The Four Noble Truths of Buddha Essay Example | Topics and Well Written Essays - 500 words

The Four Noble Truths of Buddha - Essay Example 2. The Second Noble Truth is the Arising or Cause of Suffering ( Sanskrit – Samudaya): This Truth narrates that we continuously remain in searching outside around us to make ourselves happy without considering the degree of success because we never remain satisfied. Buddha taught that this hunger grows out of our ignorance because we try to grab one thing after another to make ourselves secure. We become frustrated when the worldly things do not deliver to our expectations. 3. The Third Noble Truth is Cessation (End) of Suffering (Sanskrit – Nirodha): Buddha taught that we may get freedom from these sufferings and may be made to cease if we keep away from the world. It is self-control to fade away the sufferings and Dhukka will be eliminated. 4. The Fourth Noble Truth is The Path Leading to the Cession of Sufferings (Sanskrit – Marga): Buddha gave us the path to cease the suffering. It is eightfold path i.e. right view, right intention, right speech, right action, right livelihood, right effort, right mindfulness, and right concentration. More simply it is divided into three main disciplines viz wisdom, ethical conduct and mental discipline (The Four Noble Truths and Buddha’s Four Noble Truths) Hinduism is the religion of Hindu. It is possibly the oldest religion known to man with no identifiable beginning and began in the forests of India. It is worship oriented for powers of nature and is considered as a nature religion. It is compounded with all forms of belief and worship with characteristics of other faiths too. Hinduism is an international religion and followers are found in many countries.  

Discussion 1 Essay Example | Topics and Well Written Essays - 250 words - 7

Discussion 1 - Essay Example Indeed, the very dawn of religion is marked with the desire of a human being to understand phenomena that are though to be out of one’s comprehension. Another reason that may be quite compelling to pursuit the path of religious studies is to achieve a global perspective. Indeed, different areas of social life are affected by religion directly or indirectly. What is more important is that the above mentioned notion may also be used as an effective way to analyze the causes of conflicts. Finally, it must be noted that some of the reasons that were provided by Livingston may be reevaluated. It may be true that the former has been influencing the latter for many centuries; however, the process of secularization clearly divided these two institutions. In addition to that, one should also keep in mind that many nations that now belong to a particular religion were converted which resulted in the elimination of the previous state of social affairs. For example, Greece is often regarded as the stronghold of Orthodox Christianity. Nevertheless, for many centuries people of this country were genuine

Managing and training a global workforce Essay Example | Topics and Well Written Essays - 750 words

Managing and training a global workforce - Essay Example Due to the importance of training companies have to device ways to become more effective at training a global workforce. The managing of employees internationally requires the use of sound management techniques. The business structure of a company affects the way employees are managed. Centralized and decentralized management systems function very differently. In a centralized management system all decisions are made at the top level, while in a decentralized system employees are also involved in the decision making (Blurit). Getting employees involved is a great way to instill confidence in the workers and to establish good labor relations. There are different factors that affect a company’s abilities to manage a global workforce. Four of those factors are cultural differences, language, currency differences, and regulatory variations (Gordon). The cultural differences among workforces affect a company’s ability to manage its workforce. Japanese culture is very male or iented. It would not be a good strategy for an American company to put an American woman in charge of a Japanese factory. In the United States women have equal employment opportunity, but there still exist a glass ceiling for women to get into managerial positions. During the next five years there will be more women at the top managerial positions of companies. ... Regulatory variations affect the way a company manages a global staff. The normal work week in France is 35 hours, while in the United States the normal work week is 40 hours (Itodt). The training of employees in global settings is extremely important. Due to the distance barriers companies that have headquarters in the United States or Europe have to adapt their strategies to train its staff located across the 200 countries in the world. A technique that can help multinational corporations implement training sessions faster and in a more efficient manner is the use of online training tools. An online training can be created customized to the needs of the global staff. Language barriers can be eliminated by creating the training in the native language of the population. One of the advantages of online training is the flexibility of implementation. Companies can choose to give the online lessons during working hours or to allow the employees to take the training sessions on their own time. Employees can assess the company’s intranet online to take the training. In order to be fair and to motivate employees to take the training session seriously companies can pay financial incentives upon successful completion of an online training taken at home. Due to issues associated with cultural factors another option companies can utilize to train its global workforce is to hire domestic consulting companies from the foreign location. For example a US company would hire a HR consulting specialist in China to train the employees from its Chinese operation. The use of this strategy can achieve better results because these firms have special insight into the cultural factors that motivate the employees from

Wealth and Poverty Essay Example | Topics and Well Written Essays - 750 words

Wealth and Poverty - Essay Example From this study it is clear that  underdeveloped nations are those that have poor systems of governance, economic as well as welfare of the people. These countries have poorly developed infrastructure that is essential for economic development, in addition, their education system does not play a major role in empowering its people to be innovative and creative, for this reason, its people live in poverty.According to the report  wealth can be defined as the plentiful or abundance of valuable resources and possessions that can be exploited by an individual or a country. An individual, community, region or country having these resources is said to be wealthy, however, the lack of awareness about the availability of these resources and means to exploit them can leave an individual or that party being dependant. Poverty, in contrast to wealth, means a general scarcity, in this case, it may refer to an individual or state as well. Poverty, just as wealth can also be defined according to the context in which it is being derived, however; there are two main approaches to this issue, it can be absolute or relative poverty. Absolute poverty can be described as a situation where people in a certain place have minimal or no access to the basic requirements of life, which are; food, shelter and clothing. On the other hand, relative poverty refers to the situation where people are completely barred from taking part in what is considered as a normal and acceptable standard of life in a community or society in general.

Promoting access to medical technologies - from Chile's perspective Research Paper

Promoting access to medical technologies - from Chile's perspective mun position - Research Paper Example Chile believes that this is one of the issues that international peace is being put on stakes. In order to bring peace in the world, there needs to be uniformity and equality among countries. Therefore, Chile positions the aspect of promotion of access to medical technologies for developing countries (World Health Organization). In the present times, Chile is determined to undertake treaties and agreements that would allow developing countries to benefit from it. Among these agreements, Trans-Pacific Partnership (TTP) seems to work effectively for negotiation from 12 countries. Chile is among these 12 countries that are committed to develop medical research and technologies in developing countries so that the current research protocol in the developed countries can be shifted or shared with the developing countries. Similar to these treaties are the forum discussion being held with Chile with Asian developing countries where effective and life-saving medicine research is being sponsored so that chronic diseases can now be treated. It is an evident fact that medicine and technology cannot be applied until constant lab work is done within the developing countries. For this purpose, Chile has proposed the initiation of university programs that will be aided by the country along with the infrastructure. Chile c ompletely understand that at this point where international politics have become increasingly critical, exchange of technology can surely be a way to bring peace and harmony. It will spread equality among developing and developed countries so that conflicts can be finished (Li). It is thus recommended that developed countries of the world must come forward and promote medical technologies access by forming legal and policy options. There needs to be effective research done on the empirical data confirming the assisted usage of medical technologies in developing countries (Zuniga, Marks and Gostin). It is

Managing high performance work teams and leadership effectivenessjob Essay

Managing high performance work teams and leadership effectivenessjob satisfaction - Essay Example Leadership is a critical part in the field of management. The consequences of poor leadership in an organization would include increase costs, damage to relationships and loss of trust. It is therefore imperative to have an effective leader in an organization to achieve goals and attain success. Effective leadership separates the successful organization from failed companies . But what is effective leadership Defining leadership is very complex. There exists a lot of meaning for leadership, along with theories and models to describe them. Leadership is the process of influencing others to accomplish an objective and the manner of guiding an organization to become consistent and unified (Briner et al 1996). Leadership capitalizes on individual strengths to fulfill the roles of the position. Effective leaders perform in a proactive manner. They also maintain a balance between the internal and external forces at play in the organization. Effective leaders today are very different from leaders from the past. The time has passed and the environment has changed. Today, leaders must have the capacity and capability to lead complex organization in a global setting and proportion. The trend for leaders now is to demonstrate visionary thinking with the ability to execute the vision. He must hold the highest standards of ethics. He should develop other people in different levels, while understanding the business as a whole and building influential relationships with customers and stakeholders. Pioneers of effective leaderships includes Peter Drucker. He searches for answers on what makes an executive most effective. To be effective means that leaders must manage their time, focus on people's contributions to create results, build on strengths, set priorities and make effective decisions (Drucker, 1967). Stephen Covey (1992), a leadership guru, provided insights into facing daily challenges by employing the concept of principle-centered leadership. Jim Collins (2001), a business consultant, defined the five level leadership hierarchy. These are: Level 1-Highly Capable Individual; Level 2-Contributing Team Member; Level 3-Competent Manager; Level 4: Effective Executive; and Level 5-The Leader. Peter Senge (1990) points out the need for an organization not only to adapt to a changing environment, but also to go beyond adapting to a generative learning approach that allows for growth. Building an organization where people are continually expanding their capabilities to shape their future is the key responsibility for leadership. He identified the need to have a learning organization. Margaret Wheatley (1992) looked at how new discoveries in quantum physics, chaos theory, and biology challenged our way of thinking about organizations. She showed that the old models of leadership, such as hero-leader or leader as individual, stands in the way of the organization's innovativeness and effectiveness. She predicted that the ultimate destination of an organization is the realization that teams are capable of being self-managed where the idea of leadership may be different. High performance teams are a product of the learning organization concept and the idea of self-managed teams. This team can work on its own. Senge and Wheatley innovated the new concept of team-based leadership. High performance teams are created with a mission that have developed their own set of norms or rules, which is written as a team charter. The team members have clearly designated

Employment Law Essay Example for Free

Employment Law Essay Early this year, there are reports that the number of employees calling in sick has risen to staggering levels. According to an absence management company, there are about 3. 6 million employees who called in sick the first week of January (Pitcher, 2008). The United Kingdom ranked as second as having the most number of employees with long term sickness in a survey conducted by the European Community (Tehrani and Rainbird, 2005). The level of absence for UK was 27. 2% as against an average of 16. % of the European Union (Tehrani and Rainbird, 2005). An approximate figure of 14. 1 million days ‘were lost to stress and anxiety in 2001† (Tehrani and Rainbird, 2005). Absences due to stress and mental problems significantly affect both the employer and the employees. This matter apparently has been taken for granted and unaddressed for sometime until the enactment of the Disability Discrimination Act 1995 (DDA), Employment Act 2002, Employment Rights Act 1996, and the Health and Safety at Work etc Act 1974. This paper shall show the manner by which the pertinent provisions of these pieces of legislation are applied to a hypothetical case and it shall also seek to identify and explain the remedies of an employee in case of violation of the provisions. Disability—Sickness Absence The Disability Discrimination Act 1995 defines disability as one having a ‘physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day-to-day activities’ (Section 1(1), Part 1, DDA 1995). The Industrial Tribunal has applied the definition to the different cases brought before it. For instance, in the case of Greenwood v. United Tiles Limited; the employee concerned was suffering from diabetes and was held to be disabled by the Tribunal (Greenwood v. United Tiles Limited 1101067/97/C). In the case of O’Neil v Symm Company Limited, the Tribunal considered ME or chronic fatigue syndrome as a disability (O’Neil v Symm Company Limited, 2700054/97). Even abdominal pains which had no medical diagnosis with respect to its origin was declared as a disability by the Tribunal in the case of Howden v Capital Copiers (Edinburgh) Limited (400005/97) (Thompsons Solicitors web site, 2007). Anent mental disability, Walton v LI Group Limited case involved an employee who had learning difficulties. The Tribunal ruled that the employee is considered disabled under the DDA basing its conclusion on the testimonial evidence of the employee’s parents and the fact that the employee was receiving disability living allowance (Walton v LI Group Limited, 1600562/97). The increased awareness for mental health and issues associated with it has accelerated in time, clinical depression is in fact already considered as a disability. Clinical depression is a ‘common mood disorder in psychology and psychiatry in which a person’s enjoyment of life and ability to function socially and in day-to-day matters is disrupted by intense sadness, melancholia, numbness or despair’ (Farlex Free Dictionary web site, n. d. ). In the recent appealed case of OHanlon v Commissioners for HM Revenue Customs, the Employment Appeal Tribunal ruled that clinical depression is considered a disability and therefore falls within the coverage of the DDA 1995 [OHanlon v Commissioners for HM Revenue Customs (2007) EWCA Civ 283]. Applying the above discussed legal principles to the given hypothetical case, Vangeer has been diagnosed to be suffering from clinical depression. This was brought about by the incident when she accidentally pricked herself with a needle which she picked up while cleaning a bus in the depot of her employer. This caused panic attacks and anxiety and for which she was given a year off from work. At this juncture, it is important to stress that the Health and Safety at Work etc Act 1974 requires the employers to ensure the health and safety of its employees in the place of work. Towards its realization, the law imposes upon the employer the duty to make ‘the provision and maintenance of plant and systems of work that are, so far as is reasonably practicable, safe and without risks to health’ (Section 2 (2)(a), HSWA 1974). This means that Snail Pace Bus Company should have provided a system of work including protective gear for those who clean their buses (Health Safety Executive, 2006). In addition, the employer is also supposed to take measures to protect their employee who may return to work considering that there is more likelihood that the employee may be weak because of the injury or disability (Health Safety Executive, 2006). Vangeer went on sickness absence for about a year. Sickness absence may be short term or long term. A long term sickness absence connotes serious medical reasons such as in the case of Vangeer. Long-term absence is ‘usually defined as a period of absence in excess of two weeks’ (Corcoran, 2006). When she returned for work, a new team leader made discriminatory remarks about her race. In hindsight, this may be considered as a violation of the Race Relations Act 1976. It may be shown that there is direct discrimination of Vangeer because she is black such as when she is treated less favourably than another (Thompsons Solicitors, n. d. ). Moreover, it may be shown that there is some form of harassment under the Race Relations Act 1976 as amended by the New Regulations of 2003 (Thompsons Solicitors, n. d. ). Harassment is broad as to include ‘abusive language, excessive monitoring of work, excessive criticism of someone’s work etc. ’ (Thompsons Solicitors, n. d. ). It may be claimed that Vangeer suffered by because she was degraded, intimidated and her dignity violated. The violation of her dignity is subjective and the Tribunal would need to rule using the ‘reasonableness’ standard (Thompsons Solicitors, n. d. In this case, the effect of Bob’s conduct has caused Vangeer to go on sickness absence for three weeks more based on the recommendation of her psychiatrist. Her transfer to another team was also suggested. Even before the period of sickness absence has lapsed, Snail Pace Bus Company was bought by Slow Coach Ltd. and Vangeer was called to a meeting about her absence. Thereafter, she was dismissed from her employment with pay. Her dismissal is illegal. ‘In relation to long-term sickness absence, the employer who dismisses an employee faces three potential legal risks’ (Lemon Co. 2008). Vangeer may file for a claim for unfair dismissal, for disability discrimination and for violation of her contract of employment. It is axiomatic that there exists between the employer and the employee, a contract of employment. It is an agreement whereby the rights and obligations of both the employee and the employer are specified (Direct. Gov web site, 2008). When the employee accepts employment, there is an automatic contract of employment that is created regardless of whether this has been reduced into writing (Direct. Gov web site, 2008). Generally, employment contracts contain the following clauses: ‘commencement, term, job title and duties, place of work, hours of work, pay, holiday entitlement, pension, sickness absence, intellectual property, confidentiality, termination disciplinary, dismissal and grievance procedures, and collective agreements’(Clickdocs web site, n. d. ). The terms of employment in respect of hours of work, pay, termination of employment and other benefits are provided by the statutes. This being the case, the employer is mandated to comply with the provisions of the statutes. For instance, dismissal procedures should be observed. In the instant case, Vangeer was invited to a meeting to discuss her absence and after a day she was dismissed from employment with pay. The Employment Act 2002, Part 3, Section 30 (1) provides that, ‘Every contract of employment shall have effect to require the employer and employee to comply, in relation to any matter to which a statutory procedure applies, with the requirements of the procedure’ (EA 2002). The law requires that the employer observe the procedure in cases of dismissal as provided for under section 29, Schedule 2 Statutory Dispute Resolution Procedures, Chapter 1 and 2. Substantially, the employer is required by law to put into writing the circumstances and acts of the employee which he led him to initiate disciplinary or dismissal steps and invite him to discuss it in a meeting. The employee must have notice and reasonable opportunity to be apprised of the same. After the meeting, the employer must inform the employee of his decision and inform him of his right to appeal. Should the employee opt for an appeal, another meeting should be scheduled before the dismissal or the disciplinary penalty shall have been effective (Section 29, Schedule 2, Chapter 1, EA 2002). In the instant case, Vangeer apparently may have been given an unfairly short notice and was not informed of her right of appeal if she was not satisfied with the decision. In retrospect, the jurisdiction over wrongful dismissal cases were lodged in courts until 1994 when jurisdiction was given to the Employment Tribunals which were authorised to grant only up to GBP25,000 (British Employment web site, 2007). A contrary rule is observed with respect to unfair dismissals and discrimination cases, where the courts can award greater amounts of monetary damages. Wrongful dismissal results when employer fails to give the employee notice in accordance with the employment contract and without appropriate pay (British Employment web site, 2007). It has been observed though that it is better for the ‘employee to sue if the contract provides a fairly long notice period’ (British Employment web site, 2007). Monetary damages in these cases are computed based on the amount of loss in terms of compensation and other benefits. Unfair dismissal occurs when the employee is terminated from employment and the employer in doing so had no valid and justifiable reason (Direct. gov web site, 2008). The Employment Rights Act 1996, specifically Part X sections 111 to 132 provide for the remedies in case of unfair dismissal. In a nutshell, there are three options: an order for reinstatement, an order for re-engagement or an order for compensation. Reinstatement is when the Tribunal orders the employer to put the employee back to work with the same position and assigned tasks. There is re-engagement when the employee is placed back to work with a new post and tasks but under the same employer ((British Employment web site, 2007). In cases where the Tribunal issues an order for reinstatement or re-engagement, it cannot also order compensation [Wilson (HM Inspector of Taxes) v Clayton (2003) EWCA Civ 1657]. In the instant case, Vangeer was unlawfully dismissed because of her long absence. The Employment Rights Act 1996 provide for the employer’s responsibilities in case sickness absence and dismissal are due to ill-health (Mace Jones web site, 2007). Bad health may be considered a good basis for dismissal of an employee because it affects the ability and capacity of the employee to perform his assigned duties and tasks. The law mandates that in order for a dismissal based on ill-health can be considered as fair, the employer must observe and comply with the legal requirements (Mace Jones web site, 2007). The employee must be given the reasonable opportunity to recover and return to work before they can be dismissed’ (Lemon Co. web site, 2008). In the instant case, Snail Pace Bus Company gave Vangeer about a year to recover from her clinical depression. A return to work programme was drawn up for her. Her relapse was instigated by her new manager. She was given a three week off from work and before the lapse of that time she was dismissed after the discussion with Slow Coach Ltd. Vangeer apparently was not given a reasonable opportunity to even use her three week off when in fact, the relapse was caused by management. However, it should be pointed out that not in all cases shall the employer be liable even if he partly or wholly was responsible for the incapacity of the employee. In the case of McAdie v Royal Bank of Scotland [2007] EWCA Civ 806, the Employment Appeal Tribunal reversed the decision of the Employment Tribunal when it ruled that the dismissal was justified even if the employer, partly or wholly caused the employee’s incapacity because based on the medical evidence obtained ‘there was no prospect of the employee returning to work’ [McAdie v Royal Bank of Scotland (2007) EWCA Civ 806]. Another requirement would be is for the employer to seek evidence of the medical status of the illness of the employee. The employer must request for medical reports from the employee’s physician upon the authorisation of the former (Lemon Co. web site, 2008). The employer may also request for the examination of the employee by the employer’s own physician. The meeting should be for purposes of assessing the current medical state, the existing medical advice and medical evidence. In the case of Vangeer, Slow Coach Ltd. ailed to request the medical reports from her physician. Moreover, the employee must be consulted through a series of meetings for purposes of exploring ways and issues for alternative options and reasonable adjustments (Lemon Co. web site, 2008). Albeit, there is one meeting conducted with Vangeer, no exhaustive discussion seemed to have been made. Finally, ‘The employer must consider the possibility of making adjustments to the working environment in order to permit the employee to return to work’ (Lemon Co. eb site, 2008). When Vangeer was ill the first time, the employer made a programme which allowed her to start work late and go home early. However in the case of relapse, the suggestion that she be re-assigned to a different team was not deliberated upon and carried out by Slow Coach Ltd. It is the responsibility of the employer to seek and accept suggestions from the employee on how she can work when she returns. In a complaint for unfair dismissal, the Employment Tribunal shall take the following factors into consideration: ‘nature of the employees illness, the likely duration of the illness, the nature of the job, the needs of the employer, the employees length of service, the type (and amount) of sick pay paid to the employee and alternative employment’ (Lemon Co. web site, 2008). The most important factor that will be considered is whether the employer took measures in gathering information and ascertaining medical reports from which he would base a fair and reasonable conclusion and decision. There must be recent, comprehensive and competent medical findings (Direct. gov web site, 2008). He must also comply with the procedures in dismissing an employee in accordance with the Employment Act 2002 and the Dispute Regulations 2004 (Direct. gov web site, 2008). Failure to follow the â€Å"statutory minimum dismissal and disciplinary procedure† shall make him liable to ‘a minimum basic award of 4 weeks pay. Furthermore, any compensation awarded by an Employment Tribunal may increase by 10-50%’ (Direct. gov web site, 2008). There is no distinction between sickness absence and disability. In the case of Clark v Novacold (18901661/97) ‘the Industrial Tribunal concluded that there should be no distinction between the two, and dismissal for sickness absence does in fact relate to the disability and accordingly is prima facie unlawful’ (Thompsons Solicitors web site, 1997). According to Solicitor Michael Corcoran, if the disability is the cause of the long term sickness absence and the employee was in fact dismissed, such dismissal is tantamount to discrimination unless it is shown that dismissal is justifiable (Corcoran, 2006). The lack of knowledge of Slow Coach Ltd. may have on the disability would be irrelevant and immaterial to the issue of whether Vangeer was treated less favourably (Corcoran, 2006). Under Section 20 of the Discrimination Disability Act 1995, direct discrimination is committed when the employee is ‘treated less favourably’ than another not suffering from such disability and that such treatment is by reason of the employee’s disability (DDA 2005). Moreover, the employer shall also be liable if he failed to make reasonable adjustments so that the disabled employee can continue his or her employment (HSE, n. d. ). The law requires that the employer ‘go an extra mile’ for the disabled employee, albeit the law does not set parameters of its extent. However, case law has laid down legal principles based on each of the precedent-setting case (HSE, n. d. ).