Judith Thomson And Don Marquis On Abortion Philosophy Essay

Judith Thomson And Don Marquis On Abortion Philosophy Essay In politics, religion and even ethics, abortion is a highly controversial topic. Judith Thomson and Don Marquis are no different, as both of these philosophers have their own opinions on abortion. Thomson presents a qualified argument in favor of abortion in some cases based on what we as humans are obligated to do to help others. Her argument survives the challenges that Marquiss opinion against abortion presents. The morality of abortion is discussed by both of these famous philosophers. Judith Thomson provides a defense for abortion, in specific circumstances, through a series of bizarre thought experiments (Thomson, 1971). Thomson begins her argument by refuting the common arguments against abortion, which sets up her first peculiar thought experiment (Thomson, 1971). In the experiment, she asks the subject to imagine that they wake up in the morning and find yourself back to back in bed with an unconscious violinist (Thomson, 1971, p. 48). This violinist has a fatal kidney disease and you are the only person that can save him (Thomson, 1971). You must stay in bed with this violinist for a specific amount of time and after that amount of time you will be free to leave (Thomson, 1971). Thomson implants the idea that the violinists right to life is more salient than your right to decide what happens to your own body. The basis for Thomsons argument becomes based on our duty to each other as humans. Thomson states that nowhere in this country, is any man compelled by law to be even a Minimally Decent Samaritan to any person whereas, in most states in this country women are compelled by law to be not merely Minimally Decent Samaritans but Good Samaritans to unborn persons inside them (Thomson, 1971, p. 63). A Good Samaritan is someone that is often heroic and goes out of their way to help people in heroic ways whereas being a minimally decent Samaritan just requires people to do the right thing without being heroic. This idea is the most persuasive she presents because it shows a clear inconsistency in the expectations of society. Thomson uses the brutal example of the death of Kitty Genovese to further establish her point (Thomson, 1971). In this case a woman named Kitty Genovese was attacked and stabbed to death. Although 38 people heard the encounter only one of them called the police while another yelled out the window to tell them to stop. A minimally decent Samaritan would have at least called the cops, showing that 37 of the people werent being minimally decent Samaritans in this case. However since there is no law against failing to be a minimally decent Samaritan, none of the 37 people were at fault. It is absurd that those people werent held up to the standard of being minimally decent but people against abortion hold that women must be good Samaritans to an unborn child inside of them. Another aspect of Thomsons argument is focused on a characteristic of abortion that she only touches upon. Throughout her argument for the permissibility of abortion she assumes that a fetus is a human at the moment of conception even though she doesnt agree with this idea as shown from this quotation from the beginning of essay, A newly fertilized ovum, a newly implanted clump of cells, is no more a person than an acorn is an oak tree (Thomson, 1971, p. 48). There is obviously no direct parallel between an oak tree and humans, but this raises an interesting question regarding when we must say that a fetus becomes a human. Through this idea and by discussing the double standard surround our responsibility to help each other, Thomson provides a compelling argument. Philosopher Don Marquis wrote his piece Why Abortion Is Immoral after Judith Thomsons essay and developed an argument challenging Thomson. Marquis addresses a central aspect of the abortion argument by talking about when life starts during pregnancy (Marquis, 1989). For the sake of his argument, he concludes that life is present at the moment of conception (Marquis, 1989). The main focus of Marquis argument is the idea that since a fetus is considered a person, the fetus has a future-like-ours, where the fetus will have plenty of experiences and happiness just like any other human being (Marquis, 1989). Since it is prima facie seriously morally wrong to a kill a human being, then because adults and fetuses both share this future it is also prima facie seriously morally wrong to kill fetuses (Marquis, 1989). This poses a rather large problem for Thomsons argument. Her argument about our duty towards each other becomes irrelevant because if something is the only prima facie seriously m orally wrong act then, in the view of a pluralist, it is your duty not to do that action. Thomson points out that, at the time her essay was written, the law required women to be good Samaritans to fetuses (Thomson, 1971). However, the only morally relevant fact in this case becomes that you have a prima facie duty not to kill humans, including fetuses. Thomson states that there are no laws requiring people to be minimally decent Samaritans, but that there should be because many people hold women to this standard in the case of abortion (Thomson, 1971). However, if we begin holding people to minimally decent standards, then according to Marquis argument it seems that women must carry their children to term. Plenty of people carry their baby the full term so since Thomson is asking for laws requiring people to be minimally decent people, then by her own logic abortion would be illegal. While Don Marquis presents a strong argument challenging Judith Thomsons argument, Thomsons argument proves to be stronger than Marquis. When we consider the idea that the zygote might not be a fetus at the time of conception, Marquis argument begins to fall apart. This collapse begins when Thomson uses the oak tree analogy. She states, Similar things might be said about the development of an acorn into an oak tree, and it does not follow that acorns are oak trees, or that we had better say they are (Thomson, 1971, p. 47). This obviously cant be used as a direct parallel to a fetus, but it serves to prove her point. Thomson conveys a relevant idea to the argument of abortion that Marquis fails to discuss. Another way that Marquis argument fails is because he contradicts himself on the subject of contraception (Marquis, 1989). At the time of conception the life is just a cluster of various cells. One step removed from conception, is the failure of a sperm fertilizing an egg for variou s reasons including contraception. It then seems that the use of contraception would be prima facie wrong because it denies the sperm and the egg the possibility of fertilization, which would lead to a life of pleasurable experiences. Marquis is adamant that he doesnt think contraception is wrong (Marquis, 1989) but this becomes seems to contradict his own reasoning. Another problem in Marquis future-like-ours argument is that Marquis is relying on the fetuses having fortunate lives (Marquis, 1989). However the question should be raised about children born into tremendously difficult lives. While many fetuses will have fine childhoods, there are many horrible cases of children living in extremely impoverished conditions. Because this is an idea that Marquis should have considered his argument suffers yet another blow. Abortion is a topic with a multitude of views and opinions to discuss and both Thomson and Marquis many plenty of the possibilities. It is clear that, while Marquis has a rather intriguing argument, Thomson provides a much stronger argument for her view on abortion. Not only does she provide more valid or sensible evidence, her argument is also more applicable to real world situations. Rarely in everyday life are we forced to consider the future of a zygote but almost everyday we must consider how much we owe to one another. Both Judith Thomson and Don Marquis are enormously respected philosophers but in this situation Thomson manages to survive the opposition. All it took was a further examination of Marquis opinion, to discover the more stringent argument. Reference Page Marquis, D. (1989). Why abortion is immoral. In The Journal of Philosophy (4 ed., Vol. 86, pp. 183-202). Journal of Philosophy Inc. Thomson, J. (1971). A defense of abortion. In Philosophy Public Affairs (1 ed., Vol. 1, pp. 47-66). Princeton University Press. Thomson, J. (1971). A defense of abortion. In J. Thomson (Ed.), Philosophy Public Affairs (1 ed., Vol. 1, p. 48). Princeton University Press. Thomson, J. (1971). A defense of abortion. In J. Thomson (Ed.), Philosophy Public Affairs (1 ed., Vol. 1, p. 63). Princeton University Press.

The Many Benefits of Medicinal Marijuana Essay -- Argumentative Persua

The Many Benefits of Medicinal Marijuana When the religious leaders of Nicholas Copernicus' time excommunicated him for his radical studies, they ignorantly dismissed a brilliant idea. The idea that the earth revolved around the sun inherently brought controversy upon the traditional styles of science. A controversy our leaders need to examine is the medical use of marijuana. Instead of banning marijuana and ignoring the public voice, our representatives need to examine the facts and effects of marijuana for medical use. Like Copernicus' idea that revolutionized science, changing the way we treat our sick and suffering will benefit our society. The effects of legalizing marijuana for only medical purposes will stop unnecessary legal action and it will change the way doctors treat a number of serious ailments. At the turn of the century, rumors equated marijuana "as a substitute for the opiates and alcohol", thus leading to The Marijuana Tax Act of 1937. It was instated with little public notice and without research on the effects of the drug. The Act led to further myths such as the "gateway" term, which describes marijuana as a drug that leads to more dangerous drug abuse. Since the time our representatives took the uneducated initiative to ban the drug for medical purposes, it has been tested and found innocent of addictive qualities (Bonnie and Whitebread 4). "The best established use of smoked marijuana is an anti-nauseate for cancer chemotherapy. During the 1980's, smoked marijuana was shown to be an effective anti-emetic in six different state-sponsored clinical studies involving nearly 1,000 patients" (Randall 217-243). According to Peter McWilliams, an AIDS and cancer patient, marijuana gave him the most rel... ...nd Consulted Bonnie, Richard and Whitebread, Charles. The Genesis of Marijuana Prohibition. Schaffer Library of Drug Policy. Available: http:www.druglibrary.org/schaffer/Library/studies/vlr/vlr2.htm IOM report sends mixed signals on use of marijuana as medicine. Alcoholism and Drug Abuse Weekly: LEXIS NEXIS. Available: http:web.lexis-nexis.com/universe/document?_ansset=GeHauKO_ Marijuana is a Medicine English Medical Marijuana Flyer. Avaliable: http://medicalmarijuana.org/engflyer.htm ON THE RIGHT; political update. National Review. Available: http://web.lexis-nexis.com/universe/document?_ansset=GeHauKO- The Medical Use of Marijuana NORML. Available: http:natlnorml.org/medical/index.html Woodward, Wc. C. American Medical Association Opposes the Marijuana Tax Act of 1937. Available: http://www.pdxnorml.org/AMA_opposes_1937.html

Factors effecting Motivation Essay

* Job satisfaction: if workers get job satisfaction they will enjoy working which will mean high quality work is being produced. Workers will come early to work, they will have good attendance at work, workers will take pride in their work, workers will want to work overtime, and would want to help the business meet its objectives and goals. If employees do not get job satisfaction they will not be motivated at work and will become really lazy, will not put time and effort into the quality of the work, targets which are set will not be met because employees are not enjoying themselves. * Challenge: if you are in a monotonous environment you are in a day in day put routine where you have no motivation, you feel your work is not challenging enough. Therefore it is necessary for employees to have a challenging role within the work place. By having more challenges employees will set themselves targets, work harder more importantly they will feel the necessity to work to their best potential. * Rewards: if employees are given rewards it will motivate them to work more harder. Rewards may be shares for the business, profit related pay, performance related pay, introduce schemes such as employee of the year, company cars etc. * Money: money is one of the greatest factors for motivation, when pay rises are given employees tend to work much more harder. However apart from money there are factors that motivate employees such as social status, recognition, responsibility, opportunity for promotion etc. * Promotion/Career development: if employers offer employees chance to develop their career, it will be a great method of motivating employees, because they will want to work towards the companies goals and also will want to work up the organisational structure. * Training: Having training schemes within the business is another motivating factor. If employees feel that employers are spending time and effort on them they will feel appreciated and in return will work really hard during the training and will try there best to put the training skills in practise. THEORIES OF EMPLOYEE MOTIVATION AND BEHAVIOUR Abraham Maslow and ‘the hierarchy of needs’ Abraham Maslow (1908 – 1970) said that all motivation comes from meeting unsatisfied needs. He stated that there was a ranking of needs which must be achieved in the correct order – from the bottom to the top of a ‘pyramid’ (see diagram below) Basic physiological needs (e.g. food, water,)are at the bottom and self actualisation is at the top. The need †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Which is achieved by†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Self actualisation Personal growth and self fulfilment Esteem Recognition Achievement Status Social needs Affection/love/friendship Safety needs Security Freedom from pain and threats Physiological needs Food, water, air, rest, sex Abraham Maslows Hierarchy of needs was first formulated in 1943. Maslow suggested that human motivation was dependent on the desire to satisfy various levels of needs. Maslow saw these needs as being organised in a hierarchy as shown on the diagram. * Physiological needs: persons first concern is to be fed, clothed and house themselves and family to an acceptable standard. Insys provide this need to their employees as these basic needs are met by an adequate wage which allows the employees to have there physiological needs. * Safety and security: this includes things like job security, social security and protection from arbitrary actions of others for example superiors. Insys ensure employees are have job security, sick pay, pension schemes. If these securities are not met then they will move to jobs, which provide these securities. * Social needs: these needs include the feelings of belonging and affection. Once low level needs are met relationship with others seem of great importance, everyone wants to be expected in a team, and if these needs are not met individuals will want to move to a job which will welcome them, and will be nice to them. Insys believe in ensuring that social needs are met such as liasing with one another, this is done in team briefings (informal), internal memos, emails. This helps the all the individual to feel as part of a team. * Esteem needs: desire to self-respect and respecting others, employees need to be recognised. Employers should give respect, and employees should value the work employee’s produce. Also bonuses should be given to employees for their hard work. This is a part of praise. Insys invest in incentives and bonus schemes for commending employees on outstanding efforts. They believe the team should work together, respect one another and help each other to be successful. * Self-actualisation needs: this involves self-fulfilment and release of potential. There will be a need to release ones full potential. Work becomes truly satisfying only it enables the individuals to realise their full potential. Insys believe that it is really important to encourage employees to release their full potential as it will give the individual self-satisfaction and it’s a great asset to Insys to have multi skilled employees. Insys may not realise that the Maslow Hierarchical of needs relates to there company but when people like myself cross reference the theory and Insys itself you can link the theory to Insys as indicated above. Due to the current redundancy situation at Insys, it has been closely analysed that employees who had been employed there for over a number of years feel rather demotivated due to the situation. Referring back to Maslow’s theory Insys can closely relate to the situation of hierarchical needs. The remaining employees at Insys were at the top of the Maslows hierarchical of needs, i.e. they were content with their jobs, felt secure. Due to the redundancies taking place the employees have know travelled down the hierarchy of needs feeling low self esteem and they have no sense of stability within there jobs. DOUGLAS McGREGOR THEORY X AND THEORY Y McGregor believed that manager’s basic beliefs have a dominant influence on the way that organisations are run. Mangers assumptions about the behaviour of people are central to this. McGregor argues that these assumptions fall into two broad categories – theory X and theory Y. these findings were detailed in ‘The human side of enterprise’, first published in 1960. Theory X and theory Y describe two views of people at work and may be used to describe two opposing management styles. Mc Gregor formulated two theories: X and Y, which makes a number of assumption: Theory X is summarised as follows: The traditional view of direction and control * The average human being has a dislike of work and they avoid there work * Due to the basic dislike of work, most people must be coerced, controlled, directed, threatened with punishment to get them to put forth-adequate effort towards the achievement of organisational objectives. * Most humans prefer to be directed they wish to avoid responsibility, and have little ambition and overall want security. A theory X management style therefore requires close, form supervision with clearly specified tasks and the threat of punishment or the promise of greater pay as motivating factors. A manager working under these assumptions will employ autocratic controls, which can invariably lead to mistrust and resentment from those they manage. In contrast, ‘people centred’ employers who subscribe to the alternative Theory Y assume their employees: * Like working and seek responsibility * Do care about the objectives of their organisation * Like to be fully employed and developed to their full potential * Like variety in work and are motivated by interesting tasks * Are not motivated simply by money or threats These categorise are too broad and too extreme to be entirely useful in human resource planning and management. The workforce is an organisation, it may contain different employees who conform to both theories, or display muted elements of both. The same employees may also move between these categories over time as their working environment, expectations, and attitudes change. SUMMARY OF THEROY X AND Y X Y In a realistic workplace it is very difficult to get staff which fit in theory Y. and there are individuals who do fit into theory X. Insys encourages and aims to get employees from theory X and works towards theory Y. this is done via performance reviews (Appraisals). FREDERICK HERZBERG – The hygiene motivational theory The hygiene motivation or ‘two factor’ theory resulted from research with two hundred Pittsburgh engineers and accountants. These people were asked what pleases and displeases them about their jobs. From their reponses, Herzberg concluded that man has two sets of needs: * Lowers level needs as an animal to avoid pain and deprivation * Higher level needs as a human being to grow psychologically Some factors on the work place meet the first set of needs but not the second and vice verser. The first group of factors he called ‘hygiene factors’ and the second ‘motivators’. Fredrick Herzberg developed his ideas in 1966. From his research he listed those factors which improve job satisfaction and those which, if improved or handled correctly, would reduce or at least prevent job dissatisfaction. Herzberg said that certain elements in a job motivate people to work harder. He called these elements SATISFIERS. They include: * Achievement * Recognition * Responsibility * Advancement * Personnel growth * And the actual work itself Other elements do not motivate people to work harder. These are called HYGIENE FACTORS. They include: * Pay and conditions * Status in the organisation * Job security * Benefits (pensions, company cars etc) * Relationships with fellow employees * The quality of the organisations managers Herzberg’s key point was that hygiene factors do not motivate but if they are not very good then the satisfiers will not motivate either. For example: ‘even if a job is interesting and gives a person a substantial sense of achievement it will not motivate them properly if they are not earning enough money to live in a reasonable house and cannot feed themselves and their family properly. Obviously all individuals differ. The personnel administrator at Insys was interviewed, her views on the theory were: ‘pay is not the only motivating factor, there are other aspects to consider such as experience of different jobs, gaining new skills and achievement. However views can differ some employee’s priority may be the pay, you will never get all members of the team thinking in the same manor. FREDERICK WINSLOW TAYLOR – FATHER OF SCIENTIFIC MANAGEMENT Taylor (1856 – 1915) worked as a factory superintendent in a locomotive axle factory in the USA. From his studies of how people worked making axles he concluded that: > Employees got jobs there because they were friends or relatives of the managers, not because they were any good at the job > Employees did not work hard because they thought it would throw some of their friends out of work > Employers paid employees as little as they could get away with > Employees got very few instructions on how to do their jobs so they did them badly. The amount produced and the quality of output was often poor. Taylor said that the following ideas would improve matters: * Only money would motivate employees to work hard – therefore they should be paid on a piecework system, i.e. each item made would earn the certain amount of money – this would encourage hard work. * Properly trained managers should run organisations and supervise employees effectively with firm but fair disciplinary methods * Employees must be properly trained, through what he called ‘scientific management’ to do specific tasks efficiently – this was the beginning of what we today call Organisations and Methods Study or Work Study * Employees should be properly selected through tests and interviews to make sure they are right for the job; Taylor was one of the first people to see the need to do this * Employees, if motivated by good pay, would work efficiently without questioning what they were required to do. Many organisations still operate Taylorism, even in rich countries, but there has long been a recognition that employees want more from their jobs than job security and good pay. Other writers have developed more complex theories about what motivates people at work – as I have explained a few of them above. Insys and other organisations do have a linkage with the motivational theories I have explained above. However they do not use all the parts of the theories. Some theories do not even apply to the organisation such as Insys. Such as Frederick Taylor’s view of motivational theory does not apply to Insys itself as shown above that employees want more from their jobs than job security and good pay. Some other motivational theories Expectancy theory This theory states that an employee will only be motivated to work harder if they believe that it will lead to a reward, which they feel is worth having. The key point is that the reward does not match the employee needs it will not motivate them very well. Equity theory This means that people are better motivated if they feel they are fairly treated by their bosses and on par with other employees. Goal Theory Setting employees specific goals motivates them more effectively. If the goals are achieved they get more money or promotion. Reactance Theory This means that people are motivated by what they think they have achieved. For example, where pay is tied to employee’s performance it motivates them to work harder. Their achievement has been rewarded.

Race and Gender Bias and Discrimination in Higher Edu

Race and Gender Bias and Discrimination in Higher Edu Many believe that once a student has made it to college or university, the barriers of sexism and racism that may have stood in the way of their education have been overcome. But, for decades, anecdotal evidence from women and people of color has suggested that institutions of higher learning are not free from racial and gender bias. In 2014, researchers conclusively documented these problems in a study of how perceptions of race and gender  among faculty impact who they choose to mentor, showing that women and racial minorities  were far less likely than white men to receive responses from university professors after emailing to express interest in working with them as graduate students. Studying Race and Gender Bias among University Faculty The study,  conducted by professors  Katherine L. Milkman, Modupe Akinola, and Dolly Chugh, and published on the Social Science Research Network, measured email responses of 6,500 professors across over 250 of the U.S.’s top universities. The messages were sent by â€Å"students† who were interested in graduate school (in actuality, the â€Å"students† were impersonated by the researchers). The messages expressed admiration for the professor’s research and requested a meeting. All messages sent by the researchers had the same content and were well-written, but varied in that the researchers used a variety of names typically associated with specific racial categories.  For example, names like Brad Anderson and Meredith Roberts would typically be assumed to belong to white people, whereas names like Lamar Washington and LaToya Brown would be assumed to belong to black students. Other names included those associated with Latino/a, Indian, and Chinese students. Faculty Are Biased in Favor of White Men Milkman and her team found that  Asian students experienced the most bias, that gender and racial diversity among faculty does not reduce the presence of discrimination, and that there are big differences in the commonality of bias between academic departments and types of schools. The highest rates of  discrimination against women and people of color were found to occur at private schools and among the natural sciences  and business schools. The study also found that the frequency of racial and gender discrimination increases along with average faculty salary. At business schools, women and racial minorities were ignored by professors  more than twice as frequently as were  white males. Within the humanities they were ignored 1.3 times more often- a lower rate than in business schools but still quite significant and troubling. Research findings like these reveal that discrimination exists even within the academic elite, despite the fact that academics are typically thought to be more liberal and progressive than the general population. How Race and Gender Bias Impacts Students Because the emails were thought by the professors studied to be from prospective students interested in working with the professor in a graduate program, this means that women and racial minorities are discriminated against before they even begin the application process to graduate school. This extends existing research that has found this kind of discrimination within graduate programs to the â€Å"pathway† level of the student experience, disturbingly present in all academic disciplines. Discrimination at this stage of a students pursuit of postgraduate education can have a discouraging effect, and can even harm that students chances of gaining admission and funding for postgraduate work. These findings also build on previous research that has found gender bias within STEM fields to include racial bias too, thus debunking the common  assumption of Asian privilege in higher education and STEM fields. Bias in Higher Education is Part of Systemic Racism Now, some might find it puzzling that even women and racial minorities exhibit bias against prospective students on these bases. While at first glance it might seem strange, sociology helps make sense of this phenomenon. Joe Feagin’s theory of systemic racism illuminates how racism pervades the entire social system  and manifests at the level of policy, law, institutions like media and education, in interactions between people, and individually in the beliefs and assumptions of people. Feagin goes so far as to call the U.S. a â€Å"total racist society.† What this means, then, is that all people born in the U.S. grow up in a racist society  and are socialized by racist institutions, as well as  by family members, teachers, peers, members of law enforcement, and even clergy, who either consciously or unconsciously instill racist beliefs into the minds of Americans. Leading contemporary sociologist Patricia Hill Collins, a Black feminist scholar, has revealed in her research and theoretical work that even people of color are socialized to maintain racist beliefs, which she refers to as the internalization of the oppressor.In the context of the study by Milkman and her colleagues, existing social theories  of race and gender would suggest that even well-intentioned professors who might not otherwise be seen as racist or gender-biased, and who do not act in  overtly discriminatory ways, have internalized beliefs that women and students of color are perhaps  not as well prepared for graduate school as their white male counterpar ts, or that they may not make reliable or adequate research assistants. In fact, this phenomenon is documented in the book  Presumed Incompetent, a compilation of research and essays from women and people of color who work in academia. Social Implications of Bias in Higher Education Discrimination at the point of entry into graduate programs and discrimination once admitted have striking implications. While the racial makeup of students enrolled in colleges in 2011 fairly closely mirrored the racial makeup of the total U.S. population, statistics released by the Chronicle of Higher Education show that as the level of degree increases, from Associate, to Bachelor, Master, and Doctorate, the percentage of degrees held by racial minorities, with the exception of Asians, drops considerably. Consequently, whites and Asians are overrepresented as holders of doctorate degrees, while Blacks, Hispanics and Latinos, and Native Americans are vastly underrepresented. In turn, this means that people of color are far less present among university faculty, a profession dominated by white people (especially men). And so the cycle of bias and discrimination continues.Taken with the above information, the findings from Milkmans study point to a systemic crisis of white and male s upremacy in American higher education today. Academia cant help but exist within a racist and patriarchal social system, but it has a responsibility to recognize this context, and to proactively combat these forms of discrimination in every way it can.

Ethical Issues Outside the United States Essay Example

Ethical Issues Outside the United States Essay Example Ethical Issues Outside the United States Essay Ethical Issues Outside the United States Essay In business there is a lot of debate on what is ethical and unethical. The United States has passed many laws in order to enforce business ethics in corporations. However, there are still many outside countries that do not have a strict set of laws, and practice unethical business techniques. One major unethical practice that is done in many countries is the use of child labor in sweatshops. In sweatshops workers are subject to extreme exploitation. They are paid at a very low wage rate, do not receive benefits, have extremely poor working conditions, and may even suffer from some physical abuse. These types of workers could almost be compared to slaves, in the sense that they have no opportunity to improve their lives. This is considered ethical, or allowable, in some places outside the United States such as Asia, Africa, and Latin America. A major reason why sweatshops are not seen as an unethical business practice is because countries in these locations do not have respect for human life. A reason for this is the overpopulation that is taking place in these countries. Because of their overpopulation they do not concern themselves with the lives of all their citizens and the harm that they are exposing them to. These countries issue small amounts of human rights to their citizens and are mostly concerned with increasing their economy as much as possible. In order to stay globally competitive they need to produce items at a lower cost than their competitors. They also need to increase their production to bring in a substantial amount of revenue, therefore, they work as many people as they can. A reason why this is not being fought against too hard in these global areas is because of the lack of unions that exist in these countries.

Final Exam News Story Essay Example | Topics and Well Written Essays - 1250 words

Final Exam News Story - Essay Example America stood as a land of opportunities for Americans as well as immigrants and the only notion was struggle and hard work behind getting success. However, American dream in reality was only a dream. No matter how long and how hard people struggled for attaining the impossible, they never reached their destiny and failed the American dream. They faced unequal opportunities for attaining education, employment, status, economic prosperity, health and other survival concerns. Students such as Steward Michael, Oliver James and Tom Michael complain about increasing educational expenses. Education is getting expensive and the poor face issues in getting higher degrees. Students whether they are eligible or not attain admission in reputable private educational institutions if they are able to pay the expenses. Otherwise, many students have to earn for paying for the educational expenses. The students who are poor themselves or come from poor backgrounds have to work more for gathering the tuition fees and other college and university expenses. Deparle in his New York Times article, â€Å"For Poor, Leap to College Often Ends in a Hard Fall† narrates the account of Angelica Gonzales, a Mexican American girl along with two others, Melissa O’Neal and Bianca Gonzalez who came of lacking backgrounds. They were low-income students and as per the author of the article, the low-income students are a threat to the American dream because they end up in having incomplete education with debts to settle by earning for paying the debts (Deparle). For them, the American dream is really endangering, as they are not able to get to their destined future; however, instead, they get trapped in harsh circumstances for leading their lives. Economic and educational inequality and increasing expenses keep the low-income students in getting to their desired place. Michael Cohen in his article, â€Å"The American Dream is now just that for its middle classes – a

The Japanese and Chinese economic models Research Paper - 1

The Japanese and Chinese economic models - Research Paper Example The economic models perform two basic functions, which include selection of information on the basis of econometric study and simplification of the gathered information. Economic models can be classified as stochastic models, non-stochastic models, qualitative models, quantitative models, equilibrium, and non-equilibrium models. If we talk about some of the benefits of having the economic models, we can say that economic models are widely used for a variety of purposes in the economic environment of every country. Some of main uses of economic models include guiding resource allocation decisions, forecasting the economic activities, planning the functions of economy, and making appropriate decisions related to the economy. All of these uses make economic model one of the most important models for the development of any country. Let us now discuss planning functions of the economic models of China and Japan, which are two of the most progressive and well-established economies of the w orld. Chinese economy has seen significant success and development over the last decade. The communist government of the People Republic of China has been successful in developing a strong Chinese economy, which has started developing its roots in most of the Asian, European, and American markets. â€Å"Although the politics of China remains communist, the economics might be called Advanced Mercantilist† (SNS 2010). Chinese economists have analyzed the perfects ways to deal with the west by considering the cases of South Korea and Japan and have come up with a well-designed economic modal, which has the ability to make the Chinese economy one of the most stable economies of the future world. If we talk about the Japanese model of economy, we can say that Japanese economic model has proved to be a very useful tool not only for the analysis of the current economic situation of Japan.