A consequentialist theory of value judges the rightness or wrongness of an action based on the consequences that action has. ... A non-consequentialist theory of value judges the rightness or wrongness of an action based on properties intrinsic to the action‚ not on its consequences. Consequentialist means behaving in a manner that positive consequences which in a sense the ends justifies the means as well as what the rules say. However‚ when it comes to Non-consequentialist it is not based on
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stereotypes and equity in the light of three areas which are gender‚ disability‚ and media. Within each of these chosen areas a discussion will occur looking at bullying and/or conflict‚ as well as linking to the writers own experiences relating to these areas. There is also an exploration of the implications that these three areas have for both students and teachers. Therefore‚ it is important to explore these further by first defining the key themes of gender‚ bias‚ stereotypes and equity to ensure accuracy
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Workplace bullying is social‚ psychological‚ verbal or physical abuse by employers or co-workers. Unfortunately‚ bullying does not only happen in the playground‚ but also in many workplaces. Many times‚ the workplace can feel a lot like high school: gossip‚ passive-aggressive behavior‚ and cliques. Bullies definitely exist in the work environment‚ though they are not easy to spot like the ones in grade school. Bullies in the work environment do not go around stealing lunch money and hitting kids
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approaches to gender equity in sport. Specifically‚ it will review the university rowing systems used in both America and Canada between 1972 and the present day. Historical differences‚ Title IX legislation‚ and inequal levels of funding are causes of differences between the systems. Therefore this analysis is not a direct comparison‚ but an exploration of two separate methods through which gender equity in collegiate rowing may be addressed. Informing this gender equity and values analysis will
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Interpersonal conflicts in the workplace are very common because they inevitably arise when groups or teams perform. This essay critically discusses the view that these conflicts can in certain circumstances be a positive factor in improving the individual performance. The approach used to address this issue is a combination of literature review and interviews of employees working at the chosen business‚ which is the PTA GmbH. T he four levels of conflict in the workplace and the explanation of the
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there are those who talk about everyone‚ (boring) it ’s just rude‚ example; a group of your co-workers are talking (whispering) and laughing together‚ and when you look in their direction they stop‚ and resume when you look away‚ some ethics‚ now your feelings are hurt because you know they have said something about you. Do these people think they are better than everyone else; of course they do. They have their own personal workplace ethics. What about the office eater‚ that ’s right the office
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Religion in the Workplace Moises Machuca SOC 120 Intro to Ethics & Social Responsibility Professor Brianne Larsen Monday April 27 ‚ 2014 People around the world have a set of beliefs whether they choose to believe in Jesus Christ or not to agnostic and gnostic‚ everyone has a set of beliefs which they hold on to. However the question arises on how can we practice it outside our homes specifically at work without imposing other people’s rights who may not hold to the same views as one does.
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Frutas‚ Maria Angelica M. 03/07/13 PSY 104 SY1127 Q4: An Essay on Theories of Personality What model/s of personality theory would you use to give a comprehensive explanation of the person? Gordon Allport defined personality as the dynamic organization with in the individual of those psychophysical systems that determine his characteristic behavior and thought. Based on the definition it is stated that personality is dynamic meaning it is moving and changing (personality can be
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Motivation in the Workplace PSY320 Nathan Kositsky Introduction According to “Merriam Webster.com” (n.d.) website‚ motivation is factors within humans or other animals that arouse and direct goal-oriented behavior. The goal for maintaining a motivated workforce should be paramount for any organization. Employees that are intrinsically motivated and likely to be more productive‚ less likely to be absent from work‚ and less likely to be a distraction. Employees are different
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common models used for estimating the rate of return for a given company; dividend growth‚ Capital Asset Pricing Model (CAPM) and Arbitrage Pricing Theory (APT). The board of directors for Apple Computer Corporation will receive this report‚ and based on the findings and analysis included‚ Apple will be given a recommendation as to the cost equity model they should implement to estimate their future rate of returns. This report will discuss the accuracy and ease of use of these three models
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