How to Write a Personal Statement For a University of South Florida Admissions Essay

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Kant s Categorical Imperative Of The Modern Era - 826 Words

Emmanuel Kant was an influential philosopher and strong proponent of the modern era. Besides his large contribution to epistemology and metaphysics, his work in ethics was just as substantial. Kant’s ethics came to propose an objective morality, where moral judgments is not only true according to a person s subjective view. He believed the moral worth of an action is not determined by its consequence but the motive behind it. Through Kant’s ethics, he demonstrates this duty through his unconditional moral principle, the categorical imperative. The categorical imperative expresses that morality is not about the outcome (good or bad), but the right action regardless of the outcome. It is the responsibility to do one s duty for its own sake and not in pursuit of one’s own desire. One formulation of Kant’s categorical imperative instructs us to act only in such a way that â€Å"I can also will that my maxim should become a universal law.† Before going into the formulation, a maxim for Kant is just not a rule for how to act but a middle stage between experience and the categorical imperative. Kant describes this as a subjective rule, that is, a rule that is deliberated at the subjective level. Consider a case of human interaction, in which one has to decide his behavior in the form, â€Å"X does such an action to Y†. We may ask the moral question â€Å"should X do such an action to Y?† According to Kant, X response cannot derive from desire or pleasure but rather give a deliberate andShow MoreRelatedKantian Ethics And The Categorical Imperative Essay1581 Words   |  7 PagesReason Book, I, Immanuel Kant, a prominent late Enlightenment Era German philosopher discusses his most famous ethical theory, the â€Å"Categorical Imperati ve.† The â€Å"Categorical Imperative† is a proposed universal law in stating all humans are forbidden from certain actions regardless of consequences. Although this is the general definition of this ethical theory, the Categorical Imperative† exists in two above formulations, A strict interpretation of Categorical Imperative and a more liberal interpretationRead MoreHuman cloning and Immanuel Kant1114 Words   |  5 Pagesstrikes many people as morally wrong. The basic question is: how does society determine what s right? While, of course, questions regarding human genetic research are new, this basic question is as hold as civilization and has been addressed over and over again by history s great philosophers. One of the most notable philosophers of the modern era is Immanuel Kant, who was born in Prussia in 1724. Kant paid a great deal of attention to formulating a complex system of morality. The followingRead MoreThird Breaking Down His Most Important Philosophies1097 Words   |  5 Pagesof Pure Reason In order to understand Kant’s position, we must first understand the philosophical environment that influenced his thinking. There are two major historical movements in the early modern period of philosophy that had a very large impact on Kant: Empiricism and Rationalism (Kemerling). Kant argues that both the method and the content of philosophers’ arguments contain important flaws. A central epistemological problem for philosophers in both movements was determining how we can escapeRead MoreEthical Theories Of Ethical Theory1461 Words   |  6 PagesIn modern day, many laws impose that through ethical theories we should try to attain an immense amount of good, because many people may benefit from it. Many ethical theories also offer important components to assist with the process of making righteous decisions. There are four different ethical theories that have contributed such relevance in today s current ethical theory. These theories are Utilitarianism, New Testame nt Exegesis, Saint Thomas Aquinas ´ ethical views, and Immanuel Kant s ethicalRead MoreMoral Theories Of Human Rights1614 Words   |  7 Pagesrights and the reality of moral theories? PROF G. MENELICK : PHR 500 Laurelle Mbaradza 160563 Date _______________________________11 February 2017 ABSTRACT The paper gives a roadmap on the foundations of human rights from the mediaeval to modern times. It explains the need for one to understand the philosophical foundations of human rights so that one can adequately understand human rights across the global divide. The author explores the nature of human rights in line with the various viewsRead MoreThe World Of Business Ethics2141 Words   |  9 Pageswhich is considered ethical in business terms, does not necessarily translate into legality. For example, while it was perfectly within ethical limits for distilleries to sell liquor, during prohibition, it was strictly illegal. Likewise, in the modern day era, there are many laws that restrict and shape the direction of a business. One such body of laws are the Anti-trust regulations, which prohibit monopolies from existing within the confines of American industry. According to prevailing ethicalRead MoreThe Ethical Dilemma Of Using Facebook As A Means For Hiring Decisions1612 Words   |  7 PagesYufei Xiao Professional Responsibility and Leadership Section 2 Dr. Kenneth S. Bigel Ethical Dilemma In Using Facebook As A Means For Hiring Decisions Introduction/Background As employers increasingly turn to the Internet for additional information on prospective employees, the ethical implications behind such practice become more relevant and far reaching. Yet in ethically examining the advantages and disadvantages of using social media information to make decisions for Shaw, the result could beRead MoreUtilitarian Perspective On Feminism1563 Words   |  7 Pagesdeveloped points of interests, and recognizable inclusive nature. This essay’s discussion will include the basic principles of Utilitarianism, John Stuart Mill’s strengths and weaknesses in The Subjection of Women, and a comparison to a more Immanuel Kant approach to the discussion at hand. Prior to delving into John Stuart Mill’s specificities regarding women’s rights, it is important to understand his utilitarian philosophy of thought. Mill’s preferred method is based solely in utilitarian thoughtRead MoreAbortion From The Perspective Of Moral Philosophies Essay2254 Words   |  10 Pagesthe mentioned issues. She stated, â€Å"As the human enterprise has grown, we have reshaped natural systems to meet human needs, weakening resilience of ecosystems, and by extension our own. In effect, we have reengineered the planet and ushered in a new era of radical instability† (â€Å"Women and Population†). These new implementations and plans of reorganizing society and trying to create a region where hopefully resources can be salvaged and extended for future use have generated problems within themselvesRead MoreAnalysis Of Justin Bieber s Latest Hair Cut3010 Words   |  13 Pagesthe events that shape our modern era. The camera that captures no lies and sees all that dare venture in front of its lens has the power to inspire, but it also has the power to horrify. The pictures broadcast to our TV sets or viewable on our mobile devices show us humanity at its best, whilst depicting us at our most repugnant. Whilst the camera may not lie about this nature skilful editing can. The question therefore arises, to what extent do commercial imperatives conflict with the work of

Organizational Change Management Unrelated Industry

Question: Describe about the Organizational Change Management for Unrelated Industry. Answer: Introduction Merging of the companies takes place when two or more decides to carry out business together. In order to grow, expand and diversify, a company intends to acquire another company in another unrelated industry that helps to minimize the impact of the performance of the company in terms of profit and market position. As per the given case study, the Australian university decides to carry out merging of the academic departments of economics, finance and accounting to create a business school. The merging of the departments is not an easy activity and therefore involves a lot of internal as well as external issues. In order to make the merging of the departments successful it is necessary for the head of the authority to identify those problems and work on the issues so that the organizational goal and objectives are achieved. In this study, the merging of the three departments to form a business school is discussed along with the analysis of the merging activity. The various issues related to the merging activities are identified in the study that will help the managers of the business to understand the loopholes of the business and the areas to be worked on. Based on the identified issues, the alternative solution is designed and recommendations are accordingly made that helps to achieve the goals effectively. Case background In Australia, projects has been undertaken to exercise university-wide restructuring that helps to enhance the overall ranking of the university. As a result of such outcome, one of the Australian University decided to merge the economics, accounting and the finance department as one in order to build a business school. At the beginning, during the establishment of the business school, the company had a financial deficit of a small extent that increased over the years. The deficit grew up to $200k and the economics department had annual deficit of $750k. The learning and the teaching committee is set up that supports the management of the business school to coordinate the response of the school to a university wide review of supporting students and teaching. From the review it has been observed that the business school was rated as a below average. This was a concern since the business was not able to earn higher profit. There have been issues in each of the department that collectively reduced the productivity of the business school. The department of economics that was once a well-known department in Netherlands had currently observed low performance and productivity. The scholars who were the main individuals in creating the base for the reputation of the department had retired and the others those were still serving from a long time had become less productive. Analysis: Problem identification It has been already stated that the business school suffered from financial deficit while the economics department had the maximum deficit. It can be opined that the department of economics is the source of the deficit since the staffs of the department were paid high amount of salary and were promoted to senior grades. The promotion and the increment in the salary was made based on the previous performance of the company. Moreover, although the members of the economics department were committed towards teaching, they showed least commitment towards preparing the review of the University Teaching Quality and student support. According to the members of the department the approach to the quality assurance of the university was bureaucratic and thus they intended to carry out activities as per their long-established practices that they used to manage the teaching and the student activities. The overall performance of the department of economics was poor as the members failed to maintai n the quality assurance through formal structure. This further affected the other members of the other two departments. The members of the other department felt let down by the members of economics department. The productivity of the members had fallen drastically, which affected the overall performance of the business school. The finance and the accounting department has not pointed out much issues while they have developed and grown much since the establishment that gave way to the merging of the departments. On the other hand, the management studies in the largest department among the three departments in the business school. There are three sub divisions under the management namely the marketing, organization behavior and the operation management. The department has been able to achieve success, however the members of the department are not satisfied as they feel exploited (Grant, 2014). According to the management department, almost a good amount of their net income that they earn is used by the economics department to deal with the deficit and by the accounting and finance team to fund new appointments. The department further faces problem regarding the retention of the staffs. This causes shortage of qualified and experienced faculty member for teaching, which in turn reduces the productivity of the business school. All the three departments are incapable of bringing innovation within the organization and fails to develop cost effective approaches. The departments of the business school lacks integration within each other as they have their own departmental office and their own admission and administration (Pollack, Costello Sankaran, 2013). Another issues that influence the approach to managing the change in the business school is that due to the increasing demand of the student there might be a need of the new degree programs to combine the department of economics with the other two departs of the business school. Problem analysis and justification From the overall case study, it can be observedthat the department of economics is the one that faces the maximum issues and is the source of the financial deficit in the business. There are a number of factors that are responsible for the occurrence of such a situation (Kidron, Ofek Cohen, 2016). First of all it can be stated that the management of the department of economics were not effective. The management was incapable of handling the financial matters effectively. Moreover, the decision to promote the staff and raise the amount of the salary was one of the wrong decision (Hales, Press Johnson, 2012). The department already had a deficit since the establishment of the business school. Thus, increasing the salary caused the deficit to increase more. On the other hand, the informal structure of the department reduced the performance quality of the overall business (Hayes, 2014). The department failed to consider and carry out the cost effective approach as the department hardly consisted of staff members who were productive, effective and experienced. There is lack of satisfaction among the members of the management department as they are feeling exploited by the members of the other department. A portion of the revenue earned by the management department is used by the finance and the accounting department to fund new appointments and by the economics department to balance the deficit. The staffs of the management department are not being able to enjoy the profit earned by the team. Furthermore, the lack of integration within the departments causes the downfall in the performance level of the business school as a whole (Nordin et al., 2012). The coordination and integration is a type of a strategy that supports the organization to carry out appropriate decision making and implement strategies within the organization according to the plan. Therefore, it can be inferred that the lack of integration has been a reason behind the inability to incorporate cost effective strategies. The productivity of the employees and the staffs can b e increased if there is coordination and integration within the organization (Cocks, 2014). It allows the leaders to guide and direct the members towards the right direction. It is necessary for the management team to allocate the resources effectively so that there is no wastage of resource or creation of deficit. In order to allocate the resources properly, a budget plan is needed to be prepared properly. The budget plan will help the management team to understand the maximum about of money they are allowed to invest for a particular project or activity (Contrafatto Burns, 2013). Alternative solutions The issues faced in the various departments of the business school has been the root cause of the below average marking of the business school in the industry. In order to mitigate the issues and increase the efficiency of the business school, there needs to be introduction of alternative plans will support the organization to achieve the goals and the objectives of the organization. The departments of the business school needs to utilize the cost and engineer the plans, design and development process throughout (Kempster, Higgs Wuerz, 2014). The objectives of the organization and the activities are to be set according to the budget based on the life-cycle cost. This will help the economics department to maintain the cost reduce the level of deficit in the economics department and in the overall business school. Moreover the satisfaction level of the staff needs to be improved. The low level of satisfaction caused the efficient staffs of the departments to resign. This decreases the level of performance of the business school. In order to increase the employee satisfaction the managers of the business school needs to provide the members of all the three department employee orientation (Quinn et al., 2012). The orientation offered to the employees will help the members of the department to ensure that the expectations of the employees are realistic. If proper coordination and integration is carried out between the departments there is a creation of positive work environment (Teo et al., 2013). Recommendation In order to achieve the high quality standard that the departments of the business school previously had, there are certain measures that the business needs to adopt. There is a need of implementing cost effective strategy that helps to minimize the input cost and thereby saving money for balancing the incurred deficit. In order to increase the productivity of the staffs and reach a sustainability position in the industry, there needs to be arrangement for training made that are cost effective (Waddell et al., 2013). The training will help the new teaching staffs to understand the ways in which the administration works and also enable them to manage the students effectively. The performance of the administrators, the teaching panel, the recruiters and the students of all the department of the business school needs to be monitored that will ensure to keep the performance level high of the overall workplace. The members of the management department has to be provided employee satisfaction by giving them improved benefits and protecting them from being exploited by the other departments (Lozano, Nummert Ceulemans, 2016). This will help to retain the potential staff members and thereby deliver enhanced organizational performance. Implementation Before implementing the strategies in the environment of the business school, it is important to ensure that the employees and the other stakeholders are ready to accept the changes made in the organizational management. It is further effective, if a leader for the organization is selected who is capable of handling and managing the organizational activities and issues of the business school (Pollack, 2012). The implementation of the strategies is a critical activity that ensures the success of the company. The strategic implementation refers to how, when and where the desired goals and objectives are to be reached (Pollack, 2015). In order to implement the strategies in the organization it is important to focus on the overall business school. Implementation can occur only after proper scanning of the organizational environment. An effective market research can be carried out with the help of the SWOT analysis that in turn supports in the process of identifying the strategic issues a nd the goals (Lozano, CeulemansSeatter, 2015). The proper budget planning of the activities will help to carry out the strategic implementation in an effective way. References Cocks, G. (2014). Optimising pathways for an organisational change management programme.The TQM Journal,26(1), 88-97. Contrafatto, M., Burns, J. (2013). Social and environmental accounting, organisational change and management accounting: A processual view.Management Accounting Research,24(4), 349-365. Grant, A. M. (2014). The efficacy of executive coaching in times of organisational change.Journal of Change Management,14(2), 258-280. Hales, C., Press, T. L., Johnson, G. (2012). Group 2 Strategic administration of human resources, knowledge and change 504 Organisational analysis and change Credit: 15 GLH: 75.IAM Level 5 Diploma in Business and Administrative Management, 25. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Kempster, S., Higgs, M., Wuerz, T. (2014). Pilots for change: exploring organisational change through distributed leadership.Leadership Organization Development Journal,35(2), 152-167. Kidron, A., Ofek, Y., Cohen, H. (2016). New Perspective on the Black Box of Internal Auditing and Organisational Change.Managerial Auditing Journal,31(8/9). Lozano, R., Ceulemans, K., Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents.Journal of Cleaner Production,106, 205-215. Lozano, R., Nummert, B., Ceulemans, K. (2016). Elucidating the relationship between Sustainability Reporting and Organisational Change Management for Sustainability.Journal of Cleaner Production,125, 168-188. Nordin, N., Deros, B. M., Wahab, D. A., Rahman, M. N. A. (2012). A framework for organisational change management in lean manufacturing implementation.International Journal of Services and Operations Management,12(1), 101-117. Pollack, J. (2012). Transferring knowledge about knowledge management: Implementation of a complex organisational change programme.International Journal of Project Management,30(8), 877-886. Pollack, J. (2015). Understanding the divide between the theory and practice of organisational change.Organisational Project Management,2(1), 35-52. Pollack, J., Costello, K., Sankaran, S. (2013). Applying ActorNetwork Theory as a sensemaking framework for complex organisational change programs.International Journal of Project Management,31(8), 1118-1128. Quinn, D., Amer, Y., Lonie, A., Blackmore, K., Thompson, L., Pettigrove, M. (2012). Leading change: Applying change management approaches to engage students in blended learning.Australasian Journal of Educational Technology,28(1), 16-29. Teo, S. T., Pick, D., Newton, C. J., Yeung, M. E., Chang, E. (2013). Organisational change stressors and nursing job satisfaction: the mediating effect of coping strategies.Journal of nursing management,21(6), 878-887. Waddell, D., Creed, A., Cummings, T. G., Worley, C. (2013).Organisational change: development and transformation. Cengage Learning.