Early Civilizations Matrix Essay Example for Free

Early Civilizations Matrix Essay Affirmative Action The purpose of this paper is to review the subject of affirmative action, and the policies that go along with it. The paper will be recommending to a board of directors that their business implement affirmative action policies. This argument will be supported by points and facts that are in favor of the implementation. It will also fairly discuss points against the implementation of affirmative action. The paper will cover points about how affirmative action policies relate to compliance with the equal opportunity laws. Before getting to far ahead, it is important to make sure that there is a valid understanding of what affirmative action actually is, and what its policies stand for. What is affirmative action? Affirmative action means that steps are taken to help increase the representation of women, and other minorities in areas like education, employment, and business. These are all areas from which they have typically and historically been excluded. It is when these steps involve preferential treatment or selection based on gender, race, and ethnicity then the concept of affirmative action becomes controversial (Affirmative Action, 2001). History of affirmative action In 1961, then President John F. Kennedy issued executive order 10925 against American Lexicon. The order gave the first mention of affirmative action.  The purpose of the order was to end discrimination within the business (Nittle, n.d.). Next, three years later in 1964, The Civil Right Act came out. The goal of the Civil Right Act of 1964 was to stop employment and public accommodations discrimination (Nittle, n.d.). Following the Civil Right Act of 1964, President Lyndon Johnson, who took office after the assassination of John F. Kennedy, issued executive order 11246. This order required federal contractors to practice affirmative action, to help develop diversity within the workplace and help end race based discrimination, and other forms of discrimination (Nittle, n.d.). Before these amendments were signed into action, you had other key events that took place as well. For example, the case of Brown v Board of Education. This case was about an African American girl who wanted to attend a white public school, and was denied admittance. This case helped overturn a prior case Plessy v Ferguson. Plessy v Ferguson stated that a separate but equal America was constitutional (Nittle, n.d.). Brown v Board overturned that case by ruling that discrimination is a key aspect of racial segregation. Which meant that it violated the 14th Amendment (Nittle, n.d.). This decision started the countries goal to promote diversity in schools and various other places (Nittle, n.d.). This was a very important legal, as well as ethical case. It helped kick start the changes to peoples thought processes. Why affirmative action? Now that a bit of history on affirmative action has been covered, it is important to look at why affirmative action policies should be put into action at your company. Affirmative action would be very beneficial to your company for many reasons. It allows for a more diversified workplace, it is a way to allow all races to have equal rights, it shows that everyone has the ability to be great at their job, that people can be more productive by sharing various thoughts, plans, and ideas for the betterment of not only the company, but themselves as well, regardless of their gender, race, or ethnicity. This company should hire people based on things like their level of experience and skill, and whether they have the aspects necessary for that  position. The hiring process should not be based on the persons racial or ethnic background, or whether they are a male or a female. People should be comfortable enough that when they apply for a position within your company they do not worry about whether or not they are being discriminated against. All that should matter is that they have the skills necessary to do the job to the best of their ability. Not whether or not they are the proper gender or if they are the right ethnicity. If someone applies for a job at your company, and they feel they may have been discriminated against, and then they ask you about it, if you dont give them a reasonable response or answer them correctly it can cause problems for the company. Whether it be through long bitter court battles, or just the company gains a bad name for even potentially being prejudiced or biased. Employment discrimination against women and minorities is something that has gone on for a very long time. Government reports show that the pay, as well as job opportunities for minorities is smaller than that of white or Caucasian ethnicity ( Bohlander Snell, 2007). If your company implements affirmative action, it can be beneficial from the outside and inside as well. One thing that needs to be done to begin the action, is to develop a plan. Your company needs to have a written statement showing commitment to the idea of affirmative action. You should look at where the company stands in terms of women and minorities that you have employed. By doing so, it will allow for you to see where changes, if any, need to be made. Once you see where the improvements and changes are, you need to take the right steps to make sure these changes are made. While making these changes, you have to make sure that no other race or gender within your employee base was mistreated, or undervalued in any way due to the affirmative action plan. Equal employment opportunity law According to the Equal Employment Opportunity Law, all businesses have an obligation to uphold. They are not to judge a potential employee based on ones race, gender, age, etc. This is a very important aspect of affirmative action. You have to make sure that your company understands and follows the  policy ( Bohlander Snell, 2007). The court system is always interpreting the employment law. If changes are made, then it is the manager of your companys responsibility to change the companys employment guidelines to follow the court ruling (Bohlander Snell, 2007). To help make sure that business do comply with the changes, and anti discrimination laws, the Equal Employment Opportunities Council was established to monitor that the guidelines are being followed (Bohlander Snell, 2007). Benefits of affirmative action There are many benefits for your company to implementing an affirmative action plan. The employees themselves will benefit for instance, because minorities that are employed within your company have the chance to advance up the career ladder, and gain opportunities for promotions that they may not have had a chance of getting before. Your company shouldnt be made up of one race, one ethnicity, or one gender because you think that one is better than the other. If a person has or gets a job, it should be due to their qualifications and abilities to do the job correctly. Not based on race or gender. The downfalls of affirmative action With almost any argument in favor of something, you are going to have opinions refuting the ideas. Some believe that affirmative action leads to reverse discrimination. That instead of being hired for their qualifications and skill, that they are hired based on religion, race, gender, etc. Opponents feel that it can make people turn against one another. Preventing the downfalls of affirmative action The cons of affirmative action can be avoided as long as your company takes the proper steps. The company needs to look for the best people for the unfilled positions, and do the proper training if needed. To help prevent your employees from feeling as if the only reason they got the job with your company was due to their gender or race, make sure that you let them know they were hired because they had the needed experience or qualifications and therefore they were the best match. It is important to make sure that your company sticks to the plan that was laid out in the beginning, to the affirmative action plan that was developed. You watch over all of your employees, and not just those who are impacted more by the plan, the work environment at your company should stay sustainable and comfortable for all employees. Conclusion Affirmative action would be a great idea for your company. The purpose of this presentation was to show both the pros and the cons of implementing affirmative action within your company, which is hopefully what was done. The main thing to remember here is that the benefits to implementing affirmative action, strongly outweigh the pitfalls. Also, the opposition to the plan can be avoided by following your action plan, and the steps provided for avoidance of those downfalls. It is hoped that you will choose to use the affirmative action policy within your company, as it is something that will most definitely help and payoff in your companys future. References: Bohlander, G. W., Snell, S. A., (2007). Managing human resources (14th ed.). Florence, KY: Thomson Learning Higher Education. Nittle, N.K. (n.d.). Key events in affirmative action history. Retrieved from http://racerelations.about.com/od/historyofracerelations/a/TheFiveLandmarkEventsWhichLedtoAffirmativeActionsRise.htm Affirmative action. (2001). Retrieved from http://plato.stanford.edu/entries/affirmative-action/

Starting Philosophic Problem :: Philosophy Philosophical Papers

Starting Philosophic Problem ABSTRACT: The starting philosophic problem is related to the categories ‘being’ and ‘nonbeing.’ This is the problem of the relationship between being and nonbeing. The cardinal question of philosophy is: ‘What can be considered to be primary, being or nonbeing?’ In the history of philosophy, it is possible to speak about two basic philosophic paradigms: philosophy of being and philosophy of nonbeing. This paper is an elaboration of the ‘philosophy of nonbeing.’ One of the most fundamental problems of philosophy is related with the most meaningful philosophic notions, that is, with the categories of "being" and "non-being". The notion "being" is the philosopohic notion that denotes: 1) something that is existing, 2) the totality of really existing things, the existing reality. "Non-being" is the other philosophic notion that denotes: 1) absence of something, 2) all things non-existent in reality, non-existent reality. The form of manifestation for being is "something" and the non-being manifests itself in the form of "nothing". So, according to the author, the most fundamental philosophic problem is the problem of the relationship between the being and the non-being, it is the problem of relationship between these two categories, "being" and "non-being". In the first line, this problem brings up the question about the existence of any real things existing in the real world: things that were existed, exist, and will exist; also put forward is the question about the existence of the world as a whole. In the final account, it is a matter of the problem of existence as such. The German philosopher and mathematician Gottfried Wilhelm Leibniz (XVII-th century) attacked this problem in the following way: he states that the first and cardinal question must be expressed in the form: Why there exists "something", but not "nothing"? A similar thought was expressed later by the German philosophers Friedrich Schelling (XIX-th century) and Martin Heidegger (XX-th century). The problem of the relationship between being and non-being turns to be the starting philosophic problem, inasmuch as all other philosophic problems and questions are meaningful in cases when it is necessary to solve this problem that deals with the matter of principle, more specifically, the existence of things, phenomena, world on the whole, object and subject of cognition. The very solution of the problem of relationship between the being and the non-being is the basic and key solution for a number of philosophic problems such as: world origin, world space-time structure formation, causes and mechanisms of motion and development, build-up and destruction of objective forms, human being life and death, meaning of human being existence, mankind survival, and others.

3m Optical

3M Optical Systems: Managing Corporate Entrepreneurship MST550 – Capstone Professor Jack Raiton HBSP Case #395-017 Discussion Questions 1. What practices make 3M such an innovative company? 2. What is Any Wong’s role as the OS Unit’s general manager? How effective has he been? 3. What is Paul Guehler’s role as division vicepresident? How effective has he been? 4. What should Andy Wong do with the computer screen AFE? If he gets the AFE, should Guehler fund it? Case Outline †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ †¢ The Situation Background of 3M Corporation Internal Context at 3M Corporation Background of Optical Systems (OS) The Product is Born The Product is Reborn Wong’s Options Guehler’s Options Wong’s Role/Effectiveness Guehler’s Role/Effectiveness Desimone’s Role The Situation The 3M Corporation’s Optical Systems (OS) business unit needs to decide if they should proceed wi th the deployment of a new computer privacy screen despite two previous marketing failures. Background of 3M Corporation 100 Years of Innovation Highly Diversified Global Company †¢ â€Å"High-Tech†: Spends twice the U. S. Industry Average on R&D (6-7% of sales) †¢ Strong emphasis on new products and technologies †¢ Fosters individual’s innovation within the workforce (â€Å"15% rule†) Internal Context at 3M Corporation †¢ Respect for the individual – â€Å"Stimulate ordinary people to produce extraordinary performance† †¢ Supportive policies/practices – 15% bootleg rule – â€Å"Make a little, sell a little† †¢ High standards, stretch objectives – 10% sales growth, 20% PBT, 27% ROCE – 30% sales from new products Internal Context at 3M Corporation†¦cont. †¢ Acceptance of â€Å"well-intentioned failure† †¢ Share/leverage resources – â€Å"Technology belongs to company† Background of Optical Systems (OS) †¢ OS Track Record (1979-1990) – Formed in 1979 through consolidation of several 3M optical technologies – Experienced 11 year microlouver development effort with minimal products – Lost between 3 to 5 million dollars per year – â€Å"Technology in Search of a Market† †¢ OS Changes Focus (1991-1992) – In 1990 new top management appointed – Focus on applications for technology The Product is Born †¢ In late 1990, the OS Team launched the computer privacy screen †¢ Product used â€Å"microlouver† technology to offer privacy of screen information †¢ By early 1991 the OS Team saw poor market reaction due to the large number of sizes needed and high purchase price †¢ Product was modified and re-launched in late 1991 with minor changes, but to no avail The Product is Re-Born †¢ Through prior-product analysis, market research, and harnessing some of 3Ms other technologies, a 3rd generation was created and readied for market in 1992. It combined features of competitor’s such as anti-glare, anti-static and anti-radiation †¢ Was ready for decision on â€Å"Authority to Proceed† Wong’s Options Go †¢Learning from two previous launches †¢Met rigorous threephase process †¢Team closest to market, competition, technology (trust them, don’t second-guess) †¢Committed team (motivational imp act) †¢Last chance for OS †¢Wong must be the champion Postpone/Cancel †¢Poor market research †¢Poor product concept †¢Price too high †¢Unrealistic market share forecasts †¢Unrealistic risk assessment †¢Needs more data, further study Other Options †¢Self fund †¢Mentor’s support †¢Outsource Guehler’s Options Approve †¢ Project passed three-phase review – Shouldn’t second-guess now Reject/Send Back †¢ Recognize as â€Å"well intentional failure† †¢ Has other high-profile â€Å"Pacing Projects† †¢ Problems with product, price, marketing strategy †¢ Lacks internal support †¢ Cost relatively low ($750K) †¢ OS unit believes, committed †¢ Don’t want to kill OS unit – Big project in pipeline (Needs 30% new products) Wong’s Role/Effectiveness †¢ Attracting good people – Noirjean, Melby Developing/motivating his team, building unit’s capabilities †¢ Creating, pursuing growth opportunities †¢ Keeping management â€Å"in the boat† Guehler’s Role/Effectiveness †¢ Empower frontline manager to find/develop attractive opportunities †¢ Coach/nurture/support fron tline managers to develop confidence and capabilities †¢ Set standards/goals for and develop selfdiscipline among frontline †¢ Balance between discipline and support Desimone’s Role †¢ Sets, communicates, monitors standards and objectives †¢ Protects, reinforces norms and values – Respect for individual Primary focus on organizational context more than strategic content

Personal Narrative Living Without You - 941 Words

Living without you. May people who are reading our storey book of the stories behind our songs,will already know that our professionally journey started with Living without you. I was fortunate in 2014 to meet Scarlett Cole at my place of work in Manchester in the uk. She would come to my work numerous times working the week and buy fresh produce for her and her family. I was greengrocer in a past life lol. Come on there is nothing better than fresh vegetable and fruit. We mutually found a common ground in music ,I told Scarlett Cole that I was a singer and songwriter. And she told me she was an author. She offered me to love changing chance to write a song for one of her characters in her third book ,the purest hook. I had†¦show more content†¦I meet by band a few years later at university after writing the song. And as they say the rest is history and today is the artist you have in front of you. Writing this storey book of the stories that created my OWN album. This to me is so surreal and magical and is incomprehensible to even think about. Recently I was given some advice from a person who mentors me in the music industry. They see me working 70hors a week to bring music and to write this book and also how hard I work as background singer for other famous bands. They say me down and said Enjoy the journey . They described there journey and how because of striving for bigger and better things that they did not enjoy the smallest of things that are so important. He said enjoy it when someone comments on your song bad or good. Enjoy the feeling of hearing your song on the radio for the first time. Enjoy our band members strengths and weaknesses. Enjoy the whole damn thing. Because if you dont I m a few years you would have forgotten everything you set out to achieve because you had the eye on the prize. I would like to time working in this storey to thank many people for there help in my journey. Firstly Scarlett Cole You are truly a life saver for me ,if I have said thank you once I have said it a hundred times. I will always and forever be thank you for picking me up out of that dark space and giving me confidence when there was none. You are truly a life longShow MoreRelatedFeminist Theory : A Feminist Life1591 Words   |  7 PagesWriter, feminist theorist, and professor Sara Ahmed wrote Living a Feminist Life alongside her blog feministkilljoys.com. She started writing it before and completed it after her resignation in 2016 from her post as director of the Centre for Feminist Research at Goldsmiths at the University of London after a lengthy struggle to hold the school accountable for incidents of sexual harassment on campus (Ahmed, n.d.). Her resignation, and location both in and out of the academy informed a lot of theRead MoreSelf Reliance : Individualism Vs. 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