The Heroic Code Essay -- Trojan Princes Epic Heroes Essays

The Heroic Code Often, epic heroes can be characterized the same way. They are portrayed as superhuman beings, possessing strength, physical beauty, and intelligence. These heroes aspired to live by a heroic code that would ensure immortality by keeping their memory alive in the people. Homer's The Iliad shows how the heroic code was ingrained in ancient Greek warriors. In many cases, the Greeks put this code of honor above their own lives. During a battle, Glaukos, a Trojan, and Diomedes, an Achaian, encounter one another in a space between the two armies. By chance Diomedes asks who his enemy is. The two men then realize that their fathers were friends. To keep the family friendship alive, the men share a handshake of peace. This embrace shows how the Greek warriors were de...

Women on The Street Essay -- essays research papers

Women on the Street Have you ever rushed down the street and felt that nagging feeling of guilt, as you breeze by someone lying in a doorway? Is she alive? Is she ill? Why do we all rush by without finding out is she's all right? People sit in train stations, bus stations, parks, doorways, unmistakably sick, with what, we don't know. All are seemingly alone. Some beg. Some don't. Some have open sores that ooze and bleed. Some are drunk. Some talk to themselves or formless others. They have no homes. Street people make up a small percentage of the homeless population. Most homeless people blend into the daily flow of urban life. Many families are homeless. Many babies go from the hospital into the shelter system, never knowing what it is like to go home. Women are another subgroup of the homeless. Solutions to homelessness are not easily found. But before we can solve problems, we must be sensitive enough that we create the will to find the solutions. Often if we do not feel the problem, if some emotional response is not made, we are not moved to seek solutions. We are often unmoved to even recognize the questions. We cannot afford to keep walking by. "Work is a fundamental condition of human existence," said Karl Marx. In punch-the-clock and briefcase societies no less than in agricultural or hunting and gathering societies, it is the organization of work that makes life in communities possible. Individual life as well as social life is closely tied to work. In wage labored societies, and perhaps in every other as well, much of an individual's identity is tied to their job. For most people jobs are a principal source of both independence and correctness to others. It should come as no surprise that, in the work force or out, work and jobs are important in the lives of homeless women. There are women who want to work and do, and women who want to work and do not. There are women who cannot work and others who should not work and still others who do not want to work. Some work regularly, some intermittently; some work part-time, some full-time; and there are even those who work two jobs. At any given moment, there is a lot of job-searching, job losing, job changing, and ... ...es could have contained the explosive forces of racial animosity, social class differences, competition for resources, overcrowding, individuals who were not always in control of their actions, and individuals who wanted to disassociate themselves from the group. but came against these forces, and born mainly out of shared homelessness and common needs, was a powerful impulse to group cohesion and solidarity. Most of the time, the impulse to solidarity was strong enough to hold the negative forces in check, there by providing the minimum of peace and good order that made social life possible. On many evenings, as the women came together in the shelter, there was sufficient good feeling and fellow feelings, when coupled with their common needs and circumstances, to allow a sense of community to sputter into life. For most women, the loneliness of their homeless state was a terrible burden to bear; this fragile bit of community, however small, was precious indeed. "Homelessness is the sum total of our dreams, policies, intentions, errors, omissions, cruelties, kindness, all of it recorded, in the flesh, in the life of the streets." (Marin 41).

Term Paper on Social Judgement Theory

TRAITS OF CONSUMER BEHAVIOR| A Term Paper on the traits of Consumer Behavior| BY SUSHIL TAMANG | Submitted to: Mr. Rupesh K. Shrestha Facilitator, Consumer Behavior Submitted to: Mr. Rupesh K. Shrestha Facilitator, Consumer Behavior Social judgment theory (SJT) is a persuasion theory proposed by  Muzafer Sherif  and  Carl Hoyland (hoyland & Sherif, 1980). According to Sherif, Social Judgment Theory is the perception and evaluation of an idea by comparing it with current attitudes.We do this by weighing every new idea by comparing it with our present point of view (hoyland & Sherif, 1980). SJT is a theory that focuses on the internal processes of an individual's judgment with relation to a communicated message. SJT was intended to be an explanatory method designed to detail when  persuasive messages  are most likely to succeed. Attitude change  is the fundamental objective of persuasive communication. SJT seeks to specify the conditions under which this change takes place and predict the direction and extent of the attitude change.SJT attempts to explain how likely a person might be to change their opinion, the probable direction of that change, their tolerance toward the opinion of others, and their level of commitment to their position (Mallard, 2010). Social judgment  is how we perceive people, how we form impressions about them and how we think about social things. Social psychology is concerned with how we make these judgments, how accurate they are, and what are the consequences of these judgments. How we form first impressions and respond to people depends on how we judge them.Sometimes we judge people incorrectly. Misjudgments are the basis of prejudice and discrimination. In light if these, information we will try to find out the effects of social judgment on different professionals and their decision style. We try to find out where the social judgment really brings change in the deciders mind. We will see then effects of social judgment o n the mind of the these professional whose decision create a lots of impact on other people. Now before we see how the SJT effects decision of the professional, we must first know what the decision is making process.Judgment is concerned with the discrimination and categorization of stimuli, it attempts to explain how attitudes are expressed, judged, and modified. (Darity, 2008) A judgment occurs when a person compares at least two  stimuli  and makes a choice about them. With regard to social stimuli specifically, judgment processes incorporate both past experiences and present circumstances. (Sherif C. , 1963). As a judgment process, categorization and attitude formation is a product of recurring instances so that past experiences influence decisions regarding aspects of the current situation.Therefore, attitudes are acquired. (Sherif, Sherif, ; Nebergaill, 1965). As we see that our judgment is based on the attitude that we have towards a certain object. And we chose our decis ion on basis of our judgment. But knowing this much only isn’t enough we must also know what are the types of decision we make on basis of our judgment, do we accept object on basis of our judgment or we reject it or we don’t take our bias judgment under consideration. SJT illustrates how people compare their personal positions on issues to other people’s positions.Individuals hold both a personal position on an issue and latitudes of what they think is acceptable or unacceptable in general for other people. (Sherif, Sherif, ; Nebergaill, 1965)  Social attitudes are not cumulative, especially regarding issues where the attitude is extreme. (Mallard, 2010) This means a person may not agree with less extreme stands relative to his/her position, even though they may be in the same direction. Plus people with same attitude may have different opinion on the same matter this is due to their past experience and knowledge.On basis of our judgment we have 3 range of la titude where we accept, reject or non-commit to the object. There is the latitude of acceptance which is the range of ideas that a person sees as a reasonable or worthy of consideration, the latitude of rejection, which is the range of ideas that a person sees as unreasonable or objectionable, and finally the Latitude of non-commitment which is the range of ideas that a person sees as neither acceptable nor questionable. Griffin, 2011) Now, with this information imprinted in our minds, we will try analyze the effect of SJT on the professional whose decision affects other person. We will discuss on two researches that were don’t on professionals with regards to social judgment theory. The first study tries to identify the informational cues that driver-assessor-trained occupational therapist (DATOTs) consider when making driver licensing recommendations for older and functionally impaired clients. (Unsworth, 2007).The research focuses on the cues that clinicians believe that a re most important when making licensing decision. It was found that there were 8 major cues out of which 4 most important were driving instructors intervention, drivers behavior, cognitive and perceptual skill, vehicle handling and 4 lesser cues were road law knowledge, physical skill, sensory function and medical prognosis. (Unsworth, 2007) Although the ranks were seen that way the variation for the lesser important cues were very low meaning they were main consideration by clinicians.So, then putting that prospect and adding it to the older and functionally impaired client, it is clear to say that they will be in disadvantage. The social judgment of clinician will focus more on the lesser cues while judging these clients. The second research focus on the positive aspect of the social judgment. Judgment analysis, the methodology of social judgment theory, has significant potential for overcoming the limitations of a pure information-processing approach. It has been successfully use d in a wide variety of fields, Such as medicine, finance and weather forecasting.It has also been successfully used to analyze the relationship between individuals' decision making in multidisciplinary rehabilitation teams that included occupational therapists. (Harries & Harries, 2001) This research studied prioritization policies in community mental health work; it aimed to find out how SJT helps to make proper, accurate and right decision of mental health referrals. In this research the participants social judgment influenced their decision making even though the protocol said otherwise.This was very important because sometime the client who doesn’t match the basis criteria may need mental care the most. That can only be seen by the insight of participants. There biasness may save a person life. So, we see that two researches above proved one point first, that social judgment theory does effect the decision of professional that's what the term paper aimed to do. We clearly see that attitude, perception, past experience of these professionals effect the decision they make which might not be by the books.The term paper fulfilled its primary purpose but in the process it also shows that having social judgment is negative, it has it pros and cons. Sometimes having social judgment saves peoples live and sometimes it deprive people of their right. SJT helps it make better decision where the protocols aren’t very specific and are sketchy, in those scenarios our insight helps us a lot to differentiate what's right and what's wrong. In conclusion, we can say that whether the SJT has positive or negative impact, its existence is undeniable.Bibliography Darity, W. (2008). Social Judgment Theory: Detroit. Detroit: Macmillian Reference USA. Griffin, E. (2011). A first look at communication Theory. New York: McGraw Hill. Harries, P. A. , ; Harries, C. (2001). Studying clinical reasoning, Part 2: Applying social judgement Theory. British Journal of occupatio nal therapist, 64-69. hoyland, c. I. , ; Sherif, M. (1980). Social Judgment:Assimilation and contrast effect in communication and attitude change. Greenwood. Mallard, J. (2010). Communication Teacher.Sherif, C. (1963). Social categorization as a function of latitude of acceptance and series range. Journal of abnormal and social psychology, 148-156. Sherif, C. , Sherif, M. , ; Nebergaill, R. (1965). Attitude and attitude change. Philadelphia: W. B. Saunders Company. Unsworth, C. A. (2007). Using Social Judgment Theory to study occupational therapists' use information when making driver licensing recomendation for older and funcitionally impaired adults. The American journal of occupatonal Therapy, 493-502.

Organizational Behaviour Case Study Essay

Cases: Automation in the Book Store and The Night Owl Answering Service Part 1) The field of Organizational Behavior is one that is very important when it comes to managing people and to make them work effectively. This begins with training. In order to understand these cases it is important to look at both the structure and environment of the company. In the case of the Automation in the Book Store, the company is a medium sized bookstore. Because this company is a bookstore with very few employees there is not a high level of formalization, less specialization and less authority. Therefore, it has an organic structure. Employees don’t have a lot procedures and rules that they must abide by while doing their jobs. In fact the initial company policy required employees to stay with the customer they were serving from the time they walked into the store until the sale was made. Also, there was not a great deal of standardization in that there was not a set procedure on how emplo yees did their work, rather it was a freer organization because there were very few employees and this resulted in greater flexibility. Look more:Â  starbuck problem essay These facts all changed once the new computer system was implemented. This system presented employees with some degree of formalization and standardization in their jobs because now there were precise rules and procedures on how to deal with customers. This includes entering an ID number every time a sale was made and closing the store with the system. Also, because this bookstore was not use to high levels of formalization in the past, the implementation of the training program was affected. There were no instructions on how to close at the end of the day in training. The manager had to come in and prepare a hand-written set of instructions about this routine. This is a sign of bad design and implementation. Also, because the company is more centralized than decentralized, the management must follow head office’s requests. This is the exact same thing with employees who must listen to the manager even though the employees were apprehensive, particularly the older staff, about new system. Again, the design of the training program, which was quoted as pretty skimpy and patronizing, was another sign of poor design. However, because the structure of the company was somewhat centralized they had to the training according to the way head office and management wanted. The structure of The Night Owl Answering Services was that it was between mechanistic and organic. This call center was more mechanistic because it was more centralized and more specialization where each individual had a specific role. Bob was responsible for technology, sales and marketing. Mary was responsible for training. This type of structure affected the training because of specialization. Nobody else was responsible for training, so when Mary passed away, everyone else specialized in a different area which left training to be an open mess. Only Mary knew the system the best because she specialized in this. This left the company scrambling to recover and in turn designed a training program that proved to be ineffective and poorly implemented. There was only one lady responsible for training. In the case of Automation in the Boo k Store and The Night Owl Answering Service it is important to look at the organizations environment. In these two cases, the organizations both faced environmental uncertainty. Every organization has the potential for environmental uncertainty. This uncertainty created a poor design for training. This was one of the major similarities in both of these cases. This is when management or people of the organization can’t really predict what is going to happen. The cases with Automation in the Book Store and The Night Owl Answering Services had faced environmental uncertainty that prove to be frustrating and challenging. However, because both of these companies had static environments, that is a company that remain fairly stable over time and had the least amount of uncertainty, they were sensitive to change. In The Night Owl Answering Service the head of training, Mary, passed away. This was an unpredictable event. It was clearly evident that there was no back up to Mary. Because this company was so used to certainty, it caught them off guard, particularly Bob. In the medium size bookstore the company had followed the same procedures to ring up sales until it introduced its new system. It took one month for the company to adapt. Again, both companies trained employees in such a way that proved to be ineffective. This means these two organizations ability to adapt to environmental change was poor. It’s also important to discuss external environmental factors or outside factors that have a direct effect on the company, which in turn affected training. The answering services company had a good reputation for customer service but when the senior operators started leaving they hired new people and trained very quickly to get people on the phone and take calls. Therefore, the external factor here would be the customer. In The Night Owl Answering Services the customer was always the number one priority because they had a prestige reputation on customer service they wanted to continue providing services in a timely manner. This directly affected the training design and implementation because trainers wanted the trainees on the phone as soon as possible to serve the clients of the company because they were short staffed. As a result of this, the trainers wanted to get trainees on the phone quickly which resulted in an implementation and design that proved to be ineffective. Trainees were expected to learn through trial and error style of training. Senior operators were forced to take calls and train at the same time. This resulted in slower operators and higher errors and more complaints to the call center, which lead to clients (external factor) leaving the call center and find business elsewhere. This company was so focused on getting trainees on the phone, they ignored the fact they lacked the basic phone etiquette and computer skills. Senior Management was continuously on the phone, with out breaks. In The Automation in the Book Store the external environment component that should be discussed is technology. Like every other company, it must keep up with technology and accept current business practices. They were entering an era where technology was becoming widespread and they needed a system to calculate the GST. This is a reason why the bookstore decided to take on the new computer system. The organizations employees were reluctant to have it but didn’t have a choice and had to keep up with external technological factors. The company was highly sensitive to this environmental change, which was external, but when the system was implemented, it became an internal factor. There was systematic turbulence in this organization. There ability to adapt to systematic change, the new computer system would be considered systematic turbulence. Systematic turbulence looks at how a company deals with a change in the environment change. This is evident is the case with Automation in the Bookstore. . Part 2) Motivational effects are very important aspects of an organization. People have to be motivated to join and remain in organizations. They also have to carry out their basic work reliability in terms of productivity, quality, and services, requirements and should always interact to accomplish their goal. These are some examples that if were missing in an organization, employees and members of the company began to lose interest and be less motivated. This was the case with these two organizations. One of the major similarities was that both companies faced poor training design and implementation. In Automation in the Bookstore the training was boring and ineffective, which had motivational effects. Lisa was an employee who worked in a medium sized bookstore and was completely dissatisfied with the design of the training. Unfortunately, the training was a mandatory requirement to understand the new system. The first two days started off by having to watch two half an hour videos which Lisa found to be boring and insulting. On the third day of training it went downhill. The computer system was not on training mode the way it was suppose to be. Also, there were no instructions on how close at the end of the day. The manager had to come in and prepare handwritten set of instructions. This caused a lot of problems and created frustration for all members of the organization including management and head office, who wanted to assign blame to someone. The operation of the system was not going according to plan and this got the trainees upset and confused about the policies of the system. Some parts of the training were vague and the continuous frustration had negative motivational effects. Similarly, The Night Owl Answering Services faced great training problems when Mary died, that evidently created negative motivational problems. Bob was forced to take over training without much knowledge o f how to do so, which was also a big problem. Senior operators were forced to work extra hard with no breaks, while at the same time train a new person. New operators were poorly trained and did not know how to handle calls. All these factors started showing in the office environment. These factors inevitably caused negative motivational effects. For example, intrinsic motivations were clearly not met in this organization. Intrinsic is defined as the direct relationship between the worker and the task. In the call center the task was frustrating and created anxiety. If these factors weren’t here there would be more interested in the position. However, because the training was so poorly done, the intrinsic motivation factor was not being met and created less motivation. It is also important to discuss the Maslow’s Need Theory and how it applies to these two cases. The needs theory states: NEEDS BEHAVIOR INCENTIVE AND GOALS. Both of these organizations both fit the physiological needs, which include the basic human needs. In safety needs it includes freedom from anxiety, and a structured ordered environment. The safety ne eds were not being met. Both organizations faced stress and anxiety, particularly the call center, which effected motivation. Results of poor motivation create poor quality of work. The training was poor and it would reflect on the quality of work being performed because they are no longer motivated to work with all the stress factors. Hertrzberg theory should be looked at as well. The first factor is the hygene factor. This includes relationship with fellow employees, security and other various factors. In order for employees to not feel less motivated or dissatisfied is if all these factors are in place. If all these factors are in place you will not feel unsatisfied but that doesn’t necessarily mean that you will be satisfied. It just means not being unsatisfied. Both companies didn’t even get past the hygene factor of just not being unsatisfied. The second factor of Hertzberg’s theory talks about is motivation. This is a sense of achievement and recognition, which would play different in each company. This doesn’t have a great effect on the bookstore because their situation w as short term in compared to the call center. If the company can’t even properly trained there is no chance of being recognized or feel a sense of achievement. The cases state that the trainees felt like they were being under attack by the senior staff. That would have a negative affect and create decrease motivation. There is no room for job enrichment that in turn means no enhancement in intrinsic motivation. Overall the similarities with respect to the training and the two companies were that of implementation and design. The training program was poor due to various reasons as stated in the report. One of the major differences to note was that the call center issue was a more complex problem and more of a long-term problem. The bookstore training was more of short-term problem. The problem only lasted about a month. Also another difference to note is that the bookstore had a smaller number of employees, so controlling the problem was a bit easier. In the call center there were various problems that were even more difficult to control because they had to meet client needs. In these two organizations there was lack of leadership. Particularly transformational leadership. This is when a leader makes his/her representative look beyond the task, or in this case the training, by observing the bigger picture or goal. Not doing this would negatively effect motivation because the individual will then began to purse his or her own self-interest. In the case of the The Night Owl Answering Service, when Mary passed away, nobody was able to step up and show leadership. Because this particularity affected training, the person responsible for training should have demonstrated leadership ethics to make them feel more positively motivated. Nobody had the leadership to motivate people to put forth their best efforts. There were no directive and supportive people in these organizations. The coaching was ineffective and the trainees had no proper direction. Automation in the bookstore did not face a great deal of leadership problems because again, it only employed about 6-8 people.

Nurses Knowledge and Attitude Regarding Essay

A significant number of patients continue to experience unrelieved pain during hospitalization despite decades of research, improved therapeutic measures and advancement in technology. Delays in recovery, decreased patient satisfaction, decreased quality of life and increased healthcare costs are some consequences related to poor pain management. Limitation in nurses’ knowledge about pain assessment and management contributes to poor pain management in hospitalized patients. Literature suggests concerns about addiction and respiratory depression as a likely cause of under treatment of pain (Lewthwaite et.al, 2011). A study conducted to explore nursing opinions about pain revealed a tendency for personal opinion to influence the choice of opioid dose (Lewthwaite et.al, 2011). The purpose of this study was to better understand the registered nurses’ level of knowledge of and attitudes toward pain management. Where do nurses receive and update their knowledge about pain management? A 2007 survey of Canadian university undergraduate programs showed pain education virtually nonexistent in the curricula of health care professional faculties (Watt-Watson, McGillion, & Hunter, 2007). Providing adequate pain management depends on the level of knowledge of, skills, and attitudes of nurses. To address learning needs effectively, and prior to planning educational opportunities, it is essential to identify these knowledge gaps. Education alone may be insufficient to change practice, given limited improvement in pain management over the last three decades. Some suggest changing the entire culture within any given organization to one that designates and empowers nurses in areas of assessment and management of patients’ pain experiences , thereby giving the nurse greater influence over these areas (Lewthwaite et al., 2011). Strong nursing leadership and support from clinical nurse specialists, educators, and administrators is needed to introduce and sustain practice changes. Methods Design and Sample This descriptive quantitative study was conducted in an urban tertiary care hospital in Midwestern Canada. A convenience sample included 761 full and part-time registered nurses who administer analgesia as part of their practice. Clinical units included surgery, woman and child, cardiac sciences, medicine, family medicine, geriatric-rehabilitation, emergency, mental health, and the hospital float pool (Lewthwaite et al., 2011). A self-administered one-page data survey was created for the study, which collected demographical information as well as years of experience and pain knowledge. The survey included the Ferrell and McCaffery (2008) Knowledge and Attitudes Survey Regarding Pain (KASRP) tool. The original KASRP tool would be thought of as too long to complete during working hours, so a revised survey using only the 22 true and false question on the KASRP tool was used (Lewthwaite et al., 2011). The KASRP tool, developed in 1987 and revised in 2008, is used extensively as a pre and posttest evaluation measure for educational programs to assess nurses and other healthcare professionals. The content was reviewed and validated by pain experts, and content information was established through current pain management standards derived from organizations including the World Health Organization, American Pain Society, and the Agency for Health Care Policy and Research. Construct validity was established by comparing scores of nurses at various levels of expertise from students, to senior pain experts (Ferrell & McCaffery, 2008). Procedures An alpha level of 0.05 would determine statistical significance. Construct validity was evaluated by comparing nurses scores with varying levels of expertise, from students to senior nurses and pain experts. Test-retest reliability was established (r > 0.80) and internal consistency was shown, with a coefficient alpha of 0.85 (Lewthwaite et al., 2011). Results Out of 761 nurses, 324 participated and returned the surveys, for a response rate of 43%. Years of experience ranged from 24% with more than 25 years of professional experience to 22% with five years or less of professional experience. The majority of nurses’ reported working in surgery, woman and child, and cardiac sciences. Almost half of the participants (48.8%) scored 80% or higher and 66% of the nurses rated their knowledge of pain management as good. Questions relating to pharmacology, in particular those involving knowledge of opioids, scored the lowest. As with similar studies on this subject, this study found knowledge gaps among acute care nurses. The findings of this study can be used to design continuing educational opportunities in the work place that include pharmacology information to meet specific needs in the workplace. The results also provide a benchmark to evaluate the effectiveness of enhancing pain education in the classroom setting. Ethical Considerations Ethics approval was obtained from the study hospital research review committee, and a university research ethics board. The list of potential participants was obtained from the human resources department. Hospital volunteers delivered the study packets to unit-based staff mailboxes. The package included a letter of invite to participate, the survey questionnaire, and a self-addressed return envelope. Participation was voluntary, and completion and return of the questionnaire indicated such. In this self-reporting study, participants may have taken the opportunity to discuss questions or seek answers from other sources, as well as answer questions in a professionally or socially desirable fashion. Conclusion The battle to achieve effective pain management despite years of research and efforts by all involved continues to be a challenge. Previous nursing studies, along with this study, cite a knowledge gap amongst nurses as one reason for poor pain management and identify areas such as pharmacology, where nurses in particular lack knowledge. Continuing education opportunities are essential to achieve improved pain management skills. Education alone will not improve pain management; optimal quality care is dependent not only on a culture of learning but also on a cohesive professional team with inter-professional collaboration to ensure effective, individualized pain management. References Ferrell, B., & McCaffery, M. (2008). Knowledge and attitude survey regarding pain. Retrieved December 12, 2012 from http://prc.coh.org/Knowldege%20%20Attitude%20Survey%20-%20updated%205-08.pdf Lewthwaite,B.J., Jabusch, K.M., Wheeler, B.J., Schnell-Hoehn, K.N., Mills, J., Estrella-Holder, E., & Fedorowicz, A.(2011). Nurses’ knowledge and attitudes regarding pain management in hospitalized adults. Journal of Continuing Education in Nursing, 42(6), 251-7. Retrieved December 12, 2012 from http://ehis.ebscohost.com.library.gcu.edu Watt-Watson, J., McGillion, M., & Hunter, J. (2007). A survey of pain curricula in pre-licensure health sciences facilities in Canadian Universities. Retrieved December 12, 2012 from http://www.pulsus.com/journals/pdf_frameset.jsp?jnlKy=7&atlKy=9192&isArt=t&jnlAdvert=Pain&adverifHCTp=&sTitle=A%20survey%20of%20prelicensure%20pain%20curricula%20in%20health%20science%20faculties%20in%20Canadian%20universities,%20Pulsus%20Group%20Inc&HCtype=Physician.

Media Imagery Effects on Adolescent Girls Research Paper - 1

Media Imagery Effects on Adolescent Girls - Research Paper Example In the book Everything’s an Argument with Reading, is designed to be a true alternative to the traditional argument (Williams 81). It complements students approach with unique broad examples and therefore responds soundly to reasoning around them. In most cases argument of evaluation provides profound decisions about someone's life through the involvement of certain standards (Williams 83). The particular standard required for an individual is an establishment of judgment within an individual. A person is required to judge anything that comes across his or her life. This judgment can be an idea, a work of art, a person or a product. It is this lack of sound argumentation that can lead to making a relevant judgment that makes girls susceptible to effects that comes from media imagery (Williams 85). According to Nachbar and Lause (119), the examination of these evaluation criteria such as an idea or art of work is enough to give a verdict that they have impounded on the adolescent girls both positively and negatively. The programs that are aired by the media can influence an adolescent girl to make a decision that leads to an explosive behavior to dangers. An adolescent girl may become frightened and violent with others such as suicidal commitment. Lundsford, Ruszkiewicz and Walters (54) assert that in as much as media provides education and entertainment, they can also result in aggressive attitudes and violent behavior. Violence in the media especially those programs that affect the psychological effect on children and women in advertising or merchandising in media are harmful to girls. As a result of self-image seen, they are therefore influenced to behave and try to imitate their behavior.

Business law - ethics essay Example | Topics and Well Written Essays - 500 words

Business law - ethics - Essay Example The law unifies all businesses. It is in great contrast, that a manufacturing company can produce vehicles and other automobiles that have defective fuel system design knowingly underpinning the ethical responsibility. There should be no risk benefit analysis profiles for companies as they break the law and make profits. Stringent measures should be taken to such companies such as heavy fines. However, the amount of money such unscrupulous companies make outweighs the fines applied (Gavai 28). The profits in this scenario blinded the company to lack ethics. It is in great violation of the â€Å"right to life† which all companies should ensure they are not against. Done away with should be all the risk benefit analyses in relation to the life of humanity. There are different ethical theories that were developed for application. The rights theory can be intertwined with the value clarification theory that stipulates that certain human rights are fundamental and other individuals are obliged to respect them. Everyone should be aware of one another’s feelings, values, and beliefs. It is unwarranted in law for such a company to continue being in business in great violation of this principle. I would consider a shutdown so that the law is followed to the latter and because it is not an ethical practice though lump sum profits. We do what is right and trust God, fate, destiny, or the forces of good to work things out, Justice or legal moralism (Gavai 32). There should always be some level of equity. The company never considered this as a principle and caused majority deaths. Governments must always have express and implied rules and regulations to shun deceptive productions, reckless business attitudes, moral irresponsibility, and unethical conducts. My company would have followed the rules as they are legally contained in the constitution. The company grossly violates utilitarianism, an act that