate our business relationship or require that facility to take corrective action. If corrective action is advised and not taken, Mattel will immediately terminate current production and suspend placement of future orders. †(Sethi, et al.pg. 487). However, when audits were performed; the facilities were rife with infractions but there was no follow through when corrective actions were required. The facilities were allowed to continue to operate unhindered. Astonishingly, the 20 plus companies that were not owned by Mattel were allowed to operate without any disciplinary actions imposed by Mattel for infractions if any auditing was conducted at all. Considering the fact that both Mattel owned and vendor factories employ some hundred thousand plus employees; Mattel’s actions were nowhere near impartial, fair, or conforming to fact or reason. Fidelity â€Å"Quality or state of being faithful, accuracy in details. †(M-W, 2013) For this virtue, I am concentrating on the act of being faithful to the employees. Whether or not the GMPs were self-imposed or not, Mattel had an obligation to the people it employs. Throughout the article, it was found during audits that the employee’s time cards would systematically be incomplete where they were not being allowed to clock-out. This resonates that these people were being required to work overtime ‘off the books’. Employees were not being given the appropriate days off or vacation time. Some living conditions and canteen conditions were substandard. Fines were being imposed. (Sethi, et al. 2011) The list goes on and on. In my opinion, Mattel should have had impartial representatives on the ground in these factories to ensure that the rules for payment, working overtime, and work conditions were being upheld. There should have been constant supervision and vigilance on a corporate level. To think that audits that were being conducted every three years was comprehensive enough to get the job done was blind and narrow minded. Courage To go one step further. A virtue is an attitude. Courage is measured when there is risk involved; but also rationality. To be truly courageous there needs to be a clear picture of what a person’s values are. Courage does not need to be proven beyond a doubt. (Hartman, 2008) In the case of Mattel, I feel it was courageous to implement such a comprehensive GMP program although it was misguided and ultimately failed. An even more courageous act would have been to rehab the program and bring it to its full potential and fruition. The article does not mention whether Mattel experienced any loss of revenue as a result, but public perception is a fickle entity and once all of the attention over sweat shops and child labor overseas died down, Mattel was no longer under the microscope. Financially, Mattel was spending money it perceivably no longer needed to spend. Since their program was self-imposed; it is no surprise that Mattel just unceremoniously abandoned the GMP program after nine years. When some organizations implement and enforce codes as part of a self-regulation process and others do not, those who self-regulate invariably incur greater costs. These costs are usually passed onto the consumer who subsequently (and sensibly) choses the organization which offers the cheaper product. (Blackburn & McGee, 2004) Virtue Ethics â€Å"Virtues† are attitudes, dispositions, or character traits that enable us to be and to act in ways that develop this potential. They enable us to pursue the ideals we have adopted. Honesty, courage, compassion, generosity, fidelity, integrity, fairness, self-control, and prudence are all examples of virtues. (Andre, Meyer, Shanks, and Velazquez. 1988) Virtue ethics indicates that business decisions should be made in a manner that attributes to the overall goals of the professional. It stresses activities and motives, what we do and why. Virtue ethics proffer that action and motive are connected to character and disposition. Actions are taken and decisions made because they are linked to a certain character. (Blackburn and McGee. 2004) â€Å"That â€Å"ought† does not imply â€Å"right† can be seen in another sort of case as well, namely, when what one ought to do in one’s circumstances results from one’s own prior wrongdoing. In such a case, doing what one ought to do may not be the same as doing a right act or a â€Å"good deed†. In fact, the same prior failure may both increase one’s level of obligation to do a given act now and decrease one’s level of praiseworthiness. † (Russell, 2008) The above quote is especially poignant in the Mattel case. Because Mattel implemented the GMP program on the heels of a media expose, the intentions were not solely based on the ‘right’ thing to do, but on what they ‘ought’ to do. Mattel probably did not get the recognition or good press they were looking for and therefore had no proclivity to ensure that the plan was a success. Utilitarian Ethics â€Å"Actions are approved when they are as such to promote happiness and disapproved when they have a tendency to cause unhappiness. † (Driver, 2009) We also know that utilitarian ethics work for the greatest good for the greatest number of people. Mattel directly employs over twenty thousand people throughout Asia and Mexico. If the happiness of those employees would have been considered; the pay, working conditions, time off, and canteen programs would have never been an issue. If the executives of the company would have experienced any of those adverse conditions, they would have cried â€Å"foul† all the way to an attorney. The employees are ultimately left without a voice and no recourse. Deontology â€Å"To act according to the maxim that you would wish all other rational people to follow as though it were universal law. † â€Å"Never treat a person as a means to an end. † (Pecorino, 2000) Kant contends that where morality is concerned, it is guided by law and therefore judgment is not necessary to fill in the blanks, because there are no blanks. He believed that people can conform to duty and not be morally limited. He believed that we could use indeterminate action-guidance for imperfect duties, and I’m paraphrasing; to weigh the moral options for decisions regarding duty towards others. Because that decision requires the minimum of our morality. Kant rejected virtue ethics. (McAleer, 2001) My opinion is that deontology would not work in the Mattel case. There are too many variables to consider in order to narrow down the maxim that will be comprehensive enough to include thousands of people over a number of cultural variances. Conclusion While the design of Mattel’s Global Manufacturing Principles may have been well intended and meant to improve the working conditions of the employees, the implementation was short-sighted and poorly executed. All too often when the few aspire to set standards for the many, the end result is a miscalculation. GMP’s are not a one size fits all type of endeavor. Each facility should have had a program that was custom to their country and working conditions. The ethical treatment of employees was the intention; but the ultimate governance was not enforced. The aftermath was the abandonment of the program due to the lack of interest and participation on the public and other companies in the industry. References Andre, Claire, Meyer, Michael and S. J. , Shanks, Thomas, Velasquez, Manuel. (1988) Ethics and Virtue. Issues in Ethics, V1 N3. We have essays on the following topics that may be of interest to you

Business and Corporate Law Coursework Example | Topics and Well Written Essays - 2750 words

Business and Corporate Law - Coursework Example Therefore, the study covers advice to a director on issues of legal implication of incorporating a company, the duties of a director, consequences of breach of duty by a director, the doctrine of ultra vires, the raise of capital by a Company, and types of capital and the naming of a Company. Rather than a partnership, which pertains to a business carried out by two or more individuals after coming into existence through registration under the UK Partnership Act of 1980. The partners have individual liability; an incorporated private company limited by shares means a company with two to fifty shareholders whose liability to the company debts becomes limited to the shares they contribute to the Company (Charlesworth 2005, p. 43).The Company must be registered under the UK Companies Act of 2006, an Act that regulates the governance of incorporated Companies. Therefore, the promoters of Dart Company operate now under a different act with different roles and responsibility distinct from those of partnership. Once incorporated or registered, Oliver M.S &Marshall, (1994) argue that the Company from the date of incorporation, mentioned in the certificate of incorporation becomes an artificial legal person or body corporate capable of the following: having a separate legal personality where the company acts solely rather than dragging the names of the shareholders in to the dealings; having limited liability, now the shareholders of Dart Company have liability to the Company debts limited to the shares held in the Company; having the ability to own property; having locus standi of suing, so legal suits come under the name Dart Limited Company rather than the share holders names (Oliver M.S &Marshall, 1994, p. 104). Similarly, having perpetual succession where the company cannot die naturally but legally, therefore, even if the shareholders of Dart Company where to die the company could survive and the shares be vested on the heirs. In

Affordable care act Essay Example | Topics and Well Written Essays - 250 words

Affordable care act - Essay Example The Act paves the way for the construction more health centers and National Health Service Corps at a cost of $12.5 billion across the period 2011-2015. The measures in the Act reduce the cost of coverage for ordinary citizens. In fact, the Affordable Care Act is expected to reduce the number of citizens without insurance by 50% (Rosenbaum, 2011). The employers, pharmaceutical companies, and medical equipment manufacturers contribute a tax towards the general health of the public. Thus, the Act covers citizens regardless of age, gender, and race, thereby allowing for a healthy population. The affordable care act leaves a huge role for nurses. The Act provides for health promotion and insists on primary care. Such roles are dedicated to nurses. In the Act, nurses have a responsibility of ensuring that common health problems are contained at the source by communicating health information to the people and prevent vulnerabilities. By so doing, nurses reduce the pressure on healthcare system, thus reducing the cost of healthcare. The point implies that the role of nurses has widened due to the implementation of the Act. Department of Human and Social Services. (2013, September 11). Improving the Public’s Health through the Affordable Care. Retrieved from