Morality, Justice, And Legitimacy - 1403 Words

Throughout the year’s philosophers have questioned many things regarding morality, justice, and legitimacy. In the readings present by both Jean-Jacques Rousseau and Friedrich Nietzsche the reader will be able to grasp the definition of Rousseau where he states that the only way in which Legitimate Political power is presented when they govern their citizens with consent and equality. Along with Nietzsche definition of justice they express similar concerns that come when States govern their citizens as well as explaining why other forms of legitimacy presented by other philosophers aren’t valid and have fault by not truly defining when it legitimate. Rousseau and Nietzsche have similar views on how the citizens should be governed. In†¦show more content†¦As mentioned before both Nietzsche and Rousseau expresses that the inequality that is forced upon some people has allowed for the poor to be taken advantage of. In the lecture of Discourse Concerning inequality† Professor Leitch expresses the way in which certain groups are oppressed in a state of nature and equality. Leitch refers to the way in which people who are all equal at one point will gain an advantage among the others when they specialize in a manufacturing of goods. As more farmers or blacksmiths create a surplus of their product they are now in a position to sell and profit off what they need and exchange what they have for what they need. In doing so this will give those an advantage in their production further creating an inequality that goes against the state of nature. Along with seeing the inequality on which slaves and masters have they acknowledg e the weakness of a human being and how depended one another is. In Rousseau, he mentions that people with both parents tend to live a longer and healthier life than those with one incentivizing people to staying together if they mate, Nietzsche believes that humans have an animal instinct where In addition to both acknowledging the inequality and the dependency of humanity Nietzsche idea of justice compliments Rousseau claims of legitimate power. The definition of legitimacy is â€Å"the quality or characteristic the we see in some in some institutions or relationships that makes what would usually beShow MoreRelatedThe Case Of The Speluncean Explorers1544 Words   |  7 PagesSpeluncean Explorers, written by Lon Luvious Fuller, comprises of a robust statutory interpretation discussion between natural law and legal positivism. In the context of natural law, naturalist follows that there is an obligatory connection between morality and the law. To put it simply, there is a moral obligation to ascertain the legal cogency of the law. In this case, Foster J follows a natural law approach as he believes that the conviction of each of the defendants should be set aside on the premiseRead MoreMorality and Politics798 Words   |  3 PagesMORALITY AND POLITICS INTRODUCTION If we divide morality of an individual in two types- individual and public, then public morality comes in political morality. Public moralities have responsibility for welfare of other people and keep justice among them. On the other hand, an individual morality is personal views and ethics and this is not responsible for other’s welfare. When we failed to keep both kind of morality separate, then it affects other persons in a destructive way. Morality belongs toRead MoreApplication of African Customary Law in Kenya1586 Words   |  7 Pagesvarious kinds of relationships between members in a community. Customary laws are said to be applicable to the extent that they are not repugnant to justice, morality or any other written law. 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Manager interview paper Free Essays

The success or failure of an organization highly depends on how the manager drives the people to achieve effectiveness. The study is conducted to identify the general responsibilities of a manager and how the manager handle its people in order to leverage them to move forward and dream big for the organization. The study will highlight the day-to-day activities and responsibilities of a manager based on existing concepts and theories. We will write a custom essay sample on Manager interview paper or any similar topic only for you Order Now It will also try to assess how a manager will approach various problems of employees in attaining success of the organization. The selected manager is currently a Manager of a Natural Resource Management Program implemented in different regions. He has been in the program as a manager for eight years now. He handles 20 people who are under different positions such as Finance Officer, Administrative Staff, Researcher, Social Marketing and   Events Organizer and General Services. †¢ General Background and Responsibilities Different roles and responsibilities of a manager were ascertained in the course of the interview. The manager has been in the business for 10 years but assigned as manager for eight years. The interview evolved into the responsibilities of a manager. The top most tasks or duties of a manager are to select, supervise, and support a team. This looks like a little responsibility but this spells a lot especially that the objective is to manage and supervise the program efficiently. Selecting is one of the difficult parts as a manager. This is where the manager matches the job of the person into the skills and abilities. Before assigning a certain person in a job the person applying for a position are thoroughly selected and deliberated. It is not easy assigning a person with a job that is not suited to his abilities and skills or the objectives of the organization may fail. The second top of the responsibility of a manager is plan and supervise. A clear plan with clear strategies is needed in starting up an organization that leads to accomplishment. The plan matters in any way and anyhow. This is like a â€Å"diary† of every manager in implementing and monitoring the program itself.   After selecting an appropriate person in a job suited to him it is now the task of the manager to supervise him and teach him with the organization’s strategies in order to deliver his outputs properly. The manager sees to it that the work being done by his subordinates is appropriate and accurate. Another task related to this is supervising the selected employees to do their work expected from them. The third task is support, which is equally important with other responsibilities. This is where the manager develops the sense of belongingness of an employee in a certain organization because of always reminding to them that they are part of the organization and that any success or failure would also be their success or otherwise. Trainings, seminars and other skill enhancing activities are done to develop more their skills. Support given to the employees is always maintained. In relation to this also, open communication between the employees and the manager is extended. Being a manager is not an easy task. The day-to-day meeting with the higher bosses and the meeting with the staff is a job that requires patience and endurance. Everyday the manager is faced with different problems may it be technical, financial and even personal problems from the employees. The most liked part of being a manager is the privilege to any sort of privileges. The manager always travels, meet new people, attend conferences and among others. This is like the But one of the least liked parts of it is managing employees. And sometimes much harder is managing employees with attitude. This is the hardest part because they are the fuel to the organization’s success. †¢ Managing Employees The manager handles 20 employees who are holding different positions. These positions require diverse skills, abilities and talents. These in turn should be given attention in order to be enhanced and attain growth not only for the benefit of the employee but of the organization as well. Managing the employees is one of the hardest parts to do. The organization especially the manager is tasked to carefully manage its people, motivate them in any way and lead them to where the organization wants it to be. Attaining success of the organization can be achieved if the workforce involved are suitably motivated and led with authority. Motivation. Motivation of employees to work harder is linked also with the performance appraisal. In performance appraisal, the employee is assessed accordingly based on its tasks and responsibilities to improve the quality of the work. Appraisal is often used with tools such as 360-degree feedback where everyone who is connected with the employee is asked to give their assessment to the person involved within the duration of the project. Results of this will be consolidated and identify certain strategies on how to maximize the strengths and improve weaknesses of employees. In motivation theory, rewards are given to the employee who has performed way above the expected from them. This may be in the form of salary increase, promotion from one position to a higher position or the equivalent of it in some offices. This is true with Mayo’s theory that an employee can do better in his job if there will be an open communication lines, teamwork and with interaction with the manager. Several theories came out like of Maslow’s five levels of need, Herzberg’s theory of motivators and de-motivators, Vroom’s theory on the good performance will reap rewards, and Skinner’s theory of reinforcement.   These are all worth contribution in refining the theories behind motivating an employee (Blair, 2005). Lead. The key to leadership is to lead. An employee must see with his own-two eyes that the leader they are going to follow possesses good leadership skills. Coaching is one way also of leading an employee. Not all of the topics are familiar with the newly hired employees and who are still struggling to blend with the group in an organization. This is the best way to teach and guide the employees to work hard and give their best in their endeavours. Develop skills of staff especially sending to trainings and workshops where the employee can voice out their issues. The word leadership should emanate from the manager itself to make the employee understand what leadership is. This should be coupled with authority. Another way of leading is ensuring that they get enough commensuration based on what they do not on number of hours they worked for it. Manages ethics and ethical accountability. In reprimanding someone because he did not do his job always emphasize that you are angry with the results of the work he handled and not of who he is as a person. Direct to the point conversations and giving feedback is highly appreciated by employees. Respect is always important in handling employees. This will gain also respect from the staff and later on it would not be too difficult to open up and voice out opinions of what the employee thinks. Much more to this is always delegating work to the subordinates. This is not just to lessen the jobs of a manager but also giving the employee the chance to grow and understand the things around him. This also contributes hugely to the self-esteem of the employee because the privilege to be part of the success of a certain project. Feedbacks from the staff are also important in making the organization work. This is one move to ensure that the strategies employed by the manager are working and relevant to the learnings of each and every employee. Conclusion I would still go back to what I have mentioned earlier: the success or failure of an organization is not on how the manager managed the project but how he has maximized the potentials of his employees to deliver accurate and quality outputs. Managing people is like accomplishing an unfinished puzzle. The managers have their own task to accomplish which is the same with the employees who are part of the project. But in making this endeavour a success the manger sees to it that his people are enriched, have grown and motivated to do the job accordingly. This is not because of the increase in the salary or a work promotion but this is done because working in a team is a sense of fulfilment. Managing people is not easy. Management also is not that easy. It can be learned through time. These ideas that have been inculcated in their minds that at the end of the day it is not â€Å"me† that matters but â€Å"we’. References Brandenburg, B. (2006). What Community manager does? Retrieved March 5, 2008 Website: http://www.vmmg.net Fairweather, A. (2006). Managing employees: How to reprimand. Retrieved March 5, 2008   Ã‚  Ã‚  Ã‚  Ã‚  Website www.businessknowhow.com/manage/reprimand.htm What Manager does? 2007. Retrieved March 6, 2008. Website:  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   http://userwebs.cth.com.au/~gcutts/Management/1manager.html Blair,   G. (2005). What makes a Great Manager. Retrieved March 3, 2008. Website   http://www.see.ed.ac.uk/~gerard/Management/art9.html Employee Performance Improvement: Understanding Your Role as a Manager† (2003) Catalog No. TD11A8Q65, Corporate Executive Board, p. 19. Martin, K. J. and J. McConnell. (1989). Corporate Performance, Corporate Takeovers and Management Turnover, Working Paper at Purdue University. Appendices Manager Interview Form Section 1: General Background and Responsibilities 1. How long have you been with the company? How long have you held your current position? 2. What are the three most important tasks or duties that you are responsible for accomplishing in this job? 3. What do you like most about being a manager? What do you like least about being a manager?    Section 2: Managing Employees What are the objectives you want to achieve? Short term and long term? How many employees do you have? Is it difficult to handle people who are diverse? Are there any instances when you reprimanded employees just because they did not follow you? How do you treat problems like this? What are the motivating factors you employ? Do you give benefits/rewards to those employees who performed high? Why is that so? What have you done so far as a Manager in the policies regarding benefits and rewards of the employees? As a manager, how do you build confidence and self-esteem of staff? How do you build quality team to ensure output? How to cite Manager interview paper, Essay examples

Abolitionists Essay Example For Students

Abolitionists Essay Strategies of Sojourner Truth, Harriet Tubman, and John BrownAbolitionist Movement was a reform movement during the 18th and 19th centuries. Often called the antislavery movement, it sought to end the enslavement of Africans and people of African descent in Europe, the Americas, and Africa itself. It also aimed to end the Atlantic slave trade carried out in the Atlantic Ocean between Africa, Europe, and the Americas. Many people participated in trying to end slavery. These people became known as the abolitionists. The three well-known abolitionists are Sojourner Truth, Harriet Tubman, and John Brown. Sojourner Truth (1797-1883), born into slavery as Isabella, was an American abolitionist and an advocate of womens rights. She joined the abolitionist movement and became a travelling preacher. She took her new name-Sojourner Truth-in 1843 and began preaching along the eastern seaboard. Her strategy consisted of walking through Long Island and Connecticut, speaking to people about her li fe and her relationship with God. She was a powerful speaker and singer. When she rose to speak, wrote one observer, her commanding figure and dignified manner hushed every trifler to silence. Audiences were melted into tears by her touching stories. She traveled and spoke widely. Encountering the womens rights movement in 1850, Truth added its causes to hers. She is particularly remembered for the famous Aint I a Woman? speech she gave at the womans rights convention in 1851. Although Truth never learned to read or write, she dictated her memoirs to Olive Gilbert and they were published in 1850s as The Narrative of Sojourner Truth: A Northern Slave. This book, and her presence as a speaker, made her a sought-after figure on the anti-slavery womans rights lecture circuit. Harriet Tubman was closely associated with Abolitionist John Brown and was well acquainted with other abolitionists, including Frederick Douglas, Jermain Loguen, and Gerrit Smith. After freeing herself from slavery , Tubman worked at various activities to save to finance her activities as a Conductor of the Underground Railroad. She is believed to have conducted approximately 300 persons to freedom in the North. The tales of her exploits reveal her highly spiritual nature, as well as a grim determination to protect her charges and those who aided them. Her strategy was to show confidence to the people she was responsible for. Like Truth, she used words to influence others. She always expressed confidence that God would aid her efforts, and threatened to shoot any of her charges who thought to turn back. For example, Tubman had a very short rule, which implied death to anyone who talked of giving out and going back. She would give all to understand that times were very critical and therefore no foolishness would be indulged in on the road. Her subjects were greatly invigorated by Harriets blunt and positive manner and threat of extreme measures. When William Still published The Underground Rail road in 1871, he included a letter from Thomas Garret, the Stationmaster of Wilmington Delaware. In this letter, Garret describes Tubman as Moses. He success was wonderful. Time and time again she made successful visits to Maryland on the Underground Railroad, and would be absent for weeks at a time, running daily risks while making preparations for herself and her passengers. Great fears were entertained for her safety, but she seemed wholly devoid of personal fearshe would not suffer one of her party to whimper once, about giving out and going back, however wearied they might be by the hard travel day and night. John Brown was an American abolitionist, born in Connecticut and raised in Ohio. Unlike Truth and Hubmans peaceful strategies, he felt passionately and violently that he must fight to end slavery. The success of the pro-slavery forces, especially their lack of Lawrence, aroused Brown, and in order to cause a restraining fear he, with four of his sons and two other men, led the murder of five pro-slavery men on the banks of the Pottawatomie River. He stated that he was an instrument in the hand of God. His exploits as a leader of an antislavery bank received wide publicity, especially in abolitionist journals, and as Old Brown of Osawatomie he became nationally known. Brown did not end there. In October 1856, Brown