Ted Kaczynski, the UNABOMBER - An Ethical Case Study Essay -- Philosop

Ted Kaczynski, the UNABOMBER - An Ethical Case Study The intent of this study is to determine exactly how much responsibility Ted Kaczynski must accept for his actions as the UNABOMBER. The essential problem of the situation is that Kaczynski claims complete responsibility, but he has been ruled mentally ill by the State. He adamantly denies his illness, stating that social maladjustment, although technically a sickness, is distinct from an organic based illness, and therefore within his realm of free will. We will also address the role his brother and sister-in-law played in the tragedy, their motives, and the impact their pleas have brought to bear on the dilemma. We will examine this ethology from an existentialist perspective, as this is the most applicable to Ted Kaczynski himself. Case Summary During an 18-year period as the UNABOMBER, Ted Kaczynski wounded 23 people and killed 3 with pipe bombs. He is a vehement anarchist and Luddite who feels that oversocialization and technology are destroying Man and strangling out any kind of Freedom he may have ever possessed. According to section 114 of his manifesto, "The system HAS TO regulate human behavior closely in order to function†¦. Bureaucracies HAVE TO be run according to rigid rules†¦. It is true that some restrictions on our freedom could be eliminated, but GENERALLY SPEAKING the regulation of our lives by large organizations is necessary for the functioning of industrial-technological society. The result is a sense of powerlessness on the part of the average person. It may be, however, that formal regulations will tend increasingly to be replaced by psychological tools that make us want to do what the system requires of us." Evidenc... ... Conclusions Existentially, David has made the dominant decision in the end, and the truly free decision. Ted, as do most ‘martyrs’ (which is how he views himself) has chosen to sacrifice his freedom by not ending his own life. Right to die? He has it every day when he looks around him. If he leaves his right to die in someone else’s hands, he accepts no responsibility and therefore does not truly exist as a free individual, and therefore does not have a right to die. The strengths of this model are that there is an intrinsic master and slave: this is also the weakness, because Ted denied the existence of the master in that all men were there own masters. Unlike Ted, who claims to accept responsibility but actually denied it by denying the inequality of existence, his brother did accept the responsibility by choosing to exist in dominance.

Bombardier Aerospace

Case 1Bombardier Aerospace| Prepared for:| AKM Mominul Haque Talukder Course Instructor Human Resource Management East West University Prepared By:| Group- 6 Name| ID No. | Ismat Jahan Senjuti| 2011-1-90-001| Bani Biswas| 2011-1-90-002| Nusrat Jahan| 2011-1-90-006| Jubaid Rashid| 2011-2-90-008| Mukshuda Akhter| 2011-3-90-002| Nazmus Shakib| 2012-1-91-001| Khandoker Mehedi Hasan| 2012-1-90-015| Sec: 01 East West University East West University October 20, 2012 CONTENTS Case Summary – Bombardier Aerospace1| Comptications 3| Question # One4| Question # Two5| Question # Three6| Question # Four7| Implication8| . 0 Case Summary – Bombardier Aerospace Bombardier Aerospace is a division of Bombardier Inc. and is regarded as one of the third largest aircraft company in the world in terms of yearly delivery of commercial airplanes overall, and the fourth largest in terms of yearly delivery of regional jets. It is headquartered in Ville-Marie, Montreal, Quebec, Canada. Bombardier started its journey with the founder J. Armand Bombardier in 1942 to manufacture tracked vehicles for transportation on snow covered terrain and has earmarked itself as one of Canada’s oldest, most diversified and reputed companies.By 2002, the company has grown revenues to $21. 6 billion with a net income $390. 9 million from 5 operating units including: Bombardier Transportation, Bombardier Aerospace, Bombardier Recreation Products, Bombardier Capital and Bombardier International. Bombardier Aerospace, a SBU of Bombardier Inc, had over 33, 000 employees and established itself as an internationally integrated organization with full design and production operations in Canada, United States and UK. Such operations made Bombardier Aerospace as the third largest civil airframe manufacturer and a leader in region airliners, business jets and amphibious aircraft.Its high-performance aircraft and services set the standard of excellence in several markets, including: Business Aircra ft | Commercial Aircraft | Amphibious Aircraft | Jet Travel Solutions | Specialized Aircraft Solutions | Aircraft Services And Training | During 1999, after several months of negotiation and planning process Bombardier Aerospace was able to build a unique relationship with the Canadian Government, who after the Cold War started at looking how military could operate under tighter fiscal restraints.In a joint initiative under NATO, Bombardier Aerospace agreed to service and own training aircraft and in turn leased these aircraft to the Canadian military for training purposes. This arrangement was named as NATO Flight Training in Canada (NFTC) which aimed at managing Ground Based Flight Training School and Simulator Training. In any given time , approximately 75 students from Canada and other NATO countries were enrolled in the NFTC training program. Alex Lachance hails with 20 years of flying experience in the Canadian military and after an illustrious experience with Canadian militar y has also occupied several other positions.During 2002, Alex joined Bombardier Aerospace as the manager of ground-based training operations for Nato Flight Training in Canada NFTC and almost at some point in time Ted Baker who had successfully completed Bombardier’s interview process few months before joined as an instructors in Nato Flight Training in Canada (NFTC). The hiring process at bombardier was quite a challenging once since achieving the two crucial objectives of finding an incumbent for the vacant position who is equally equipped in terms of the technical expertise required along with their fit of the candidate with the Bombardier culture of was not an easy task.Also, it was seen that whoever bargained during the interview process, on the whole achieved a better remuneration package with the ‘per diem allowance’ paid only to those who negotiate for a moving allowance of this nature. When Ted, a new hire came to know about this, he was utterly dismayed and disappointed on the impartial and unfair compensation system of Bombardier’s. Ted raised this issue to the newly appointed manager, Alex who was utterly surprised and after being communicated took the issue to the HR.Once he obtained a thorough idea and comprehended that the per diem allowance has been only paid to those who have bargained. He thought of raising the issue to the corporate head office. The dilemma over which Ted is now fixated is what will the after effect of implementing such a policy? Will it imply Bombardier changing its policy for all its operations? Will it mean that it will increase cost to the company? These were several questions which were pondering in Alex’s mind. Also the fact being that he has just joined the company not even few months ago he was quite perplexed and confounded regarding what step to take. . 0 Complications Critical challenges which were witnessed in the case ‘Bombardier Aerospace’ are depicted below: * The interview process in the overall hiring procedure remained to be quite challenging since achieving the two crucial objectives of finding an incumbent for the vacant position who is equally equipped in terms of the technical expertise required along with their fit of the candidate with the Bombardier culture of ‘ entrepreneurial high achievement’ was not an easy job. * Bombardier’s current relocation policy did not seem to be fair and transparent to all.It meant candidates who better bargain in their interview process would benefit most as only if someone raises concerns on moving incidentals and meals only those were offered the ‘per diem allowance’. * Discrepancy which existed amongst new hires in terms of compensation was heard by some of the new appointed instructors and potential recruits expressed dismay and consternation which certainly affected employee morale to work for this company and loss resulted in lack of enthusiasm about their job. A nother associated challenge was if these newly appointed instructors those who have not been provided with the benefit of the ‘per diem allowance’ for moving incidentals and meals together lodge an objection and appeal to the Labor Relations Board, it will cause not only monetary loss for ‘Bombardier Aerospace’ via compensations but also image loss which would have trickle affect in potential future instructors as they will be reluctant to become part of Bombardier Aerospace which is unfair and unjust with their employees. 3. 0 QuestionQ #1. Evaluate Ted Baker’s reaction to NFTC’s relocation policy and his decision to approach Alex Lachance? | Ted Baker had successfully completed Bombardier’s interview process during summer of 2002 and was offer an appointment in Nato Flight Training in Canada (NFTC) to commence work few months later. During this same time nearly about other 20 instructors were also appointed. About few weeks after, Ale x Lachance joined Bombardier Aerospace as the manager of ground-based training operations for Nato Flight Training in Canada NFTC.After Alex joined, Ted approached him and communicated some of his major concerns about which he was extremely dismal. He had overheard the conversations of other newly employed instructors regarding their relocation benefits and compensation and most importantly the ‘per diem allowance’ provided to cover their moving incidentals and meals. Ted was extremely disappointed to see the relocation policy of Bombardier which to him reflected an unfair and inequitable system as he felt that it was not fair for some employees to receive a per diem allowance and while others did not.Also, when Alex came to know about it, he was shocked and surprised to learn about such compensation policy and he too felt it was not an evenhanded and a just policy to handle recruits, however he did not mention anything to Ted upfront. Also, one important thing was Ted had negotiated compensation for moving allowances, a paid trip to Moose Jaw and interim lodging and this additional compensation was tied up to the typical three- year loan agreement and similarly other new recruits who were paid all these what Ted received and in addition also the per diem allowance also was tied up with the same experience.Hence, Ted had a very disapproving reaction about the NFTC’s relocation policy. Q # 2 In your position as Alex Lachance would you attempts to change the relocation policy? Please be specific? | If I was given the position and responsibilities of Alex Lachance, I would have adopted an absolutely fair and impartial relocation policy. Hence, for this if required changing the policy, I would have certainly opted for that taking approval from all those concerned. The case presents the scenario of a recruit ‘Ted Baker’ who felt his package was discriminated when compared to some of the recruits who were offered appointment during t he same time.If I was in the position of Alex Lachance, then after hearing the rationale from the human resource department which purely stated that these additional benefits were paid to those who displayed better bargaining power during the interview. Based on the potential incumbent’s request and negotiation skills during the hiring process they were entitled for that benefit. Hence, quite often new employees those who did not ask for the per diem allowance, they were not paid. Thus, overall it reflected an unfair and non-uniform relocation policy:I would have taken the below specific steps to resolve this matter: * Step 1: I would have taken this issue to the Corporate Head office, Human Resource department in Montreal before circulating a new uniform hiring and compensation policy. This was to understand the implication of such policy at a group level as Bombardier had so many employees all over the world. * Step 2: Also, I would have given recommendation to the Corporat e Head Office to take any of the two alternatives as the way forward I.To re-look at the entire human resource policy and most importantly the cost attached of having to be paid all the new employees who are re-locating the ‘per diem allowance. ’ If that was feasible in terms of cost to the company then we should have proceeded with that. II. Secondly, if it came to the situation that such uniform policy will tremendously increase the cost to the company, in such an instance my recommendation would have been not to provide ‘per diem allowance’ to any of the employees as most importantly it was not fair.Also, if some employees chose to go and appeal to the Labor Relations Board for such unfair treatment, this might cause law suit charges to be paid and also loss of reputation and image as an employer and company. Q # 3 How would you respond to Ted Baker? | My response to Ted Baker would be a very candid, direct and impartial one which I would have provided h im after thoroughly understanding and evaluating the given situation. First of all, I would have thanked Ted Baker for being upfront and telling me about the exact issue what he heard from other new instructors’ without creating rumor about the company.And would also point out that his behavior and attitude was a reflection of him already being part of the company. As a second step I will provide him re-assurance that after critical scrutiny it has been observed that there has been some discrepancy in the past about the offer of ‘per diem allowance’. Hence, with my proposed recommendation of bringing uniformity in the relocation policy it has been notified to the Corporate Head office, Human Resource department in Montreal.Either their decision is to continue with this benefit or not, what I will ensure Ted is the end outcome would be something which is fair, impartial and transparent to all the employees. This is how I would try to regain the confidence of Ted B aker on the company and try to bring his enthusiasm back for his job and Bombardier. Also this might reduce the dismay and consternation of Ted and allow him to recuperate his expectation and enthusiasm about working at Bombardier. Q # 4 what’s your learning out of this case? |HR Compensation and benefits policy affect the productivity and happiness of employees, as well as the ability of an organization to effectively realize its objectives. It is to an organization’s advantage to ensure that the employees are creatively as well as equitably compensated and knowledgeable of their benefits. Key learning’s which any organization and most importantly any head of the HR department can educe are illustrated below: * Ensure equity and fairness in the remuneration and compensation policy and system as globally it has been identified as a key component in creating a successful compensation system.The equity can be ensured in the following three unique ways: * Provide w orkplace equity which implies giving perception that all employees in an organization are being treated fairly * Establish a culture of internal pay equity where all employees in an organization can perceive that they are being rewarded fairly according to the relative value of their jobs within an organization * Offer pay by omparing external pay conditions to ensure external equity exists when employees in an organization perceive that they are being rewarded fairly in relation to those who perform similar jobs in other organizations * Perceived inequity or unfairness, either external or internal, can result in low morale and loss of organizational effectiveness. For example, if employees feel they are being compensated unfairly as was illustrated in the case of Ted Baker, it can have a negative and demoralizing impact.Employees may restrict their efforts or leave the organization, damaging the organization’s overall performance and also cause loss of goodwill. The key lear ning’s from this case can also be linked to one of Abraham Lincoln’s famous quote which states â€Å"It is true that you may fool all the people some of the time, you can even fool some of the people all the time, but you can’t fool all the people all the time†. Also a related quote can be drawn to express the learning’s from the case â€Å"It’s better to lose in a cause that will someday win, than win in a cause that will some-day lose! 4. 0 Implications Every organization is powered by its people. Consequently, effective HR strategies are critical to ensure productivity and maximum success. HR professionals play an important role in terms of coming up with the right strategies to support organizational direction but must have the ability to think beyond tactics to identify the high-level areas of focus that will drive success. * Consider Strategic Vision HR leaders should review the company's current vision to determine ways in which HR a ctivities can support that vision.In concert with other organizational leaders, HR staff must consider whether the vision is applicable based on external and internal factors and whether changes in the marketplace may be suggesting a new vision. * Consider Demographics HR leaders should examine the demographics of the workforce to determine where gaps may exist between current skills and the need for skills and experience that may emerge in the future, in alignment with the organization's vision and strategies.HR strategy should be focused on filling these gaps through strategic recruitment, retention and training efforts. * Transfer of Knowledge Ensuring transfer of knowledge between department workers — whether they are departing voluntarily or involuntarily, or due to retirement or other reasons – is necessary to ensure continuity and minimal impact on productivity and effectiveness.

Employee Portfolio Management Plan

As a manager at Riordan Manufacturing I recently had three employees take a series of self-assessments. I did this so that I could help manage them effectively. Now that I have these assessments, I will create an Employee Portfolio for each of the employees as a help guide in developing ways to manage them. The first assessment taken was, how satisfied am I with my job? This basically is your general attitude about the job. The higher the score the more satisfied the employee. Amber scored the highest at 73 points. Amber is a highly motivated employee, but complains very openly when she is upset. Chris scored a 62 on the assessment. He is a positive employee but could be more flexible on his working habits. Last is Taylor, who scored a 58. She is motivated but likes to go out of her way to help others. This has caused a few problems in branch she works in. The second assessment taken was the am I engaged? This scale measures work engagement. The higher the score, the more engaged an employee. Taylor scored the highest on this assessment with a 35. Taylor is determined to do the job right but sometimes gets too detail oriented. This causes her work to be late. Chris scored a 32 on the assessment. Chris is a natural leader but has a tendency to get too involved with some of his surroundings. Last is Amber who scored a 25. Amber is persistent which can result in unnecessary talking. The third assessment is how are you feeling right now? This scale ranges 10 to 50, the higher the score the more positive the emotions. Taylor scored the highest at 39; she is a very upbeat young lady who can be emotionally sensitive at times. Next is Chris with 32, he is a self-confident young man but sometimes is insensitive to the needs of others. Last is Amber who scored 27. Amber is a happy individual but gets easily depressed if something upsetting happens. The next assessment is what’s my affect intensity? This assessment measures the strength of an emotion. Scores range from 10 to 50, the higher the score; the more intense the emotion is felt. You can read also Portfolio Management Quizzes Taylor scored a 35, Amber scored a 28, and Chris scored a 23. My recommendations to the three employees are as follows: Taylor should complete her task in the time allowed and not worry about the small insignificant details. Amber should not get too caught up in non-work related conversations. This takes away from the company and allows for personal problems to take place. My recommendations to Chris are that when in social settings, keep it social. When at work, keep it work related.

Patient Safety and Quality Essay

The nurse involved with the caring for this family needs to be open to facts of the situation at hand by realizing that it is going to be a period of stress on Susie. At the same time, the goal is to make sure that Susie prioritizes her daily activities which will involve all three of caring for her children, taking in the additional demands of assisting her mother and promoting her health, and of course making sure her career is also focused on. As it is, Susie is overwhelmed and the nurse will need to help the family overcome any additional stress points as well as the specific illness related to her mother and so the nurse will prioritize as well. Since Susie seems to manage the household, the nurse will need to make her the key point of contact with the steps involved with making sure the family stays healthy during this period of additional anxiety. As it has happened now with her mother coming in to the family, she will need to adapt to a new lifestyle that has new demands of caretaking as described in the family structural theory. Family structural theory is a theory where a family is an open and social cultural system, which reacts and adapts to the demands placed (Grand Canyon University). This theory would be best applied by the nurse recognizing the rules and roles the family currently has and how they will need to change to encourage health promotion. Developmental stages give opportunities to family members to realize their potential (Edelman & Mandle, 2010). With the children also being a priority to take care, Stage four of the Family Developmental Theory will be applied. Perhaps the nurse will need to better understand through Susie what the latter’s keys to success have been from Stage 1-3 to better help take care of the kids through this. Through these types of conversations, the nurse can help promote health throughout their family by better understanding how the cope with particular situations and helping apply new methods of care. Health promotion can best be accomplished when the nurse focuses on Susie first and then the rest of the family so that Susie can also take care of the family. Health education includes all family members, with learning activities according to each individual. General teaching goal will be same but the approaches and specific goals will be different for each family member. A nurse will have to provide different teaching to each family member. To promote health for Mrs. Jones, nurse can make a plan explaining how Mrs. Jones need to function at her highest level of capacity physically, psychologically, culturally, and spiritually. To promote Susie’s health, nurse will have to educate her on social roles, financial and occupational responsibilities, and reassessing life goals. School aged children health can be promoted by educating on staying away from harmful and unsafe environments such as drug and alcohol abuse. Also, allowing school aged children participate in family conversations and allowing them to speak increases their self-esteem which can be beneficial to Susie to decrease stress. References Edelman, C., & Mandle, C. L. (2010). Health promotion throughout the life span (7th ed.). St. Louis: Mosby. â€Å"The Form and Function of The Family.† (2011). Grand Canyon Universtiy, Phoenix, AZ.

Provide relevant detailed analysis of sony in its global context Essay

Provide relevant detailed analysis of sony in its global context - Essay Example Today, the Sony brand exemplifies a unique combination of popularity, strong identity, recognition, and excellent communication of the brand values and mission to the consumers. In the meantime, the company should be more attentive to the cultural aspects of its brand development in the global contexts. That Sony is one of the strongest and most popular global brands cannot be denied. Throughout the years of successful performance, Sony was able to move its brand onto the new level of consumer recognition and turn the Sony brand into an indispensable component of its organizational and marketing culture. The importance of the Sony brand to the future of the company is difficult to underestimate. Every year, in April, new employees join Sony to become its members and contribute to the development of the future successful trends. â€Å"And what I always say to them is that we have many marvelous assets here. The most valuable asset are the four letters, S, O, N, Y† (Sony). The company does everything possible not only to raise brand recognition among consumers but to ensure that employees in all company divisions worldwide have a clear understanding of the company’s brand messages and values. Some executives feel a strong need to communicate and re-articulate the interr elationship between the brand and the culture, in which it works (Sony). Others are confident that it is high time Sony leveraged its brand beyond products and created a customer-centered brand identity, which would serve an effective driver of consumer recognition and satisfaction with Sony products. Today, however, it is important to reconsider the relevance and efficiency of the Sony brand through the prism of the principal theoretical concepts. The significance of the global brand organization, the construction of brand equity, brand measurement, and the importance of culture for the development of global brand identity will create on objective

COMPANY STRATEGIC ANALYSIS- Starbuck Essay Example | Topics and Well Written Essays - 3000 words

COMPANY STRATEGIC ANALYSIS- Starbuck - Essay Example An enterprise needs, at the very least, to define its role in the value chains based on its unique mix of strengths and weaknesses and design its processes, supporting assets and organizational structure and decision making. Firms create value for their customers by establishing a value chain within the organization. When customers recognize these values as being superior to the firm's competitors, the firm has established competitive advantage within its marketplace. Porter describes two broad ways in which firms can deliver this value: lower cost and differentiation. A lower cost emphasis is one where the firm can provide a good or service more efficiently than either the client or other competing firms; a differentiation emphasis is one where firms create superior value in the form of product or service quality. Starbucks Coffee is the leading coffee shop globally. It manages over thousands of branches across United Kingdom, Ireland, Central Europe and Asia. This study explored the competition inside the coffee shop industry. Starbucks Coffee is the most competitive company in the coffee shop industry. ... The study arrived to the conclusion that Starbucks Coffee is continuing to be the most competitive coffee company, however, since there are some competitors in the industry, Starbucks still needs the aid of Michael Porter's five forces, generic studies and cost leadership in order to stay on the top in the retail industry Company Background Starbucks, the coffee company, is the perfect example of a product that could have gone the route of a shallow brand. After all, what is so special about serving coffee As the Starbucks brand proves, this is a question that other retailers would have benefited from asking. Starbucks is full of warm, rich colors and shapes and is set up so customers have a lot to look at while waiting for their order. It is visually stimulating in a way that is pleasant to most people. Compare this to a typical coffee shop, where the customer is often subjected to bright, harsh lighting and is often in the way of traffic flow, making him or her feel vaguely uncomfortable. Accommodating fast growth also meant putting in systems to recruit, hire, and train baristas and store managers. (Student Resources:2005) Starbucks' is simply looking for passionate people who love coffee, diverse workforce which reflects their community and who enjoys what they're doing and for whom work is an extension of themselves. 16 Some 80 percent of Starbucks employees were white, 85 percent had some education beyond high school, and the average age was 26. All positions are filled internally about 60-70%. Automated staffing services between hiring managers and staffing teams and Starbucks has a user friendly field sourcing and selection tools in place. Internal movement processes and systems in place and broadly understood. (Student Resources:2005)

Church growth handouts Assignment Example | Topics and Well Written Essays - 1250 words

Church growth handouts - Assignment Example The learning goals aim to achieve a dedicated network of workers, a strong database of qualified resource people and organizations, implementation of training programs, aim to address obstacles to church growth and to research and experiment. The key strategies to achieve these goals include developing high functioning teams, imparting knowledge and developing practical skills, generating opportunities for worship and fellowship, knowledge and skills transfer, the sharing of resources, to be intentional about including the youth, equip bishoprics themselves to encourage the growth of their churches, and to manage resources responsibly. The purpose of the church is to create and develop all-rounded, Holy Spirit filled, and a productive Christian. The Church must be a place where believers share the Lords Supper, to proclaim the gospel of salvation through Jesus Christ, and care for those in need. The church has several roles to play in the society. The church provides the foundation and platform, a point of reference for fellowship. Through the church, the God’s family is devoted. A church is also a place where the Christians can sharpen and instruct each other as well as be kind and loving with each other. In addition, the church acts as a source of resources, organizer and