The Social Cognitive Theory Developed By Albert Bandura

Advertisements in all forms of media and all across the globe, depict women in compromising and passive situations which can be dangerous too their personal safety. The Social Cognitive Theory developed by Albert Bandura says that â€Å"social behavior is learned and modeled through direct and vicarious observation, which includes observation of gender roles† (Prieler et al 28). A study conducted by Fransisco Pereira studied gender stereotyping in Spanish and Portuguese ads which showed that men are most commonly portraying dominant roles such as experts and interviewers, while women are not only much younger than their male costars, but promote products related to household chores and beauty products (277). Numerous studies are finding that depicting women in advertisements in submissive or stereotypical roles, the advertising industry is only aiding in societies perception of a woman’s lack of strength which can be dangerous to their safety. Francisco Pereira conducte d a study that aimed to show the difference of how men and women are portrayed in television advertisements. The study looked at 86 bath and body product commercials, and out of 86 commercials, 53 depicted women as the main character, whereas only 22 men were shown playing the same role (Pereira et al 282) . Pereira also looked at 27 household commercials, and women were the main character in 26 of them. The study ultimately found that gender stereotypes were closely connected with the products and their use.Show MoreRelatedLeadership And Learning : Organizational Learning1401 Words   |  6 Pages Jewon Na 11401132 â€Æ' Executive summary This report is to provide the ways in leadership and learning through organisational learning theories and examples of organisational, social and personal areas. 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Employee Recognition at McDonalds

Question: Discuss about theEmployee Recognition at McDonalds. Answer: Abstract The retention of talent is an increasingly important imperative in todays organisations. The importance of talent retention is underscored by increased and more aggressive competition across various industries, with a concomitant shortage of skilled individuals. Organisations must then invest in practices that will enable them to retain employees. One such practice is employee recognition, which McDonalds has successfully harnessed. The employee recognition culture at McDonalds enables the organization to retain highly talented individuals. This retention is important in allowing McDonalds to satisfy its future leaders program. Some of the theories underpinning McDonalds human resource practices include motivational theories, social exchange theory and talent management theories. Retention is also essential for non-profits but unfortunately, the recognition approach cannot be universalised since the motivational needs of volunteers do not necessarily correspond to those of individual s seeking paid employment. Employee Recognition and Talent Retention Human resource management is an important function within any organisation that facilitates the attainment of organisational objectives. The process mainly involves managing the human resource component of the organisation. Given increased competition and greater ubiquity of organisational inputs, the versatility of the human resource makes it one of the most significant considerations for firms. This is because while other resources and organisational inputs are imitable to a significant extent, the human resource component is not as easily imitable. Consequently, when organisations have a unique human resource base, they can easily harness a competitive advantage over their competitors. In this regard, it is important for organisations to attract and retain suitable talent. This paper argues that employee recognition is an important practice, with theoretical groundings in motivation, performance management and talent management concepts, which enables organizations to retain talen t. Employee retention is important in offering a competitive advantage to organisations. This is because of the unique factors embedded in employees such as knowledge. Knowledge is an important feature that can provide a competitive advantage to companies, especially when such knowledge is idiosyncratic and non-substitutable (Ahammad, Tarba, Liu, Glaister, 2016). By retaining employees, organisations can retain such knowledge. McDonalds practices are indicative that the organisation recognises the importance of attracting and retaining top quality employees. This is illustrated in the companys culture and other organisational practices such as training and remuneration tendencies. McDonalds culture is underpinned by five key strategies, one of which is people. The emphasis on people as part of its corporate strategy illustrates McDonalds recognition of the importance of the human resource component. One of the most pertinent components of McDonalds strategy is its recognition scheme. The case study file highlights that the company has a strong recognition culture, which is manifested through formal events and corporate programs. The recognition culture plays an important role in supporting McDonalds culture, as well as attracting future leaders. The key thing about McDonalds culture is that the company endeavours to develop future leaders, with a majority of its business leaders and managers having started out as crewmembers in McDonald outlets. Specifically, this is the case for 80% of its restaurant managers. Arguably, this is indicative of apt retention practices, which can be attributed to employee recognition. This is because according to Gregory (2011), one of the main reasons why employees elect to leave an enterprise is due to the lack of recognition. Other factors include a lack of opportunities for career growth and communication problems. Given that employees will cho ose to leave an enterprise when they fail to be recognised, then it is evident that recognition contributes to employee retention. The contribution of recognition to McDonalds culture through employee retention cannot be understated. This is because of the significance of employee retention. For starters, employee retention in an organisation is important in ensuring that an organisation retains its top talents (Hausknecht, Rodda, Howard, 2009). As noted, there is a prevailing tendency within the labour market of a scarcity in individuals who are highly skilled (Allen, 2008). The implication for companies is that they either have to attract and retain top talents, or alternatively, be forced to contend with a labour force that is understaffed and underqualified. Apart from the shortage in talent within the labour market, another reason why the retention of talent is important is due to the significant costs associated with labour. The costs envisaged here are not just those of selecting and recruiting employees, but further, sunk costs associated with employees who elect to leave an organisation. In particular, the costs associated with labour turnover can be classified into three categories as either hard costs, soft costs or opportunity costs (Tracey Hinkin, 2008). Hard costs are those that will involve direct monetary expenditure in the pursuit of new and suitable talents. These will include the costs of advertising, selection and other related costs that are reflected as expenses in a companys financial statements. Soft costs, on the other hand, do not translate into direct financial expenses. Rather, they entail such aspects as the distraction of management from other value adding activities (Butali, Wesang'ula, Mamuli, 2013). Finally , opportunity costs are those related to missed revenues or the investment of money to acquire labour, whereas such monies could have been invested into other activities. Another aspect of cost is sunk costs, which entails the costs associated with the training of outgoing employees. Finally, Ton Huckman (2008) highlight costs of operational disruption and employee demoralisation. These are indirect costs, whereby operational disruption regards the specific human capital possessed by outgoing employees, including specific knowledge about a companys processes and activities. Employee demoralisation, on the other hand, affects remaining employees and may occur due to close social relationships with their colleagues who are departing, or due to an increase in the workload, as the current labour demand is reapportioned. Evidently, there are significant cost implications associated with employee retention. By engaging in employee retention through its recognition scheme, McDonald is able to optimise on these costs, by avoiding sunk costs and opportunity costs. McDonalds huge investment of $40 million on its annual training underscores the extent of its re tention practices. Employee recognition is important to McDonalds future leaders program, by virtue of the mediating effect of employee retention. When a firm retains employees, it not only optimises on costs associated with securing human resources, but further, it benefits from the essence of employees as human capital. Employees have a particular firm-specific expertise, which an organisation cannot exploit if these employees leave (Urbancov Linhartov, 2011). When employees have been in an organisation for some time, they acquire valuable (tacit) knowledge about the firm and its processes(Ton Huckman, 2008). Moreover, employees who have stayed at a firm for longer have important experience, which the firm can harness through appropriate retention. This accumulated experience and tacit knowledge constitute part of the features that a firm will look for in its potential managers, since such positions require people who have an extensive understanding of the firms processes. Employee recognition is further important in allowing McDonalds to realise its organisational objectives. This is because McDonalds operates in a service industry, where employees exercise a high level of contact with customers. Thus, employee attributes have a greater impact on customer satisfaction, as opposed to manufacturing industries where employees and customers rarely come into direct contact. The quality of service provided to customers influences their behavioural intentions, which in turn influences their intention to engage with the firm in future or to provide positive recommendations (Saha Theingi, 2009). Since service quality is the intermediary between employees output and the customers experience, it is important to ensure that employees provide excellent output. In fact, according to Brown Lam (2008) the perceived quality of service has a complete mediation effect on the job satisfaction-customer satisfaction relationship. Consequently, in order to improve customer satisfaction, it is necessary to ensure that employees are themselves satisfied. Here, the contention is that improving employee satisfaction will result in better quality of service, which, in turn, will lead to customer satisfaction. The contention that employee satisfaction results in improved quality of service is based on the theory of social exchange. This is according to Yee, Yeung, and Cheng (2008), who further go on to elaborate that this theory anticipates justice to prevail in social interactions. Specifically, when individuals receive certain gifts, they experience feelings of gratitude and a yearning to reciprocate. Consequently, when employees experience positive aspects such as favourable working conditions and recognition from their employing organisation, they feel compelled to reciprocate. In the context of McDonalds, the recognition scheme encourages employees to provide their best input towards achieving the organisation' s goals. One can also understand McDonalds recognition scheme by considering theories such as motivational theories. Employee motivation is one of the tools that human resource practitioners use to drive employee behaviour. While there are many different theories of motivation, one of the most prominent ones is the Maslows hierarchy of needs. This theory views human needs as being fashioned like a pyramid, whereby there are base level needs and higher-level needs. As one ascends the pyramid, the needs decrease in number but increase in complexity. In order to move to needs at a higher level, one must first satisfy the needs at the lower level(Zeb, Rehman, Saeed, 2014). The pyramid is broken down into two categories of lower level needs and higher level needs. Lower level category needs include physiological needs, safety needs, and belonging needs. The higher-level category needs are the esteem needs and the self-actualisation needs. According to DuBrin (2011), the yearning for individual su ccess identifies with the last stage. Consequently, McDonalds recognition scheme caters particularly for the needs at the higher level. This is because when employees are recognised, they esteem needs are satisfied. Moreover, the sense of achievement that they realise upon such recognition contributes to their self-actualisation. McDonalds recognition scheme also finds strong support in theories of performance management and talent management. Performance management typically seeks to realise the most efficient utilisation of the human resource component of the organisation, by optimising employee performance. Thus, performance management will involve the evaluation of employees job performance(Gruman Saks, 2011). As part of the performance management process, managers not only set expectations for employees and measure the realisation of these expectations, but further, they also reward performance(Farndale, Hope-Hailey, Kelliher, 2011). In the context of McDonalds the company achieves this imperative through its recognition scheme. Performance management results in such benefits for the organisation as effectiveness and efficiency in the process of executing the companys strategy(Yeoh, Richards, Wang, 2014). To realise these benefits, however, employees must perceive that there are fairness and justice i n the performance management process(Farndale, Hope-Hailey, Kelliher, 2011). McDonalds is able to satisfy these imperatives since according to the case study file, the company makes its pay decisions based on an objective framework, and further provides a sound basis for explaining pay decisions to its employees. Moreover, the company also ensures equity between different roles, while ensuring that employees understand their total pay package. Making employees aware of the pay structure and their pay package not only enhances the transparency of its remuneration process, but it also promotes employees comprehension and contentment with organisational processes. The other theory is talent management. Talent management is a relatively new area of focus in the employee retention discourse, and thus lacks adequate definitions in the literature (Hughes Rog, 2008). Talent management is embedded in an understanding of the employee as a vital and valuable resource who has the capacity to provide an organisation with a competitive advantage. Talent management is different from employee retention based on the scope of individuals targeted. Unlike employee retention, which seeks to reduce the overall rates of labour turnover, talent management is primarily concerned with the retention of top talents, individuals whom the organisation has identified as having the capacity to occupy key positions. One of the problems with blanket retention policies is that they result in the retention of employees including those who record average to low performance (Hausknecht, Rodda, Howard, 2009). With talent management, however, a company is able to focus its eff orts and resources on employees who have been identified as having the potential to occupy top positions in the firm. Talent management is well illustrated by McDonalds, particularly when one considers its future leader's program. McDonald's is able to identify and retain top talents, by recognising them. McDonalds human resource management approach is characterised by practices such as performance management and talent management. The company emphasises on providing training to its employees. It also invests in employee recognition, which encourages employees to provide their best output. This approach is thus important in allowing the firm to realise its objectives while satisfying the needs of its employees. The approach is a dynamic one that can be applied even in a not-for-profit organisation such as the Spastic Centre. This is because the approach is embedded in satisfying and motivating employees. Thus, not-for-profit organisations can adopt a similar approach where they recognise volunteers. However, the approach cannot be applied directly and instead has to be adapted. While the recognition approach is efficient in facilitating employee retention by McDonalds, such an approach would not be applicable in retaining volunteers in a non-profit organization. This is because the factors that motivate people to work in a business may not necessarily be the same factors that lead individuals to enlist as volunteers. Yet, the challenges that businesses face are somewhat the same as those that non-profits face. Just like business organisations struggle to attract and retain suitable talent, so do not-for-profit institutions(Wong, Chui, Kwok, 2011). Additionally, Millette Gagn (2008) indicate that increasingly, there is a scarcity of long-term volunteers. This makes it important for non-profits to retain volunteers. Evidently, there are many similarities between the challenges that businesses such as McDonalds and non-profits such as the Spastic Centre face. In the same breath, theories such as Maslows hierarchy of needs are applicable within a wide range o f institutions, situations, and contexts. Consequently, it is possible for non-profits to apply these concepts in a similar fashion to McDonalds. The key differences that a non-profit would have to make in applying the approach is to consider the motivation belying a volunteers act of voluntaryism carefully. An understanding of the reasons behind individuals volunteering will then facilitate the designation of programs that are capable of meeting volunteers expectations and promoting their retention. By meeting the expectations of volunteers, non-profits are able to satisfy volunteers. This is important since according to Wong, Chui, Kwok (2011), volunteer satisfaction has the capacity to allow organisations to retain volunteers. This paper has argued that employee recognition is an important organizational practice that promotes talent retention in an organization. McDonalds is an excellent example of an organization that has successfully done so. The company has been able to source 80% of its restaurant managers from within its own ranks. This is an apt illustration of its success in nurturing talent. McDonalds employs recognition at various levels, starting at the store level, all the way to the corporate level. Recognition promotes employees satisfaction of their motivational needs. While this approach is a successful one, its use cannot be replicated in non-profits, mainly due to the difference in personal motivations that drive individuals within the two types of institutions. References Ahammad, M. F., Tarba, S. Y., Liu, Y., Glaister, K. W. (2016). Knowledge transfer and cross-border acquisition performance: The impact of cultural distance and employee retention. International Business Review, 25(1), 66-75. Retrieved December 9, 2016 Allen, D. G. (2008). Retaining talent: A guide to analyzing and managing employee turnover. SHRM Foundation Effective Practice Guidelines Series, 1-43. Retrieved December 9, 2016 Brown, S. P., Lam, S. (2008). A Meta-Analysis of Relationships Linking Employee Satisfaction to Customer Responses. Journal of Retailing, 84(3), 243255. Butali, N. D., Wesang'ula, P. M., Mamuli, L. C. (2013). Effects of Staff Turnover on the Employee Performance of Work at Masinde Muliro University of Science and Technology. International Journal of Human Resource Studies, 3(1), 1. Retrieved December 9, 2015 Farndale, E., Hope-Hailey, V., Kelliher, C. (2011). High commitment performance management: the roles of justice and trust. Personnel Review, 40(1), 5-23. Gregory, K. (2011). The importance of employee satisfaction. The Journal of the Division of Business Information Management, 29-37. Gruman, J. A., Saks, A. M. (2011). Performance management and employee engagement. Human Resource Management Review, 21(2), 123-136. Hausknecht, J. P., Rodda, J., Howard, M. J. (2009). Targeted employee retention: Performance?based and job?related differences in reported reasons for staying. Human Resource Management, 48(2), 269-288. Retrieved December 09, 2016 Hughes, C. J., Rog, E. (2008). Talent management. International Journal of Contemporary Hospitality Management, 20(7), 743 - 757. Retrieved December 09, 2016 Millette, V., Gagn, M. (2008, March 8). Designing volunteers tasks to maximize motivation, satisfaction and performance: The impact of job characteristics on volunteer Engagement. Motivation and Emotion, 32(1), 11-22. Saha, G. C., Theingi. (2009). Service quality, satisfaction, and behavioural intentions: A study of low-cost airline carriers in Thailand. Managing Service Quality: An International Journal, 19(3), 350-372. Ton, Z., Huckman, R. S. (2008). Managing the impact of employee turnover on performance: The role of process conformance. Organization Science, 19(1), 56-68. Retrieved December 09, 2016 Tracey, J. B., Hinkin, T. R. (2008). Contextual factors and cost profiles associated with employee turnover. Cornell Hospitality Quarterly, 49(1), 12-27. Retrieved December 09, 2016 Urbancov, H., Linhartov, L. (2011). Employee turnover and maintaining knowledge continuity in large and small organisations." (). Central European Review of Economic Issues, 14, 265-274. Retrieved December 09, 2016 Wong, L. P., Chui, W. H., Kwok, Y. Y. (2011). The volunteer satisfaction index: a validation study in the Chinese cultural context. Social indicators research, 104(1), 19-32. Yee, R. W., Yeung, A. C., Cheng, T. E. (2008). The impact of employee satisfaction on quality and profitability in high-contact service industries. Journal of operations management, 26(5), 651-668. Retrieved December 09, 2016 Yeoh, W., Richards, G., Wang, S. (2014). Benefits and Barriers to Coprorate Performance Management. The Journal of Computer Information Systems, 55(1), 105-116. Zeb, A., Rehman, S. u., Saeed, G. (2014). A Study of the Relationship between Reward and Recognition and employees Job Satisfaction: A Literature Review. Abasyn University Journal of Social Sciences, 7(2), 278-291.

Life of Being an African American free essay sample

This time it was because of the way I looked, and it was less than a personal struggle than it was a fight against discrimination. I had never really experienced any form of racial discrimination in Chicago; almost everyone who lived in our area was African American, with a few exceptions. There were a few white people, but they apparently were not indicative of the general population in America, as I never received any mistreatment or discrimination from them, and likewise, I do not believe they suffered any discrimination by my fellow African Americans. Everyone sort of just fit in and carried on with their daily lives. I am ashamed to admit that this is how I thought that my life would be in Texas as well. I did expect things to be different. I knew that Dallas were more affluent and I knew that there were buildings as big as some of our smaller towns. We will write a custom essay sample on Life of Being an African American or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The buildings in the brochures seemed to reach the sky. I believed that the sky would be bluer, the air cleaner, and the people would be as friendly as they seemed to be on television and in the brochures. All of these shiny, smiling white faces would greet me with open arms and assist me in any way possible to make my stay wonderful. However, the exact opposite has happened to me. Although I am not the only African American by far to come to Dallas, I certainly felt all alone my first six months here. While I did meet other African Americans, and they welcomed me, they were all busy struggling to make a living or to learn the language just as much as the next. It seemed even the older African Americans who had lived here for over ten years still never managed to fit in. I have been called â€Å"stupid†, â€Å"ignorant† and â€Å"dumb† despite the fact that I am more intelligent than many of the people calling me this. .One of the things that annoys me the most is when I try to talk to someone and they talk back to me with a slang accent. I have had people speak very slowly and with raised volume and exaggerated hand movements when they are trying to talk to me. I guess they think that deaf and dumb. Stereotypes exist, I understand this, and it really doesn’t affect me as much as being discriminated against does. For example, I can take people assuming that I work at a chicken place or even asking â€Å"what are you†. But when I take the time to talk to people and explain and let them into my life a little, I expect a bit more than from someone on the street, but I don’t often get it. In my small group of friends, which is mainly white people, they don’t think I’m stupid or ignorant, unlike those strangers I meet on the street, and they don’t think I’m deaf and dumb; they actually think that I’m of the most caring person, and will do anything for them. Living in America is a dream for many, and while there are so many opportunities here, I have to say that it is a struggle for an African American to fit in. I can only hope that future employers will not discriminate or that the only jobs that I can find will be dishwashing and working for a place that sells chicken. While these jobs are suitable for some, they are not why I came to America. In essence, I am chasing the American dream, and while many Americans have discriminated against me, I can only hope that the dream will not.

Logic in Daily Life Sociology Essay Sample

Logic in Daily Life Sociology Essay Sample Logic in Daily Life Sociology Essay Logic in Daily Life Sociology Essay It is believed that a person can think properly without knowing the exact rules and laws of logic, using them only on an intuitive level. After all, there are musicians who can play any musical instrument, without knowing the printed music. However, these musicians are limited in their creativity. They cannot fulfill the work written with the help of printed music or record a melody composed by them. The person who has mastered logic thinks more clearly, his/her arguments are more convincing than of those who do not have logical thinking. People constantly use logic in everyday life. Logic is a study of methods of evidence and refutation. The author Patrick Hurley (2011) gives the following definition â€Å"Logic may be defined as the organized body of knowledge or science that evaluates arguments† (p. 1). It is a set of scientific theories, each of which addresses specific ways of evidence and refutation. In the book Being Logical: A Guide to Good Thinking, it is mentioned that â€Å"Logic is about clear and effective thinking† (McInerny, 2004, p. 1). Logic is a science of forms and laws of correct thinking. The word logic is derived from the Greek word logos, which can be translated as a concept, reason, and argument (Maldonato Dell’Orco, 2011). Currently, it is used in the following principal values; firstly, these words represent regularities in change and development of things and phenomena of the objective world (Maldonato Dell’Orco, 2011). Patterns of change and development of things and phenomena of the objective world are ca lled objective logic. Secondly, the word ‘logic’ refers to special regularities in the connections and the development of thought (Maldonato Dell’Orco, 2011). These laws are called subjective logic. Patterns in the development of relations and thoughts are a reflection of objective laws. Logic is also known as a science of laws of the development of connections and thoughts. This science appeared approximately in the V century BC in ancient Greece (Shenefelt White, 2013). A famous Greek philosopher and scientist Aristotle is considered to be the creator of this science (Hurley, 2011). Logic is an ancient science. Nevertheless, it still retains its practical significance. Many different sciences and arts of the ancient world have forever gone in the past and present only a museum value and are interesting as monuments of the past only. However, some of them have survived the centuries and people continue to use them these days. They include Euclidean geometry and the logic of Aristotle (Hurley, 2011). In the XIX century, a new science appeared and began to develop rapidly (Hurley, 2011). It is symbolic – mathematical or modern – logic, which is a branch of higher mathematics. The comprehension of foundations of any science is a complex and painstaking work that requires much time. Logic is a special world, which opens not for everyone, but only for those who make great efforts for this. In other words, knowledge of the basics of science is a treasure in the receptacle of an educated person. Logic is an extremely important part of everyone’s life. It helps people to properly build their thoughts and express them, convince others, better understand the interlocutor, explain and defend the points of view, and avoid errors in reasoning. On the content, human mind is infinitely diverse, as people can think about anything, for example, about the world and the origin of life on Earth, the past of mankind and its future, books and movies, today’s affairs, and coming holidays. Each person has a certain logical culture, the level of which is characterized by the set of logical methods and ways of reasoning that a person understands, as well as a set of logical tools that he/she uses in the course of learning and practice (Shenefelt White, 2013). Logical culture is acquired in the course of communication, learning, and reading literature. Logic is not all about the content of thinking, but it examines only the forms of thoughts. It is not interested in what people think, but how they think. Thus, it is often called formal logic. Aristotelian logic is also often called traditional. Logic deals with a form of thinking. A form of thinking is a way of expression of thoughts or the scheme of their construction. There are only three types of thinking. The first one is the concept. It is a form of thinking, which represents an object or an attribute of object. The second type of thinking is judgment. This form consists of concepts related to each other. Judgment always claims or denies. The last type of thinking is inference. It is a form of thinking, in which a new proposition or a conclusion follows from two or more initial judgments (Hurley, 2011). In addition to the forms of thinking, logic is also engaged in the laws of thinking. The laws of thinking are the objective principles or rules of thought, the observance of which always leads the argument, regardless of the content to the real conclusions on the condition of truth of initial judgments. There are four basic laws of thought. They include identity, contradictions, the excluded middle, and sufficient reason. Violation of these laws leads to different logical errors and false conclusions. Sometimes, the laws of logic are violated unintentionally and out of ignorance (Hurley, 2011). However, it is sometimes done deliberately to confuse the interlocutor and present a false idea. Knowledge of logic increases the culture of thinking, develops skills to think more intelligently, and develops a critical attitude. Logic teaches one to argue correctly. It allows people to correctly defend their opinion, refute the erroneous belief of the opponent, find compromises, and expose the unfair practices and tricks. Finally, logic adopts the habit of thinking. Modernity forces people to know much. In such a way, school and higher education systems seek to enclose much information in students. In the book Introduction to Logic and Critical Thinking, the author Merrilee Salmon (2012) states that â€Å"Information must be processed – understood, sorted for relevance, checked for accuracy and completeness, balanced against competing information, organized coherently, and analyzed for its application† (p. 2). However, they do not teach one to think. They do not tend to develop this human ability. Nevertheless, thinking is an extremely important aspect in personâ €™s life. Therefore, the notion that the study of logic does not have a practical significance is untenable. Many great philosophers and prominent figures of science and culture, such as Plato, Hobbes, and others attached great importance to the study of logic, knowledge of its laws, and pointed to the need to develop the ability to think logically. Logic is a necessary tool by releasing extra and unnecessary memorization. It helps to find the necessary notions in the mass of information. Knowledge of logic is necessary to any expert – mathematician, physician, biologist, and others. To some extent, logic was necessary for people at the most different historical epochs. However, it is especially necessary for precision of thought in the modern era. It is associated with the fact that the higher the level of society’s development, the greater are the requirements for the men, the own level of development, general, and special culture. In such a way, the need for the ability to think and reason and deeply understand the processes, occurring in public life, becomes extremely urgent. Accordingly, the role and importance of logic, as a science of thinking, is enhanced. Due to its extreme generality and abstraction, it is relevant to virtually all specific industries of science and technology. Despite the fact that these industries are different and unique, the laws and regulations of thinking, on which they are based, are united. Knowledge of logic is required for all people. However, there are sectors of human activity, professions, and specialties, where this knowledge is particularly necessary. Thus, logic knowledge is especially important for employees of public education (Sinnott, 2013). After all, these people are involved in an extremely important social process – the transfer of knowledge accumulated by mankind from one generation to another. Their activities are also largely associated with the formation of younger generation’s thinking. For them, it is important not only to think clearly, but also to teach thinking clearly and form a logical culture of students. Knowledge of logic is imperative to the workers of press and me dia. After all, their thoughts and words are addressed to the vast masses of population and can cause serious social consequences. Therefore, it is extremely important that information is strictly calibrated, balanced, and accurate. The need for knowledge of logic is obvious for health professionals (Sinnott, 2013). They deal with life and health. Therefore, logic errors are especially dangerous in analysis of the signs of the disease and diagnosis, and, thus, the determination of treatments. Knowledge of the laws and regulations of normally proceeding thinking is used in psychiatry as a mean of detecting violations of mental activity in psychiatric patients. Such logical methods as analysis, synthesis, generalization, and classification are usually used (Sinnott, 2013). Logic is of particular importance in the activities of lawyers. Cicero speaking of the court cases advised the speaker to carefully and thoroughly understand all the cases. In today’s legal practice, substantially all the arsenal of logical means is widely used. It includes definition, division, summing up under a concept, the version as a kind of hypothesis, inference, proof, and refutation (Sinnott, 2013). Thinking logically means to think accurately and consistently. Contradictions in arguments should be avoided. These qualities of thought are important in any field of scientific and practical activities, requiring the precision of thought and the validity of conclusions. Logic plays an extremely important role in everyday life. It organizes the correct methods of reasoning, as well as common errors in reasoning. It provides logical means for a clear expression of thoughts, without which, any intellectual activity is ineffective. Knowledge of logic raises the culture of thinking, advanced skills of thinking, and develops a critical attitude towards people’s thoughts. Knowledge of the rules and laws of logic is not the ultimate goal of its research. The ultimate goal is the ability to use its rules and laws in the process of thinking. The truth and logic are interconnected. Therefore, knowledge of logic is impossible to overestimate. Logic helps to justify the true judgment and to refute the false one. It teaches people to think correctly and succinctly. Thus, logic is a philosophical science of forms of human thinking and laws, to which it is subject. In such a way, logic is necessary for all people.

Ancient Rome Essay Example for Free (#2)

Ancient Rome Essay During the Han Empire of China and the Roman Empire of the Mediterranean World were both had advanced technology for their time. Han China’s attitude toward manufacturing and labor was more positive than the Romans who had a more class divided society, therefore causing attitudes toward labor and technology to be looked down upon. The Hans respect technology and the people who use it. In China, 2nd century B. C. E. a government official stated that he wanted to organize their labor force with the use of technology so they could help to prevent a disaster from occurring when and if a flood takes place. This could help the people from getting hurt and their property from getting destroyed (Doc. 1). Huan Guan, a Han government official during the first century B. C. E. was concerned about the lack of technology and poor government policy that is affecting the people. Haun Guan was trying to say to the Han government that using convict labor to make tools and monopoly on salt and iron is causing devastating affects towards the people and feels that the government can solve this problem by using the available technologies. Even though Haun Guan is a government official himself, he shows interest in helping the people and is very critical towards the current government policies that are in place (Doc. 2). Huan Tan, a upper class Han philosopher during 20 C. E. is expressing his appreciation of the progress that technology has had since the emperor’s first invention . Huan Tan also expresses how technology has benefited the Chinese people and feels that technology is a â€Å"gift† from the enlightened emperors (Doc. 3). A Han government sponsored speaker, around 200 C. E. states how a Han governor, Tu Shih, cared deeply for the Chinese people and used the advanced technology to help benefit them. This government sponsored speaker emphasizes how much the inventions helped minimize the amount of human labor that the people did (Doc. 4). This is interesting because he was hired by the government to talk to people who might be losing faith in the Han Dynasty and he basically glorified the information way more than it actually was. On the other hand, the Romans felt that working with your hands was vulgar and seemed to heavily look down upon technology and whoever used it. Cicero, an upper class Roman political leader from Italy during the 1st century B. C. E. states that anyone who works with their hands are vulgar and looks greatly down upon craftsmen and hired workers. Cicero then goes on stating that â€Å"gentlemen do not work with their hands. †(Doc. 5) It seems that Cicero lacks a huge respect for inventions and inventors and feels like technology is indeed necessary, but not for the â€Å"enlightened minds†. Plutarch, a Greek born roman citizen during the 1st century Roman Empire, expresses Gaius Gracchus’ road building enterprises and continues to explain how the Roman upper class does appreciate technology that benefits the upper class (Doc. 6). Plutarch does show appreciation towards technology, but only because it benefits himself, as well as the rest of the upper class. He does not go on to mention how it helped the commoners in any way, because it most likely didn’t help anyone but the upper class. Seneca, an upper class philosopher and advisor to Emperor Nero, from the 1st century Roman Empire, states that it takes someone nimble and sharp to make inventions but craftsmen don’t have great minds. Seneca goes on to say that he does â€Å"not believe that tools and crafts were invented by wise men† (Doc. 7). Seneca lacks respect for craftsmen and is basically saying that they are not as smart as he is, and degrades their achievements and abilities that they have. He isn’t concerned about any of the tools or inventions that are made by these craftsmen because he feels since he is an upperclassmen, he would never use them for the fact that they would be degrading to his specific class in society. Frontinus, a Roman general, governor of Britain, and water commissioner from the 1st century C. E. of the Roman Empire discusses how he praises the Roman aqueducts and their uses in Rome. He talks about how intelligent the designs are and how much it benefits the public (Doc. 8). It was quite interesting how highly was talking about the aqueducts. He talked about how amazing they were to the other Roman officials so they could see he was doing a good job as water commissioner, which is why he talked so highly of the aqueducts, because that’s his job. A point of view that is missing from these documents that could further help to the discussion of the Han and Rome attitudes towards technology would be the commoners. All eight of these documents were of the point of view from government officials or other upperclassmen. It would’ve helped to see an argument made by the commoners from both empires because that’s who the technology is affecting-the commoners. Although the technology is also affecting the upperclassmen, it would have made a better argument to have someone who is more â€Å"exposed† to the technology in their everyday lives. The people of the Han Empire did have a more optimistic approach towards technology, while the Roman Empire looked at technology as a more negative thing. The Hans took more into consideration of how it would benefit the commoners, unlike the Romans who didn’t mention the commoners in any of their arguments. Although both Empires did use technology, some thought more highly of it than others. Ancient Rome. (2017, Jan 01).

Reflection on ERIE Step IV Assignment Example | Topics and Well Written Essays - 500 words

Reflection on ERIE Step IV - Assignment Example nother one is influenced by numerous factors, such as personal mind and brain activity of a child, character of learner, educator’s teaching style, form of information’s representation, level of students’ involvement in the teaching process, variety of tasks and assignments, opportunities to implement children’s creativity and initiative, atmosphere in a classroom, psychological approach of the teacher and educator’s experience and emotional urge. Taking into account such a large number of internal and external variables that cause specific impact on the learning process, it is no wonder that frequently results of our educational system can be rather disappointing. This happens due to the fact that some teachers are prone to disregard any notion from the mentioned list and build a lesson according to a standard template; meanwhile, it is imperative to keep in mind that every student is individuality, who sometimes requires special approach. Knowledge can be considered as indispensable part of our not only professional, but also social and private life. According to the gist of studied theories, such as constructivism, objectivism, humanism and behaviorism, the same piece of information can be represented and taught differently thereby the results and return from each approach can vary drastically. With the help of carried out researches, it has been found out that human’s ability to forget some information and fail to apply the knowledge which he or she has gained previously in specific situations is affected by experience and emotional background. Secondly, it has been proved by many scientists that availability and abundance of information, such as personal incentive that encourages student to enroll in a course, the main goal of the lectures, student’s preferences regarding offered activities and learner’s psychological reactions along with age, sex and social background, play extremely urgent role in the character of the final results.

Human Resources Development - Kindred Todd and the Ethics of OD Essay

Human Resources Development - Kindred Todd and the Ethics of OD - Essay Example The fundamental differences in the two individuals have significantly contributed to tribulation of the firm. The first kind of dilemma between the two is based on the needs; it has become clear that the two have different need that cannot be harmonized. Values, goals, abilities, and skills between the two individuals also bear significant difference (Cummings and Worley, 65). It is also difficult to address the difference that exists and come up with a rational resolution. Attempts to come up with such will only results into conflicts and ambiguity. Interestingly both the client and the practitioners are not clear and knowledgeable about what their responsibilities should be. Hypothetical solution are not necessary in this case, it takes a careful diagnosis of the problems to come up with a lasting solution to the problem. In situations with competing interest, it will be appreciated that coming u with a solution is difficult. Nonetheless, in this case, I will have to identify the source of the problem that contributes to the states of dilemma individually and give them specific attention. The two individuals need to reconcile so that they do not manifest any difference in what they do and partake on. This can be done through ensuring that the roles, needs and the skills of the toe individuals do not overlap and that they are independent of one another. There has to be a complete separation of the two in relation to all possible avenues of overlap. If this is done, it will be possible that the two individuals will have to operate with degrees of independency and freedom. Most of the problems realized in the institution are occasioned by unclear determination of the relation between the client and the practitioner. This strategy I am sure will have clarity in the system and avoid unnecessary pushing an d shoving between the two personalities.