International and Domestic Human Resource Management

International and Domestic Human Resource Management INTRODUCTION Human resource management has become an important issue as more and more firms operating internationally are in need to develop an understanding on how to operate competitively in an international business environment (Dowling Welch, 2005). As the global playing field has become more competitive, international companies are forced to  adopt efficient HRM and give more focus to their international than their domestic operations. Due  to the sensitivity of the issue, the concerned HR must address the key issues such as the impact of  globalization, environmental influences, cultural differences, the domestic HRM policies in different  countries and the global workforce involved in the action (Armstrong, 2009). The aim of this essay is to provide a clear overview of the main differences and similarities between  International and Domestic Human resource management. The essay will to some extent discuss the  practice of Human resource management in a domestic and international level together with the  factors that affect this process. Finally, a conclusion will be drawn with an analysis of the research  findings. DEFINITIONS OF DOMESTIC AND INTERNATIONAL HUMAN RESOURCE MANAGMENT When we look at the historic development of Human resource management, we find that it  evolves from the term Personnel management. The gradual development of management  activity from administration of personnel to strategic planning of human resource, has given a  competitive advantage to international companies. Personnel management focused more on  administrative functions and how to control the employee rather than commit the employee to  the organization strategic planning process. But the present Human resource management  system is structured more on the commitment of the staff and involves the employee in the  strategic planning and development process of the organization. It also stress that organizations  should consider their employees as assets than variable costs (Armstrong, 2009, Torrington et al,  2005). It is not quite easy to provide a precise and exact definition of Human resource  management due to the varying and different activities it refers to. One attempt made by Storey  (1995) is HRM is a distinctive approach to employment and management which seeks to  achieve competitive advantage through the strategic development of a highly committed and  capable workforce using an array of cultural, structural and personal techniques. On the other  hand, Human resource management is also defined as representing two activities. One is the  generic term concerned with the key objectives of human activity, which are the staffing,  performance, change management and administrative objectives, and the other activity is the  Human resource approach to carry out the activities stated under the generic term one  (Torrington et al, 2005). In order to clearly see the commonalities and differences shared by Domestic and International  human resource management, identifying the activities which change or evolve when HR goes  International is a vital point. To this effect, a module developed by Morgan (1986) is helpful. The  module presents three dimensions of International Human resource management with various  categories of HR activities, countries involved and employees in International activities. The first  dimension deals with the tasks of Human resource management; the procurement, allocation and  utilization of HR which goes further down to detailed activities mentioned earlier in this paper under  the generic term explanation for HRM. The second dimension deals with three country categories;  the host country where the subsidiary is located, home country of the companys headquarter, other  countries which are source of manpower, finance and other inputs. The third dimension is  concerned with three category of employees; Host-country nationals, Parent-country nationals and  Third-country nationals. Thence, according to Morgan, The interplay between these three  dimensions is what define international Human resource management (Dowling Welch, 2005). At this point, it shows that the elements or issues related to International HRM practice are complex,  higher in number and have broader scope than those found in Domestic HRM practice. In order to  cope up with these complex issues the management may need to choose a strategy-ethnocentric,  Polycentric, regiocentric or geocentric that best fits its business plan. In ethnocentric strategy, a  company uses identical Human resource strategy both at home and in its abroad business activity. The polycentric strategy, with embracing the idea that each country is different in every aspect,  gives foreign subsidiaries autonomy to employ host country nationals and exercises local  appropriate HR practices to the subsidiarys location. Regiocentric approach is when companies are  structured on a regional basis and best regional practices of HR are prescribed. Lastly, geocentric  strategy holds an open for all employment opportunity where, all nationals from the HQ, subsidiary  and third country may be employed. It upholds Best person for the job motto and promotes higher  company integrity with less room for nationality (Storey, 2007). In the next section, the paper will discuss if the HR practices at the domestic level can be  implemented at international level and would try to identify the factors that may facilitate or  hamper this process in general. THE PRACTICE OF HUMAN RESOURCE MANAGMENT AT DOMESTIC AND INTERNATIONAL LEVEL The increasing business activity at international level has shown the importance of understanding  how Multinational companies can operate efficiently and effectively in the global dimension. In  general, International Human resource management involves the internationalizing company in  different practices such as diverse HR activities than found in the home country, greater involvement  in employees private lives, greater risk of exposure to the human and finance involved, more  external influence from the host country and greater complexity than found at Domestic HRM level  (Dowling Welch, 2005). An International HR manager also needs to address the challenges due to  cross cultural differences, global competition, language and political differences when posted at  international level. Apart from the different intensity level of HR activities and strategic coordination  of different business units, both Domestic and International HRM share same major activities of  HRM. In addition, an International Human resource manager also needs to understand the degree of  soft or hard HRM present in the home base and foreign subsidiaries. Companies with Hard HRM  policy are more business focused and apply cost minimization systems while companies that engage  the employee in participation have Soft HRM policy (Storey, 2007). Dowling Welch (2005) identified some factors that moderate the difference between International  and domestic Human resource management. According to Dowling, these variables are cultural  environment, the industry with which the Multinational is primarily involved, the extent of reliance  of the multinationals on its home country or domestic market and the attitudes of senior  management in international operation. Let us discuss to what extent these variables would act as  moderators between Domestic and International HRM practices. INDUSTRY TYPE One important variable that moderates International and Domestic Human resource management is  the type of industry an MNC is involved in and the international competition it faces. Putting the business playing field in one straight line, let us say we have at one end of the  continuum a multi-domestic industry and the other end a global industry. The multi-domestic end  designates an industry operating in various countries but the completion in that industry type is  specific to the country. While at the other end, the global industry group is about an industry that  operates in different countries but interlinked with other industries in the same group (Dowling   Welch, 2005). Industries that fall under the multi-domestic structure have a free reign and are not strictly  controlled by the Headquarter of the MNC. They exhibit a highly decentralized HR structure and play  a passive role in the transfer of HR practices outside their boarder. Examples for this category can be  distribution agents and insurance companies. The global industry represents a model whereby HR  management transfers management practices abroad and these practices are replicated and put in  use by the subsidiaries. Example for this group includes commercial aircraft companies and  computer manufacturing companies (Dowling Welch, 2004, Beardwell Claydon, 2010). CULTURE The other influential factor in the moderating International and domestic Human resource  management is culture. (Dowling Welch, 2004) Armstrong (2009) define organization culture as the patterns of values, norms, beliefs, attitudes  and assumption that may not have been articulated but shape the way in which the people in the  organization behave and get things done. (Armstrong, 2009, p384). Hofstede in his part put culture  as the collective programming of the mind which distinguishes the members of one group or  category of people from another (Hofstede, 2001, p9). Other authors also have tried to define culture in different ways but in general it is expressed as a  process present in a social environment which holds the rules and regulations and the accepted  norms on how people are expected to behave. According to Hofstede (2001) there are five  independent dimensions of culture that explain the major difference between national groups. The  first is power distance. It is the degree to which members of an organization below the leadership  rank accept and expect the unequal distribution of power. High power distance shows an autocratic  leadership while low power distance denotes a democratic practice. Uncertainty avoidance refers to  the degree in which the people in a society feel uncomfortable for lack of structure and avoid  ambiguity. High uncertainty avoidance exist in countries having a strong rules and job scrutiny as  they try to avoid uncertainties and low uncertainty avoidance is registered in countries promotingà ‚  more lax and flexible social rules and regulations. Hofstede third dimension is the individualism  versus collectivism point. This dimension is concerned with the tendency of peoples response to  identifying themselves either in larger groups or more to themselves. High individualism is scored in  countries like the USA where people mostly identify themselves in small family groups while in low  individualistic countries people prefer to co-habit together and form large social groups. Masculinity  or femininity is the fourth dimension which refers to emotional roles attributed to both genders. It  balances the tough masculine virtue of assertion and aggressiveness with the softer feminine  virtue of emotion and caring. Japan scores high on this regard while Norway is the lowest. The fifth  dimension is the long term versus short term orientation. This dimension deals with the recognition  of status in a society and perseverance. In general understanding the cult ural norms of a foreign country and adapting to the environment would benefit a company in an international level and  more importantly the HR policies of an organization are mostly influenced by the cultural practice  surrounding the organization. Human resource activities like hiring of staff, promoting, rewarding  and dismissal of employees are determined and affected by the cultural practice of the host country (Dowling Welch, 2005). There is a school of thought that stresses the concept of Etics and Emics as an important aspect to  understanding culture in different settings. The Etic concept refers to the culture-common aspect  while the Emic approach deals with culture-specific concepts of behaviour. Understanding the  difference between the two concepts is helpful in cross-cultural business communication. To this  effect identifying which Human resource activity falls under Etic and which falls under Emic is also  crucial as it have an effect on the performance of companies outside their home country (Dowling   Welch, 2005). As noted earlier Emic refers to practices specific to one culture and are not transferrable across  cultures and Etic refers to the common practices found in different cultures and are transferrable  across cultures. Other dimensions of culture that may affect Human resource practices are the  political condition of the country where MNC operate, its economic rank and development and its  legal position. The Multinational companies need to be careful in countries with strong religious  views as they may have both civil and religious laws in use (Dowling Welch, 2005). RELIANCE OF THE MNC ON ITS HOME COUNTRY DOMESTIC MARKET The status of the organizations home domestic market is another moderator differentiating  International Human resource management and Domestic Human resource management. One major factor pushing companies to go outside their home market is the small market demand in  their home country but also the international market may not be their target market for big  companies as they have high demand in their home country. Hence, when analysing company  performance, focusing only on the international market activity may not give the true stand or rank  of an international company. Some international companies originate from small countries with  small domestic demand or saturated domestic market and play a big role in the international  business activity. As an example ABB Company from Switzerland, INTERBREW from Belgium and we  can also mention PHILIPS Electronics originating from The Netherlands. United Nations Conference  on Trade and Development (UNCTAD) made an annual survey on foreign direct investment and with  some detailed analysis made, it published a list and it reveals that Coca cola and McDonalds are  ranked 27th and 39th res pectively. As stated earlier the main reason for this situation is, these big  Multinational companies have high domestic demand in their home country; the USA. This may influence to some extent on their international business practice as well as deprive their managers  an international management experience (Dowling Welch, 2004). MANAGEMENT ORIENTATION The last moderator presented by Dowling Welch, (2004) is the level of orientation of senior  management. Managers from different cultures have different perceptions towards the overall  management system of a company. Lack of knowledge of competitive management skill on an  international level would lead to failure as it may fail to identify and address the issue differently  from the domestic management issue. Beardwell and Claydon (2000) also observe the significance role Multinational companies play in the  world economy and with regard to the interrelation and restructuring of management issue at  international versus the national level wrote Management style, Strategies and policies are  shaped by home business system -the financial, institutional, legal and political framework in  which they developed as domestic firms. Thus there is a persistent country of origin effect in the  behaviour of MNCs whereby the country the MNC originates from, exerts a distinctive effect on the  management style, particularly the management of Human resource. (Beardwell and Claydon,  2010, p19)   On the other hand Taylor et al (1996) presents the exportive, adaptive and integrative models and  explain why the international companies adopt different form of Strategic International Human  resource management. The adoptive models reflect that Human resource policies are designed to  match the local environment of the subsidiary. There would be less transfer of Human resource  practices from the parent company and use differentiation as a priority point. In the exportive  orientation the subsidiary copies Human resource management policies from the parent company. This upholds the integration of global management system and is ethnocentric in nature. The  integrative orientation model is the selection of best HR practice across the world and is more  liberal and flexible in allowing the subsidiary adopts local HR practices (Beardwell and Claydon,  2010). But each orientation requires different consideration in line with the HR policies practiced by  the parent organization. BUSINESS INTEGRATION AND GLOBAL STRATEGY As the global commerce is increasing so has the activities of International Human resource  management becomes an important and more complex than Domestic Human resource  management. While we acknowledge the expanding business activity, there is a school of  thought that support and concur on the alignment of business practices on global scale. The idea  posits three major perspectives towards the practice of Human resource management,  Universalistic, Contingency and Configuration. The Universalistic perspective is about identifying the best standard of Human resource practice  through various and continuous Human resource activities while the Contingency or externally  fit perspective suggests the need for a mix of different policies and practices to get high results  or best HR performance. The Configuration perspective stand for the interaction of business  strategies and HRM practices used to determine business performance (Beardwell and Claydon,  2010). Another observation toward the HR practices in the international level says that, organizations  operating under same environment would be compelled towards a uniform management  practice. This Isomorphic pull as they refer to it or isomorphism has three forms. Management  practices under the Coercive form adopt foreign HR practices due to external pressure, such as  pressures or expectations from the state, Legal or cultural environment. The Mimetic form is  when companies copy HR models from other companies operating on the same line of business  and accept it as the standard form of practice against various uncertainties. The last model is the  Normative and it is a pull resulting from the professionalization functions or widely accepted HR  practices (Brewster et al, 2007). In the practical field most organizations have been confronted with the deregulation of the  market, free global trade and also slow business transactions. To this they have been forced to  apply uniform and cost minimization strategies and as these international companies apply the  prescribed strategies it indirectly put pressure on the host country management system to adopt  /copy same management practice (Bratton and Gold, 2003). EXPATRIATES One important point in International Human resource management is the movement of  employees across national boundaries to foreign country assignments. These employees are  termed as Expatriates while Employees transferred from subsidiary branch into Headquarters  are referred as Inpatriates (Dowling Welch, 2005). As the global business activity of  International companies increased, it demanded high controlling system and follow up of the  subsidiaries business performance. To this effect, MNC have chosen the use of Expatriates,  Parent company nationals, as a controlling mechanism by assigning them in key management  positions in the subsidiary branches of the parent company (Bartlett Ghoshal, 1989). The efficiency of the deployed expatriate may also depend on the adaptability the expatriate on  his/her foreign assignment. A study conducted by Mark Mendenhall and Gary Oddor in 1985  suggests that expatriate success and adjustment depend on several dimensions. The first is self-oriented dimension, which deals with the expat personal competence and adaptability to the  foreign environment. The second dimension is the others-oriented dimension, which consist of  relationship development and willingness to communicate in reference to the reluctance to  assimilate and learn the language of the foreign land. The Third dimension is the perceptual  dimension, which is concerned with the ability of expatriates to comprehend the behaviour of  foreign nationals and the fourth dimension is cultural toughness and this is to gauge how quickly  an expatriate adapts to a harsh environment (Brewster Harris1999). Apart from parent  country nationals, Nationals from host country and third country are also considered as  expatriates. But this paper will focus only on expatriates from parent country nationals to  discuss the main reasons as to why an MNC send an employee on a foreign assignment. Expatriates are assigned in a foreign country as, An agent of direct control- The assigned expatriate is used to control the activities of the subsidiary and ensure its compliance through supervision (Dowling Welch, 2005, Bartlett Ghoshal , 1989) An agent of socialization- The expatriate in question understands the companies values and beliefs and acts as a medium to transfer these qualities of the parent company to the subsidiaries (Dowling Welch, 2005) As network builder- An expatriate having a knowledge pertinent to his/her job qualification will in due course bond with people in different key positions and together build a network of interdependence (Dowling Welch, 2005) As boundary spanner- This refers to activities performed by the expatriate, such as gathering information that bridge internal and external organizational context. It would be the expatriates duty to promote the company profile as well as gather information that may be of use to the betterment of the company (Dowling Welch, 2005) As language nodes- Expatriates with foreign language background would eventually become an asset especially when they repatriate to their home country (Dowling Welch, 2005). The advantages of using expatriates are mainly to maintain organizational control, international  work experience and follow up the fulfilment of the companys objective by the subsidiary. Whereas the disadvantage points are the problem with the adaptability of expatriates to the  foreign environment and the high cost incurred by the parent company to the selection and  training of expatriates (Dowling Welch, 2005). The process of selecting the right person to the  right position is crucial to the success of the oversees mission and it is to noted that an  expatriates success in one environment does not imply that the same expatriate will fill gaps in  all circumstances (Brewster Harris, 1999). To this end, In order to select an expatriate for an international assignment, Dowling Welch  (2005) have set six basic factors which may assist managers in the process. As individual factors  they have set Technical ability, cross cultural suitability and family requirements are listed  essential while in as situational factors country or cultural requirements, language and MNE  requirements need to be analysed and considered in the selection process. In another  perspective Schneider and Barsoux (1997) list nine point they believe are important for the  selection process. They are interpersonal skill, linguistic ability, ability to tolerance and cope up  with uncertainty, motivation to work and live abroad, flexibility, patience and respect, cultural  empathy, strong sense of self and sense of humour. (Dowling Welch, 2005)   In general the extent of the selection criteria is wide and companies need to identify and consider the most important and pertinent points to the position to be filled. CONCLUSION There are various factors that differentiate International Human resource management from  Domestic human resource management. The Globalization of world economies has forced  international companies to adjust and continuously change their company strategy and Human  management systems in order to survive the competition. To this, the function of Human  resource management has become an important subject as it has proved to be a vital point to  the success of International as well as Domestic companies. In this paper various perspectives  towards International Human resource management are discussed briefly. Authors in the field  are also quoted on how the present and future shape of Human resource management is and  would be. In summary, the paper has tried to identify the main similarities and differences  between International and Domestic Human resource management. From the literature review  presented, different internal and external factors are discussed to the complexity of  International human resource management, presented the various interpretation of HRM and  have tried to show how management and the market would dictate the shape of Human  resource management in general.

Lukes Three Dimensions of Power :: Power Society Symbolism Culture Essays

Luke's Three Dimensions of Power   Ã‚  Ã‚  Ã‚  Ã‚  "Power serves to create power. Powerlessness serves to re-enforce powerlessness"(Gaventa,1980:256). Such is the essence of the on going relationship between the Powerful and the Powerless of the Appalachian Valley where acquiescence of the repressed has become not only common practice but a way of life and a means of survival. In his novel Power and Powerlessness, John Gaventa examines the oppressive and desperate situation of the Appalachian coal miners under the autocratic power of absentee land-owners, local elites, and corrupt union leaders. His analyses is based on Lukes three-dimensional understanding of power from his book Power: A Radical View. Gaventa applies the three notions of power to the politics of inequalities in the Appalachian Valley and, while demonstrating the inadequacies of the first or 'pluralist' approach and the merits of the second and particularly the third dimensions, asserts that the interrelationship and reinforcing affect of all three dimensions is necessary for an in depth understanding of the "total impact of power upon the actions [or inactions] and conceptions of the powerless"(Gaventa:256)   Ã‚  Ã‚  Ã‚  Ã‚  This essay will examine Luke's three power dimensions and their applicability to Gaventa's account of the inequities found in the valleys of the Cumberland Mountains. Reasons for the mountain people's submission and non- participation will be recognized and their nexus with the power relationship established. In this way, Gaventa's dissatisfaction with the pluralist approach will be justified and the emphatic ability of the other two dimensions to withhold issues and shape behaviour will be verified as principal agents of Power and Powerlessness.   Ã‚  Ã‚  Ã‚  Ã‚  The one dimensional view of power is often called the 'pluralist' approach and emphasizes the exercise of power through decision making and observable behaviour. Robert Dahl, a major proponent of this view, defines power as occurring in a situation where "A has power over B to the extent he can get B to do something that B would not otherwise do"(Dahl as cited in Lukes, 1974:11). A's power therefore is defined in terms of B and the extent to which A prevails is determined by its higher ratio of 'successes' and 'defeats' over B.   Ã‚  Ã‚  Ã‚  Ã‚  Observable behaviour then becomes a key factor in the pluralist approach to power. Dahl's Who Govern's? expresses the pluralist belief that the political arena is an open system where everyone may participate and express grievances which in turn lead to decision making. Those who propose alternatives and initiate issues which contribute to the decision making process are demonstrating observable influence and control over those who failed all together to express any interest in the political process.   Ã‚  Ã‚  Ã‚  Ã‚  The Pluralist approach assumes that in an open system, all people, not

Kant VS Mill

Immanuel Kant was born in April 1724 to a craftsman named Johann George Kant and Anna Regina Porter (Bennagen, 2000). He was trained more in Latin and Religion subjects as compared with science and mathematics consequently forming his concepts and ideas with regards to moral philosophy technically referred to as ‘deontology’ which actually reiterates that an act should only be carried out based on the an individuals’ responsibilities (Bennagen, 2000).John Stuart MillJohn Stuart Mill was born in May 1906 to Harriet Barrow and a well known philosopher, James Mill (Bennagen, 2000). Being exposed to Greek when he was only three years old, Latin when he was eight, he was extremely brilliant, so intelligent that he acquired Greek Literature, Philosophy, Chemistry, Botany, Psychology and law before he turned eighteen years old (Bennagen, 2000).Furthermore, he is accountable for systematically putting together the utilitarian thoughts/concepts/ideas of his father and his father’s friend Jeremy Bentham (Bennagen, 2000). This is where Jeremy Bentham argues and reiterates that actions are correct only if they are inclined to bring into being the utmost happiness for the greatest number of people (Bennagen, 2000). This is simply because advocates of utilitarianism believe that happiness is the main criteria for doing something right or wrong, meaning if something is done and pleasure resulted from it then it is right, however, if pain was brought about from it then surely, it is wrong (Bennagen, 2000).Major Similarities in their Ethical SystemImmanuel Kant and John Stuart Mill’ ethical systems have similarities and these are the following:In act utilitarianism, laws are not taken into consideration as long as the act is said to have brought about happiness to most individuals then it is right (Bennagen, 2000). The same is true with deontology wherein duty is the basis for a right act which means that even if it means breaking the law just as long as the responsibility is fulfilled then the act is definitely right (Bennagen, 2000).  In addition, both cannot always be utilized as a guide to morals (Bennagen, 2000). There are several cases where a decision made based on utilitarianism or deontology fails (Bennagen, 2000).Major Differences in their Ethical SystemThere are differences between the ethical systems of Immanuel Kant and John Stuart Mill and some of these are the following:In terms of goal, Immanuel Kant’s deontological theory’s goal is to fulfill a certain duty, whereas, John Stuart Mill’s utilitarianism’s goal is to achieve happiness (Bennagen, 2000). This is clearly evident in the definition of the deontological theory which says that individuals ought to stick to their responsibilities in evaluating a moral quandary (Bennagen, 2000). Same is true with the technical definition of utilitarianism where it states that, in an assessment of an ethical issue, the alternative that wil l result in the greatest happiness to the most number of people is the option that is ethically right (Bennagen, 2000).Also, rule utilitarianism considers the law and fairness in finally making an act which is said to be right (Bennagen, 2000). Here, an individual who is about to make an act seriously thinks about making the most number of individuals experience pleasure through fair and just means (Bennagen, 2000). Furthermore, it gives importance to justice, as well as, beneficence (Bennagen, 2000). By justice here, we mean, that everyone involved in the situation are treated fairly, on the other hand, by beneficence, we mean, doing what is good, in opposition to what is evil (Bennagen, 2000). The aforementioned defies deontology in such a way that it does not involve justice and beneficence in it, rather it only focuses on fulfilling the ‘duty’, whether or not it is fair or just to everybody involved (Bennagen, 2000).Major Criticisms for Kant’s TheoryThere are also criticisms for Kant’s Theory and some of these are the following:First of all, since deontology is all about sticking to responsibilities, its rationale or logic is being questioned for it (Bennagen, 2000). For instance, how will individual duties would be defined (Bennagen, 2000)? If for example, if personally I consider my family as my first priority every time and it so happened that I am being called by my supervisor for an urgent or emergency meeting, would it be considered not doing my duty if I go to this emergency meeting that my supervisor has ordered (Bennagen, 2000). Another example is the fact that, citizens have to maintain a certain driving speed, however, an individual is running late for a qualifying exam in medicine, which is a make or break exam for him, would it be considered as not doing his duty if he went a little speedy just to make it to his exam, which is a personal duty for him in the first place. Very clearly, through the aforementioned exampl es, there are no limits or boundaries to this so called duty making it critical, even questionable, as an ethical theory (Bennagen, 2000).Secondly, obviously it is not extremely useful or helpful in making decisions since it is not applicable in all situations, as seen in the examples above (Bennagen, 2000).Last but not least, it is also being criticized because of its self-centeredness simply because it does not really consider the well-being of others (Bennagen, 2000). Going back to the aforementioned examples, it shows that deontology tends to take a certain side wherein the other side not chosen is left unprotected in terms of its welfare (Bennagen, 2000).Major Criticisms for Mills’ TheoryThe criticisms for utilitarianism include the following:First of all, in making a decision using the utilitarianism, it does not always achieve its goal of the experience of the utmost number of people of the greatest pleasure (Bennagen, 2000). If the head of the family decide to unleash his dog in his yard at night to make sure that no one will jump over his fence and to make sure untoward incidences in his home are avoided which may consequently hurt his family, but unfortunately the dog got out of his yard and went over the neighbor’s yard and destroyed the flowers in the garden (Bennagen, 2000)? This means that instead of his family being happy being they were well guarded, other people were terribly disappointed, disturbed, and definitely did not experience happiness as should be the outcome of utilizing utilitarianism as a technique in making ethical decisions (Bennagen, 2000).Secondly, many people criticize utilitarianism for its inadequacy of common sense (Bennagen, 2000). For example, would you give up the one you really love just because your best friend loves him too and for the reason that your family does not like him for you (Bennagen, 2000)? Your best friend will turn out happy and so will your family which complies with the technical definiti on of utilitarianism involving utmost happiness experienced by the greatest number of individuals (Bennagen, 2000). The questions however are ‘what about you’, ‘where is the common sense in that’, and ‘is selflessness common sense’ (Bennagen, 2000)?Thirdly, happiness is undefined here in utilitarianism (Bennagen, 2000). For example, a customer service representative at a certain company has been reported to be sleeping on the job (Bennagen, 2000). Utilizing utilitarianism, the act has been carried out: 1) to correct the mistake of the customer service representative; 2) to serve better more consumers; and 3) to improve the company’s services and be appreciated by more clients (Bennagen, 2000). This may result in happiness for the consumers and the management; however typically, this will not bring in pleasure to the customer service representative being complained about (Bennagen, 2006). This only proves that an act may not always bring in happiness through the use of utilitarianism in carrying out an act (Bennagen, 2000).Last but not least, utilitarianism is being questioned because it violates human rights (Bennagen, 2000). For example, if a Bill is submitted by a minority group leader to be passed as a Law, and will not qualify as a Law simply because majority did not vote for it, then this may jeopardize the rights and happiness of the so called minority groups (Bennagen, 2000). This then may also be justified as an act which is right since happiness is being experienced by the most number of individuals though several people are suffering as well (Bennagen, 2000).ReferenceBennagen, P. (2000). Social Economic and Political Thought. Quezon City: UPOU

Hy Diaries Inc - 899 Words

Case study 3.1: HY DAIRIES, INC. 1. Apply your knowledge of stereotyping and social identity theory to explain what went wrong here. Stereotyping is the process of assigning traits to people on the basis of their membership in a social category. Stereotypes generally have some inaccuracies, some overestimation or underestimation of real differences, and some degree of accuracy. One problem with stereotyping is that stereotypes under certain conditions, such as the degree to which they interact with people in that group. The greatest concern is that stereotyping lays the foundation for prejudice that is unfounded negative emotions toward people belonging to a particular stereotyped group. Stereotyping could aslo be partly†¦show more content†¦Self-awareness is equally important in other ways. Not only that, they also can be use the ways of meaningful interaction that people who interact with each other will be less prejudiced or perceptually biased against each other. Meaningful interaction might occur in many of the international volunteering activities and does more than reduce our reliance on stereotypes. It also potentially improves empathy towards others that is extent to which we understand and are sensitive to the feelings, thoughts and situations ofShow MoreRelatedHy Diaries Inc913 Words   |  4 PagesCase study 3.1: HY DAIRIES, INC. 1. Apply your knowledge of stereotyping and social identity theory to explain what went wrong here. Stereotyping is the process of assigning traits to people on the basis of their membership in a social category. Stereotypes generally have some inaccuracies, some overestimation or underestimation of real differences, and some degree of accuracy. One problem with stereotyping is that stereotypes under certain conditions, such as the degree to whichRead MoreIncome Taxation Solutions Manual 1 300300 Words   |  1202 PagesTaxation, 2013-2014 Ed. Solution to P 4-1 Whether a person is an employee or an independent contractor carrying on business is a question of fact to be judged by the circumstances of each situation. The leading cases are: Sagaz Industries Canada Inc. v 671122 Ontario Ltd., 2001 SCC 59 Wolf v The Queen, 2002 FCA 96 Royal Winnipeg Ballet v. MNR., 2006 FCA 87 Dynamic Industries v. The Queen , 2005 FCA 211 Wiebe Door Services Ltd. v MNR, 2 FC The four basic legal principles that are used to determine