Global Warming and Its Ethical Dilemma Essay - 827 Words

CENTENNIAL COLLEGE ASSIGNMENT GNED 212-062 MAHIP CHOTALIA 300631935 PART 1: EXPLANATION OF THE 7 STEP MODEL 1. Get the facts 2. Identify the stakeholders and their positions 3. Consider the consequences of your decision 4. weigh various guidelines and principles 5. develop and evaluate options 6. Review your decision 7. Evaluate the results of your decision Detail research of the option available to take the decision and the outcomes of that decision is the seven-step decision-making model. After selecting the information that is analyze, decision makers will team up by presenting personal data about the information. Any decision making model used will start with analyzing the problem that makes a†¦show more content†¦In addition to that, if I do not do that than its indirect meaning is that I acknowledge my friend’s wife to get away with adultery. * I accept my fault which cause accident and death of a man and let that woman take blame on her but in this condition also there are chances of getting behind the bars for even more time period. Step 4: weigh various guidelines and principles * According to ethics, I have to tell my friend in any condition about that email and not to worry about the result because it is for the good aim. * I should explain the truth about my fault and I should accept the result of what has happen, that is the ethical approach. Step 5: Develop and evaluate options * According to me, I should keep quiet about email because it causes problem for my job and the relation with my friend’s wife. * In case of accident, I should let that woman to take blame for death of the person, as it will save me from any strict result from police. Step 6: Review your decision * When my family and friends come to know about this, they will not like my decision. In addition, this decision cause problem with my friend in future. * This decision will make me feel bad in my heart for a lifelong because my decision will results in jail for one who did not do anything. PART 3: MY VIEWS What do you likeShow MoreRelatedThe Rights Of The Global Warming1477 Words   |  6 PagesMy argument is that those who have taken part in causing global warming, which are the developed countries, should be held responsible by cutting back more than other countries to correct the injustice that they have inflicted on the poorer countries. 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In Garrett Hardin’s (1968) Tragedy of the Commons it is argued that such problems need collective action to solve them; if individuals uninhibitedly chase their self-interest, they come to a result that is not in their common interest and which they would not prefer given their possibilities. Working together by agreement they can come to a result that in the end will muchRead MoreGlobal Warming Is Responsible For The Climate Change860 Words   |  4 Pagescountries are having on sustenance of the world environment that is responsible for the climate change in the world. According to Environmental Research Letters, seven advanced countries are responsible for 63% of the world’s activities leading to global warming (Malone 2014). Though United States emits most of the carbon and greenhouse gases but when evalu ated based on national population UK has the highest per person pollution levels. Recently some developing countries like China are catching up in

The United States Treatment Of African Americans

The United States’ treatment of African Americans has changed tremendously since the country’s founding up until now. African Americans were first introduced to the country in one of the harshest manners possible. They were brought over on tightly compacted slave ships and then forced into hard labor for the entirety of their lives. This went on for centuries until African Americans were finally given their freedom after the Civil War. Albeit this was much better than slavery, citizenship came with many troubles of its own. The years following the Civil War, known as the Gilded Age and the Progressive Era, would prove to be, aside from slavery, some of the hardest times for African Americans in all of U.S. history. The years immediately following the Civil War were known as the Gilded Age. During the Gilded Age, African Americans were had just been freed from slavery, given the right to vote, and had many more protections under the federal government. However, along wi th the plethora of new freedoms and benefits came many difficulties as well. A common struggle among most newly freed slaves was finding a place of residence. As bad as slavery had been for African Americans, they always had somewhere to stay because plantation owners needed to keep them in good health. Nevertheless, now that they were on their own, finding somewhere to call home became a much more difficult task, mainly due to the fact many of them were extremely poor. Since many of them had no money, theyShow MoreRelatedDiscrimination Treatment Of African Americans Essay1621 Words   |  7 Pagesthe United States of America one of the greatest countries to live in. A country where many other people from around the world wish they lived in. â€Å"This country is home to five percent of the world’s population† (13th, Netflix). But I ask is it really the land of the free for everyone? 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Human Resource Management for Organisation - MyAssignmenthelp

Question: Discuss about theHuman Resource Management Practicesfor Organisation. Answer: Introduction Human resource management is a very important department in the organization that facilitates the skilled and talented candidates or resources to the organisation. The workforce is a crucial part of any business which makes it a success and failure in the organisation (Meifert, 2014). Therefore, human resource management is a vital area that should be explored to develop a profound understanding about its significance in the organisation. Furthermore, this research paper explains the role human resource management in ensuring the value added facilities to the organization that helps it in. Human resource management also maintains and retains the employees to improve the productivity and performance of the organisation. Human Resource Management Practices that adds values in an Organisation Every company has a huge value of employees as a resource which is the most valuable asset for the organisation (Baron and Armstrong, 2007). The human resource management is responsible for many of the functions in the organisation. The professionals and experts support in maintaining the workforce in an organisation by motivating and creating a favourable environment for the employees. Not only this, human resource managers are responsible for the encouragement of the employees so that they can improve their performance and help them to understand the organisational culture by sustaining the ethics and high morals. The organisations fundamentals are being managed and well performed by strategic management implemented by the human resource management thatdevelops and build the strong base for functional areas (Banfield and Kay, 2012). It has been found overtime that there is a reflective connection between the people who works in the organisation and performance achieved by the organ isation. The direct link of the performance and employees creates a thoughtful insight on the significant role of the human resource management. Hiring people that can ensure the long term success of the organisation is very important in this context. Furthermore, financial performance of the organisation has a correlation with the motivation and employees engagement in the organisation (Baron and Armstrong, 2007). Along with this, to motivate employees for better performance it needs a driving force such as reward system and appraisal system that helps in encouraging employees for better performance. The skilled and talented employees are asset for the organisation and basis of profitability in the organisation (Mayo, 2016). Thus, it is also important for an organisation to focus on the recruitment and selection process of the organisation. In addition to this, the human resource management is responsible to plan, entice, select, recruit, motivate and retain the high skilled and experienced employees. Experienced employees are very crucial resource of an organisation which supports the company in achieving its goal and objectives with pure dedication and involvement (Mayo, 2016). The decision making process also affects with the engagement of such employees in the internal matters of the company. Apart from this, a flexible and suitable job designing and hiring process is being created by the human resource management which facilitates the organisation with the right employee for the right kind of work. Similarly, hiring process entails various stages such as screening and interv iew process, training and orientation program and introduction of new and exciting compensation program for the employees that help them in motivating and do work with full dedication (Stredwick, 2013). For successful measurement of the employees performance there are certain tools and techniques that are used to evaluate the skill and performance of the employees. Nevertheless, human resource management helps the company by providing legal shield to the organisation and adding value to the image of the company. Human resource managers also have a duty to protect the organisation in case of wrongful lawsuits and discriminations (Andresen and Nowak, 2014). They are accountable in relation to the any legal information or rules and education about law is being articulated among the managers and company executives. The organisational culture is also highly affected by the way human resource management behaves and take care of its employees. Thus, human resource management needs to integrate a hire system that promotes and enhances the credibility and equality in the organisation. Similarly, the role of human resource management becomes crucial when the diversified workforce involved in the organisation and maintaining them without any discrimination and fairness becomes duty of HR managers (Stredwick, 2013). The process of recruitment should also be based on such a manner that no candidate feel like discriminated and targeted. Thus, it is essential for an organisation to manage the diversificati on in the organisation through effective and strong human resource management so that no discrimination claim can be made by any of the employee. The HR strategies also play an imperial role in the assessment of strength and weakness of the organisation along with determination of possible threats and opportunities in the market. The strategic planning of the organisation is also being made by the management of human resource so that according to the requirement workforce can be prepared for the competitive environment. Proper training and development programmes and negotiation on compensation with strategic planning for future expectation has also been facilitated by the human resource management of the organisation. It is responsible to build a strong relationship between the employer and employees by improving the work condition and satisfaction within the employees. Building a strong relationship management helps the organisation in increasing the involvement of employees and en hances the communication efficiently in the organisation. The organisation supports the communication properly which impacts the innovation and creativity level of the organisation (Stredwick, 2013). Besides that, human resource management inspire employees to build a strong skilled and professional expertise for self education purpose as well as for organisation that makes it more convenient for the management to engage employees in organisational operations. The development of employees is being the primary focus for the mangers so that the company have the precious understanding and knowledge resource as workforce that can help the company in growing and expanding around the world (Horton, 2002). Furthermore, human resource management add the positive environment in the organisations culture by catering the needs and requirements of the employees. The employees satisfaction is essential to work with optimum dedication and perform better in the future. Thus training and orientation program also helps the company enhancing the value of the organisation (Andresen and Nowak, 2014). Hence, these basic functions and role of the human resource management provide a valuable support to the organisation that literally helps it in reaching its goals and objectives. Increasing profitability by improving performance of the workforce is proficiently involves various methods that has been executed by the human resource management. Besides this, human resource managements the internal policies and other human resource standard areas are highly influenced by the customers point of view (Andresen and Nowak, 2015). Their performance reviews, reward decision and promotion criterias are often in many cases directly related with the customers remarks. It also enhances the level of economic literacy as mangers emphasis on the skills and knowledge of the employee and makes big decision and policies according to it. The HR department also impacts on the capability of risk taking as it controls the high capabilities to encourage the individuals of the organisations and change the management according to the requirement (Andresen and Nowak, 2015). Lastly, the human resource management develops the principle leaders that encourage employees to operate and function ethically and incorporate the culture of the organisation seriously that lead to long term success. Conclusion From the above discussion, it can be implicated that human resource management is highly responsible for the adding value in the organisation. It is responsible for encouraging the employees and influencing the performance and productivity of the organisation. It is also directs and motivates the employees for the skill acquisition by providing training and orientation programs that helps them to achieve their internal as well as organisational goals. Furthermore, the human resource management reviews the performance of employees through strategic methods and maintain the talent acquisition in the organisation. From hiring process to retaining the skilled and experienced workforce, the human resource management significantly manages all the functions that precisely help in adding value to the organisation. References Andresen, M., and Nowak, C. 2015. Human Resource Management Practices. Springer International Publishing. Andresen, M., and Nowak, C. 2014. Human Resource Management Practices: Assessing Added Value Management for Professionals. Springer. Bach, S., and Edwards, M. 2012. Managing Human Resources: Human Resource Management in Transition. 5th ed. John Wiley Sons. Banfield, P., and Kay, R. 2012. Introduction to Human Resource Management. OUP Oxford. Baron, A., and Armstrong, M. 2007. Human Capital Management: Achieving Added Value Through People. Kogan Page Publishers. Horton, S. 2002. Competency Management in the Public Sector: European Variations on a Theme. IOS Press. Management for Professionals. Springer Science Business Media. Mayo, A. 2016. Human Resources Or Human Capital?: Managing People as Assets. Routledge. Meifert, M. T. 2014. Strategic Human Resource Development: A Journey in Eight Stages Stredwick, J. 2013. An Introduction to Human Resource Management. Routledge.

Contemporary Issues in Consumer Research Fair Trade Consumption

Question: Describe about the Contemporary Issues in Consumer Research for Fair Trade Consumption. Answer: Introduction Attitudes can positively or negatively have an impact on the behavior of an individual. an individual may not be always be aware about his or her attitude or the impact it has on his behavior. An individual mostly has positive attitude towards work and co-employees that has an positive influence on those around them. An individual with a good attitude are usually noticeable in their behavior. Attitude and behavior interrelate in a different way based upon the attitude in question. Among psychologist, the relationship between attitude and behavior is somewhat divisive (Claiborne and Sirgy 2015). It is sensible from the definition of attitude to presume that behavior will follow attitude attitudes can be infectious and this can influence the behavior of those around them. As a result, it is important for an organization to identify that is possible to manipulate the attitude of an individual as well as his or her behavior. The strength with which an attitude is held is often a good predictor of behavior. The powerful the attitude there is more probability that they should influence behavior. Attitudes that are formed on the basis of direct experience are more strongly held and manipulate behavior more as compared to attitudes formed on the basis of indirect experience (Oliver 2014). Theory of Reasoned Action and the Theory of Planned Behaviour models The theory of reasoned action suggests that the behaviour of an individual is determined by the intention of the individual in order to perform the behaviour. It is mostly a theory that associates thoughts and behaviour. Icek Ajzen anticipated this concept in order to improve on the predictive power of the theory of reasoned action by comprising professed behavioural control. According to the theory of planned behaviour model, when an individual have time to plan how they are going react, the best predictor of that behaviour is intention of an individual. Attitudes may not always help to predict behavior The researchers of attitudes acts in response to the criticism related to whether attitudes always predict behavior. Attitudes mostly do a better job of forecasting behavior when both concepts are measured in an identical way. The measure of attitude is quite broad in comparison to the measure of behavior. The consistency related to attitude-behavior differs depending upon the topic that is being studied. In some areas, attitudes do an outstanding job in order to predict behavior however, in other areas they do not. Attitude of an individual, at one extreme towards a particular political candidate predicts whether that individual will or not vote for that candidate. An individual has a tendency to vote for the candidate they favor. At the other extreme, it has been found by researchers that some individuals have low degree of consistency towards donating blood. This indicates that there is a low relation between attitude and behavior and as a result, attitudes may not always help to predict behavior. It may be that a low relation may take place due to other factors that individual views as more imperative than their positive attitude. The behavior of donating blood may be much more complicated to perform than the effortless expression of attitude of an individual through activities like voting. Consistency between attitudes and behavior rely upon the strength of the attitude. However, an attitude varies in strength. A number of investigation have demonstrated that strong attitudes have more probability to predict behavior as compared to weak attitudes (De Charms 2013). Differences among people also affect the consistency between attitude and behavior. In other words, research on the individuality factor called self-monitoring has established that the relation between attitudes and behavior is powerful for low self-monitors as compared to high self-monitors. There have been negative evidence related with attitude-behavior relation that have been published over years however; it was comparatively easier to dismiss every study by pointing to procedural errors. Attitudes are less steadily attached to the basic personality framework even though they always integrate the belief system. The outlook network of the individual also influences attitudes and hence it is subject to change from both sides (Bissing Olson et al. 2013). The study of the attitude-behavior relationship is perplexed by the fact that while behavior is simply understood and a definition is easily agreed upon. The theories of attitudes do not apply equivalently to all individuals at all times. There are several mediator variables that can enhance the forecast behavior. The relationship between attitude and behavior are not one-sided but dialectical. Preceding behaviors can also form and strengthen attitudes and on the other hand, attitudes can alter in order to justify habitual behavior that is difficult to reverse. Attitudes can only predict behavior if strength of habit and other factors are reviewed. The following example will predict the fact clearly that attitudes may not always help to predict behavior (Kim and Ross 2015). Aim: To examine the relationship between attitudes and behavior Method: LaPiere travelled around America along with a Chinese couple and expected to meet bias due to anti Chinese feeling. At that time, prejudice against the individuals in Asia was extensive and there was no law against racial unfairness. They visited more than 184 restaurants and 67 hotels. However, after six months when they returned all the establishments that they visited was sent by a letter, asking whether they will accept Chinese guests. Results: The Chinese guests were only declined at one establishment that they visited however; they were treated very graciously. However, out of the 128 establishments that acted in response to the letter, 91 percent reported that they were not willing to accept guests from China. Conclusion: The above story indicates that attitudes do not always predict behavior. Cognitive and affective elements of attitudes are not essentially articulated in behavior. When attitudes are used to predict behavior, it would be impacted by diverse variables that include the methods of attitudes measurement. The attitudes measurement includes attitude strength, social norm and past experience. The relationship between behavior and attitude is not related in a one-to-one fashion. The models that mostly deal with the connection between attitudes and behavior are the logical action theory and the intended theory. These two theories are not in clash. The logical action theory was put forward with the believe that behavioral purpose is the result of the amalgamation of prejudiced norm and attitude towards the behavior and the behavioral purpose leads to the behavior (Kroenung and Eckhardt 2015). Marketers are mostly interested in the key causes of the failure of attitude in order to predict the behavior of the customers. Attitudes might fail to predict behavior of an individual if the cognitive involvement of the individual is not high. In that case, an individual might effectively make use of the information that will give rise to their attitudes. However, with low level of involvement, attitudes will not be strong enough and as a result, it will be less predictable. In other words, the attitude-behavior relationship is weak if the individuals are not able to resolve the discrepancy through amplification (Jaccard and Blanton 2014). A human being is mostly considered as intelligent creatures and they expect causes to exist for their behavior. In order to determine whether attitudes predict behavior, it is imperative to understand which behavior and which attitudes. Measurement factors were always considered as a problem during the early attitude research. On the one hand, behavior is measured specifically however; attitude was measured in a rather general way. A general attitude is used to predict a general behavior. In other words, if an individual shows a positive attitude towards the environment, it is expected that the individual will have a combination of several behavior. The individual might recycle, drive a hybrid vehicle or install solar panels in his house. However, it will not be easier to predict which of those behaviors he will be performing. As a result, attitude not always predict behavior. This was one of the key problems that was associated with early research that was used to measure both attit udes and behavior. The four factors facilitate to have a very detailed information about the behaviors that is expected. The first factor is the action performed that refers to the precise behavior such as recycling or consuming locally grown food. The second factor is the target of the action that objects the behavior targets. When attitudes and behaviors are measured with the similar level of specificity. Situational factors help to determine how attitude predicts behavior. It is a situation that characterizes the situation of an individual and puts his behavior in question (Kehoe and Wright 2013). In order to encourage the individuals, it is required to make use of the individuated circumstance that will encourage the individuals to focus on their internal states such as, attitudes, beliefs as well as values. Individuated circumstance leads the individuals to take more responsibility for their individual deeds and therefore it is less possible for an individual to become a part of an anonymous group in such kinds of circumstances. On the other hand, de-individuated circumstance leads to a circumstance that leads an individual to focus less on internal states such as attitudes and feelings. While participating in a group, an individual have a tendency to adopt the perspective of the group (Fazio and Olson 2014). The attitude-behavior gap The attitude-behavior gap is puzzling and attitude towards racism is the place where mostly the gap is found. According to current investigation, it has been found that most individuals who assert not to be racist still have racist contained attitudes. The evolutionary viewpoint to behavior starts with an assumption that however an individual behaves is likely to be adaptive. In other words, the behavior has leaned over the ages to support human achievement in life, leaving more descendents. It has been found that the largest single cause of attitude-behavior gap is that the attitudes are adopted for communal causes. As a result, it mostly guides about what to say in a particular social circumstance rather than rules for definite practical decision-making (Schultz 2016). The view of attitude-behavior gap in ethical consumption serves an imperative ideological function in order to help maintain precisely the kind of neoliberal market rationalities that ethical consumerism and its proponents want to change. In taking this approach, it is suggested that the moralization of expenditure choices through the gap further upholds damaging entrepreneurial capitalism rather than bringing about important social and political change. The ethical consumption attitude-behavior gap facilitates marketers and customers to hold on to confidence about capitalism. The attitude-behavior gap acts as internalized and individualized circumstances that sustain the belief in the customer as a sovereign actor with the power. The gap holds out the principle that capitalism has the ability to save the individuals from the social and economic destruction that capitalism is bringing out in its first place. On the other hand, the gap also brings the difference between a capitalism t hat is flawed and critical and one that creates a more just, sustainable and unbiased world. The misapprehension that requires to be maintained is that closing the morality gap will make a noteworthy difference to the destructiveness of the present system (Carrington, Neville and Whitwell 2014). The prevalent failure of customers to put their ethical attitudes and ethical consumption into action is commonly referred to as the ethical consumption words, such as attitude-behavior gap and ethical consumption inconsistency. The factors that are underpinning the ethical consumption gap are acknowledged with the help of increasing body of promotion and customer academic research. The research widely considers four strategies in order to examine the ethical consumption misbehaviors of individual customers. The first strategy examines that attributes the experiential ethical consumption gap to the social appeal biases of individual customers who mostly exaggerate their ethical consumption intention in research contexts (Martin and Vist 2016). The second strategy assumes the stated ethical consumption purposes are authentic and explore how external factors and the cognitive procedures interior to the individual customer slow down the translation of moral purchase purposes into actual behavior. The third strategy explores the inner life worlds of individual customer to broadcast how multiple and competing identities hinders the purposes of the customers to consume ethically. The fourth and the last strategy examines that reveal the strategies that individual customer use to validate the gap in the behavior of the individuals after the fact (Valente 2015). There are no such studies that are related to ethical-consumption attitude-behavior gap due to the fact that there is no distinction made between decision perspectives. The perspectives are either external to the market or are internal to the market that are arbitrated by the market logic. Capitalist consumerism is predicted on the reproduction of aspiration that the system of production can never completely satisfy. In order to treat the gap as pathology of sorts requires researches of the customers to hypothesize both a commonality of ethical outlook across contexts related to decision-making and a capacity of customers to contain their desire (Andorfer and Liebe 2012). The research on the ethical consumption attitude behavior gap falls under two camps. According to the first camp, there is massive amount of attitudinal research that focuses on methodological and situational problems. Methodological flaws deals with the overreliance on quantitative survey formats that encourage rational queries rather than delving into everyday self-indulgent shopping causes. The second camp deals with interpretive and cross-disciplinary research that has entered the argument on the back of such developments (Moraes, Carrigan and Szmigin 2012). Conclusion It can be concluded that the attitude-behavior gap acts as internalized and individualized circumstances that sustain the belief in the customer as a sovereign actor with the power. The relationship between attitude and behavior rose when researchers started measuring attitudes and behaviors with the similar level of specificity. There have been negative evidence related with attitude-behavior relation that have been published over years however; it was comparatively easier to dismiss every study by pointing to procedural errors. A behavioral area is a set of related behavior. The accessibility of attitudes is related to the significance of the attitude to the behavior for the individual. it can also be concluded that attitudes are less steadily attached to the basic personality framework even though they always integrate the belief system. Attitudes that are activated can only have an impact on behavior. On the other hand, highly accessible attitudes are more easily activated. It ca n also be concluded that the evolutionary viewpoint to behavior starts with an assumption that however an individual behaves is likely to be adaptive. References Andorfer, V.A. and Liebe, U., 2012. Research on fair trade consumptionA review.Journal of business ethics,106(4), pp.415-435. Bissing Olson, M.J., Iyer, A., Fielding, K.S. and Zacher, H., 2013. Relationships between daily affect and pro?environmental behavior at work: The moderating role of pro?environmental attitude.Journal of Organizational Behavior,34(2), pp.156-175. Carrington, M.J., Neville, B.A. and Whitwell, G.J., 2014. Lost in translation: Exploring the ethical consumer intentionbehavior gap.Journal of Business Research,67(1), pp.2759-2767. Carrington, M.J., Neville, B.A. and Whitwell, G.J., 2014. Lost in translation: Exploring the ethical consumer intentionbehavior gap.Journal of Business Research,67(1), pp.2759-2767. Claiborne, C.B. and Sirgy, M.J., 2015. Self-image congruence as a model of consumer attitude formation and behavior: A conceptual review and guide for future research. InProceedings of the 1990 Academy of Marketing Science (AMS) Annual Conference(pp. 1-7). Springer International Publishing. De Charms, R., 2013.Personal causation: The internal affective determinants of behavior. 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