What is Virtue Essay Example | Topics and Well Written Essays - 750 words - 1

What is Virtue - Essay Example The Meno asserts that virtues share a unit form, compelling individuals to work towards a specific goal: the wellbeing of the individual and the city (72c7, 72d8, and 72e5). Subsequently, the Meno attributes an excellent person as one characterized by the virtue of doing noble deeds. The Meno attributes noble deeds as activities meant to do good to the individual himself and the city. This stipulates that an excellent person is one who would chooses the noble over the ignoble, even though it entails sacrificing his will for what is ideally good and benefits the greater society. Virtues are evidenced by an individual’s ability to sacrifice for the greater good (77b2-b5). Additionally, Meno agrees with Socrates that virtue is prudence and knowledge. He affirms that an excellent person is one who has the knowledge and can tell apart what is right from what is wrong. Consequently, an excellent person is one who is prudent, exhibiting caution in his activities (89a3-5, c2-4). Aristotle defines a virtue as a mean. He outlines that an excellent person is characterized by the ability to steer between two extreme points. Aristotle asserts that the ability to arrive at the mean is pleasant for any excellent person and it is not aimed at causing him pain (1120a27-28). He attributes this mean as an attribute of an excellent person who depicts courage by avoiding too fearful and consequently not engaging in fearful events. He attributes an excellent person as one who maintains his temper by not being extremely angry, but getting angry enough (1106a26-28 and 1106b20). In conjunction, Aristotle documents that the goals of a person’s behavior are for either his own good or the greater good depending on the circumstance that the individual was faced with. Activities, which their goodness depends upon circumstances (external goods), are stipulated by Aristotle as wealth, friendship, strength, honor,

NewEgg Essay Example for Free

NewEgg Essay NewEgg. com is the fastest computer software and hardware retailer online store. Newegg. com is a leading e-retailer committed to becoming the most loved and trusted marketplace on the web by offering superior shopping experience, rapid delivery, and stellar customer service. NewEgg. com was founded by Fred Chang in 2001 running operation in California. As today NewEgg. com has more than 11 million registered users and has managed to gain their trust as the customer gets excellent service, fast process and delivery. Newegg. com has implemented a tracking system that allows them to fulfill and process orders, allocate parts needed in a fast and organized way to save time. The system makes an accurate forecast that let them know to refill their inventory and workload as needed. Once the order gets entered the system labels and assigns a tote that moves on a conveyor system to a pick up area where parts get scanned along the tote and order gets filled. By doing so it keeps the inventory controlled and parts bins get refilled as inventory gets low. The company reduces the operational cost by monitoring orders and work loads, if an area gets busy its easy for the managers to re assign operators to move and reduce the work load in that area. Conveyors not in used the systems stops the automatically to save energy. UPS and FedEx make almost 10 stops a day bringing parts and making pick ups to deliver customers. High percentage of orders gets processed and leaves facilities within the same day and makes it to the customer by the second business days and just about the 10 percentage the customer gets it by the third day.

The Cause of Voter Apathy in Canada Essay -- Cause and Effect Essays

What causes voter apathy? Why, in the most recent federal and provincial elections, did roughly 40% of eligible voters stay home? Perhaps candidate A, running for party A led by leader A, is not perceived as being significantly different from, or better than, candidate B, running for party B led by leader B. This lack of perceived difference between candidate-party-leader A and candidate-party-leader B, is not the only problem in an election. It is also impossible to vote directly on an issue. Yes, you can let an issue influence how you vote, but on election day you are forced to endorse one candidate, party and leader and repudiate all other candidates, parties and leaders. Issues take a back seat to personalities. In theory, voters can have their specific concerns addressed during an election. But that's not reality. Elections simply do not provide voters with a direct say on any issue. Rather, elections are centered on personalities. The real question, the only real choice, is as to which party should run the province or the country. A vote for an Opposition Party candidate is a vote to replace the Government Party, and a vote for the Government Party candidate is a rejection of the Opposition Parties' bid for power. But Canadians cannot use their ballots to implement - or to reject - any specific policy concerning health, education, labour, social services, the criminal justice system, fiscal issues, the environment, energy, infrastructure, agriculture, etc. Total control remains with the politicians up to five years at a time. And when voting day finally arrives, issues are drowned out by one big question: which leader/party should be the Government/Premier, or the Government/Prime Minister? Even when issues are ... ...vote for MLAs and MPs, they are also smart enough to vote in a referendum on an issue of their choice. By increasing the individual voter's effectiveness, citizens' initiative decreases voter cynicism. Citizens' initiative enables the active participation of all voters in their democracy. It reduces the influence of those who lobby politicians behind closed doors. Citizens' initiative gives taxpayers the power to ensure that difficult and controversial issues cannot be avoided or ignored. Citizens' initiative makes politicians more accountable and more responsive to taxpayer concerns at all times. The fact that citizens could put a proposal on the ballot puts pressure on politicians to act on the concerns of Canadians. In short, citizen-initiated referendums will increase accountability and openness, empower taxpayers, and improve our representative democracy.

Proposal Plan Essay

The purpose for the organization Walgreens is to stay put in a dynamic, self-motivated and energetic business environment. Walgreens is a successful business looking to progress overall presentation and place the company for potential expansion. In order for this to follow through, a total rewards program needs to be created. The incentives and compensation plan must connect with the goals of the organization. A solid rewards program will build motivation in the work place. As the text states, â€Å"The notions that rewards are means to motivate employees assuming that the rewards are distributed fairly. Rewards seem to be part of many different perspectives in motivation (Helsley, 2013). † The most important part is the employees in this organization, and sadly the motivation is not up to par. Employees who lack motivation, insinuates that employees are not receiving proper rewards. Instead of management focusing on only one specific part of a department, they should rather work together towards a solid vision for the business. Presently, there is room for opportunity, to actually analyze the Human Resource Management system and see which problems which are leading employees to show lack of motivation. Through various researches, employees and outside sources, especially Human Capital Consulting organizations, believe that financial compensation is lower than market value. Employees do also not comprehend how pay interlinks with job performance. 20011 to 20012 surveys show that employees think that pay connects to seniority (Pulakos, 2004). Adding to standard compensation, individual rewards are not well connected to performance. For example, departments like Research & Development and sales focus the transaction force and rarely see any return. The lack of proper positioning for financial compensation and work performance is causing confusion and affecting the motivational problems. Walgreens needs to acknowledge that employee’s views need to be considered. This is the reason why the distance in understanding between the employees and the business needs to be fixed. Alterations to financial compensation can be expensive. The consultant from Human Capital Consulting the reward and compensation system needs to be fully reformed. The total cost of the reward system alterations are about $165,000. Since the business has been dealing with sales declining an investment of that sort would put the organization at a high risk (Walgreens Co. , 2013). Even though the company has to cope with that expense the organization has the chance to better compete in the market and reduce the risk of losing employees to other businesses due to financial compensation formats. This problem can be resolved if the management team at Walgreens takes into consideration the cause of external competition. Key objectives to consider are to make certain that the pay is enough to attract and sustain employees. If employees do not see that their pay is competitive compared to what other organizations are giving for the same type of work, then that might cause for the employee to leave. Even though employee motivation and financial compensation are viewed as big problems for Walgreens, the business’ ability to form attraction and support career enhancement has been dwindling. The problems can be caused by the lack of Human Resource Management in the business strategic human capital management, with a failure by leadership to form a successful culture that aids the business objectives. As the business sets itself straight and alters its strategy, it will be vital to effectively train employees and make certain that they are set for the challenges that come their way. Sadly, motivation issues are harming the business and may affect the strategic changes. Examples of the weak culture and employee development are seen in the Research & Development and sales parts of the organization. Each section contributes to the success of the business but receives rarely any recognition, whether it is pay or just an overall recognition. Walgreens has the chance to brace the culture and form a complete employee development system that supports the enterprises vision and goals for the future. To add to this the business has the ability to explore other areas aside from the financial compensation to augment employee motivation and job satisfaction. Executing a career development system will not be enough for long-term enhancements. Management at Walgreens will need to center on building situations that practice career development (Walgreens Co. , 2013). Employees at Walgreens have different interests. These interests can include financial compensation, career enhancement or development, strong and effective communication and of course support from the management team. Employees have the right to be rewarded fairly and be acknowledged for their efforts and hard work to the organization. To add to this, employees have the right to be included in the organizations culture instead of being part of teams that are divided up. This usually leads to a lack of direction. Employees crave cooperation, a challenging working environment and dedication. That’s why effective end state goals would be to make certain that employee motivation is being measured effectively. Also, form career development plans and spot out important achievements within the business. Not only employee motivation should be worked on, but also set up a comprehensive rewards system. The reward system will give employees the chance to take charge of their reward as well as form a spot to market benefits that pertain to Walgreen employees. An internal web application should be created by HR (Walgreens Co. , 2012). The system will center on benefits administration, cross-function team goal management, and incentive rewards tracking systems. Employees will have the option of reviewing their benefits and make alterations on their time. Also, managers will be able to appraise the improvement and donations made by cross-functional teams. Sales statistics will also be part of the reward system to keep track of sales performance. Overall, Walgreens needs to restructure its employee compensation program. This means that the organization needs to first acknowledge that employee motivation is low. From there, increase it, by rewarding employees for a job well done. Acknowledging them in front of their employees and even bonuses will be nice. Flexible schedule is so important. Basically, re-evaluating everything to make certain that employees are feeling valued.

Case: Maple Leaf Shoes Ltd., Legal Challenges Essay

The Ontario Human Rights Code states that sexual harassment occurs in situations when one individual is bothering the other by saying or doing unwanted or unwelcome things of a sexual or gender-related nature. This could be characterize in terms of inappropriate touching, offensive remarks about individual, sexual suggestions, unsuitable comments about body parts, exposure to sexually offensive pictures, verbal abuse due to the gender, etc. It is also considered to be a form of illegal discrimination and is a form of sexual and psychological abuse. In terms of the case, this is a clear case of sexual harassment because Rosetta is one of the two women in the department that every morning got called by her male co-workers as risotto, meaning Italian rice with gravy, and teased with Italian greetings. In addition, occasionally they asked her what she was doing with her Italian boyfriend and whether she had a good time with him the night before. Moreover, one of the co-workers asked her whether she prefer Italian over Canadian men and occasionally they loudly bragged to each other about their experience with their girlfriends so that Rosetta can hear it, just to embarrass her. Furthermore, her male co-workers told a dirty jock and asked Rosetta if she understood or if she could tell one as well. Usually, sexual harassment is a pattern of behaviour that happens frequently over a period of time. In this case, there is a pattern of different incidents that occurred over the period of Rosetta’s employment, which created a poisoned effect on the places where she worked. This type of sexual comments made her feel uncomfortable, in some situations even cry, which indicated that the work environment is poisoned. Although, Rosetta tried to make the harassment stop, it is not her responsibility alone, Al also has to make sure that sexual harassment does not occur in his workplaces because sexualized environment can create atmospheres that encourage more serious and direct sexual harassment, such as sexual joking n this case. If in the future more women would have positions in this department, this can create decrease in productivity, increase in team conflict and furthermore, lead to decrease in success at meeting financial goals because of team conflict. Moreover, it can create job dissatisfaction, loss of employees from resignations, and increase absenteeism by employees. In addition, the knowledge that harassment is permitted can damage ethical standards and discipline in the organization in general. Overtime, employees will lose respect and trust in their supervisors who encourage and/or ignored the problem, which can lead to a negative image of the company and create legal actions against the organization. The ignorance of the problem can create large costs to organization through damaged morale, lawsuits and absenteeism. People who harass will have no reasons to stop unless they are challenged. Therefore, it is necessary to support and encourage Rosetta to come forward. Eva can offer suggestions how to solve the problem but only Rosetta must choose what will be the best choice for her. Moreover, Eva can encourage Rosetta to seek help from a counsellor and provide her with helpful telephone numbers; however, it’s up to Rosetta to make her own decisions. In terms of their conversations, Eva should know that conversations that were between Eva and Rosetta are confidential and Eva cannot just go and tell it to somebody. The only time Eva may have to tell someone about Rosetta’s problem without her permission is if Rosetta is in immediate physical danger, which is not the case in this situation. Yet, ignoring or minimizing the problem will not make it go away. To conclude, it’s up to Rosetta to make complains to appropriate authority or to pursue a legal actions against the company in this matter. Eva can only morally support and advise Rosetta but cannot do any legal actions for her. The only think that Eva can try to do is to inform a human resources department in the organization about the situation and ask for the proper investigation about it. The other option that Eva can consider is to have a consultation with the lawyer about this whole situation; however, she should not say any names. All of these options have a good chance for success, as long as all of them conducted in accordance of law. Al’s first responsibility in this case is to properly deal with workplace sexual harassment issues involve the appropriate distribution of the organization’s policy on sexual harassment in the workplace. However, he did not take it serious when Rosetta complained to him, thus she was forced to terminate her employment. The other responsibility that Al should have carried is to show Rosetta that he, as a supervisor of the organization have responded to complain with the process of preventing sexual harassment in the workplace and are dealing with it in a timely and effective manner when it does occur. Al also felled to carry it appropriately, moreover, he blamed Rosetta to be too sensitive and that she takes herself too seriously. And based on his philosophy, such as to be able to laugh at ourselves now and the, it shows that he encourages this type of behaviour in the work place. Furthermore, Al has to take approach to sexual harassment where it involves the development of an internal system for the fair and balanced investigation of every complaint of this nature. Every complaint should be taken seriously. Employees must be aware that they are free to put forward complaints about sexual harassment in their workplace and that they will be free from retaliation and intimidation as a result. They should be encouraged to use and rely upon the company’s internal complaint mechanism and resolution system. In this step, Al also felled to follow the appropriate road. His behaviour with employees encourages them to joke around, which may discourage other employees to complain due to fear of retaliation and intimidation, if Al tells employees about complain. It is absolutely critical that employer who has not yet adopted appropriate policies and attitudes towards sexual harassment in the workplace join the movement towards zero tolerance for these workplace problems. It is critical for the employer not only live up to their legal  responsibility when dealing with issues of sexual harassment, but perhaps more importantly is to show that they have done something. Accordingly, proactive steps are to create sexual harassment policies and well publicized complaint procedures set, which would create the correct tone for the elimination of sexual harassment in the workplace. As a bi-product, the same visible procedures will also help to reduce the employer’s potential exposure to vicarious liability for the acts of employees. Reference Ontario Women’s Justice Network. 6 Jan. 2002. Metropolitan Action Committee on Violence Against Women and Children. 10 Feb. 2006 The Ontario Human Rights Commission. 11 Feb. 2007. The Ontario Human Rights Commission. 11 Feb. 2007 Ontario Women’s Directorate. 1 May 2003. Government of Ontario. 9 Feb. 2006 The Canadian Human Rights Commission. 9 July 2004. Government of Canada. 9 Feb. 2006.

Men

Men All businessmen have dreams of succeeding in their business endeavors. Therefore, they always do their best to outwit keen competition by trying to make marketable things. However, despite their wishes, not all businessmen can achieve success in their enterprise. In spite of their failure, most of them try over and over. Ray Kroc, the owner of McDonald, and Walt Disney are good examples of businessmen who people of all races and ages admire. These are (remove also) men who had endured hardships and ended up becoming very successful businessmen. When Walt Disney and McDonald are spoken, faces of children and adults alike light up with looks of sheer joy. They are definitely America's most famous businessmen who I really admire for their accomplishments.In his essay he (who is he?) said, "And their success led many others to aim marketing efforts at kids, turning America's youngest consumers into a demographic group that is now avidly studied, analyzed, and targeted by the world's larg est corporations."McDonaldsTheir marketing, one of there main functions - operational, financial, and marketing - of any business, is not only the most remarkable thing of their achievements, but also the main reason why I admire them. Whenever we think about McDonald and Disney, the first things that flash into our mind are Ronald McDonald and Mickey Mouse, which function to recruit children as customers. This implies that they, very early on, had the notion that they should target children with their marketing. Actually, when a child enters McDonald and Disneyland, he or she usually brings one or two adults with them, and that is a very simple way of increasing the average check size. However, I personally believe that their marketing toward children is insidious (remove comma) because they (they?) are not able to rationally determine.

Why You Should Never Take a Job Below Your Skill Level

Why You Should Never Take a Job Below Your Skill Level Many often find themselves considering jobs below their skill level in tough employment markets. Faced with ongoing unemployment, or the option of part-time or temporary work, one might think that taking a full-time job, regardless of whether it falls below your level of qualifications, is the best option. But it turns out that there is scientific proof that working in a job below your skill level harms your later chances of getting hired for a better-paying job more appropriate to your qualifications. Sociologist David Pedulla at  The University of Texas at Austin examined the question of how  part-time jobs, temporary jobs, and jobs below a persons skill level affect future employability. Specifically, he wondered how this employment variable would influence whether applicants received a callback (via phone or email) from a prospective employer. Pedulla also wondered whether gender might interact with the employment variable to influence the outcome. To examine these questions Pedulla conducted a now fairly common experimenthe created fake resumes and submitted them to firms that were hiring. He submitted 2,420 fake  applications to 1,210 job listings posted in five major cities across the U.S.New  York City, Atlanta, Chicago, Los  Angeles, and Bostonand advertised on a major national job-posting website. Pedulla constructed the study to examine four different kinds of jobs, including  sales, accounting/bookkeeping,  project management/management, and  administrative/clerical positions. He tailored the fake resumes and applications so that each demonstrated a six-year history of employment and professional experience relevant to the occupation. In order to address his research questions, he varied the applications by gender, and also by employment status for the previous year. Some applicants were listed as having been employed full-time, while others listed part-time or temporary work, working in a job below the appl icants skill level, and others were unemployed for the year prior to the current application. The careful construction and execution of this study allowed Pedulla to find clear, compelling, and statistically significant results that show that  applicants who were positioned as working below their skill level, regardless of gender, received only half as many callbacks as those who were working in full-time jobs the previous yeara callback rate of just five percent compared to a little more than ten percent (also regardless of gender). The study also revealed that while part-time employment did not negatively affect the employability of women, it did for men, resulting in a callback rate of less than five percent. Being unemployed in the previous year had a modestly negative impact on women, reducing the callback rate to 7.5 percent, and was much more negative for men, who were called back at a rate of just 4.2 percent. Pedulla found that temporary work did not affect the callback rate. In the study,  published in the April 2016  issue of  American Sociological Review  as  Penalized or Protected? Gender and the Consequences of Nonstandard and Mismatched Employment Histories,  Pedulla remarked, ...these results indicate that part-time work and skills underutilization are as scarring for male workers as a year of unemployment. These results should serve as a cautionary tale to anyone considering taking a job bellow their skill level. While it might pay the bills in the short-term, it can significantly hamper ones ability to return to the relevant skill-level and pay grade at a later date. Doing so literally cuts in half your chances of getting called for an interview. Why might this be the case? Pedulla conducted a follow-up survey with 903 people in charge of hiring at a variety of companies across the nation in order to find out. He asked them  about their perceptions of applicants with each kind of employment history, and how likely they would be to recommend each kind of candidate to an interview. The results show that employers believe that men who are employed part-time or in positions below their skill level are less committed and less competent than men in other employment situations. Those surveyed also believed that women working below their skill level were less competent than others, but did not believe them to be less committed. Couched in the valuable insights offered by the findings of this study is a reminder of the troubling ways in which gender stereotypes shape perceptions and expectations of people in the workplace. Because part-time work is considered normal for women  it has a feminine connotation, even though it is increasingly common for all people under advanced capitalism. The results of this study, which show that men are penalized for part-time work when women are not, suggest that part-time work signals a failure of masculinity among men, signaling to employers incompetence and a lack of commitment. This is a disturbing reminder that the sword of gender bias does in fact cut both ways.