The Chain By Ted Genoways - 1575 Words

â€Å"I think using animals for food is an ethical thing to do, but we ve got to do it right. We ve got to give those animals a decent life and we ve got to give them a painless death. We owe the animal respect.† ― Temple Grandin. Temple Grandin brings up a brilliant point, it’s okay to eat meat but it’s not okay to treat these animals throughout their life as just something that you will be killing. They have the right to live healthily and in a property environment. Throughout the novel The Chain by Ted Genoways it brings a light to all the dangerous conditions animals and workers go through and what actually goes into the meat you buy in stores. Although low prices on farm produced meat sound enticing, the abused caused to animals and the dangerous working conditions for workers cause dangerously poor sanitation, and can affect many Americans health. Factory farming has many flaws in the system, animal abuse is one that is usually over looked by owners of these farms. Many works while on this farm are exposed to the cruelty that the animals go through but often can do very little to change it. â€Å"Factory farms pack animals into spaces so tight that most can barely move. Many have no access to the outdoors, spending their lives on open warehouse floors, or housed in cages or pens.† (aspca) Without the room to engage in natural behaviors, animals become exposed to severe physical and mental distress. Many animals become trampled to death and never experience the proper lifeShow MoreRelatedEssay on Animal Testing Should Be Banned3083 Words   |  13 PagesAnother way in which farmers traumatize and hurt baby animals called thumping. The farmers use this technique to kill the underweight piglets, they hold the piglets by their back legs and throwing their heads into the concrete ground (Genoways 40). Yet Ted Genoways describes thumping as â€Å"legal and widely practiced† (40). More times than not, thumping does not actually kill the piglet, but instead just paralyzes it until death from starvation or suffocation. It would be more effective and a lot less

Dream Argument Essay - 893 Words

Jacob Sebert November 13, 2013 Descartes Dream Theory Descartes arguments in meditation I can be proven wrong through discrepancies and contradictions. Authors Peter Simpson and Ludwig Wittgensteins have similar points on skepticism where they have found specific inconsistencies. When primarily looking at Descartes’ dream argument we can see a contradiction in his statements. He sets out to demonstrate the similarity between â€Å"waking† and â€Å"dreaming†. His intention was to prove that there is no difference between the two, and that we could be seeing false deceptions and or possibly hallucinating. Therefore there would be no way to prove the differences between â€Å"dreaming† and â€Å"waking†. But when looking at his arguments there are a few†¦show more content†¦If there are no differences, then he has no choice but to conclude the fact that we could also always be awake. This still follows Descartes’ argument because it means that dreaming and waking are the same and have no difference. He assumes we are always dreaming and everything we experience is false delusion. Assuming that we are just dreaming is inconsistent with the first part of his argument, that dreaming and waking are the same. How can we believe they are identical when at the same time he wants us to assume we are only dreaming? Descartes’ dream argument states that there are no differences between dreaming and being awake, which means there is no way of knowing if we are ever awake or dreaming. This is why he says we could always be in a dream. This means that everything we sense may not be real, just false perception of reality. The things we see in our dreams are stored in our mind. This helps Descartes determine what real knowledge is. He says that there is no way of proving that we are â€Å"dreaming† or â€Å"sleeping†. â€Å"There are no certain indications by which we may clearly distinguish wakefulness from sleep†. He then explains the experiences of reality and dreaming: â€Å"I am now here, sitting by the fire, wrapped in a warm winter gown, handling this paper, and suchlike. Indeed, that these hands themselves, and this body are mine.† (First Meditation, Page 14-15, SEC. 18-19) He explains his experiences in lucid dreamsShow MoreRelatedThomas Descartes s Dream Argument And The Dream Paradox 2319 Words   |  10 PagesDescartes famously presented his ‘dream argument’ or ‘dream paradox’ in which he questions how we can distinguish between dreams and waking life. In this essay, I will explore various responses to the argument such as Hobbes and Locke and how I think Descartes would dismiss these arguments. I will finally present my own criticism alongsi de the work of Austin, Simpson and Ryle in order to illustrate the inconsistency of Descartes claims. In order to deconstruct the dream paradox I will appeal to one ofRead MoreThe Dream Argument by Rene Descartes Essay1008 Words   |  5 Pagesfamous arguments, from his not only from his first meditation but all of the meditations, is his Dream Argument. Descartes believes that there is no way to be able to distinguish being in awake from being in a state of dreaming. In fact you could actually be in a dream right now. Rene Descartes’s theory that one is unable distinguish being awake from dreaming, as interesting as it is, can be at times a little farfetched, along with a few contradictions to himself, Descartes’s dream argument does notRead MoreCritique of Descartes Dream Argument Essay examples1527 Words   |  7 PagesSara Logan McKitrick Philosophy 101 14 November 2008 Critique of Descartes’ Dream Argument Descartes has written a set of six meditations on the first philosophy. In these meditations he analyzes his beliefs and questions where those beliefs were derived from. The first mediation of Descartes discusses his skeptical hypotheses; questioning the validity of the influences of his knowledge. He has a few main goals that are expressed through the first meditation. First off, Descartes wantsRead MoreEssay on Descartes Dream Argument - Philosophy1406 Words   |  6 Pagesdo we know we are not dreaming some particular experience we are having, or we are not dreaming all our experience of this world? When we dream we imagine things happening often with the same sense of reality as we do when we are awake. In Descartes dream argument, he states there are no reliable signs distinguishing sleeping from waking. In his dream argument, he is not saying we are merely dreaming all of what we experience, nor, is he saying we can distinguish dreaming from being awake. I thinkRead M oreWhere Sweatshops Are a Dream917 Words   |  4 PagesAre A Dream† In his New York Times opinion column, â€Å"Where Sweatshops Are a Dream†, writer Nicholas D. Kristof uses his experience living in East Asia to argue his positive outlook on sweatshops. Kristof wants to persuade his audience, Obama and his team, along with others who are for â€Å"labor standards†, that the best way to help people in poor countries is to promote manufacturing there, not campaign against them. He uses Phnom Penh as an example to show why working in the sweatshops is a dream forRead MoreAnnotated Bibliography On Juvenile Crime And Sentencing1510 Words   |  7 Pageslarge audience because it is online. Hollandsworth takes into account that his audience, mostly consisting of Texas Monthly readers, may already have pre-established notions about the topic, so he considers other sides while still supporting his argument. Edwin Debrow, a preteen member of the Crips, committed a murder when he was 12-years old and received a 27-year sentence through the Dete rminate Sentencing Act. After he matured, realized his wrongs, and appealed his sentence as cruel and unusualRead MoreThe Dreaming Argument And The Evil Demon Argument1271 Words   |  6 Pagesknowledge and skepticism to establish two main arguments, the dreaming argument and the evil demon argument. The dreaming argument suggests that it is not possible to distinguish between having a waking experience and dreaming an experience. Whereas, the evil demon argument suggests that we are deceived in all areas of our experiences by an evil demon. This essay will investigate the validity of the arguments and to what extent the conclusion of these arguments is true. The soundness and the extent toRead MoreDescartesMeditations, To What Extent Are We Able To Distinguish Between Reality And Illusion1482 Words   |  6 Pagesform a seemingly self-evident argument against scepticism. Indeed, although his arguments at first appear to be somewhat convincing, particularly those that defend the s cepticism he is attempting to devalue, upon greater evaluation, those that begin to assert our ability to distinguish reality from illusion, lack application of the rigorous method of scrutiny that he had previously set out to apply. Consequently, I would argue that the real downfall of Descartes’ argument lies within his latter attemptsRead MoreDescartes First Meditations By Rene Descartes1352 Words   |  6 PagesRenà © Descartes’ First Meditations, he introduces three main sceptical arguments for the possibility of doubt: illusion, dreaming and error. Descartes’ purpose in his First Meditations is to define knowledge by placing doubt on the sceptical arguments capacity to provide truth. In this essay, I will focus on the argument from dreaming. There are many objections against the argument; therefore I will assess the soundness of the argument and whether it establishes universal doubt based on the plausibilityRead MoreThe On First Philosophy By Rene Des cartes1699 Words   |  7 Pagesforget that everything he writes is based on the shaky foundation of the Christian God, and finds his later points less valid. We must look at Descartes’ argument in detail in order to establish why it is flawed and insufficient and thus undermines the rest of his project. His main argument for the existence of God is the so-called â€Å"causal argument.† He begins this train of thought by saying â€Å"because I am a thinking thing and have within me a certain idea of God, it must be granted that what caused

Untriggered Reflexive pronouns in English - Free Samples to Students

Question: Discuss about the Untriggered Reflexive pronouns in English. Answer: Introduction: Baker (2012) in his book has focused into the usage of personal pronoun in everyday conversation. He has stated that the usage of personal pronoun is very easy to learn as we use it on a daily basis while we converse. The article stated that there are three types of personal pronoun that one use daily such as first person personal pronoun, second person personal pronoun and third person personal pronoun. The first person pronoun shows the usage of me and we in the daily conversation. Whereas, second person use you, your and other and third person are words like theirs, he, him, her and others. The information is presented in the book in a very systematic manner with tables and example to make the readers easily understand the motive of the subject written. The article teaches the general idea of personal pronoun, which will help the user to differentiate between different sentences. It is the most general type of noun that completes all types of sentences. It teaches the reader the d ifference between a noun and a pronoun and tells that a pronoun is used in place of a noun. The book also gives examples from other types of noun to show the differences between them and personal pronoun. Parker et al. (1990) in their book has shown the relationship between the reflexive pronoun and personal pronoun. It shows the way first, second and third person pronoun is used with the reflexive pronoun. The article has explained the usage of reflexive pronouns with the help of an example such as you can do your work yourself. In this sentence, you and your are first person pronoun and yourself is the reflexive of the first person. This shows that one person can easily form a sentence by using both personal pronoun and reflexive pronoun. However, the article has also shown that there are certain exceptions to the usage of reflexive pronoun with the personal pronoun. There are sentences that use reflexive pronouns even without any co referential with any personal pronoun. This too has been with the help of an example such as several of the employees and myself met the chairman of the company. Thus, it is seen in the above sentence that reflexive pronouns are used without the applica tion of any personal pronoun in the sentence. The book has explained both the theories of personal and reflexive pronouns in a very systematic manner with example to make the reader differentiate between them easily. The idea given is very useful for the reader as it helps them to differentiate easily between the two concepts. Wales (1996) in his book has explained the definition of personal pronoun and has also shown that the definition has changed since the 16th century. The book has mainly focused on personal pronoun explaining the usage of third person personal pronoun. The third person personal pronoun has also been considered as a prototypical pronoun compared to the first person and second person personal pronoun. It has explained the traditional definition and differences between various usages of pronouns that affects the personal pronoun. It is stated that pronouns followed by any NPs are viewed as a restrictive apposition. This is further divided into three forms such as definite determiner, name and definite determiner and NP plus name. All the three forms have different meaning and usage. In the English dialects and any other informal usage of English all the three person of personal pronoun is used as an equivalent demonstrative. The presentation of the book is good, as it has explained diffe rent sections of pronoun in both the traditional form and modern world English it is helpful for the readers as they will know the difference between traditional and modern usage of English and will be able to construct the sentences properly. Thomson Martinet (1986) in their book has explained about the usage of personal pronoun that can easily be used in place of a noun. It has explained about the most suitable way of using personal pronoun with the other type of pronoun as well as noun. According to the book, there are various types of pronoun that can be used in a sentence at one time. However, the function of each type of pronouns decides the way it can be put in a sentence at one time. Further, it has discussed that there are mainly three cases of personal pronoun such as nominative, possessive and objective. Normative divide personal pronoun into three people such as first, second and third. Whereas, objective is used in which the personal pronoun is a part of an object and lastly possessive is used when the personal pronoun is showing possession. The book is presented in a form that can be easily understood by anyone. There are table and examples given for each type of personal pronoun that shows the usage one can use to define a sentence. There are various complex sentences and a structured explanation like this is very beneficial. Bibliography Baker, P. S. (2012).Introduction to Old English. John Wiley Sons. Parker, F., Riley, K., Meyer, C. F. (1990). Untriggered reflexive pronouns in English.American Speech,65(1), 50-69. Thomson, A. J., Martinet, A. V. (1986).A practical English grammar. Oxford. Wales, K. (1996).Personal pronouns in present-day English. Cambridge University Press.

Human Resource Management Premier Technology Solutions

Question: Discuss about the Human Resource Management for Premier Technology Solutions. Answer: Introduction Premier Technology Solutions is a multinational company based in Australia. The company was started in 1986 and provides technology related solutions to its clients. The company has a workforce of 140,508 employees and has been expanding its business into a number of countries of late. The company, which was originally started in 1986, today has its clients belonging from 29 different countries. The company has been expanding its business overseas and has recently decided to open up a new subsidiary in another country to help the headquarters carry out their operations smoothly. In the present era of global competition, companies are highly relying upon their human resources to achieve market competencies for them. Human resources are the best resources right now and no business organisations can run without the presence of human resources. Premier Technology Solutions is operating in a service sector industry and it is very important for the company to have a talented pool of employees. In service sector especially, it is important for every company to have an effective human resource management as the entire business is dependent on the performance demonstrated by the employees. In case of Premier Technology Solutions, it has been decided that the new subsidiary will be opened up in India. The decision has been taken by some of the senior level executives, keeping in mind the benefit that an Indian subsidiary can provide in terms of economies of scale and an efficient pool of talent. During the expansion program, it is obvious that the company will face a number of problems when it will come to management of human resource and performing human resource functions. Therefore, in this assignment, we will discuss a number of human resource functional issues that the organisation will have to face while carrying out its expansion program. Human Resource Issues Human resource management is an approach that allows business organisations to manage their employees in the best possible manner. The approach aims at improving the relations between employees and employers by improving the overall work conditions for the employees. Human resource managers are able to make use of efficient human resource functions, such as training and development, compensation and benefits, career management, selection and recruitment, etc. that help them in improving the work conditions and optimise the performance of the employees. When companies have to perform the human resource functions for their organisations at an international or a global level, it becomes even more difficult for them as the issues related to these functions increase exponentially. Let us now discuss some critical issues that the company would face while trying to expand its business operations in India: Staffing Approach a major problem that the company will have to face while trying to expand its business by opening up a new subsidiary in India is related to the approach that it will adopt for staffing the new subsidiary. Multinational companies have to take a lot of care when they chose a staffing approach for any new subsidiaries. In this case, the company will have an option to choose from four staffing approaches: Ethnocentric in an ethnocentric approach, companies decides to staff its new subsidiarys senior positions with home country employees while the lower positions are occupied by the host country employees. Polycentric in a polycentric approach, companies decides to staff their new subsidiary by hiring new employees from the host country itself. Regiocentric in this approach, business organisations staff their new subsidiaries by recruiting employees from various countries that fall within a geography region of the business. Geocentric in this staffing approach, companies staff their new subsidiaries by hiring employees who are best suited for the jobs, irrespective of their country of origin, cultural background, etc. Selecting an adequate staffing approach is important as most of the operations and how a company will work depends upon the staffing approach. For example, an ethnocentric approach ensures establishment of home culture in the host country and also ensures proper reporting to the headquarters whereas, a polycentric approach reduces the control of the headquarters on a subsidiary and also makes it difficult to implement the home culture in the subsidiary. Further, selecting regiocentric or geocentric approaches can lead to recruitment of third country nationals that might demand a higher pay as compared to the host country or home country employees. Therefore, selecting a staffing approach for a new subsidiary, while planning for business expansion, is a major issue that the company will have to face. Recruitment And Selection the process of identifying job openings and then selection the best candidates suitable for the openings identified is known as recruitment and selection. The next and the most important human resource function is recruitment and selection and the company will face a lot of issues while performing this function. If the management of the company selects an ethnocentric staffing approach, it will have to choose expatriates that will be sent to the new location. Expatriate programs are very complicated and expensive and it can cost a lot of resources to the company if the expatriate programs are not managed properly. Expatriates are given a lot of additional benefits, such as hardship allowances, housing allowances, family allowances, etc. (Study.com, 2016). As a result, it becomes important to choose expatriates wisely, which proves to be an issue for the human resource managers. On the other hand, if the company selects a polycentric approach for staffing it s new subsidiary, it will have to abide by a number of rules and regulations that the Indian government will put forward in terms of minimum wages, minimum number of Indian employees in the subsidiary, etc. Further, it might also become difficult for the company to exercise a proper control over the subsidiary in a polycentric approach while it might not also find the right talent to fit into the jobs. Therefore, recruitment and selection will also prove to be a great issue in the expansion efforts of the company (Smallbusiness.chron.com, 2016).. Expatriate Management expatriates are those employees who are sent overseas to fulfil an assignment for their companies. Due to globalization and increase in overseas business opportunities, expatriates who can go abroad and can handle the work operations of a company are under a great demand. Multinational companies are looking for employees that can work in the organisation and can be sent to foreign lands whenever required but it is not an easy task to manage this special category of employees. Companies have to look after a number of things before they can select an expatriate and send him or her to a foreign location. First of all, it is important that the expatriates being selected for a foreign job have the technical proficiencies that are required to fulfil the piece of work that will be assigned to them. Secondly, the company will also have to check whether the expatriates will be able to adjust in the work culture of the foreign subsidiary or not (Selmer and Suutari, 2011) .. If the employees being sent on a foreign assignment are not cultural sensitive, they might experience a cultural shock and it becomes very difficult for such expatriates to successfully complete the task assigned to them. Thirdly, the companies also have to check the number of dependent family members that an employee being considered for an expatriate program has. If an expatriate has a greater number of dependent family members, it would become difficult for the company to handle their expenses and needs while the employee would be away for a foreign assignment. Lastly, it is important that the expatriates are given proper compensation and benefits that would help them in enjoying a proper living on a foreign land and maintain the same standard of living, which they had in their home country. If the expatriates feel any kind of economic distress or inability to sustain in a foreign land, the chances of failure of expatriate program increase exponentially (Bowman and Meacheam, 2 000).. Compensation And Benefits another major problem that the human resource managers of the company will face while trying to expand their business operations in India is related to the compensation and benefits that will be given to the Australian employees and the Indian employees. It is obvious that the company would not staff the new subsidiary with Indian employees alone. It will definitely send some expatriates from its home country to look after the operations in the new subsidiary so that the reporting to the headquarters is proper (Yousef, 2015). In such a case, it becomes difficult to decide the compensation and benefits that will be given to the expatriates and to the Indian employees working along with them. The company will have to fix the salaries in such a way that neither the Indian employees feel under paid as compared to their Australian counterparts nor the Australian employees should feel that they are being under paid or feel any kind of financial distress while wor king on a foreign land. The company will have to conduct a number of surveys in order to gather knowledge about the basic pay rates in India for the jobs that the company is going to offer to the Indian employees. The company will also have to conduct a thorough research to check out the market trends for expatriates in India so that it can also pay its expatriates accordingly. As the company is entering a foreign market to expand its business operations, the wages it will offer to its employees would also have to be considered from a legal point of view (Smallbusiness.chron.com, 2016). It will be important to fulfil the restrictions or the basic pay grades that the government of the host country will put forward for the company. Further, the company will also have to take important decisions regarding the benefits that it will have to provide to the expatriates that would stay in India to look after the operations of the company. Expatriates are given bonuses and benefits in terms of housing allowances, hardship allowances, travel allowances, family allowances, etc. Therefore, the company will also have to consider the benefits that it will provide to its expatriates working in the Indian subsidiary. Cultural Integration culture is defined as the values, ethics, morals, religions, cuisines, languages, communication styles, etc. that a particular group of people follow. One of the greatest issues that the company will face while expanding its business operations in India is the integration of the Australian and the Indian culture. It is obvious that in the Indian subsidiary, the Australian and the Indian employees will have to work together. When the Indian and the Australian employees will work in the same place, it is obvious that they will face a lot of cultural issues that might cause a great deal of problem for the human resource management of the company (Scribd, 2016). Cultural differences, such as language, communication patterns, work cultures, etc. will play a major role in the subsidiary and it might become difficult for Indian as well as the Australian employees to work with each other as a team. For example, India rates 77 on the power distance index whereas Australi a rates 36 on the same, which means that the Indians will demand a highly organised structure and differentiation in terms of power as compared to the Australian employees (Smallbusiness.chron.com, 2016). Therefore, dealing with cross cultural issues and trying to narrow down the cultural gaps that would exist between the two types of workforce in the foreign subsidiary would also be a great problem for the human resource management of the company. Training And Development another important issue that the company will face while its expansion in India is related to training and development of employees. The company will be sending expatriates to the new subsidiary and will also be hiring new staff from the host country itself, which makes it important that both types of employees are adequately trained and developed before they can start working on the foreign lands. The company will have to train and develop its Indian employees in such a way that the clients do not feel in the services being offered to them by the headquarters or the subsidiary. The company will also have to ensure that the Indian employees are aware about the work culture of the headquarters and communication style so that they can avoid communication barriers and can function properly (Dowling, Welch and Schuler, 1999). On the other hand, it is also important for the company to arrange for training and development programs for its home country employees (e xpatriates) that will be aimed at increasing their cultural awareness and sensitivity. Another issue that arises while planning the training and development program of the employees is that how and where they will be trained. The company can definitely not afford to call the Indian employees to its headquarters for training and development as it will be highly expensive and time consuming. Thus, the company will have to send a team of capable professionals to India before the commencement of work operations so that they can hold training and development sessions to train the Indian employees. The company will also have to hire professional helpers to help in training and developing their expatriates who will be travelling to India for looking after the work operations. Therefore, arranging for the training and development of the employees will also pose a great issue to the human resource managers of the company. Conclusion In the present era of globalization and international business, companies are trying their best to enter the international market and reap the benefits of having a global business. In such conditions, it is important that Premier Technology solutions tries its best to tap new market opportunities while the conditions are favourable. Due to expansion of business and a rise in the demand of the services of the company, it has become important to expand the business overseas and look after options that would help the management in serving their new clients and fulfilling the service demands. Planning a subsidiary in India is a great option as an Indian subsidiary will provide a lot of talented employees to handle the work operations and will also help in reducing the overall operating costs of the company. It would obviously be difficult for the management to carry out the human resource functions smoothly as the differences between the two countries are great in number and the cultural differences will add up to the problems. Thus, the company will require an efficient and effective human resource management department that will understand the requirements of the human resources and will execute the human resource functions according to the demands of a situation. References Bowman, P. Meacheam, D. (2000). Current Issues in the Expatriate Management Literature--A Checklist for Practitioners.Asia Pacific Journal Of Human Resources,38(2), 107-117. https://dx.doi.org/10.1177/103841110003800208 Dickmann, M., Brewster, C., Sparrow, P. (2008).International human resource management. London: Routledge. Difference between Global or IHRM and Domestic HRM - what is human resource ?. (2016).Whatishumanresource.com. Retrieved 7 October 2016, from https://www.whatishumanresource.com/difference-between-global-or-ihrm-and-domestic-hrm Domestic HRM vsInternational HRM | eduCBA. (2016).eduCBA. Retrieved 7 October 2016, from https://www.educba.com/domestic-hrm-vs-international-hrm/ Dowling, P., Welch, D., Schuler, R. (1999).International human resource management. Cincinnati, OH: South-Western College Publ. Global Staffing Approaches: Ethnocentric, Regiocentric, Polycentric, and Geocentric - Video Lesson Transcript | Study.com. (2016).Study.com. Retrieved 7 October 2016, from https://study.com/academy/lesson/global-staffing-approaches-ethnocentric-regiocentric-polycentric-and-geocentric.html Harvey, M. Buckley, M. (1998). Introduction: International issues in human resource management.Human Resource Management Review,8(1), 1-3. https://dx.doi.org/10.1016/s1053-4822(99)80036-9 International HR Issues. (2016).Smallbusiness.chron.com. Retrieved 7 October 2016, from https://smallbusiness.chron.com/international-hr-issues-61937.html International Journal of Human Resource Management. (1993).The International Journal Of Human Resource Management,4(1), 246-248. https://dx.doi.org/10.1080/09585199300000014 Issues and Challenges in IHRM. (2016).Scribd. Retrieved 7 October 2016, from https://www.scribd.com/doc/30280964/Issues-and-Challenges-in-IHRM Recruitment and selection Recruitment and selection business studies and business english | Business Case Studies. (2016).Businesscasestudies.co.uk. Retrieved 7 October 2016, from https://businesscasestudies.co.uk/business-theory/people/recruitment-and-selection.html#axzz4MOO4rtNA Selmer, J. Suutari, V. (2011). Expatriation old issues, new insights.Cross Cultural Management: An International Journal,18(2). https://dx.doi.org/10.1108/ccm.2011.13618baa.001 Vance, C. Paik, Y. (2006).Managing a global workforce. Armonk, N.Y.: M.E. Sharpe. Yousef, F. (2015).The Challenges of International Human Resources Management. Retrieved 7 October 2016, from https://www.linkedin.com/pulse/challenges-international-human-resources-management-farid-yousef