Summary Of Leviathan By Thomas Hobbes - 883 Words

Yvette Thompson Question 1: In the excerpt Leviathan, Thomas Hobbes talks about human beings living in the state of nature where conditions are, â€Å"solitary, poor, nasty, brutish and short.† (p.84) Hobbes claims, people will act in their best interest to form a powerful Sovereign to gain protection, he states â€Å"The mutual transferring of right, is that which men call contract.† (p.89) If this creation is to rescue people from their natural-self, then it is required for the sovereign to have complete power. He discloses that the sovereign must never be questioned, and hold indivisible rights. Hobbes uses the picture of Leviathan to depict his notion of the Sovereign. Its body is made from the assembly of people who have relinquished all†¦show more content†¦The sovereign has one requirement to be a lawful ruler, which is to postulate safety to its people. Therefor, Hobbes idea of all people being ruled by a Sovereign power will allow this figure to act in any manner vital to protect and defend the commonwealth. Everyone sacrifices their rights to the sovereign in exchange for living in a society that is free from the harm of people existing in the state of nature. In Charles Mills book The Racial Contract, he talks about the color of a person’s skin representing a set of power relations. He links a comparison of the social contract to one based on race. Mills starts his book with the statement that, â€Å"white supremacy is the unnamed political system that has made the modern world what it is today† (p. 1) Mills says that global relations are heavily influence by â€Å"the racial contract†. Like the social contract, it is an undeclared agreement in which societal actions tend to favor whites over non-whites. According to Mills, there are certain features that make up the existing racial contract. It is historically born from white supremacy, and supported from the ongoing proliferation of white privilege. He identifies the racial contract as a political system in which much of its structure grants favor toward whites. Mills exemplifies this when he says, â€Å"...racismShow MoreRelatedThe Philosophy of Thomas Hobbs Essay1748 Words   |  7 PagesThomas Hobbss philosophy Hobbes Moral: Thomas Hobbes is known best for his political thought and the English philosopher. The vision of Hobbes for the world is still relevant to modern politics. He always focus the problems of social and political order: that how human beings can keep away the terror of civil and difference to live together in peace and got authorize to decide every social and political matter. Otherwise state of nature anticipate us and closely remind us of civil war where thereRead MoreLord of the Flies Antrhopology Essay990 Words   |  4 PagesThomas Hobbes was one of the most controversial philosophers of all time. 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Where Hobbes might suggest that there is a measure of independence supplemented in family, John Locke on the other hand might argue that the familyRead MoreAnalysis Of The Book The Leviathan 1750 Words   |  7 PagesOverall I enjoyed The Leviathan as a film. However, this movie means so much more than what you see during the scenes of the movie. Although the movie is shot in a very small town in northern Russia and we only meet a couple characters it has a feeling to it as if that is a lot larger than what we are seeing. It opens with distant, monumental views of Russia’s north shore, where large rock formations slope down into a gray sea. Soon we see the husks of abandoned sea-faring vessels along the water’sRead MoreThomas Hobbes: Nature and Origins of Human Thought, Emotion, and Society2678 Words   |  11 PagesIntroduction: The philosophies of Thomas Hobbes are inarguably essential foundations in materialistic thought. 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John Locke, another English philosopher published the Essay Concerning Human Understanding, which expoundedRead More Analysis of Conclusion of Thoreau’s Walden Essay2987 Words   |  12 Pagesâ€Å"Direct your eye right inward, and you’ll find, A thousand regions in your mind Yet undiscovered. Travel them, and be Expert in home-cosmography.†    This stanza, which is inserted in the beginning of the conclusion, is a pivotal and piquant summary of what Thoreau thinks about human epistemology and how our power to think and understand new knowledge should be employed. Thoreau tells us to direct our mind’s eye at the mind itself and discover the convolutions and great features of terrain located

The Development of the Balanced Scorecard - Free Essay Example

Sample details Pages: 8 Words: 2277 Downloads: 4 Date added: 2017/06/26 Category Management Essay Type Analytical essay Level High school Did you like this example? Introduction The intention of this essay is to analyse the Balanced Scorecard and to review its effectiveness as a performance management tool. It will review briefly the short history of the Balanced Scorecard and then analyse each of the different aspects of the management tool and describe how they link together. History of the Balanced Scorecard The notion of the Balanced Scorecard first appeared in the Harvard Business Review in 1992 in an article titled The Balanced Scorecard Measures that Drive Performance,authored by Robert Kaplan and David Norton (Kaplan and Norton 1992). They had conducted a year-long study with 12 companies at the leading edge of performance measurement, [and] devised a balanced scorecard'as a result of their research (Kaplan and Norton, 1992, p.71). A Balanced Scorecard is a strategic planning and management system that is used to align business activities to the vision and strategy of the organisation, improve internal and external communications, and monitor organisation performance against strategic goals(Balanced Scorecard Institute, Unknown). It was brought out of the necessity to include non-financial indicators to measure performance, where in the past businesses and managers focused primarily on financially-based indicators to measure performance. These financially-based performance mea surement systems worked well for the industrial era, but they are out of step with the skills and competencies companies are trying to master today(Kaplan and Norton, 1992, p.71). After spending a year with various companies, Norton and Kaplan realised that Managers want a balanced presentation of both financial and operational measures(Kaplan and Norton, 1992, p.71). The recognition of the importance of operational measures was a milestone in performance measurement systems, as financially-based measurements help indicate the final outcomes of actions and processes already set in place, whilst operational measures help aid the driving of future financial performance. Since its inception in 1992 the Balanced Scorecard is now adopted by thousands of private, public, and non-profit enterprises around the world(Kaplan, 2010, p. 2). Which provides testament to its importance and effectiveness as a performance management system, it is likely that businesses that have implemented th e systems have seen profound impacts on their profit margins and the happiness and innovativeness of their workforce. Don’t waste time! Our writers will create an original "The Development of the Balanced Scorecard" essay for you Create order The Four Perspectives The scorecard itself is made up of four different perspectives; Financial, Customer, Internal Business Processes, and Learning Growth. By looking at these different perspectives the balanced scorecard provide[s] answers to four basic questions; How do customers see us? What must we excel at? Can we continue to improve and create value? How do we look to shareholders?(Kaplan and Norton, 1992, p.72) By providing senior managers with information from four important perspectives, another benefit of implementing a scorecard is that it minimises information over-load by add[ing] value by providing both relevant and balanced information in a concise way for managers(Mooraj, Oyon and Hostettler, 1999, p.489). To understand more completely how the interaction of the phases helps an organisation create additional financial value whilst aiding in the learning and growth, internal business processes and customer satisfaction perspectives see the appendix for fig.1, and fig.2. The four diff erent perspectives and the way they interconnect are an important issue, as such it is also important to analyse each of them on an individual basis; first it must be recognised that each of the perspectives is made up of Objectives, Measurements, Targets and finally Programmes. Each of these areas within the perspective helps identify and measure a way in which a company can achieve its stated objective through the implementation of a programme. A basic example for customer perspective would be as follows; Objective Measurement Target Programme Reduce staff turnover Staff turnover ratio A ratio of less than 6 months To implement staff feedback and satisfaction surveys with the aim of creating an environment in which they feel productive and appreciated Learning Growth Perspective This perspective is the beginning of the scorecard and in conjunction with the cause and effect hypothesis (Fig.2), makes up arguably the most important aspect as its intended to drive improvement in financial, customer and internal process performance(Kaplan and Norton, 1993). This aspect focuses primarily on innovation and improvement of work level employees, essentially creating more efficiency within the internal business processes. However, in order to achieve required innovation and improvements in efficiency a motivated and empowered workforce is essential, one method of achieving this is to implement a staff attitude survey, a metric for the number of employee suggestions measured whether or not such a climate was being created(Kaplan and Norton, 1993). Other such methods which could be implemented are that of calculating revenue per employee, and as such it can then create a measurement which can be observed and recorded year on year to achieve a pre-set objective, thus fu lfilling each of the required facets of the balanced scorecard in relation to this perspective. By implementing a programme, in the form of a survey or other such measures it [can] identify strategic initiatives and related measures, these gaps can then be addressed and closed by initiatives such as staff training and development(Mooraj, Oyon and Hostettler, 1999, p. 483). Once work-force empowerment is achieved and employees are happy and informed about their roles and the overall strategic aim of the organisation and methods of observing, recording and measuring are in place it can now focus on the next stage of the balanced scorecard. Internal Process Perspective This perspective, once an empowered and informed work-force is achieved and employees are working to their full potential, focuses primarily on making business and/or manufacturing processes more efficient, creating more output for the input. In order to achieve these improvements a business may implement many changes that may range from moderate and localized changes to wide-scale changes in business process, the elimination of paperwork and steps in processes, and introduction of automation and improved technology(Balanced Scorecard Institute, 2002). In order to achieve this increase in efficiency an organisation managers must devise measures that are influenced by employees actions. Since much of the action takes place at the department and work-station levels, managers need to decompose overall cycle time, quality, product, and cost measures to local levels(Kaplan and Norton, 1992, p.75). By devising measurements aimed at work-station levels, such as delivery time turnaround or decrease in waste produced, managers are able to observe and monitor increases or decreases in efficiency and also locate where these increases or decreases stem from. Once a suitable measurement system is in place, managers are able to create targets to achieve and finally programmes in which to implement in an attempt to meet the pre-set targets. By implementing a programme which is easily communicated, achievable and produces results that can be monitored by all levels that are relevant to the process, it will find that employees will benefit from seeing the results they produce with the intention of further motivating the work-force to increase efficiency. Once efficiency within the internal business processes has been achieved and an objective, a measurement system, pre-set targets and a programme that is successfully implemented, it can focus on whether or not the increase in innovation and empowerment combined with efficiency has had its intended effect on the customer . Customer Perspective The next perspective is that of the customer perspective which could be argued to be one of, if not, the most important aspect as this is where an increase in sales revenue and thus an increase in income are generated. After creating an empowered, informed work-force and improving efficiency relating to business processes this should lead to improved products and servicesà ¢Ã¢â€š ¬Ã‚ , (Balanced Scorecard Institute, 2002) which in turn should improve the quality of products and services and ideally, with reduced costs incurred from efficiency, lower the cost of products and services offered to customers. In order to achieve this increase in customer satisfaction or market share a similar method is needed in which an organisation must first create an objective, such as increase market share by 10% or maintain or increase repeat purchases. Once an objective is set in place then the organisation must create a measurement system to implement, one which can be reviewed annually, mo nthly or even weekly, an example of this may include a % increase in customer loyalty cards or a % increase in sales revenue. Finally, a programme must be implemented in order to drive toward the objective; an example of this may be an increase in market research to explore the possibility of new market opportunities or perhaps an investment in a new marketing campaign and special offers directed at repeat customers. Financial Perspective The final perspective is that of the financial perspective, in the eyes of the shareholders this is by far the most important aspect and where the effort in the earlier facets of the balanced scorecards cumulates in an increase in profit margins and ratios such as Return on Investment (ROI). This perspective included three measures of importance to the shareholder. Return-on-capital employed and cash flow reflected preferences for short-term results, while forecast reliability signalled the corporate parents desire to reduce the historical uncertainty cause by unexpected variations in performance(Kaplan and Norton, 1993). The first two are self-evidently of importance to shareholders with a return generated for shareholders and cash flow results which result in larger profits, while reducing the risk of uncertainty caused by a variation in performance is of particular importance and is something that can only be achieved through getting every employee focused and aligned with the o verall strategic aims of the company, through an informed, focused and appreciated workforce, an efficient internal business process, and a satisfied customer-base. The Cause and Effect Relationship It is clear that linkages are the most important aspect of the balanced scorecard and that the cause and effect relationship (fig.2) allows for strategic alignment throughout an organisation. This has been seen to be the common thread to the successful implementation of the balanced scorecard,(Murby and Gould, 2005, pp.10) another key element to the balanced scorecard is making sure that all employees understand [the] strategy and conduct their business in a way that contributes to its mission and objectives(Murby and Gould, 2005, pp.5). The importance of the cause and effect relationship in conjunction with ensuring that each and every employee is aware of the overall company strategy allows and an organisation to create a foundation for success in that the learning growth facet provides a company with informed, innovative and an enthusiastic work-force which allows the company to be in a position to progress into the future. A final key point would be allowing managers the ab ility to introduce four new processes that help companies make [an] important link(Kaplan and Norton, 2007). By being in a position to translate the vision, communicating the strategy and linking it to compartmental and individual goals, integrating business plans with financial goals and finally giving each employee the ability to provide feedback, a company has created an environment in which they can adjust and augment at each level should managers feel the need too. Conclusion In conclusion, the essay has covered the short history and fundamentals of the Balanced Scorecard and has shown how it is made up of different perspectives which provides management with basic questions regarding important stakeholders. It also provides management which a detailed measurement system and an ability to observe progress, or regression, within each of the different perspectives via the inclusion of objectives, measurement tools and targets which are created by management themselves. This also allows management to make changes where necessary in order to ensure that the overall strategic vision of the company is still being pursued. The essay has also highlighted the importance of the cause and effect relationship and provides the strategic-mapwithin the appendix which can help provide an illustrative view of how the balanced scorecardin conjunction with the cause and effect relationship can turn an empowered work-force into a long-term financially stable organisation. It also covers the importance of communication, something that most organisations overlook as can be seen by the removal of the work-level employee from the overall strategic vision, and something that most organisations only feel upper-level management should be informed of. Bibliography Balanced Scorecard Institute, (2002). The Balanced Scorecard and Knowledge Management.Available at: https://balancedscorecard.org/BSC-Knowledge-Management Balanced Scorecard Institute, (Unknown). Balanced Scorecard Basics.Available at: https://balancedscorecard.org/Resources/About-the-Balanced-Scorecard Kaplan, R.K. (2010). Conceptual Foundations of the Balanced Scorecard,Harvard Business School, pp. 1-36 [Online]. https://www.hbs.edu/faculty/Publication%20Files/10-074.pdf Kaplan, R.K. and Norton, D.N. (1993). Putting the Balanced Scorecard to Work. [Online] Available at: https://hbr.org/1993/09/putting-the-balanced-scorecard-to-work Kaplan, R.T. and Norton, D.N. (1992). The Balanced Scorecard Measures that Drive Performance,Harvard Business Review, pp.70-80 [Online]. Available at: www.alnap.org/pool/files/balanced-scorecard.pdf Kaplan, R.T. and Norton, D.N. (2007). Using the Balanced Scorecard as a Strategic Management System [Online]. Available at: https://hbr.org/2007/07/using-the-balanced-scorecard-as-a-strategic-management-system Mooraj, S.T. Oyon, D.O. and Hostettler,D.H. (1999). The Balanced Scorecard: a Necessary Good or an Unnecessary Evil?European Management Journal, 17(5), pp.481-491. [Online]. Available at: https://members.home.nl/j.s.sterk/AQM/The%20balanced%20scorecard%20a%20necessary%20good%20or%20an%20unnecessary%20evil.pdf Murby, L.M. and Gould, S.T. (2005). Effective Performance Management with the Balanced Scorecard Technical Report, CIMA, pp.1-43 [Online]. Available at: https://www.cimaglobal.com/Documents/ImportedDocuments/Tech_rept_Effective_Performance_Mgt_with_Balanced_Scd_July_2005.pdf Illustrations Balanced Scorecard Institute, (2002). Cause and Effect Hypothesisà ¢Ã¢â€š ¬Ã‚ . [Online] Available at: https://balancedscorecard.org/BSC-Knowledge-Management Kaplan, R.S. (2010). The Strategy Map links intangible assets and critical processes to the value proposition and customer and financial outcomes.Page 23. [Online] Available at: https://www.hbs.edu/faculty/Publication%20Files/10-074.pdf Appendix (Figure 1) (Figure 2)

Leveraging Workplace Diversity Free Essays

Diversity is a term that is used to refer to ways in which people are different. These include the gender, age, language, educational level, life experience cultural background sexual orientation ethnicity religious belief work experience socio-economic background marital status family responsibilities personality and marital status. Whether married, single or pregnant women should be given the same opportunities in their workplace and should not be sexually harmonized by their bosses. We will write a custom essay sample on Leveraging Workplace Diversity or any similar topic only for you Order Now Against sex discrimination Act 1984 Workplace diversity refers to the ways of recognizing and respecting the individual differences of the workers and being able to manage them as they work. In the places work there is need for diversity in terms of gender, type of work to be done, age tribe/race and even the level for education of the individuals. For instant when we look at gender a good workplace should be gender sensitive in that both men and women should have the same opportunities of working depending on their level of education. Both male and female should have equal chances of taking the top positions in their place of work and should be given respect by the other work mates equally. Women should not be discriminated as it happens in most cases and denied the best opportunities that arise. A good work place should have balance in terms of tribe or race. This is important as it clears good relations in the society as each tribe or race is represented. Therefore different mates form different background come and put their minds together as a team to bring out the best in the work place. A workplace that discriminates it’s workers on the grounds of race, color or Nationality or Ethnic origin will not succeed as this is unlawful and goes against the Racial Discrimination Act 1975(Huyles,1996,pg 56). The Human rights should be taken into consideration in the workplace. All persons both the physically challenged and mentally disabled should be given the same working opportunities without discrimination. They are human beings who have the same rights as other human beings. Their complaints should be addressed greatly and they should accommodate by every individual as they do their work. Any discrimination against these people is unlawful as it violates the Human Rights and Equal opportunity commission Act 1984 (Cox, 1995, pg 43). To maintain diversity in the workplace, all employers and employees have a right to a secure healthy working environment. This will help them to be alert and work comfortably so that they can bring out the fruitful work that will benefit them and the society at large. Therefore, an employer has a role of taking precautions to prevent discrimination and harassment to his employees. This is necessary since failure to that; one violates the Occupational Health and Safety Act 1991(Bruhn, 1996, pg 35). The disabled should not be discriminated in their place of work since it’s not their choice to be in their state. They are human beings with all the human rights. Therefore, they should be treated like any other individual or employee. The sick should be given proper medical attention to improve their state so that they can also work together like others. If an employer goes against this, he violates the Disability Discrimination Act 1992 and should face the law (Hofsted, 1997, pg 265). Diversity also requires that all the employees be informed and access the awards and agreements that are part of their work. For instant, they should be aware of the terms and conditions that are important as it relates to the workplace relations act 1996. The employer should not discriminate the employee from this information. A diverse workplace should ensure that there is corporation and maximum use of the diverse skills, employee’s values and their work experiences so that they may come with good fruits in their work. It should also ensure that the structures in the workplace, the systems that they use and the procedures that they apply are well utilized to help the employees in balancing their work, manage their families by caring for them in responsible manner. When making decisions, a diverse workplace should also take in account their goals and the skills that are required so that they can meet these goals and objectives. They should ensure that transparency is available and the decisions should be procedurally fair at the same time be equitable (Schauber, 1999, pg 460). To maintain diversity in the workplace, Disney company sets the overall company performance goals for the year. These goals are usually diverse and require a diverse staff so that they can meet them. The company sets individual performance measures for the year without any discrimination. Therefore, each employee has a target to meet his goals in a diverse manner. The company also sets target bonus for each individual that motivates them to work hard so that they can achieve their goals and earn these bonuses at the end of the year. They also measure the actual performance against the predefined company performance goals to reach to the necessary adjustments that are to be done so that they would do better in future (Ting 1999, pg12). For one to have an effective change model there should be a commitment to serve the others. Therefore, both the employee and the employer should be committed to serving the society as a whole. They should be ready to serve all the races without discrimination and give them equal opportunities in accessing the benefits that are available. There should also be need for Awareness of the importance of new ways of approaching issues. The employees and the employer should be informed of the so that they would come up with different ways of thinking so that it will be easier to hire and retain diversity in the working staff and develop an educational seminar to the diverse society to encourage the issue of diversity (Huyle, 1996,pg 98). There should be Awareness of the importance to build and maintain trust among the employees and the employer and the society as a whole. This is important as it develops the mutual understanding in the people and even the entire society. The issue of openness should be understood and all the members are interested and willing to be involved in this model of diversifying the workplace and the activities involved (Kotter, 1995, pg59-67). Creativity should be encouraged as this will ensure or encourage people to think and come up with the best as they work. The employees should be informed of the importance of diversity as it adds richness to them and the society in general and be informed of the need for a diverse staff so that whenever there are changes, they are able to accommodate the new employees (Coop, 1997, pg 56). REFERENCES Bruhn, J.G. (1996). Creating an organization climate for multiculturalism. Health care supervisor, 14(14), 11-18. Hofsted, G. (1997).Culture and organizations: software of the mind. New York: McGrass-Hill. Schauber, A. (1999).Assessing organizational climate: first step in diversifying organizations. Unpublished doctoral dissertation. Cincinnati: union Institute. Ting-Toomey, S. (1999).Communicating across cultures. New York: Guilford. Huyle, R. Mendez Russell, A. (1996). The diversity directive: why some initiatives fail and what to do about it. Irwin professional publishing. Cope, Bill Kalantzis, Mary (1997). Productive diversity, anew Australian and a model for work management. Plato press. Cox Jr., Taylor (2001). The challenge of managing diversity. San Francisco: john Wiley sons, Inc. Kotter, J.P. (1995). Leading change: why transformation efforts fail. Harvard Business Review, 59-67 Â   Â   Â   How to cite Leveraging Workplace Diversity, Essay examples

The Incidence of Stroke Among Pregnant Women

Question: Describe the emotional and cognitive responses an individual is likely to experience in response to a newly diagnosed condition with a poor prognosis? Answer: Pregnant stroke Pregnancy, especially the first pregnancy for any woman is a moment of excitement, joy, surprises and lots of inexperienced emotions. As we all are aware that blood pressure and weight of a pregnant woman is checked after every few days, so as to ensure that her BP or blood pressure is within normal limits. The heart of the mother gradually has to pump blood for two and not for one, therefore, the BP tends to be higher in this duration. Research says that more and more women are getting prone to strokes during pregnancy (Wiebers Whisnant, 1985). Pregnancy is the time when a woman is receiving advice from all the nook and corners. Right from the receptionist in her office to her mother and mother-in-law, to neighbors and even the passerbys give suggestions and advice. This is the time when a woman wants to eat her best, to do her exercises on time and to stay fit in order to deliver a healthy baby. In case of a diagnosed situation of a pregnancy stroke, the woman tends to get anxious and can even feel shocked. This will be her first reaction. But the secondary reactions can be even dangerous. She might feel depressed, scared and most importantly worried, not for herself but for the little one inside her body. She can feel nervous and nervousness might further lead to negligence in taking medications at the right time (Sharshar, Lamy Mas, 1995). It is a chain reaction. The manner in which one molecule of hot water, touches and imparts its heat to the other till the time, all the molecules heat up, similarly, one negative reac tion touches the other and triggers others negative reactions which can be very detrimental for a lady who is carrying as she tends to share minutest of information during this time. This can become a vicious cycle if not checked on time (Scott et al, 1999). More than medicines, a woman needs to first keep herself calm and balanced during these crucial nine months. A wrong trigger of anxiousness or irritation can lead to other medical complications. The person can feel angry too after experiencing any such condition during pregnancy. Anger, because the patient might consider this as a serious issue which can be fatal for her child (Mas Lamy, 1998). Another interesting thing associated with this issue is that anger is always connected with strokes. Medical fraternity around the world considers that anger can in turn trigger a stroke. References Wiebers, D. O., Whisnant, J. P. (1985). The incidence of stroke among pregnant women in Rochester, Minn, 1955 through 1979.JAMA,254(21), 3055-3057. Sharshar, T., Lamy, C., Mas, J. L. (1995). Incidence and Causes of Strokes Associated With Pregnancy and Puerperium A Study in Public Hospitals of Ile de France.Stroke,26(6), 930-936. Scott, J. F., Robinson, G. M., French, J. M., O'Connell, J. E., Alberti, K. G. M. M., Gray, C. S. (1999). Prevalence of admission hyperglycaemia across clinical subtypes of acute stroke.The Lancet,353(9150), 376-377. Mas, J. L., Lamy, C. (1998). Stroke in pregnancy and the puerperium.Journal of neurology,245(6-7), 305-313.