Personal Freedom and Independence The Works of Benjamin...

Personal Freedom and Independence in the Works of Benjamin Franklin and Henry Thoreau It is an undisputable fact that the contribution of such prominent philosophers, writers, political and social activists as Benjamin Franklin and Henry David Thoreau in developing American statehood is tremendous. The literary works of both men can serve as a manifesto of national and personal liberation, a call for building a better society, where each citizen can live and work freely. Indeed, both Henry Thoreau and Benjamin Franklin emphasize the independence and freedom of an individual, but they do so in significantly different ways. These differences can be linked to their different worldview, life positions, philosophies, or interests.†¦show more content†¦Thus, the philosopher does not directly argue that God’s foreordainment can be ignored by any human being, who is to exert the will of Lord (Houston 67). Nevertheless, the writer cannot agree with the fact that all individual s lack liberty, free will and even ability to perform or refuse to perform a certain action. Furthermore, Benjamin Franklin defends the naturalness of human liberty. He notes that â€Å"by Liberty is sometimes understood the Absence of Opposition† (qtd. in Houston 143). Consequently, what people consider personal independence or freedom sometimes can be characterized as the absence of interference or obstacles, and, in this sense, it can be argued that all our actions are consequences of our freedom. Nonetheless, this freedom can be compared with the behavior of a rigid body falling to the ground. Evidently, this body is free to fall, and this means that it does not meet with anything that would prevent it from falling down. At the same time, every person is aware of the fact that the heavy body must inevitably fall, as it â€Å"has no Power or Liberty to remain suspended† (qtd. in Houston 147). Thus, by this apt metaphor the author rejects the religious dogma of divine intervention in the natural course of events in society and nature. Without denying the mora l content of Christianity, Benjamin Franklin argues, however, that the norms of morality, asShow MoreRelatedHow Education Should Be Structured Essay2015 Words   |  9 PagesAmerica, education has been shaped and molded time and time again with each movement of North American history. Most early American literature was persevered not in the form of novels, but in letters, diary and journal entries, and memoirs. These works often focused on the daily struggle of the author and the author’s love for God even in straining situations. The Pilgrims, as well as the Puritans, believed that a firm education was necessary for all children. 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Popularity of Digital Media - 542 Words

With applications such as Vine rapidly gaining popularity and with Internet personalities such as Ray William Johnson, Roman Atwood, and Vitaly Zdorovetski having hundreds of millions of views on Youtube, it appears that society is obsessed with seeing short funny videos. As a consequence, investing in video equipment and focusing on coming up with ideas that the masses are likely to consider hilarious can be the next best thing. What is intriguing about this particular type of business is that it involves spending very little resources. Even with this, one requires ingenuity, a stage-ready personality, and the abilities required to interact with people in a funny way. Pop-artist Andy Warhol claimed that everyone is going to have their fifteen minutes of fame in the future and technology in the contemporary society provides individuals with the opportunity to exploit their fame. The best thing about the internet today is that there is a market for practically any idea and one just needs to know how to address that particular community in order for the respective person to be able to sell his or her products or services. The fact that there is a significant market for funny videos means that a person who is able to make the write clips would be likely to experience success. While Ray William Johnsons personality might be too much for some entrepreneurs who want to increase their finances through posting videos on the internet, making pranks is not as difficult as longShow MoreRelatedUsing Old Fashioned Ways And Technology1248 Words   |  5 Pagesthe current generation is accustomed to the technology that has been created throughout the years. While some people may still prefer to use old-fashioned ways and technology, there are many reasons that today’s society has popularized digital devices and social media. 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Work Family Conflict Free Essays

Hypotheses Hal- Individuals who report telecommuting will report less work-family conflict than those who do not report telecommuting. H2O – Individuals who report being able to take work home to complete will report less work-family conflict than those who do not report being able to take work home.. We will write a custom essay sample on Work Family Conflict or any similar topic only for you Order Now HA – Individuals who report having a flexible work schedule will report less work- family conflict than those who do not report having a flexible schedule. HA – Individuals who report taking a family leave will report less work-?family conflict than individuals who do not report taking a leave.. HA – Reporting to a family-supportive supervisor will be related to the use of (a) telecommuting, (b) taking work home, (c) flexible hours, and (d) family leave. HA – There will be a negative relationship between reporting to a family-supportive supervisor and work-family conflict. HA – Having a family-supportive supervisor will mediate the relationship between (a) telecommuting, (b) taking work home, (c) flexible work hours, and (d) family leave and work-family conflict. Method Sample for the study was drawn from two sources (alumni of the College of Business f a public university and students enrolled in an evening MBA program there). Consent forms, questionnaires, and return mail envelopes were sent to alumni along with a letter requesting their participation. Only 12% of the alumni returned usable questionnaires. The low rate of returns was due to incorrect addresses and the fact that alumni were told they were only eligible to participate in the study if they were currently working and had a supervisor. For the MBA students, consent forms and questionnaires were distributed during class time. Students were told they only would fill out a questionnaire if they were employed by an organization. In total, 140 alumni and 71 MBA students returned questionnaires. Given the focus of the study was on work-family conflict, the only Individuals Include In the analyses were individuals who were working at least 35 hours per week and who had responsibility for whom an individual had responsibility. Given the sample inclusion criteria, the study ended up with a sample of 96 individuals (83 alumni and 13 MBA students). Of those individuals, 86 reported having childcare responsibility; eight individuals ported being responsible for another person, and two persons reported being responsible for both children and others. In order to ensure accuracy of the self- reported information, the alumni and the MBA students who returned questionnaires were asked to supply the name and address of a person whom they felt was quite familiar with their work and family life. A questionnaire was sent to those significant others along with a letter explaining why they were contacted. Of the 96 persons who comprised of the main sample, 53 questionnaires from significant others were received. Results Childcare responsibility, non-child responsibility, and the use of family-friendly practices, questionnaire responses were made on a 7-point scale (1 = strongly disagree to 7 = strongly agree). Participants were asked-?†On average, how many hours do you work per week? ‘ , â€Å"How many children do you have under your career, and â€Å"Do you have care giving responsibilities for someone other than a child? ‘ (coded 1 = no, 2 = yes). As noted in the study, in order to be included in the analyses, an individual had to be employed, have a supervisor, be working at least 35 hours per eek, and be responsible for a dependent. With regard to the mean number of hours worked, the 96 individuals comprising the main sample reported working 47. 21 hours (SD = 6. 21). In terms of child dependents, the mean number reported was 1. 89 (SD = 1. 08). In terms of being responsible for non-child dependents, of the ten individuals reporting such responsibility, no one reported being responsible for more than one person. 6 individuals reported taking work home (58%), 55 individuals reported working flexible hours (57%), 23 individuals reported using family leave (24%) and even individuals reported telecommuting (7%). Of the 96 employees in the sample, two reported using all four family-friendly practices, 12 reported using three practices, 24 reported using two practices, 49 reported using one practice, and nine individuals reported using no practices. Hypothesis 1 predicted that individuals who reported telecommuting would report less work-family conflict. This hypothesis was not supported for either self-reports of work-family conflict (r = -. 01) or reports of significant others (r = -. 07). Hypothesis 2 predicted that individuals who reported Ewing able to take work home to complete would report less work-family conflict. No support was found for this hypothesis for either self-reports of conflict (r = . 17) or significant other reports (r = . 10). In fact, for self-reports, the correlation attained a p. 05 level of statistical significance but in the direction opposite of that predicted. In contrast to the results for Hypothesis 1 and 2, Hypothesis 3 received strong support. Individuals who reported having flexible work hours also reported lower levels of work-family conflict (r = -. 22, p. 05). The results for significant other reports of conflict also supported Hypothesis 3 (r = -. 23, p. 05). In terms of Hypothesis 4 individuals who reported having made use of family leave reported lower levels of work-family conflict (r = -. 21, p. 05). On the other hand, significant other reports of conflict did not support Hypothesis 4 (r = -. 11). Hypothesis 5 predicted that individuals who reported to family-supportive supervisors would make greater use of family-friendly (r = . 8, p. 05) were significant at the . 05 level. Hypothesis 6 predicted that individuals porting to a family-supportive supervisor would report lower levels of work-family conflict. This hypothesis was supported both for self-reports of work-family conflict (r -? -. 54, p. 01) and significant other reports of conflict (r = -. 38, p. 01). In summary, with the exception of the relationship bet ween taking work home to complete and self- reports of work-family conflict, all of the other relationships between the use of family-friendly practices and work-family conflict were mediated. Discussion The study hypothesized that telecommuting, taking work home, having flexible hours, ND taking a family leave each would be negatively related to reports of work-family conflict. Strong support for Hypothesis 3 (I. E. , the use of flexible hours was negatively correlated with both self-reports and significant other reports of work-family conflict). This information may prove to be advisable for many organizations to offer flexible hours to their employees. In addition to focusing on the use of family-friendly practices, the study also examined the effects of reporting to a family-supportive supervisor. It was found that reporting to such a supervisor was positively related to he use of flexible hours and family leave. In terms of the correlation (r = . 14) between having a family-supportive supervisor and telecommuting, it may be premature to dismiss this relationship because it did not meet the p. 05 threshold that was used throughout this paper (this correlation was significant at the p. 10 level). Criticism Limitations for this given study are as follow: The response rate for the alumni survey was lower than the study would have liked. Another limitation is the low base rate for a few of the variables that were examined (I. . The use of telecommuting). A third limitation to note was the educated nature of the sample (everyone in the sample was a college graduate). Application This study could be expanded to include a larger population of employees, such as non-college graduates. It could also be expanded to other professions/departments in the organization. In future studies, it might also be worthwhile to consider coworker support for balancing work and family responsibilities (e. G. , are coworkers willing to switch work days or work hours to accommodate family responsibilities? ). How to cite Work Family Conflict, Essays

Importance Of Cultural and Emotional Intelligence In A Business

Question: Discuss about the Importance Of Cultural Intelligence Emotional Intelligence In A Business. Answer: Introduction In todays growing era, it is important for the business process to gain the competitive edge in the market. So in order to expand the market, the company needs to focus on all the internal and external aspects present in global business environment. Apart from attainment of organizational objective financial, a business process shall also consider the environment of the organization. The report further provides an overview of the policies which the company can adopt in order to solve the multicultural tension present in themanagement system of the organization (Goleman, Boyatzis, and McKee 2013). It also provides the summary of two organizations from the presentation. Lastly, the report analyses the firms weakness to manage the multicultural issues and justified strategies which can help the organization to gain competence. Policy recommendation for multicultural issues in management of the company Multicultural issues refer to those issues which are faced in a company when they hold their business activities with other companies outside their geographical boundaries. Such issues are faced by themanagement of the organization when they collaborate with companies of foreign countries. Due to these issues the internal environment of the organization is disturbed resulting in negatively affecting the growth of the company. Workplace issues like high employee turnover, low productivity and low morale among employees are attracted with the company (Serrat 2017). As there is major difference between the culture of Australia and India, due to which many times the organization is unable to satisfy the employees of the both the unit due to which such problems occurs (appendices 1). It can also be regarded as the inefficiency of the company to adequately satisfy the requirement of all the employees of the company. Thus, the organization shall apply the below mentioned policies to solve t he multicultural issues of workplace (Druskat, Mount, and Sala 2013). Communication: The major problems of the company can solved through efficient communication in the organization. Communication is the best way to keep the employee interested in the workings of the organization. Apart from that the leader will easily get to know the issues which the employees are facing in the internal environment. Proper communication will also help people to create a friendly environment and adapt cultural differences as well (Dong, Seo, and Bartol 2014). Cross-cultural programs: cross-cultural programs help the employee to under the different community. With the help of his training they are abled too easily adopt the culture of other country in which they are working. This process also helps in learning the culture and language of different countries which helpss in initiating good communication as well. Pay for performance scheme: pay for performance or reward scheme shall be implemented in the company s that low morale and high employee turnover issues get dissolved. With the aid of this scheme employees gets to earn according to the work which they perform, if an employee perform better then they will get paid better or vice versa. Themanagement shall adopt this technique to resolve the issues. Informal group activities: the company shall hold informal parties with its employees so that they get easily settled in the different environment and they dont feel homesick. Union-management bond also initiates formal communication as well. Promote appreciation of cultural differences: with the aid of this process, it gets easy for the employees to sustain in the current environment in which they are working. Also appreciation will motivate the employees to work more resulting to increase in level of productivity of the organization (Ciarrochi, and Mayer 2013). Summary of McDonalds Company Cultural intelligence refers to the capability of an organization to relate with work and culture efficiently. This aspect helps an organization to initiate implementation of the objectives of the organization by fulfilling the cultural ethics as well. For an organization, cultural intelligence refers to the capabilities of the management to be intelligent enough to create a culture at the workplace which motivates the people and help them to achieve the targets (Legree, Mullins, and Psotka 2016). Talking about the company McDonalds, the company was originated in the year 1940 by Richard and Mauricee as a barbeque restraint. Later on they organized their company as a hamburger stand in 1948. In the current era McDonalds owns the market by serving 69 million customers per day. The company cultural promise is to initiate diversity in the workplace. Emotion intelligence along with organizational engagement is regarded as best for the growth of an organization as it improves both employee and organizational performance. Applying emotional intelligence in McDonalds, the company adequately integrated the emotional intelligence with the leadership skills of the organization. The company also identified the issues which caused low productivity and prioritized them according to their focus. McDonalds increased the emotional engagement by creating a people profit chain and fusion in different activities of the company. Also one of the major cultural issues is incivility which leads to loss of customers in the company. So lastly, it is suggested to McDonald that they shall focus on the soft skill training which will implement generation of greater productivity and less workplaces issues in the organization. Summary of Coca-Cola Company Emotional intelligence refers to the capability of the organization to analyze the requirements of the organization and then act accordingly. Adoption of emotional intelligence in an organization helps then to create goodwill in the target market (Mayer, Caruso, and Salovey 2016). Further talking about the coca cola company and emotional intelligence, the company engages in activities which make use of emotional intelligence at high level, also the company share happiness and satisfaction with their product in the market. Another aspect focused by the company is diversity, Coca-Cola adequately supplied their products in the market and recruited diversified workforce in their organization as well. Further it shall be taken into accounts that the three aspects that are cultural diversity, emotional intelligence and diversity affect the growth of the business in the global market. The Coco-cola is adequately serving its product in the market because the company offers its products according to cultural diversity resent in the market. Apart from that they also understand the emotions of the customers attracted with the product due to which they adequately satisfy the requirements of the customers. Diversity is also one of the factor due to which human resource management of the company is growing and providing efficient services in the market. People with different cultural values come together and initiate innovation in the product due to which Coke (product of coca cola) is highly demanded in the market. But diversity attracts a few drawbacks a well. Thus, the fact shall be taken into account that cultural intelligence, emotional intelligence and diversity are three factors whi ch can both positively and negatively affect the growth of the company in the global market (appendices 2). Analysis and justification of strategies The issue analyzed in the case is related to workforce management issues. Low morale of employees results to increase in high employee turnover and less productivity as well. Focusing on the core issue of the task, it shall be noticed that as the company has collaborated with many other companies around the global due to which they need to expand their customer base and employee base as well. Due to large and diversified human resource the company was unable to manage the workplace management in the system of the organization. Further the company shall implement the above mentioned strategies in the organization so that excellence is achieved by the company and issues are solved easily (Carson, Carson, and Birkenmeier 2016). From the analysis of the multicultural issue attracted with the company its company shall be solved with the use of adequate technological managerial measures so that the company achieves competence in the market. As recommended for the McDonalds the company, this company shall apply such tools in their organizational process so that growth is achieved (Schroeder, et. al., 2016). Initially the management shall segregate different tasks in groups and then align the duties to managers and employees of the organization. This will help the company to develop soft skill qualities in their process, apart from that aspect are neglected by the management many times can be considered under the soft skill process of the company (Gardiner, Baranski, and Funder 2016). This aspect looks at the multicultural issues which he organization faces, and make sure to solve them so that employee satisfaction in remain in place. Another strategy learned from the implementation of such strategy is the emotional intelligence; it is one or the major aspect due to which the growth of the organization is possible (Prada, et. al. 2016). Thus, this fact is justified that acceptance of the above mention two strategies can helps the employees of the organization to generate sustainability in the organization. With the initiation of soft skill training process all the issues related to employee turnover and retention can be solved by initiating higher satisfaction among them. Also the soft skill helps the company to focus on all the aspect relating to employees of the organization (appendices 3). This factor also motivates and involves the employees in the activities of the business process. Soft skills help in the company in forward to the technological changes of the organization as well (Sheldon, et. al., 2017). Lastly, it shall be said that the activities opt the management of the company is justified as it can adequately assist the company in archiving the target in the global business environment also it will help the company to remove the multicultural tension and issue related to communication gap a well (Khan, Pitts, and Williams 2016). Recommendations It is recommended to the company all the multinational companies to work in accordance to the cultural and emotional intelligence aspects present in the environment as they help to understand the market in a better way. Apart from that it also helps to keep the employees of the organization motivated. Also emotional intelligence is the best way through which an organization can understand the feelings of other country as well. This will help the company to maintain their activities in other countries and eliminate the cultural differences as well. Conclusion In the limelight of above mentioned events the fact that shall be taken in accounts is that multi-cultural tension is an important issue in the organization which shall be resolved by the management of the company on highest priority. Such issue affects the satisfaction level of the employees of the company due to which the efficiency level of organization is affect (Bleidorn, et. al., 2016). Thus, proper measure shall be taken in the organization to avoid such issues. Apart from that emotional intelligence plays a significant role in shaping future of the organization. So, concluding to all statement it shall be said that the organization need to adequately analyze the problem occurring in the internal and external environment of the organization and apply measures to solves them with the help of emotional intelligence then only they can achieve competence in the market. 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Cross-cultural Differences in Average Daily Behavior. International Journal of Psychology, 51, p.328. Goleman, D., Boyatzis, R.E. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Khan, T., Pitts, M. and Williams, M.A., 2016. Cross-cultural differences in automotive HMI design: a comparative study between UK and Indian users' design preferences. Journal of Usability Studies, 11(2), pp.45-65. Legree, P.J., Mullins, H.M. and Psotka, J., 2016. Comment: The ability model of emotional intelligence: Consistency with intelligence theory. Emotion Review, 8(4), pp.301-302. Mayer, J.D., Caruso, D.R. and Salovey, P., 2016. The ability model of emotional intelligence: Principles and updates. Emotion Review, 8(4), pp.290-300. Prada, M.R., Guzman, N.A., Celis, S., Huerfano, L.M. and Gallo, D., 2016. Differences in Perception of Health-Related Quality of Life Associates to Socioeconomic, Cultural and Housing Factors: Multilevel Analysis. Value in Health, 19(7), p.A361. Schroeder, A., Pennington-Gray, L., Donohoe, H., Kiousis, S. and Mandala, L., 2016. Do Cultural Differences Influence Tourists Likelihood to Seek Information Via Social Media in the Event of a Crisis?. Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge Solutions (pp. 329-339). Springer Singapore. Sheldon, P., Rauschnabel, P.A., Antony, M.G. and Car, S., 2017. A cross-cultural comparison of Croatian and American social network sites: Exploring cultural differences in motives for Instagram use. Computers in Human Behavior, 75, pp.643-651.