ShantanuT01/DACTYL-Pretraining huggingface dataset:
The credit crisis of the second mid of 2008 hit our company in liquidity terms. The recession that resulted from the financial crisis hit our firm in costs and profits along with market share capability. It is true that in order to be more competitive and “survive” the recession intact we have to reduce costs of production. Wages and overtime payments are important factors in the total cost of production for every company (Dominic, 2008). To still remain competitive and at the same time, we have to keep our working force intact and not demoralized. A demoralized working force would ultimately result in an increase in costs for our company in the long term. As a result, I propose the following course of action, or strategy: The first step would be to announce that there will be a limited number of overtime hours per week acceptable for each worker. They cannot work more overtime hours than this number of hours decided. The second step would be that the payment for the overtime hours will be cut by a percent that the company would retain appropriately. I would suggest reducing the overtime per hour payment by an initial 20%. A third one would be to reduce the payment for the normal wage working hours. This would be only in the case of business is going very bad. It would be hazardous to touch the normal working hour’s payment would provoke a reaction from the workers and at the present situation of crisis our company has to eliminate any possibility of negative reactions from workers. Companies cannot afford to have riots or any reaction that would stop, or even slow down, production. But the negative reaction can come even from the cutting of the overtime hours and hourly payment. In order to avoid this situation, a second plan should be undertaken. This will be a sort of “internal
Introduction The story of ‘The Cave’ by Plato highlights Socrates emphasis on the ignorance of most people who up to date remain comfortable in the world of relative ignorance since they lack of enough knowledge. When someone meets the truth, there is fear of facing reality. This is the reason we are not able to find and engage change for the better. We often reside to the old style of living, where people who are eager to seek the truth continuously, perform better due to their ability of handling reality and change, while other continue to suffer in poverty. The truth is a freeing point where someone who seeks to know more rarely wishes to go back to a state of ignorance. Overview of Plato’s Allegory of “The Cave” ‘The Cave’ is a presentation that brings forth the human vision by use of a slavery illustration. The slaves remain seated and chained, facing away from a light, in a manner that they are not able to move or turn back. This situation makes them incarcerated to the view of the shadows formed by the things and movements within the cave including their own shadows in front of them. The only reality they know is that of the shadows. In the Plato’s allegory of ‘The Cave,’ the prisoners believe that the shadows projected by the light of the fire behind them on to the wall are a reality. By talking to the sha
Organizational development practitioners are people whose primary goal is to make sure that the organizations they work for are running effectively and efficiently. They do this by making sure that individuals within the organization have a good relationship among themselves individually or in groups while working together to achieve organizational goals (Cummings & Worley, 2008). Organizational development practitioners act as consultants working for the organization in matters relating to development, designing or redesigning a particular process. This can be facilitation of teamwork, initiating change, auditing or carrying out checks. Consequently, their information is very crucial for every organization. There are two types of organization development practitioners, internal organization development pr
History of Warburg Pincus In 1939, Warburg Pincus was formed from Lionel I. Pincus & Co. as small private investment counseling firm by Eric Warburg. The firm had handled professional approach after merging within 1967, an investment of $25 billion with 550 companies in 30 countries, like Beijing, Frankfurt, Hong Kong, London, Mumbai, Menlo Park, New York, Shanghai, and many more. In the first year of organizational performance, it has proven by total return and market value of the investment, which was around $56 billion. The overseas operational offices were maintained various target sectors to reach its objectives, like real estate, media, communications, financial services, information technology, healthcare, energy, and retail sectors of industrial and consumer goods. With only 17 employees on an executive management group, the firm had maintained a unique flat structure and decentralized way according to size and geographic reach to local and international market. This management and organizational structure was given many opportunities to the organization in particular area. The high level of organization, executive group was discussing deals in early level, and senior partners were participating in consultative roles of Warburg Pincus. Every level of firm’s employees was participating in their working from formal and informal ways. However, after investment on IPO decisions, investment teams were publishing detailed memo on upside potentials and risks factors on specific investments. These make happened to expand geographically and control by centralized and decentralized ways. One of the greatest examples was seen in India, where, one of the U.S. based firm was targeting and expecting major returns from India, which was also an Asian expansion in 1990. They were also investing on practices of Asia by special recruiting and training of employees. They were also investing on time and fund transferring facilities on India from other Asian countries, like China, Hong Kong, Singapore etc. By investing on local teams, the firm was raising 11 funds with $27 billion until 1971. The firm was also supporting different cultures and languages on overseas market by many investment professionals. After 1990, the firm was focusing on opportunistic energy investments, which was a lucrative area for most of the venture capital firms. They were also focusing on not only attractive returns, but also established relationship with proper understanding and fundamentals. With successful 15 explorations and productions, the firm was invested on 25 energy companies as private equity investors within 1996. Therefore, IPO was another financing event of the company to position itself in public. It has also built organizational capabilities to add value to firm and partners’ of the organization. Advantages of EMGS Technology in Various Oil Explorations The demand of international oil and natural gas are increased day by day with recordable and high prices after 2006. These demands are increased because of lack of reserve and replacement of these resources as renewable deposits. There are 274 offshore rigs running their operation
The Scenario Marlene is a 15-year old girl who feels unwell after a night out with her boyfriend during which time they had sexual intercourse. Marlene suffers chronic stomach pains for a week afterward, and, fearing that she might be pregnant, attends her GP, Dr. Scott. Before revealing anything about herself, however, Marlene seeks, and receives, assurances from Dr. Scott that what they discuss will go no further than the surgery – Marlene’s parents and sisters are very religious and she does not want them knowing about her private life. Dr. Scott quickly establishes that Marlene had her period two days before and so could not be pregnant, but he becomes worried that something far more life-threatening may be at work. A thorough examination leaves Dr. Scott with the strong suspicion that Marlene may be suffering from colorectal cancer, which can be fatal if not caught in the early stages and aggressively treated. Dr. Scott asks if he can take blood from Marlene for “more tests” and she agrees. After drawing the blood he explains that she might be suffering from a genetic condition that runs in her family and that she should discuss this with her parents and sisters, who should also come in for testing. Marlene is horrified at the thought of this and refuses, despite Dr. Scott’s attempts to persuade her otherwise. Dr. Scott does not know the family, but he does know that Marlene’s sisters both attend the same school as his own daughter. Marlene becomes sullen and asks if she can “go now”. Dr. Scott agrees and asks her to make another appointment to see him in two weeks’ time. Dr. Scott follows Marlene to the reception area and asks the nurse to send off the two tubes of Marlene’s blood for testing. He returns to his office and the nurse becomes distracted by another patient, leaving the test tubes on the desk. Marlene surreptitiously removes them thinking “I don’t want anyone interfering with my blood; doctors can’t be trusted; I’ll take my chances”. She then leaves the surgery without making another appointment. She never returns to see Dr. Scott. One year later Marlene’s sister, Ethel, develops symptoms of colorectal cancer. It proves to be too late at this stage to prevent the spread of her cancer and she is diagnosed as terminal. Ethical Issues Arising from the Scenario concerning Marlene, Dr. Scott and Ethel Autonomy Potter and Perry (2010) argue that “the principle of autonomy is based on the assertion that individuals have the right to determine their own actions and the freedom to make their own decisions” (p. 119). 1 Respect for the individual is the keystone of this principle. Autonomous decisions are based on: individuals’ values, ade
Introduction Separate Legal Personality (SLP) and limited liability concepts are the foundation of company law in the modern corporation used in many jurisdictions globally. Defining how a firm is formed and works, separate legal personality is alleged as one of the most thoughtful and consistent codes of corporate legal systems. Interestingly, this doctrine in reality has been an element of intense negotiations and is one of the most contested theories of law across the world. Although the legal narrative of the separate legal personality and limited liability has been widely embraced by different corporate entities as the base jurisprudence, there are, however, exceptions. That is, situations that require the corporate veil to be pierced, which have been determined by Courts to enforce the law. While the judicial remedy of piercing the veil of incorporation is a method to deal with possible fraud within private companies, this critical writing on comparative company law explores how Courts approach a public company when dealing with the same issue. It looks at the realities of ‘piercing the veil’ and other possible remedies based on the UK approach and the US jurisdiction for comparison. The analysis starts with the definition of key terms and then moves to theories for piercing the veil of the corporation, Separate Legal Personality (SLP), how Courts face a publicly-traded company, highlights the UK and the US approaches and then ends with a conclusion. A corporation or Limited Liability Company The word corporation emanates from the Latin word corpus, meaning a collection of body or persons, and within the business context, a corporation is a for-profit entity registered or incorporated under company law of a given jurisdiction. 1 A corporation is an entity that legally acquires an independent status to act on behalf of shareholders. It is seen as an artificial being or a legal entity created under certain legal requirements by a person or a group of persons to drive business agendas and to ensure continued growth through succession for a limited period or in perpetuity. Overall, a corporation is an invisible, intangible being that only exists within the contemplation of laws. Separate Legal Entity One major character of a corporation is that it is considered a separate entity from its owners under law. 2 A legally registered firm has its own rights and obligations, which are completely different from its owners’ responsibilities and duties. Assets and liabilities acquired by a firm belong to it and not its owners, as illustrated in the case of Salomon v. Salomon & Co. Ltd . 3 In this case, the corporation was seen as a body or an independent legal personality created by members, and it had the capacity to act on behalf of its founders under the En
Outline This paper mainly deals with the concept of social research and its ethical and political considerations. It discusses about the precautions that should be taken to avoid unethical means as far as possible. This is followed by describing the political aspects focusing on the possible deviations in the procedure of the research due to the influence of personal and political beliefs of the researcher. Social research is an important area of research that involves an attempt to investigate new facts, verify old facts and find out the causal relationship among the variables. This is usually done by social scientists. As the term indicates, this is essentially related to human beings in a society. While conducting social research, one should consider the related ethics and politics. Like any other area of operation, social research has its own ethics and politics. Ethics is associated with morality, which in turn, deals with right and wrong. At the same time, politics concerns the set of political beliefs behind the research. Ethical aspects There are many ethical considerations related to social research. Sometimes, while going through a social research process, the researcher may not consider the issues which may be apparently related to others. Social researches involve data collection. If the data to be collected are about the personal details of the respondents, problems of intrusion into the personal matters of the respondents may arise. This may, sometimes, be regarded as unethical. Even though the respondents are ready to reveal information, it will not benefit them. Social researchers insist upon voluntary participation from the respondents. This is one of the main advantages of this type of research over other fields of research. But, in some instances, voluntary participation becomes forced participation. This is a contradiction. As a part of the research, asking some questions to the respondents related to their deviant behavior, such as usage of alcohol and drugs is found to be hurting them psychologically. The ethics of social research prompts the researcher to keep the information drawn from the respondents anonymous. However, this is not possible always. If the data are being collected through interviews, the researcher may fail to keep the data anonymous, because the respondents will become identifiable in this process. Another ethical issue is regarding the identity of the researcher. Sometimes, the researcher has to conceal his identity as a researcher, but in some circumstances, it will not be appropriate. The best strategy to tackle this issue is to convey to the respondents that the research is being conducted as a part of the curriculum. Political aspects “The political issues of social research tend to centre on the substances and the use of the conducted research.” (Babbie, 81
Ethical dilemmas frequently constitute an inevitable part of the decision-making process for individuals who are required to evaluate other people. In the scenario of Disparate Information for Evaluating Trainees, it is crucial to address the issue from the perspective of moral standards. This paper aims to approach the case study from the standpoint of APA Ethical Principles and provide recommendations on resolving the moral issue. The case study scenario is an ethical dilemma since Dr. Vaji experiences ethical contradictions and faces the choice between two moral decisions. While the supervisor’s evaluation should be free from judgment based on external influence and other students’ opinions, an unaddressed issue poses a risk to the student’s professional behavior. APA Ethical Principles such as Standard 1 concerning ethical issues resolution, Standard 3 on human relations, and Standard 7 discussing education and training can help frame the nature of this dilemma (Jarden et al., 2019). Considering these principles can be beneficial in addressing the issue. The APA Ethical Standards should be considered in regard to this case. In particular, standard 1.08 deals with individuals’ discrimination based on ethical complaints against them (Appelbaum et al., 2018). Standard 3.04 discusses avoiding harm and managing multiple relationships, which is relevant as the supervisor should minimize the avoidable impairment caused by Leo’s behavior. Standard 3.05 considers multiple relationships and requires the psychologist to refrain from numerous connections if it endangers objectivity. Standard 3.09 involves professional cooperation, and is relevant since Leo avoids collaboration with other students, impairing his professional qualities (Appelbaum et
There are three levels of organisational culture and these are listed as follows:  1. artefacts;  2. espoused beliefs and values;  3. basic underlying assumptions (Schein, 2010, p.24). The term artefact referred to the visible aspect of culture such as the behaviour of the employees as well as the business process within the firm. Espoused beliefs and values on the other hand are ideas related to the ideology of the firm and the way they explain their business methods. Finally, the basic underlying assumptions are ingrained ideas and values that cannot be articulated but drives the unconscious or automatic response of the top leaders and managers of the said organisation. When taken together, organisational culture must be carefully considered in order to promote organisational change. Organisational change is a common occurrence in the business world. Organisational change can come in various forms. Change can come in the form of a corporate expansion or a corporate restructuring wherein employees are forced to retire early. Change can also come in the form of a merger. Another example of change is the need to adopt a new business process (Dunne, Lusch & Carver, 2011). But in order to appreciate the impact of organisational culture with regards to organisational change one of the best examples to consider is the one wherein a company has to leave the comfort of home and expand overseas. In this example organisational culture collides with the culture of a country and its people. The importance of understanding the basics of organisational culture in order to promote positive change is an established fact in organisational management. The interaction between these two concepts can be seen in different types of organisations from the army to manufacturing firms. But before going any further it is important to clarify the meaning of organisational culture (Ferrell, 2011). Organisational culture is the invisible force that holds the members of a group into a tight unit. It is the invisible force that dictates the behaviour of managers and workers. The decision-making process of leaders and the automatic response of employees to a given problem is not only the result of accumulated knowledge and training but by organisational culture. Their behaviour is dictated by the group’s culture because it has created an organisational climate beforehand. In this atmosphere certain actions and ideas are not tolerated. It has something to do with th
The field of epistemology has remained in existence for several years. From time to time, philosophers have tried to define truth and knowledge as concepts. How do people acquire knowledge? Is it an innate phenomenon or is experience the main route by which knowledge is acquired? These have been among the questions frequently asked by scholars interested in epistemology. In real sense, epistemology has three main focal points. These are practical approach, applied science and the approach based on theology. Given the several approaches, this paper will only focus on rational approach and empiricism. It will compare and contrast the two approaches and give examples of two most celebrated contributors to the vast body of knowledge. Empiricism is a philosophical approach that argues that the only way an individual can gain knowledge is through experience. According to empiricists, it is utterly impossible for knowledge of the nature of the world to be achieved simply by reflecting and reasoning. Knowledge acquired in this manner can only be one used in analytical truths but not knowledge on how the world operates and the dynamics that form the world’s daily events. Therefore, the basic argument of the empiricists is that the knowledge of the nature of the world is accumulated with time through daily experiences that an individual goes through. Observation is therefore the main tool upon which knowledge is gained. An individual is bound to make sense of a phenomenon if he or she has had a previous experience or observed the same thing happen to another person. Through this, he is able to know that ‘B’ is likely to happen if ‘A’ has happened. In other words, he believes that B is caused by A because he has observed this happen before. By observing particular incidents, an individual eventually deve
I am currently working for the US Navy, and I am in charge of conducting military funeral honors. My main task is referred to as passing of the flag. This is a very demanding job, but fortunately, two persons can accomplish it. There are many military funerals and thus I cannot manage to attend all of them. That is why I need to delegate my authority to someone else. This implies that the task of passing the flag is possible, just as if I was physically present. Lewis et al. (2007, p.198) argue that the task delegation cannot be successful without clear instructions that explain the manner in which to execute the task. It is in this regard that I have considered documenting the task because it will help in preventing any faults. This is because I am the one expected to account for all happenings encountered in the task and hence, I cannot hold the delegated person accountable. I have therefore created a framework for the person that receives my authority to dictate the appropriate time and manner of executing the task. I have decided to explain to the person to whom I am delegating this task to the importance of this initiative. The benefits are to be experienced by three entities, that is, this other person and the organization in general, and myself. First, delegation will slash my workload and therefore I will not feel overwhelmed because the tasks will be more manageable and I will focus on the most crucial tasks such as planning for flag passing sessions. In this light, the most obvious benefit is the monetary reward, which varies depending on the volunteer’s position. The person to whom authority will be delegated will get an opportunity to exercise his/her skills and abilities and he/she could be my successor when I retire. Saleem (2007, p.1) explains that executing this task on my behalf will provide the other person with the relevant training that will be needed in future for him/her to serve in this position. Moreover, volunteering in this position will yield points, which will be credited into his /her retirement scheme and thus, increase his/her income at that time. Similarly, I will explain to the person to whom I am delegating this task to how I will measure his/her performance and be in a position to tell whether the quality of his/her performance was satisfactory. I will set the goals for this task as recommended by Portny (2010, p.134) and thereafter, refer to them when gauging his/her performance. I expect his/her output to be slightly higher than mine be