Affirmative action = discrim. essays

Affirmative action = discrim. essays Affirmative Action Endorses Discrimination Most people agree that the discrimination is a bad thing. The word carries a negative connotation. Therefore, the government should not put any laws or quotas in place that discriminate against its citizens. Yet affirmative action does just that. How can the government rationalize a policy to officially discriminate against people by race for special treatment (Graglia 47)? When politicians first conceived the idea of affirmative action, the intention was to promote equality and ensure that race was not a concern when hiring an employee. In JoAnn Bren Guernseys words, Affirmative action is a term used to describe techniques to remedy the effects of existing and past discrimination and to end such discrimination (8). In theory, affirmative action is an outstanding policy, but in reality, it inversely shows prejudice towards deserving and qualified white males. Affirmative action hinders equality in the workplace. Affirmative action officially started gaining popularity in the early 1960s. Discrimination against blacks was still rampant in the South, and the rest of the nation wanted to change that. Guernsey states, The term affirmative action was probably first used and linked to civil rights by President John F. Kennedy shortly after he took office in 1961 (30). Kennedy created the Equal Employment Opportunity Commission, which said the construction industry should hire employees without regard to their race, creed, color, or national origin (31). This idea was widely accepted. Kennedy thought, if the government banned discrimination, it could create a level playing field (32). Several decades later, President George H. Bush was pressured to sign the Civil Rights Act of 1991 (43). He was incorrect; not all potential employees are on a level playing field. Sadly, race is slowly taking precedence over qualif...

Performance Appraisal

Performance Appraisal Performance appraisal is a process in which an employ contribution and worth to an organization is valued using accepted performance appraisal methods. There are a number of performance appraisal methods notably essay, forced distribution, graphic ranking scale, and behavioral anchored rating scale appraisal methods.Advertising We will write a custom report sample on Performance Appraisal specifically for you for only $16.05 $11/page Learn More However, this report is going to give much credence to the management by objective method, 360-degree performance appraisal, and forced ranking/distribution performance appraisal. A detailed explanation of the three methods will be done bringing into perspective features that these three performance appraisal methods share in common and how they contrast to each other (Stone 1). Forced ranking/distribution performance appraisal method This performance appraisal method tries to order employees by comparing them to thei r colleagues. This helps in assessment of employees divorced from the usual specific judgments done on basis of job components. When straight ranking is to be done it is expected of the evaluator in terms of those who have the best attributes to those who have the worst attributes and those who are effective in their daily undertakings to those who are least effective in the way they do their job. It is imperative in this respect that a criterion is used. Alternative ranking slightly differs from straight ranking in the sense that it has to be done in a specific manner. Ranking like any other comparative evaluation system is fast becoming unpopular because it is discriminatory. This is so because even if employees perform well, a group will always find itself at the bottom and another group highly ranked. Ranking can also not be used to fairly compare employees across different groups, it is absolutely difficult to conclusively say that an employee ranked second in unit X is as good as or better than that employee who has been ranked second in unit Y. Nevertheless, if an organization has limited resources with which they can conduct other performance appraisal methods, the best performance appraisal they can make use of is the ranking method because it can successfully help in differentiating among employees (Stone 1).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In forced distribution, evaluators tend to rate subordinates in a given distribution. Forced distribution can be used in evaluation of myriad components of job performance as opposed to the ranking method that uses only one component. Forced distribution method is strictly used by managers who undertake to rate his or her subordinates in a given distribution. Some subordinates will fall into 10 percent low category, others in 20 percent below average, others 40 percent average, others 20 percent above average, and finally 10 percent high category. If there were 20 subordinates, 2 of them will be in the low category, 4 below average, 8 of them in the average, 4 in the above average category, and finally, 2 in the highest category. Forced distribution helps to eliminate errors that arise due to rating. These errors are normally attributed to leniency and central tendency. However, forced distribution can cause some grave rating inconsistencies because it tends to discriminate employees in cases where job performance is quite similar. This has caused a problem of acceptability of the results by the raters and ratees hence its unpopularity with this category of people. Problems of acceptability have been grave in circumstances where group members all have high ability (Stone 1). Management by objectives (MBO) performance appraisal method This performance appraisal method has much to do with the evaluator setting up specific measurable goals with employees. The evaluator has to periodically discuss with the employee if he or she is meeting these goals that he or she set to achieve. This performance appraisal program has six main steps that have to be adhered to. Featuring prominently among these steps is the need for setting up the organizations goals. The organization should come up with a clear cut plan for what they intend to do in the next year and stipulate goals that have to met. Secondly, various organizational departments must come up with their departmental goals. This is the duty of the heads of the departments and their superiors.Advertising We will write a custom report sample on Performance Appraisal specifically for you for only $16.05 $11/page Learn More Thirdly, the conceived department goals have to be discussed and allocated. It is at this stage that the subordinates in the department have to be brought on board. It is important that these subordinates come up with their own individual goals to make sure that ev ery member of the department has an input into attainment of departmental goals. As a matter of fact, expected results have to be defined by setting individual goals. Heads of departments and their subordinates have to come up with performance targets that are short term. A review of the performance has to be done and results subsequently measured. It is the role of departmental heads to measure up actual performance of every member of staff with the projected results in their minds. Finally, there has to be a feedback mechanism where heads of departments conduct performance review periodically with their subordinates with a view to discussing and evaluating progress made towards achieving the set out goals and objectives (Stone, 11). This method of performance appraisal enhances better communication and coordination in an organization because of frequency within which reviews are conducted hence harmonious relationships. 360-Degree performance Appraisal In this method, the performa nce of an employee is evaluated by consulting different types of people (Farhaan, para. 1). These may be an organization’s customers, its suppliers, and an employee’s peers. Direct reports can also be used. If the performance of a manager is to be appraised using this method, it is the work of the employees to give an upward feedback on how this manager manages them. This performance appraisal method requires the human resource managers to coordinate the whole process to dispel fears associated with the leakages of ones performance among his or her peers. This can be very disappointing within an organization. This method of performance appraisal is mainly conducted to find the gap between ones own appraisal and how others may feel about it. This is critical in analyzing ones strengths and weaknesses and how this can help in improving his or her own performance. The system helps in elimination of biases among employees that is inherent with the forced distribution metho d.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is imperative to note that the system has got its own shortcomings in the sense that if many employees are unhappy it is likely that they can become potential targets. It is therefore important that a right culture is inculcated into an organization before this method of performance appraisal is made use of. This performance appraisal consumes a lot of time and its complexity may eat into an organization time and resources. Its results are always very difficult to interpret. The feedback that is continually received after the evaluation can intimidate the employees and in the process interfere with their output. Conclusion Despite the fact that Forced ranking/distribution performance appraisal method tends to discriminate against employees, 360 degree performance appraisal and MBO also have their weaknesses. The feedback that is continually received in 360 degree performance appraisal interferes with an employee’s morale and can interfere with their performance. MBO enhanc es cohesiveness in an organization because of the frequent reviews. Farhaan, Panagar. 360 Degree Performance Appraisal. 2009. Web. Stone, Thomas. Understanding Personnel Management. New York: Dryden Press, 2002. Print.

Surrealism - Leonora Carrington Essay Example | Topics and Well Written Essays - 1500 words

Surrealism - Leonora Carrington - Essay Example The essay "Surrealism - Leonora Carrington" discusses surrealism and the figure of Leonora Carrington. She got most of her morale from her mother who encouraged her to participate in art. Besides encouraging her, her mother played an important role in shaping her daughters career. In 1936 she gave Carrington Herbert Read’s book titled surrealism. This played a major role in encouraging her to turn up to be a surrealist. In 1937, Carrington met Max Ernst the person who had influenced her into surrealism before he even met him. This led to their marriage as Ernst separated with her wife to settle with Carrington. Most of her paintings were images of beast something that she attributes to have learnt from her culture in Mexico. She also depicts pictures of horses in most her diagrams something she affirms as a woman’s source of strength. Her main aim of painting and writing was to engage in unconscious forms of art as a philosophy of the surrealism. This paper is going to analyze the artistic background of Leonora Carrington. The paper looks into her influence in surrealism and tackles most of her novels and paintings. Just like any other artist, Carrington was attracted to surrealism with the interest of resolving contradicting conditions of dream and realities. This was the main aim for many artists mostly painters and novelist to join the surrealism movement. Most of these artists attribute their works to the influence of philosophers. For example, when Sigmund Freud developed his work of free association.

Profit and loss account - Assignment Example | Topics and Well Written Essays - 250 words

Profit and loss account - - Assignment Example This ratio determines the efficiency, profitability and liquidity level of the company. Profit margin is one of the ratios that is used to determine the amount of profit a company makes over time. Both A and B there is improved performance since the profit margin is seen increase in the year 2012 (Siddiqui, 2005). These two ratios determine the liquidity position of a company. While current ratio includes inventories, acid test ratio does not. They measure the capability of a company to meet up the obligations that are falling due. A ratio of higher than one is considered good. Both A and B there is improved performance since the acid test ratio increased in 2012 while the current ratio remained unchanged. These ratios measure the ability of the company to convert stock to cash. In both A and B there is reduction in debt collection period and this implies increased efficiency since the period it takes for the debts to be cleared is reduced. This in the end shows an improvement in the year

Descartes Existence of God Essay Example for Free

Descartes Existence of God Essay The existence of God has been a question since the idea of God was conceived. Descartes tries to prove Gods existence, to disprove his Evil demon theory, and to show that there is without a doubt something external to ones own existence. He is looking for a definite certainty, a foundation for which he can base all of his beliefs and know for a fact that they are true. Descartes overall project is to find a definite certainty on which he can base all his knowledge and beliefs. A foundation that he will be able to prove without a doubt. To find a definite certainty he uses a methodical doubt, this states that anything that could be doubted must be taken as false. This is done to find an absolute certainty for which to base all knowledge. Descartes develops his Evil Genius theory to bring doubt to all senses and hence making them false. The theory says that it is possible that there is someone (an evil genius) who is controlling our mind. If so we wouldnt be sure whether or not what we see was real or just a dream, therefore all of our senses would be doubtable and thus taken as false. This theory proves that nothing external is certain and must be proven false to continue his quest for truth and certainty. Descartes second meditation gives a definite certainty for which to use as his foundation to build his beliefs. Then his third meditation proves the existence of God and the external world, while disproving the evil genius theory. That definite certainty that cannot be doubted, is the fact that I exist. Whenever I utter or think I am I know this to be absolutely true, without doubt. From this definite foundation Descartes tries to prove that there is something external to the mind. So he states the law of casualty. This basically says that nothing can be created from nothing, and that the less perfect can not create something more perfect or better than itself. Then if there is an idea in our minds that we didnt create, something else created it. If God is more perfect than us, then we could not have created God but God created us. Descartes then wrote about the idea of God. He said that God is infinite and could not have been created by us because God is more perfect than us thus undoubtable and certain. The idea that God exists disproves the Evil Genius theory therefore proves the existence of an external world. Anslem and Descartes theories both prove that there is a God and they both use some similar ideas in their premises. For instance, they both rely on the faith that there is an idea of God; he is perfect and self evident. God could not have been conceived if there wasnt a God. Though, Descartes says that the less perfect can not create something more perfect or better than itself, and that we are less perfect than God therefore we could not have created God. So, this proves the existence of God and an external world. On the other hand, Anslem says Existence is greater than conception and nothing greater can be conceived then God. Therefore God must exist. In my opinion descatres has successfully proven the existence of God as well as one can because he started from the beginning and logically found a true foundation of beliefs and from there proved the existence of God and an external world. consequently making our senses less doubtable, and more certain.

Perspectivism and Truth in Nietzsche’s Philosophy: A Critical Look at

Perspectivism and Truth in Nietzsche’s Philosophy: A Critical Look at the Apparent Contradiction â€Å"There are no truths,† states one. â€Å"Well, if so, then is your statement true?† asks another. This statement and following question go a long way in demonstrating the crucial problem that any investigator of Nietzsche’s conceptions of perspectivism and truth encounters. How can one who believes that one’s conception of truth depends on the perspective from which one writes (as Nietzsche seems to believe) also posit anything resembling a universal truth (as Nietzsche seems to present the will to power, eternal recurrence, and the ÃÅ"bermensch)? Given this idea that there is no truth outside of a perspective, a transcendent truth, how can a philosopher make any claims at all which are valid outside his personal perspective? This is the question that Maudemarie Clark declares Nietzsche commentators from Heidegger and Kaufmann to Derrida and even herself have been trying to answer. The sheer amount of material that has been written a nd continues to be written on this conundrum demonstrates that this question will not be satisfactorily resolved here, but I will try to show that a resolution can be found. And this resolution need not sacrifice Nietzsche’s idea of perspectivism for finding some â€Å"truth† in his philosophy, or vice versa. One, however, ought to look at Nietzsche’s philosophical â€Å"truths† not in a metaphysical manner but as, when taken collectively, the best way to live one’s life in the absence of an absolute truth. By looking at one of Nietzsche’s specific postulations of perspectivism, we can get a better idea of precisely how this term applies to his philosophy and how it relates to the â€Å"tru... ...’s lack of a direct response to this apparent contradiction ensures that this matter will continue to be hotly debated well into the future. For this seemingly simple contradiction of positing truths when one has denied all absolute truths, Nietzsche gives a very complex and personal answer. Bibliography PRIMARY TEXTS Friedrich Nietzsche, Beyond Good and Evil, trans. R. J. Hollingdale (London: Penguin Books, 1990). Friedrich Nietzsche, The Will to Power, trans. Walter Kaufmann and R. J. Hollingdale, ed. Walter Kaufmann (New York: Random House, 1967). SECONDARY TEXTS Clark, Maudemarie, Nietzsche on Truth and Philosophy (Cambridge: Cambridge University Press, 1990). Solomon, Robert C., ‘Nietzsche ad hominem: Perspectivism, personality, and ressentiment,' in The Cambridge Companion to Nietzsche (Cambridge: Cambridge University Press, 1996), 180-222.

My Favourite Character

This Essay is about my favourite character in â€Å"To Kill a Mocking Bird. † She is one of the biggest, most important characters; she is considered the main character. She is very important for she helps narrate this story. She helps with the story by describing her thoughts and feelings that is one of the main reasons why I like her. She also helps to develop the plot, themes, and helps to emphasize some of the symbolism. Her name is Jean-Louis, but we all know her as Scout. Scout is a daughter, a sister and a friend.She is a huge tomboy; and she likes to prove it to every one. She prefers to hang out boys rather than girls, and so she does, she spends most of her time with her brother Jem, and in the summers, her cousin; Dill. In the beginning of the book Scout is only a young age of 9, throughout the novel she gets older just like the rest of the characters, and also matures along with her older brother Jem. Although Scout isn’t going through the same stages as Jem she matures just as much.Jem’s turning into a teenager, while Scout is getting older, and is discovering how the world works. The era of this book is set back to around the years 1861 to 1865; this was when the civil war was happening, along with the discrimination of African Americans. Racism is a huge theme in â€Å"To Kill a Mocking Bird. † Scout doesn’t really under stand that racism isn’t good, but it’s not her fault, because she has lived with it and doesn’t know any different.In that time â€Å"blacks† were known as lesser human beings. The â€Å"whites† were known to be greater than any other race; Scout didn’t know that this was wrong, so she went with it. During the trail, one of the biggest parts of this novel, Scout discovers a little bit about racism. The trial is about how an African American is being accused for the rape of a Caucasian woman, during the trial a lot of discrimination happens to the defenda nt, this is when Scout discovers racism.