Personal Effectiveness Report

Personal Effectiveness Report Executive Summary Problem Statement Poor performance of duties is a big challenge to human resource managers since it impedes the progress of the organisation. Managers suggest that poor performance is caused by professional negligence, disorganisation, lack of devotion, and laziness among others.Advertising We will write a custom report sample on Personal Effectiveness Report specifically for you for only $16.05 $11/page Learn More However, poor performance can be caused by poor allocation of duties where managers allocate roles regardless of the employee’s talents, preferences and attitudes. This implies that some employees are forced to perform duties to get money although they do not have passion for the duty Purpose The purpose of this report to give a detailed evaluation of an employee in order to choose a team that will participate in marketing. It will aim at evaluating the employee by applying various psychometric indicators which include Sel f-monitoring, Big Five Locators, Interaction Styles and Communication Test. Introduction Scenario Description Our university has introduced new courses in its curriculum according to the academic and professional needs of the surrounding society. However, the society is not aware of these new courses since they were introduced during the last academic year. In fact, this is the second intake for the courses implying that their popularity is low. This condition calls upon the marketing department to act swiftly in order to publicize the new courses to students. Nonetheless, the assistant marketing officer who is responsible for conducting the actual marketing was employed last month. The organisation has not evaluated Assem’s competence in regard to his marketing skills. We shall, therefore, conduct a personal evaluation to determine whether he is fit for marketing the new courses and realising the intended results. During marketing, he will be accompanied by two colleagues wh o include Kerry and Sarah. Kerry is the public relation officer who is in charge of maintaining a good corporate image to the outside world. He has worked in this department for four years implying that he has enough experience and sufficient history about the company. This experience makes it important for Kerry to work with Assem since marketing should be conjoined with good corporate relations. Additionally, Assem will be working with Sarah who is in charge of career development in the university.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More She has worked in this institution for three years and her performance is extremely outstanding. Assem needs her assistance since the marketing of courses is related to career development (Edmonds, 2009). Overview of Psychometric Indicators During this evaluation, Assem was evaluated using four psychometric indicators which include Self -monitoring, Big Five Locator, Interaction Styles and Communication test. Self monitoring evaluates effectiveness by presenting a set of several questions which the subject should answer. The answers are based on a scale that ranges from zero to five. The scale values have different meaning according to the degree that has been pre-stipulated. The scores of all questions are added up to give the sum of the overall scores which define the monitor value. The highest value of self monitor is 65 while the lowest value is 0. The conventional value shows that people with high self monitors attain a scale of 53 and higher values than that one. People with high self monitor are better than the ones with low self monitor. They can perform in a better manner than their counterparts who have low self monitors. Secondly, the big five locator evaluates emotional stability, extroversion, openness to experience, agreeableness and contentiousness. The evaluation is also gauged by giving scaled opin ions and adding up in order to get the final values. These sums are measured conventional values which interprets the meaning of the values that has been obtained. Additionally, the psychometrics involves the use of self control and interaction styles.Advertising We will write a custom report sample on Personal Effectiveness Report specifically for you for only $16.05 $11/page Learn More Literature Review Previously, it has been stated that this evaluation considers four indicators which include Self Monitoring, Five Big Locator, Interaction Styles and Communication Skills. However, there are many indicators that measure the effectiveness including IQ tests, emotional intelligence, and self control among others. Choosing the four indicators is inspired by existing literature showing that the uses of these indicators are consistent with the managerial requirements. In this light, researchers argue that marketers should understand their characteristics. Moreo ver, they contend that marketers should understand whether they can change their characters according to situations that confront them. Further, they contend that capability of changing the marketing strategies is a crucial factor. In this case, they suggest that a marketer should be capable of changing a strategy if the original one does not work. This implies that they should understand their flexibility and the capability of embracing change. The authors are consistent with the ideologies that are addressed by self monitoring. This implies that application of self monitor is a suitable evaluation tool for Assem. Additionally, they argue that emotions determine the tolerance level which dictates the ability to convince customers. In this case, an impatient marketer can become intolerant when potential customers pose many questions. On the same note, the method of Big Five Locator seeks to evaluate the emotional stability. Additionally, marketing is concerned with the openness of t he person who is evaluated. Similarly, Big Five Locator addresses the level of openness in order to determine whether the person provide information openly. Additionally, it is evident that marketers should control the contention and controversies. Research purports that low levels of contention ensures that marketers do not conflict with potential customers leading to loss of interest.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 the same way, Big Five Locator evaluates the agreeableness of a person to opinions which are raised by others. This implies that marketing and Big Five Locator are concerned with level of contention. These instances show that the Big Five Locator method is consistent with the ideologies of marketing. It, therefore, follows that this method is a pertinent and a crucial indicator that can be used to determine the effectiveness of a marketing agent. Lastly, previous literature portrays a strong relationship between marketing and communication with potential customers. In this case, a marketer must deliver information in a clear, precise and understandable manner (Stenerson, 1994. Consequently, the above tests aim at evaluating the ability of Assem to communicate with people. It aims at evaluating whether he can balance his time with the content he delivers during a marketing talk (McDonald, 1998). Data Methodology of Testing In order to test the capability of Assem, four tests were conducted on him. These tests included: Interaction styles This test was conducted to determine four aspects of interaction styles which include Get-Things-Going, Behind-the-Scenes, In-Charge and Chart-the-course. The table below shows the interaction styles and characteristics of people who have those aspects. Get things going Behind-the-Scenes In-Charge Chart-the-Course Fast Pace Take Responsibility Decisive Take caution Find Recognition Security Conscious Seek Competition Goal oriented Positive about issue Perform Excellently Administrative Follow plans Trustworthy Patient Fast Paced Organized Table 1: It represents the various interaction styles and the attributes that are exhibited by each of them The big 5 locator The big five locator test was used to determine the emotions of Assem that could affect his activities in the field. These include; Extroversion Emotional stability Openness Agreeableness Conscientiousness Self monitoring This test aims at measuring t he level of emotions that is exhibited by the person who is considered. A reference score of 53 is used in a manner that when the score is below 53, the person has high self monitoring capability while scores above 53 portray low self monitoring capability (Campos, 1991). Self control This is a test that assigns personality according to the score which is obtained through computations. Its results show the strengths, potential strengths and limitations of the individual. Results Interaction Styles Interaction Style Score Get-Things-Going 14/28 Behind-the-Scenes 15/28 In-Charge 5/28 Chart-the-Course 16/28 Big Five Locator Emotional Stability 1 Eager 5 4 3 2 1 Calm 2 Sociable 5 4 3 2 1 Loner 3 Dreamer 5 4 3 2 1 Serious 4 Courtesy 5 4 3 2 1 Abrupt 5 Neat 5 4 3 2 1 Messy Emotional Stability= Row1+ Row2+ Row3+Row4+Row5 Emotional stability= 5+4+3+4+2= 18 Extroversion 6 Cautious 5 4 3 2 1 Confident 7 Optimistic 5 4 3 2 1 Pessimistic 8 Theoretical 5 4 3 2 1 Practical 9 Generous 5 4 3 2 1 Selfish 10 Decisive 5 4 3 2 1 Liberal Extroversion= Row6+ Row7+ Row8+Row9+Row10 Extroversion level= 5+3+5+4+2= 19 Openness to Experience 11 Discouraged 5 4 3 2 1 Motivated 12 Exhibitionists 5 4 3 2 1 Private 13 Imaginative 5 4 3 2 1 Obey authority 14 Warm 5 4 3 2 1 Cold 15 Stay focused 5 4 3 2 1 Easily Distracted Openness to Experience = Row11+ Row12+ Row13+Row14+Row15 Openness to Experience= 4+4+3+4+3 =18 Agreeableness 16 Easily embarrassed 5 4 3 2 1 Don’t give a damn 17 Outgoing 5 4 3 2 1 Cool 18 Seek novelty 5 4 3 2 1 Seek Routine 19 Team player 5 4 3 2 1 Independent 20 Preference for order 5 4 3 2 1 Comfortable with chaos Agreeableness = Row16+ Row17+ Row18+Row19+Row20 Agreeableness= 2+2+3+2+2 =11 Conscientiousness 21 Distractible 5 4 3 2 1 Unflappable 22 Conversational 5 4 3 2 1 Thoughtful 23 Comfortable with ambiguity 5 4 3 2 1 Prefer things clear-cut 24 Trusting 5 4 3 2 1 Sceptical 25 On ti me 5 4 3 2 1 Procrastinate Conscientiousness = Row21+ Row22+ Row23+Row24+Row25 Conscientiousness= 3+2+3+2+3 =13 Scores and Interpretation Emotional Stability 18 Reactive Extroversion 19 Extrovert Open to experience 18 Explorer Agreeableness 11 Challenger Conscientiousness 13 Focused Gragh showing the aspects of Five Big Locator Self Monitoring Questionnaire Question 11 22 3 3 44 55 6 6 77 88 99 110 111 112 113 TTotal Score 55 44 24 33 44 35 24 44 33 35 55 44 35 55 Self-monitor test shows a value of 55, which is greater than 53 (5553), implying high levels of self monitor that raise his capability to change according to situations (Habel, 1991). Self Control Assem’s Strengths He can easily monitor himself among his colleagues He can modify his ideologies in order to accommodate others He is sociable since he is an extrovert Potential Strengths He is agreeable Have stable emotions Limitations He is a challenger Results Analysis Interaction Styles Assem exhibits three interaction styles which include Get-things-Going, Behind-the-Scenes and Chart-the-Course. This implies that he can efficiently communicate with Kerry and Sarah as well as compromise with them when confronting issues. Five Big Locator The Five Big Locator shows that Assem has the following attributes. Emotionally unstable Strong Extrovert Exhibits little openness to experience Low levels of agreeableness Low levels of conscientiousness Since he is an extrovert, he will interact well with Kerry and Sarah for the success of the marketing program. Self Monitor A self monitor score of 55 shows that Assem can monitor and modify his behaviour when working with Kerry and Sarah. This implies that he can work with both of them in a favourable manner. However, results shows that he is contentious in nature meaning that he might challenge other during discussions. Self Control Assem’s Strengths He can easily monitor himself among his colleagues He can modify his ideologies in order to accommodate others He is sociable since he is an extrovert Potential Strengths He is agreeable Limitations He is a challenger Assem can, therefore, take on a leadership role and perform excellently since he has a high self monitoring and control. Recommendation and Conclusion There are various recommendations that could arise from the tests that were conducted. The management should assign the task to Assem since results show that he is capable leader. He should be advised about controlling emotions and contention in order to improve his performance. Assem should be allowed to work with Sarah and Kerry so that they can share their experiences with his since he has low openness to experience. In conclusion, this group that will comprise of the three personnel under the leadership will carry out their role perfectly owing to the tactical selection and all-rounded leadership. References Campos, A. (1991). Stability of Emotionality Scores. Perceptual And M otor Skills, 73(7), 795. Edmonds, C. (2009). Commentary of Delivering An International HR Strategy At DHL: Pole Position Puts Emerging-markets Division At Head Of Pack. Human Resource Management International Digest, 17(1), 32-34. Habel, A. (1991). Self-assessment. Current Paediatrics, 1(2), 125-126. McDonald, S. (1998). Commentary of GE Backs Power Marketer. The Electricity Journal, 11(1), 5. Stenerson, H. W. (1994). Behind The Markets. Chemical Engineering News, 22(20), 1876-1880.

What Should Be Included in a Recommendation Letter

What Should Be Included in a Recommendation Letter Before we get into what should be included in a recommendation letter, lets explore different types of recommendation letters and take a look at who writes them, who reads them, and why theyre important.   Definition A recommendation letter is a type of letter that describes the qualifications, achievements, character, or capabilities of an individual. Recommendation letters are also known as: Letters of recommendationReference lettersJob referencesAcademic referencesCharacter referencesLetters of reference Who Writes Them People who write recommendation letters typically do so at the request of an individual who is applying for a job or a space in an academic program (like a college of business school degree program). Recommendation letters may also be written as character evidence for legal trials or other situations requiring investigation or assessment of a persons character. Who Reads Them People who read recommendation letters do so in hopes of learning more about the individual in question. For example, an employer may ask for a recommendation to learn more about a job applicants work ethic, social aptitude, past work responsibilities, and professional skills or achievements. Business school admissions committees, on the other hand, may read business school recommendations to assess a program applicants leadership potential, academic capability, work experience, or creative abilities. What Should Be Included There are three things that should be included in every recommendation letter: A paragraph or sentence explaining how you know the person you are writing about and the nature of your relationship with them.An honest evaluation of the persons characteristics, skills, capabilities, ethics, or accomplishments, preferably with specific examples.A statement or summary that explains why you would recommend the person you are writing about. 1. Nature of the Relationship The relationship of the letter writer and the person being recommended is important. Remember, the letter is meant to be an evaluation, so if the writer is not familiar with the person that they are writing about, they cant offer an honest or thorough evaluation. At the same time, the recommender shouldnt be  too  close or familiar with the person being recommended.  For example, mothers should not write job or academic recommendations for their children because mothers are essentially obligated to say nice things about their children. A simple sentence describing the relationship is a good way to start the letter. Lets look at a few examples: I have worked as Jans direct supervisor for the last five years.Eddie was in my AP English class last year.I was Jamals debate coach for three years.I met Amy three years ago at the community food bank where we both volunteer.   2. The Evaluation/Assessment The bulk of the recommendation letter should be an evaluation or assessment of the person you are recommending. The exact focus will depend on the purpose of the letter. For example, if you are writing about someones leadership experience, you should focus on their role as a leader, their leadership capability, and their achievements as a leader. If, on the other hand, you are writing about someones academic potential, you might want to offer examples of that persons academic achievements or examples that demonstrate their potential and passion for learning. The person who needs the recommendation can help direct content by explaining exactly what they need the recommendation for and what aspect of themselves or their experience should be evaluated. If you are the letter writer, make sure this purpose is clear to you before you begin writing the letter. If you are the person who needs a recommendation, consider writing up a short, bulleted list that explains why you need the recommendation and the subject of the assessment. 3. The Summary The end of a recommendation letter should summarize the reason why this particular individual is being recommended for a specific job or academic program. Keep the statement simple and direct. Rely on the earlier content in the letter and identify or summarize the reason why the individual is a good fit.

I don't know you tell me Essay Example | Topics and Well Written Essays - 1000 words

I don't know you tell me - Essay Example Interestingly, this was evidence that was not actually new. Indeed it was already there. It was our science methods which were not sophisticated enough at the time of the crime. Yet, nonetheless, while our scientific intelligence has not reached heights enough to analyze existing evidence, we still put people to death. four cases, innocent men have not just been sent to death row to languish while their perfunctory appeals have run out. They have been executed. Odd term, â€Å"executed†. One would think that we could at least no hide behind terms. We are in fact, committing murder. Notwithstanding the beacon of evidence mounting, death penalty advocates continue to spew the false notion that â€Å"the system works† and that the innocence of any executed person has never been proven in fact. Justice Scalia ignores the evidence and he is wrong. He must never have heard of â€Å"The Innocence Project. His ignorance is equal opportunity. As the cases indicate, men of all colors are put to death due to shoddy police work, prosecutorial misconduct and ignorant jurors. Over the past two years some of the nation’s leading newspapers have published shocking articles chronicling the cases of men who were executed even though there existed evidence which demonstrated innocence. As an aside, exculpating evidence is known as â€Å"Brady Material†. For example, Ruben Cantu, was a 26-year-old Latino man from San Antonio, that executed in 1993 for a murder robbery committed when he was 17 years old. In 2005, twelve years after the man’s execution, the Houston Chronicle published an investigative series that uncovered another defendant, who pled guilty to participating in the crime and who, signed an affidavit swearing that not only was Ruben Cantu not the murderer, but that he was not even present at the crime scene. Ray Krone was convicted two times for a murder he did not commit. A judge sentenced him to

HTC Human Resource Analysis Research Paper Example | Topics and Well Written Essays - 3000 words

HTC Human Resource Analysis - Research Paper Example The traditional HRM functions and technical HRM functions, as accumulated in the ideology of SHRM, covers a wide range of activities which includes recruitment, selection, performance evaluation, training and development as well as management of remuneration and employee advantages. By balancing HRM activities with organisational business strategies, SHRM can effectually reproduce flexible planning and use human resources in order to accomplish the organisational objectives, and accordingly assist organisations to gain a sustainable competitive edge (Wei, 2006). With due concern to these aspects, the paper will discuss the strategic framework of HTC Corporation using the theory of SHRM and also seek to identify the HR issues faced by the organisation. Hereby, the objective of the paper is to analyse the HRM practices in HTC and accordingly make recommendations towards its improvements. Strategic Framework of HTC HTC Corporation principally deals in manufacturing electronic products s uch as laptops, mobile phones, smartphones and other handheld devices. The business functions executed by HTC are spread internationally. It is worth mentioning that the company has been learnt to experience a significant growth rate in its international as well as national operations owing to its effective approach towards HRM and comprehensive differentiation strategies (Scribd Inc., 2012). Strategies in any organisation are concerned towards the long term planning which are further divided into five aspects, i.e. organisational mission and objectives, environmental examinations, strategic formulations, strategic implementations and strategic assessments. The mission outlines the organisational values and ambitions. The mission and objectives designates the way of strategic management within an organisation (Erdil & Gunsel, n.d.). In this context, in HTC, the objective and mission of the organisation has been identified to emerge as one of the top smartphone organisations in the w orld. Therefore, it is quite likely that the human resource strategies adopted by HTC replicate its organisational objectives and mission. The examination of environment assists in identifying the organisational strengths as well as weaknesses along with prevailing external organisational prospects and threats. These aspects are significant for the future sustainability of any business. Contextually, the industry where HTC operates its business is dynamic in nature which incorporates the characteristics of mobile phone sector with personal computer sector making a complete utilisation of the benefits of high-end technology. Moreover, the value chain of HTC contains operating system, brand, and telecommunication providers along with the dynamic resources and capabilities (Chiou, 2010). The strategic formulations in any organisation includes the senior executives liable for assessing the interface between strategic issues and making strategic selections which intends to direct employe es to satisfy the organisational goals. It is in this regard that the strategies of HTC are always

Elizabeth Inchbald’s A Mogul Tale Essay -- Mughal Tale

Elizabeth Inchbald’s A Mogul Tale The year 1784 found an earnest young female playwright, Elizabeth Inchbald, sitting down to pen what would become her â€Å"first success as a writer† humbly titled A Mogul Tale.1[1]. The story involves what appears to be an outlandish plot, since it is a farce which revolves around a party of London ballooners who accidentally land in the seraglio of a great mogul2[2]. But applied research finds that Mrs. Inchbald had indeed done her homework, for the dynasty of the Mughals (as modernity has changed the spelling) really did exist. In researching the great Mughal Dynasty in India, one finds that Inchbald’s work appears to be less fantastic, and even more plausible as an event that could have, indeed, happened, although the thought that a primitive Eighteenth Century balloon would have probably not been able to fly the distance that Inchbald’s work suggests. The Mughal Dynasty was a line of Muslim emperors who reigned in India from 1526 to 1858.3[3] The line began with Babur as the first great Mughal emperor. He was a descendant of the Turkish conqueror Timur on his father's side and of the Mongol (in Persian, mughal) conqueror Genghis Khan on his mother's side.4[4] Babur came to power with the defeat of Ibrahim Lodhi in the first battle of Panipat.5[5] During his reign as the Mughal, Babur extended his empire to Punjab and Bihar.6[6] Babur served as the Mughal for only four brief years, but he left his imprint on the whole of his empire for years to come. His reign came to an end in 1530 with his death, at which time he was succeeded by his son Humayun. Humayun reigned for only ten years before being defeated by Sher Shah, an Afghan who ruled north India for fifteen years in ... ...Web: (http://rubens.anu.edu.au/student.projects/tajmahal/mughal.html) 4[4] Lashkari. 5[5] Deepali, Naren. The Mughal Dynasty [online]. 2003- [cited 18 November 2003]. Available on World Wide Web: (http://www.geocities.com/narenp/history/history/mughal.htm) 6[6] Deepali. 7[7] Lashkari. 8[8] Lashkari. 9[9] Lashkari. 10[10] Deepali. 11[11] Lashkari. 12[12] Deepali. 13[13] Lashkari. 14[14] Lashkari. 15[15] Deepali. 16[16] â€Å"Aurangzeb Alamgir’s Reign.† The Story of Pakistan [online]. 2003- [cited 17 November 2003]. Available on World Wide Web: (http://www.storyofpakistan.com/articletext.asp?artid=A019) 17[17] Lashkari. 18[18] Deepali. 19[19] Lashkari. 20[20] Holt, P.M. â€Å"The Mughals.† A Dictionary of Eighteenth Century World History. Black, Jeremy and Roy Porter, eds. 1994. Oxford: Basil Blackwell Ltd. 21[21] â€Å"Aurangzeb Alamgir’s Reign.† 22[22] Deepali.

Cases of Greece and Sweden Working Conditions Essay

Cases of Greece and Sweden Working Conditions Introduction            The essay has three major parts. The first part analyses Greece working conditions and how government officials respond to the issue. This is accompanied by a moral assessment of the issue presented in this section. The second part discusses Sweden working conditions, a country which is said to have one of the best working conditions around the world. This part analyses the policies passed by the Swedish government and all ethical issues arising from such policies. The third part is a personal assessment of the two issues presented parts one and two. This section employs virtues of ethics framework to come up with ethical implications of the issues presented. Working Condition in Greece            Greece working standards are relatively lower compared to those of other European countries. Different studies that support this argument have been conducted. From the data provided by the Social Insurance Foundation and Labor Inspectors in Greece, 35.8 percent of the participants in a survey conducted in 2011specified that there were no health and safety provisions in the firm they worked. 48.7% stated that, to their knowledge, there was no physician assigned to them. In the construction sector, 53.5% had a health and safety provision document while 58.9% in the manufacturing sector had the same. 66.1% of the respondents in the public sector said they lacked such a document (Alexopoulos 2012, p.115).            In its efforts to raise labor standards in Greece, the Greece government initiated several reforms. The reforms aimed at improving working conditions in the country and protecting people’s welfare. Greece is of the countries which experienced the wrath of European crisis. The aftermath of the crisis required tremendous changes in the labor markets. However, these reforms led to limited protection of workers in the labor market. This aspect violated business ethics and essential social rights. Law number 3863/2010 introduced fundamental changes in the labor market. Some of the unfavorable reforms were; shortening the period given as a notice to the termination of white-collar workers, reducing white-collar workers reduced by a half, keeping operational costs must between 5% and 10%, which led to layoffs. However, the minimum wage rates for workers under the age of 25 years reduced to 84% of the set minimum wage. For underage workers, the minimum wage rate set at 70% of the set minimum wage.            Apart from the labor market reforms, the government instituted in 2010, service cuts in pension and other important reforms in the social security regulations. The regulations include; zero increase in the current pension over the next 3 years. For the uninsured persons over the age of 65, their basic pension criteria underwent reforms. The amount of the pension is set at â‚ ¬360. The national budget will finance the pension from the year 2018. Salary cut for employees between 25 years was set between 22% and 32%. The employer can impose this cut without the consent of the employee (Matsaganis 2012, p.450). Analysis of Ethical Implications of Greece Work Policies            Greece policy makers seem to employ utilitarian principle, which states that one determines what is right by contrasting the outcome of all related agents of alternative policy for a particular condition (Bentham 2000, p.70). This principle does not take into account all the people in the society. Undesirable policy can be passed which does not benefit the society at large. Greece labor laws and polices does not seem to benefit the entire society. On the contrary, they benefit a section of the community.            According to (Daluka 2001, p.20) it is right to exercise what is good for the largest population of people. The study reveals that the greatest number of people in the work environment had the health and safety document. Companies in Greece seem to value policies that yield the greatest benefit to the greatest number of people. However, James Rachel, critic of the utilitarian rule, would have argued otherwise. In his criticisms, he points out that, everyone is equal and that everybody’s happiness is important. The group of people who lack the document in this case can claim that businesses in Greece did violate business ethics. This means that utilitarianism is not the best framework to formulate rules and regulations which affect the entire society. Labor markets affect the whole economy in several ways .This means that if there is a fault in formulation of labor laws, the economy will experience problems arising from shortage of labor, a crucial factor in the production process (Rachel 2007, p56). Greece labor reforms further show how the government violates ethics. A salary cut without the consent of employees is unethical, and violates ethics. However, according to utilitarianism, this might not be a big issue so long as it yields maximum benefits to the largest number of people. According to (Goodin 2007, p.245) utilitarianism as a principle should guide political leaders while making decisions that affect the society at large. He points out that leaders must take into account the impacts of the policies they pass on the entire society, other than focusing on a small group of people. Working Conditions in Sweden            Working conditions in Sweden are one of the best on the planet. This is the case because the government has introduced strict worker-safety and environmental regulations. Its manpower of 4.3 million is disciplined, instructed, and experienced in the most current technologies. About 87 percent of Swedish laborers have a place with a worker’s party, ostensibly the world’s most astounding rate. In addition, unions are active accomplices with organizations in actualizing more proficient projects. Swedish enactment accommodates work representation on the board of directors of large organizations and obliges administration to arrange with the unions prior to actualizing significant changes. Management-labor cooperation participation is customarily non-conferential, meaning labor strikes are rare in the country (Cox 1950, p.390). There is no fixed minimal wage, and all wages are determined through collective bargaining. Since 1991, the real wage increments h ave surpassed those of most EU nations. As the EMU civil argument picks up force, worker’s parties are calling for buffer funds, like those made in Finland, as a â€Å"cushion† for benefits funds and other laborer benefits throughout the shift period to the euro, in cases where there are huge currency fluctuations (Hammarstrà ¶m 2013, p.142).            Many business spectators, including those from the International Monetary Fund (IMF), have suggested some crucial labor market changes, including wage differentiation (to reduce labor costs for unskilled jobs). These reforms are an incentive to raise individual competence, reduction of income taxes, making labor unions bears the costs of unemployment in the insurance system, as well as liberalization of labor protection legislation. These measures are believed to increase efficiency and competitiveness. Labor representatives in Sweden complain that such measures would burden workers.            On the major Sweden’s labor- related issue is high levels of unemployment. Within a very short time in the early 1990s, the unemployment rate rose from a level which was considered the lowest in the industrialized world to the normal EU levels, where it stayed until the business cycle improved in 1998-99. By 2000, the unemployment rates were less than 5%. However, the rate was 8.7 percent for those workers included in training programs. Sweden’s government has a plan to reduce the unemployment rate to 4 percent and to guarantee that 80 percent of the working-age populace has a full-time work by 2015 (Drobnic 2012, p.205). Assessment of the issue and its ethical Implications            A careful examination of Sweden’s labor laws and policies shows that the policy makers employ social justice. This is clearly depicted the way polices have been formulated. According to (Betham 2000, p.80) social justice theory asserts that people should exercise fairness in their when dealing with one another. Rawl’s theory of social justice postulates that the society consists of free and equal persons who must be treated equally in political and socio-economic affairs (Blocker 2000, p.30). Swedish government seems to take into account social justice principles before passing labor regulations.            First, the government has come up with strict anti-discrimination laws, contained in Swedish Antidiscrimination Act of 2009. One of the rules of social justice theory is protection against any form of discrimination. By passing the Act, Swedish legislature took into account the rights and freedoms of workers. Therefore, their rules and decisions are in line with the social justice framework. The Act aims at eliminating discrimination in all places of work. It applies to all employees, employers, and job applications irrespective of whether or not the discrimination is intentional. This means that people expect to be treated with dignity, regardless of their appearance or beliefs. If an employer in Sweden is found discriminating his/her workers, he or she is required to pay damages. Failure to this, he/she may end up in prison, and this acts as a lesson to all others who practice discrimination.            On the other hand, Swedish government has made it mandatory for all workers to belong to a labor union (Blau and Khan 1999, p130). This is aimed at protecting the welfare of all workers in Sweden. This is another dimension of social justice. If a member of the union faces a problem, the union is supposed to take care of him/her. All members of the unions are treated equally. This ensures that all of them have equal representation. Rawl’s theory disallows unequal representation in political and social matter.            Swedish Work Environment Authority is governed by the Work Environment Act, which requires employees, employers and equipment suppliers to share responsibility in maintaining safe working conditions. According to this Act, these parties should restrict workplace hazards and prevent accidents. This clearly shows that the policy makers take into consideration the importance of social cooperation. Social justice principles require each person in the society to benefit others, and to prevent harm. This way, social justice is said to prevail in the society. Individual Moral Assessment of the Issue            To better understand moral implications of the cases presented above, a careful analysis using a different ethical framework is necessary. This section discusses how the issues presented above relate to the ethics of virtue framework.            According to Martha Nussbaum arguments, a just society must be characterized by conditions that promote fundamental entitlements for all people. The entitlements include; bodily health, normal life, bodily integrity, senses and imaginations, as well as practical reason, just to mention a few. Failure to recognize these entitlements constitutes unethical behavior (Nussbaum 1993, p 89) . Greece law makers seem to deviate from this moral framework. Some of the policies do not take into account virtues of ethics. For example, cutting an employee’s wage without his/her consent is morally wrong. It hurts one’s feeling and violates virtues of ethics such as kindness, prudence, integrity, and more importantly respect. Passing laws that lower people’s welfare is not consistent with the virtue ethics framework.            On the other hand, Sweden takes into consideration virtues of ethics framework. The laws and polices discussed above clearly show how that policy makers in the country are very much concerned with people’s welfare. Being mindful of others welfare is a crucial virtue. It ensures respect in the society and promotes justice. Moreover, Swedish government promotes fairness in worker’s representation. Again, this is a clear indication of the government’s commitment to promote virtues which promote people’s moral excellence and their well-being. Conclusion            From the analysis presented in this paper, it is clear that governments across the world employ different ethical frameworks when formulating their policies. The distinction between Greece and Sweden working condition reveals that different countries value different policies. However, the paper points out several unethical practices in Greece. On the other hand, Sweden government seems to follow ethics when drafting their laws and regulations. In addition to this, the paper reveals that people and companies’ ethical understanding across the world tend to be influenced by government’s actions. This means that Swedish citizens tend to practice ethics more than Greece citizens. References            Alexopoulos, E. (2012), ‘Sickness absence in the private sector of Greece: Comparing shipyard industry and national insurance data, International journal of environmental research and public health , Journal of Social Affairs, Vol. 34, pp, 1171-1181. Betham, J.(2000), ‘Principles of Morals and Legislation,’Principles of Morals and Legislation. Newyork: Botache Books, pp.78-85. Blau, F., and Khan, L. (1999), ‘Institutions and laws in the labor market’ Handbook of labor economics, vol.3, pp.130-140.Blocker, G. and Elizabeth S. (2000), ‘John Rawls’ theory of social justice’, Sages Journals ,pp. 24-34. Cox, A.,(1950), ‘Regulation of Collective Bargaining by the National Labor Relations Board’ Harvard Law Review, pp.389-432. Daluka, F. (2001), ‘Global Ethics and Business: A Philosophical Approach’, Global Ethics and Business: A Philosophical Approach, Cambridge: Cambridge University Press, pp. 17-20. DrobniÄ , S.(2012), ‘Good job, good life? Working conditions and quality of life in Europe’, Social indicators research, pp.205. Gordin, S. (2007), ‘Utilitarianism as a public philosophy,’ Cambridge: Cambridge University Press., Hammarstrà ¶m, A. (2013), ‘Higher education and psychological distress: A 27-year prospective cohort study in Sweden’, Scandinavian journal of public health. Pp.140-145.Matsaganis, M..(2012), ‘Social policy in hard times: The case of Greece’, Critical Social Policy, pp.406-421. Nussbaum, M. (1993), ‘The quality of life’, NewYork: Oxford University Press. Rachel, J.(2007), ‘Utilitarianism; for and against’, Havard Journal Of Business Affairs, pp. 56 Source document

Values And Ethics Paper Ethics - 1753 Words

Values and Ethics Paper Yesenia Gutierrez Arizona State University Introduction The Social Work profession is founded in a set of values and principles with one mission in mind, to enhance the wellbeing of all individuals and empowering those who are vulnerable by providing adequate services and skills. Social Workers are guided in their practice by utilizing resources like the NASW Code of Ethics, CSWE, and HIPAA to ensure that they are in compliance with the Social Work professional standards in making ethical decisions. Educational training is given to all professionals within the field to enhance their knowledge on ethics- related management, handling complex situations, ethical misconduct and ethical standards.†¦show more content†¦Unethical conduct may also be reflected through assessing the practice of Social workers through the Code of Ethics. 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