...perspective, Gatsby might be interpreted as taking a far too selfish approach to his revealed purpose in hosting parties. The narrator describes those parties on pages 39-41, and there is abundant evidence of frivolous, high-class spending. Full orchestras attend, and the setup and cleanup crews require a whole weekend to complete their tasks. To the reader, Gatsby represents some measure of corrupted delusion; he ignores propriety and interpersonal consideration to forward his own goals. This is evident in the way he treats Nick throughout the novel. He had initially invited Nick to his parties for his own personal gain. Though Gatsby’s purpose may be sympathetic, the rewards of his ignorance are unfavorable for him. A reader who is interpreting Gatsby accounts for the interpersonal and contextual elements that are often valued by Eastern cultures. Nick’s sympathy towards Gatsby--and sometimes lack of it--might relate to Nick’s understanding that young Gatsby was forced to find his own place in the world in an environment that was not enriching for widespread standards, for example his work as a teenager and association with Dan Cody (Fitzgerald 99). The ultimate source of his failures was this unfortunate beginning, which was provided by those poor early conditions of lonely labor and a questionable mentor. The reader then draws from Gatsby a theme for the novel: that it is important to understand the context of a person, not just their current...
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...Van Drine 1 Jonathan Van Drine ENG 4U1 Ms. S. Kavcic July 11th 2014 The Relationship that ended in Mortality When discovering the truths about human nature, society examines the relationships between humans. One of the strongest relationships that develop over time is the parent-child relationship. The bond between these two sets of people is so powerful and is rarely broken. Both people have duties and responsibilities that they carry out to help develop and nurture their relationship. In Shakespeare’s King Lear, he uses the family dynamic to analyze the relationship between King Lear and his two daughters, Regan and Goneril, to see if this bond exists. In a loving relationship, children respect and honor what their parents do for them. Shakespeare emphasizes on the compassion, blindness, betrayal and insanity that is present throughout the play. In every relationship there is always going to be a line of reasoning when both people do not see eye to eye on the same thing. However, there should always be someone in that relationship that shows the kindness and willingness to forgive. This is an act of compassion. When King Lear travels to Regan’s castle to live with her, he begins to realize that his two daughters are joining forces and inform him that they will not allow him to stay with each other unless he dismisses all of his attendants. When King Lear hears this, it ...
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...to be treated equally to men and they are in the workforce, equality does not extend to women’s reproductive rights. As it is obvious women cannot be similarly situated to men. Therefore, it has been argued that women be given special treatment when it comes to reproductive rights. Yet, women’s reproductive systems are a biological attribution. By framing it as special need, there is a suggestion that women are undergoing a situation that is looked down upon because being treated with “special rights” can be interpreted as a “possib[le] discrimination against men” (Williams 140). Through analyzing the location of women in respect to equal protection, it is clear that equality cant arrive to an inclusive framework because it would mean disloyalty to androcentric ideals. As a result, when trying to balance equal treatment in society women continue to be left out with large gaps of inequality. Moreover, when focusing on equality as the only framework to eradicate discrimination, the experience of women is further made invisible. Models of equal treatment and non- discrimination also fail to be inclusive of black women, Latino women and other women of color because such models are set to serve privilege and androcentric groups. For example Kimberle Crenshaw, in analyzing several court cases states that courts fail to acknowledge race discrimination so “black women are isolated [from judicial systems] and often required to fend for themselves.” As part of historical subordination...
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...CHAPTER SUMMARY – CHAPTER 1 – ETHICS IN THE WORLD OF BUSINESS Frequently, the ethically correct course of action is clear, and people in business act accordingly. Exceptions occur when there is uncertainty about ethical obligations in particular situations or when considerations of ethics come into conflict with the practical demands of business. In deciding on an ethical course of action, we can rely to some extent on the rules of right conduct that we employ in everyday life. However, business activity also has some features that might limit the applicability of our ordinary ethical views. One distinguishing feature of business is its economic character which can be summarized as the conduct of buyers and seller and employers and employees. A second distinguishing feature of business is that it typically takes place in organizations which is a hierarchical system of functionally defined positions designed to achieve some goal or set of goals. Because business involves economic relations and transactions that take place in markets and also in organizations, it raises ethical issues for which the ethics of everyday life has not prepared us. Decisions making occurs on several distinct levels: the level of the individual, the organization, and the business system. The level of the individual represents situations that confront them in the workplace and require them to make a decision about their own well-being. The level of the organization can be identified...
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...Loyalty in Business? Author(s): John Corvino Source: Journal of Business Ethics, Vol. 41, No. 1/2, The Role of the Business Person in the Fabric of Society (Nov. - Dec., 2002), pp. 179-185 Published by: Springer Stable URL: http://www.jstor.org/stable/25074914 Accessed: 27/11/2010 11:40 Your use of the JSTOR archive indicates your acceptance of JSTOR's Terms and Conditions of Use, available at http://www.jstor.org/page/info/about/policies/terms.jsp. JSTOR's Terms and Conditions of Use provides, in part, that unless you have obtained prior permission, you may not download an entire issue of a journal or multiple copies of articles, and you may use content in the JSTOR archive only for your personal, non-commercial use. Please contact the publisher regarding any further use of this work. Publisher contact information may be obtained at http://www.jstor.org/action/showPublisher?publisherCode=springer. Each copy of any part of a JSTOR transmission must contain the same copyright notice that appears on the screen or printed page of such transmission. JSTOR is a not-for-profit service that helps scholars, researchers, and students discover, use, and build upon a wide range of content in a trusted digital archive. We use information technology and tools to increase productivity and facilitate new forms of scholarship. For more information about JSTOR, please contact support@jstor.org. Springer is collaborating with JSTOR to digitize, preserve and extend access to Journal of Business...
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...Boss Good in a Bad Economy By RoBeRt I. Sutton ■ ■ ■ ■ How to Be a 130 Harvard Business Review | June 2009 | hbr.org Serge Bloch T hese are tough times for every boss I know. Fear and paranoia are running wild, not just in financial markets but in workplaces, too. A few weeks back a weary executive at a professional services firm told me how painful it had been to lay off 10% of his people and how he was struggling to comfort and inspire those who remained. When I asked a mutual friend, the CEO of a manufacturing firm, to “show some love” to this distressed executive, he jumped in to help – but admitted that he was wrestling with his own demons, having just implemented a 20% workforce reduction. It was not a coincidence to find two friends in such similar straits; few organizations seem to have avoided them. Even in businesses renowned for having heart, bosses have been forced to wield the ax. NetApp, declared number one in Fortune’s “100 Best Companies to Work For” for 2009, announced it was cutting loose 6% of its employees hbr.org | June 2009 | Harvard Business Review 131 How to Be a Good Boss in a Bad Economy less than a month after the ranking apThe Toxic Tandem peared. Google, top-rated by Fortune in Let’s be clear: It’s never easy to be a 2008, has shed hundreds of full-time emgreat boss, even in good economic times. » It’s not easy being the boss during ployees. And layoffs aren’t the only reaIt’s challenging in part...
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...Rules Implementing the Code of Conduct and Ethical Standards for Public Officials and Employees Pursuant to the provisions of Section 12 of Republic Act No. 6713, otherwise known as the “Code of Conduct and Ethical Standards for Public Officials and Employees”, approved Dn February 20, 1989, and which took effect on March 25, 1989, conformably to Section 17 thereof, the following Rules are hereby adopted in order to carry out the provisions of the said Code: Rule I Coverage Section 1. These Rules shall cover all officials and employees in the government, elective and appointive, permanent or temporary, whether in the career or non-career service, including military and police personnel, whether or not they receive compensation, regardless of amount. Rule II Interpretation Section 1. These Rules shall be interpreted in the light of the Declaration of Policy found in Section 2 of the Code: “It is the policy of the State to promote a high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, act with patriotism and justice, lead modest lives, and uphold public interest over personal interest.” Rule III Reforms on Public Administrative Systems Section 1. Every department, office and agency shall, as soon as practicable and in no case later than ninety (90) days from the effectivity of...
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...Rules Implementing the Code of Conduct and Ethical Standards for Public Officials and Employees Pursuant to the provisions of Section 12 of Republic Act No. 6713, otherwise known as the “Code of Conduct and Ethical Standards for Public Officials and Employees”, approved Dn February 20, 1989, and which took effect on March 25, 1989, conformably to Section 17 thereof, the following Rules are hereby adopted in order to carry out the provisions of the said Code: Rule I Coverage Section 1. These Rules shall cover all officials and employees in the government, elective and appointive, permanent or temporary, whether in the career or non-career service, including military and police personnel, whether or not they receive compensation, regardless of amount. Rule II Interpretation Section 1. These Rules shall be interpreted in the light of the Declaration of Policy found in Section 2 of the Code: “It is the policy of the State to promote a high standard of ethics in public service. Public officials and employees shall at all times be accountable to the people and shall discharge their duties with utmost responsibility, integrity, competence and loyalty, act with patriotism and justice, lead modest lives, and uphold public interest over personal interest.” Rule III Reforms on Public Administrative Systems Section 1. Every department, office and agency shall, as soon as practicable and in no case later than ninety (90) days from the effectivity...
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...GREEK MYTHOLOGY Background to Homer’s Odyssey As you read each story, ask yourself: What is most enjoyable, predictable, or bizarre about this story? How would I have responded in this situation? What mysteries or features of the world might this story try to explain? What bit of moral or religious instructions (i.e. don’t disobey the gods) might be contained in this story? How does this story compare with Christian beliefs, or with the values of our culture today? Are there any other stories or fables I’ve heard that follow the same pattern as this story? The Creation Myths Part 1 Before there was anything, there was Chaos, a formless void. This void, this pure nothingness, gave birth to Gaea (the Earth itself), Tartarus (the underworld), Eros (love), Erebus (underground darkness) and Nyx (the darkness of night). The two kinds of darkness joined together and gave birth two kinds of light: the Light of the heavens and the Light of day. Nyx (night) also gave birth to the three Fates, who control the course of the universe and determine the length of each person’s life on their wheel of fortune. Of the fates, Clotho spins the threads of each person’s life, Lachesis measures the length of the thread, and Atropos cuts the thread. The Fates – Francisco Goya (one of the best painters ever!) 1823 – Note the scissors in the hand of Atropos and Lachesis measuring with a magnifying glass. Who’s...
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...Introduction Leadership involves giving direction to people. It is a very important function in any organization. Leaders should understand that on the shoulders of the people they lead, they lean. This means that people are important in leadership. There are several scholars who have contributed to the knowledge of leadership. Some of the great quotes on leadership are: “The leaders who work most effectively, it seems to me, never say “I.” And that’s not because they have trained themselves not to say “I.” They don’t think “I.” They think “we”; they think “team.” They understand their job to be to make the team function. They accept responsibility and don’t sidestep it, but “we” gets the credit…. This is what creates trust, what enables you to get the task done.” Peter Drucker “The task of leadership is not to put greatness into people, but to elicit it, for the greatness is there already.” John Buchan “If I have seen farther than others, it is because I was standing on the shoulder of giants.” Isaac Newton “A leader is a dealer in hope.” Napoleon Bonaparte Meaning of leadership Wendell French has defined leadership as, ‘the process of influencing the behavior of others in the direction of a goal or set goals or more broadly, toward a vision of the future.’ It is the processes of influencing behavior of individual or group accomplish organizational goals. It is a group effort, cooperation of all individuals sought by a leader for attaining a productive purpose. Koontz...
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...Harvard Business School 9-398-008 Rev. June 7, 1999 Providian Trust: Tradition and Technology (A) A New CEO Within two weeks of accepting the position of CEO of Providian Trust Company, Stephen Walsh, a lawyer by training, faced an unusual corporate conflict and he would have to play the role of judge. There was an extraordinary difference of opinion between Providian Trust’s internal auditor, Peter Storey, and the leaders of a major information technology (IT) project in the trust division. “Peter’s extremely vocal point ran to the issue of documentation, that it was incomplete and should be brought up to speed,” explained Walsh. The conflict reached a climax during an Audit Committee meeting on May 13, 1995, when members of the committee, who were all on the Providian Trust board of directors, expressed to Walsh that they had lost confidence in the internal auditor and recommended that the external auditor, Steinman & Smith, do an analysis of the project documentation prior to implementation. The purpose of the project was to convert the trust division’s outdated information system into a more efficient system using Access Plus, new trust and custody management software made by Select One. The project had been initiated in 1993 under a former CEO, who had been dismissed by the board, and had continued under an interim CEO. By the time Walsh arrived on the scene, over two-thirds of the $18 million budget had been invested in the implementation of the IT...
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...Patient Safety Workshop Learning From Error PATIENT SAFETY WORKSHOP LEARNING FROM ERROR WHO Library Cataloguing-in-Publication Data Patient safety workshop: learning from error. Includes CD-ROM 1.Patient care - standards. 2.Medical errors - standards. 3.Patient rights. 4.Health facilities - standards. 5.Health Management and Planning. I.World Health Organization. ISBN 978 92 4 159902 3 (NLM Classification: WX 167) This publication is a reprint of material originally distributed as WHO/IER/PSP/2008.09. © World Health Organization 2010 All rights reserved. Publications of the World Health Organization can be obtained from WHO Press, World Health Organization, 20 Avenue Appia, 1211 Geneva 27, Switzerland (tel.: +41 22 791 3264; fax: +41 22 791 4857; e-mail: bookorders@who.int). Requests for permission to reproduce or translate WHO publications – whether for sale or for noncommercial distribution – should be addressed to WHO Press, at the above address (fax: +41 22 791 4806; e-mail: permissions@who.int). The designations employed and the presentation of the material in this publication do not imply the expression of any opinion whatsoever on the part of the World Health Organization concerning the legal status of any country, territory, city or area or of its authorities, or concerning the delimitation of its frontiers or boundaries. Dotted lines on maps represent approximate border lines for which there may not yet be full agreement. The mention of specific companies...
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...Communication Monographs Vol. 73, No. 4, December 2006, pp. 406 Á433 Take This Job and . . . : Quitting and Other Forms of Resistance to Workplace Bullying Pamela Lutgen-Sandvik Adult bullying at work is an unbelievable and, at times, shattering experience, both for those targeted as well as for witnessing colleagues. This study examines the narratives of 30 workers, some of whom where targeted and all of whom saw others bullied. Their responses paint a complex picture of power in bullying situations that reframe the ‘‘power-deficient target’’ into agents who galvanize a variety of resources on their own or others’ behalf but also place them at considerable risk. In some cases, employees evaluate the abusive situation and quickly resign. Others protest but, if resistance fails to stop abuse, they also leave organizations. The paths of resistance, case outcomes, and dialectic nature of resistance and control are discussed. Keywords: Workplace Bullying; Verbal Aggression; Organizational Communication; Resistance; Power Adult bullying at work is a shocking, frightening, and at times shattering experience, both for those targeted and for onlookers. Workplace bullying, mobbing, and emotional abuse*essentially synonymous phenomena*are persistent, verbal, and nonverbal aggression at work that include personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions. Because this phenomenon is perpetrated by and through communication, and because...
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...CHAPTER 1 THE PROBLEM AND ITS BACKGROUND INTRODUCTION Marriage is one of the deepest and most complex involvements of human relationships. It is a corner stone of society and a very necessary part of the social system. It is a crucial and sacred bond between two personalities merging into one for ideas, attitudes, habits and likes and dislikes. In Philippines marriage is considered a lifelong partnership. It is the foundation stone on which the family is built. Basically marriage is a social and legal contract. People marry great number of reasons- personal or social. Usually they have a certain preconceived notions about the kind of person they would like to marry. The large percentage of separation each year, non-marital pregnancies and premarital cohabitation have all dramatically changed the traditional family structure (Amato et.al, 2003). Millions of children are no longer being raised in nuclear families. The institution of marriage, the backbone of society, appears to be under threat. Marriage has, despite demographic and political shifts, significant value for the individual, families and the society (Nock, 2005). When looking at marriage as an institution, as opposed to a free-standing concept, marriage represents socially sanctioned behavior. Marriage embraces traditionally virtuous, legal and predictable assumptions concerning what is moral and what is proper (Nock, 2005). Through marriage an individual is transformed; they are perceived and treated differently...
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...GE 1301- PROFESSIONAL ETHICS AND HUMAN VALUES UNIT I & II – HUMAN VALUES The Story of a Carpenter An elderly carpenter was ready to retire. He told his employer-contractor of his plans to leave the house- building business and live a more leisurely life with his wife enjoying his extended family. He would miss his paycheck, but he needed to retire. They could get by. The contractor was sorry to see his good worker go and asked if he could build just one more house as a personal favor. The carpenter said yes, but in time it was easy to see that his heart was not in his work. He resorted to shoddy workmanship and used inferior materials. It was an unfortunate way to end his career. When the carpenter finished his work and the builder came to inspect the house, the contractor handed over the house key to the carpenter. “This is your house,” he said, “it is my parting gift to you.” What a shock! What a Shame! If only he had known he was building his own house, he would have done it all so differently. Now he had to live in the home he built none too well. (Modified from LIVING WITH HONOUR by SHIV KHERA) Do we find ourselves in similar situations as the carpenter? Moving through our work hours fast paced, driven to “get the job done”, without much thought to moral values. How do we regain our focus as individuals and organizations? This is the challenge for the employee and the employer. Ethics are fundamental standards of conduct by which we work as a professional. VALUES Values...
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