Organisational Behaivior Assignment Example | Topics and Well Written Essays - 3500 words

Organisational Behaivior - Assignment Example However, all this changed after 2002, as Luxborough Chiltern increased in size and acquired more employees and projects. The lack of documentation suggests that no formal change management process was implemented and changes made were reactionary and not enacted with the participation of those undertaking tasks. The effects of the absence of a change management programme led to the gradual attrition of skilled labour for a variety of reasons. Certain policies were discontinued without prior consultation or regard to the employees it may affect. Actions such as these, had the effect of invalidating the organisational motto of "Transparency and Fairness for All" as the emphasis was placed on a certain category of employees. This pattern was followed in the reward system with bonuses which excluded a significant portion of the workforce. No consultation were held with regards to salary review, and as a result highly skilled employees have left the organisation as they believe their contribution and qualifications are not adequately recognised and rewarded. Immense pressure was being placed on meeting targets, and this pressure made it difficult for employees to be flexible and meet other commitments for fear of disappointing their respective teams. The list is endless; however the main underlying theme with the problems facing Luxborough Chiltern is that of a lack of communication between the managerial levels and the operational levels. Too many assumptions and judgements are being made which are having an adverse impact on the quantity and quality of the work produced. This lack of communication has been responsible for the resistance to change in this organisation, which has manifested as poor retention rates. If this is not addressed with urgency, Luxborough Chiltern will face a decline as it loses its value - which is its workforce. The recommendations for this situation have to start at the basic level, which is the 8 step change management model, which will form the basis for other additional programmes to rectify this situation. The onus is on the management of Luxborough Chiltern to acknowledge their contribution to this problem, and to recognise that the solutions lie in listening to and involving their workforce. Introduction Following Luxborough Chiltern's (LC) successful amalgamation of several organisations, the organisation has become one of the largest planning consultancies in the country. LC has grown from being a medium sized employer to being one that employs several hundred people. However, it as been an observation that this growth is having a negative effect on LCs retention rate, which is a cause for concern. If our retention rate continues on this downward spiral, this organisation could face serious threats to its reputation, as it would have lost its most valuable resource and the knowledge and expertise entwined within its employees. The problem with the retention rate has really been highlighted by the situation facing the Scarlett team which is now the smallest team in the organisation, and it is also the team that is experiencing a high rate of resignations. The manager for the Scarlett team is new to the organisation and has different

Development of database security Essay Example | Topics and Well Written Essays - 1000 words

Development of database security - Essay Example The database security is concerned with the unauthorized access or misuse of the authorized user which leads to the leakage of personal or potential information. A database is said to be a reliable data storage source if it does not compromise on confidentiality (data security), integrity (the correctness of data) and availability. The integrity of data is dependent on the data gathering and storing process, moreover, if the database could be accessed by unauthorized users can influence the correctness of data. Therefore, it can be stated that the database security is one of the critical factors to be achieved in developing a dependable database. There are many techniques could be utilized for developing a secured database (Kayarkar, n.d) includes the access control (implementing data access rights to the users), database monitoring (to review the actions performed on the database), authentication (identifying the accurate user) and encryption (data encoding). Moreover, the data can be made secure by the application security and database integrity controls. The Elmasri and Navathe in 2004 a methodology have been introduced for developing a database design. The database designing methodology has following three (3) main phases include the Conceptual database design, Logical database design, and Physical database design. As the objective of this document s to present a review of the database security concerns for avoiding illegal access, therefore, the document limits the discussion to the logical database design phase.

What Are The Factors Affecting The Employee Motivation Business Essay

What Are The Factors Affecting The Employee Motivation Business Essay This chapter gives general information and theories about motivation. The need to increase productivity and efficiency in the work place of any organization has led to increasing academic interest in the area of motivation over the years. The business environment is becoming more and more competitive all the time and managers feel pressured to find new ways to motivate their employees in order to keep them committed to the company and give their full performance. Writers have been keenly interested in knowing what factors are responsible for stimulating the ability to work. Many different theories and methods of employee motivation that range from monetary incentives to increased involvement and empowerment have come out over the years and some of these theories are introduced in this thesis. Background of the study Motivation relates to a range of psychological processes that guide an individual toward a goal and cause that person to keep pursuing that goal. Motivation often is described in terms of direction (the choice of one activity over another), intensity (how hard an employee tries) and persistence (how long an employee continues with a behavior, even in the face of obstacles or adverse circumstances). Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling opportunities. Moreover, highly motivated employees strive to produce at the highest possible level and exert greater effort than employees who are not motivated (Schultz Bagraim, Potgieter, Viedge, and Werner ( 2003:53). Employees need a range of motivators in order to remain engaged in their work. In response to this demand, employers are looking at how to sati sfy their employees on both an extrinsic, financial level as well as an intrinsic, psychological level. There are plenty of motivational theories emphasizing what it is that motivates people, two of these theories included in this thesis, were Maslows need hierarchy and Hertzbergs two factor theory. Moreover, Maslow (1970) offered his need hierarchy according to which human beings have their needs arranged in a hierarchy such that they are motivated to seek satisfaction of the lower levels of need first. Once that level of need is satisfied it is no longer a motivator, and the person is motivated by the next level up the hierarchy. Referring to figure 1, the basic needs such as shelter, food and warmth are at the bottom level of Maslows hierarchy, which then progresses through physical well-being, social acceptance, self-esteem, to self-actualization (realizing ones own potential). http://25.media.tumblr.com/tumblr_lwnr5m6L4u1qmjqdio1_500.jpg Figure : Maslows hierarchy of needs The first four levels are: Physiological: hunger, thirst, bodily comforts, shelter; Safety and security: out of danger; Belongingness and Love: affiliate with others, be accepted; Self-esteem: to achieve, be competent, gain approval and recognition. According to Maslow (1970), an individual is ready to act upon the growth needs if and only if the deficiency needs are met. Maslows initial conceptualization included only one growth need self-actualization. Self-actualized people are characterized by: Being problem-focused; Incorporating an ongoing freshness of appreciation of life; A concern about personal growth; and The ability to have peak experiences. Maslow and Lowery (1998) later differentiated the growth need of self-actualization, specifically identifying two of the first growth needs as part of the more general level of self-actualization and one beyond the general level that focused on growth beyond that oriented towards self. These needs are: Cognitive: to know, to understand, and explore; Aesthetic: symmetry, order, and beauty; Self-actualization: to find self-fulfillment and realize ones potential; and Self-transcendence: to connect to something beyond the ego or to help others find self-fulfillment and realize their potential. Maslows basic position is that as one becomes more self-actualized and self-transcendent, one becomes more wise (develops wisdom) and automatically knows what to do in a wide variety of situations. Daniels (2001) suggested that Maslows ultimate conclusion that the highest levels of self-actualization are transcendent in their nature may be one of his most important contributions to the study of human behavior and motivation. A second well-known theory in this category is Hertzbergs two-factor theory. According to Herzberg (1959), work motivation is dependent on hygiene factors (salary, prestige) and motivators (achievement, responsibility). A person is motivated if both kinds of needs are satisfied. Herzberg (1987) declared that real motivation is only reached when a person experiences self-growth, which can only be satisfied through work enrichment. http://mathehu.files.wordpress.com/2010/04/herzberg_2.jpg?w=550h=418 Figure : Herzberg ´s Two Factor Theory Herzbergs two-factor theory of job-satisfaction is not new, as a matter of fact; it dates back to 1959 and is the outgrowth of a research study project on job attitudes conducted by (Herzberg, Mausner Snyderman, 1969). Herzberg (1959) addresses the problem of job satisfaction in terms of those factors which cause satisfaction (motivators) and those which cause dissatisfaction (hygienes). Factors which bring about job satisfaction are commonly called satisfiers or motivators and were found from the study to be related to the nature of the work itself and the rewards that result from the performance of that work. The most significant of these involve characteristics that promote an individuals needs for self-actualization and self-realization in his work. These factors are essentially linked to job content, which means they are intrinsic to the job itself. Herzberg analyzed and classified the job content factors or satisfying experiences as follows: Satisfiers Achievement Recognition Work itself Responsibility Advancement Growth According to Herzberg (1959), these factors stand out as strong determiners of job satisfaction with three of them, a sense of performing interesting and important work (work itself), job responsibility and advancement being the most important relative to a lasting attitude charge. Achievement more so than recognition, was frequently associated with such long-range factors as responsibility and the nature of the work itself. Robbins, (2003) emphasized that employee recognition consists of personal attention, expressing interest, promotion, pay, approval and appreciation for a job well done. Recognition which produces good feelings about the job does not necessarily have to come from superiors; it may come from subordinates, peers, or customers. It is interesting to note that recognition based on achievement provides a more intense satisfaction than does recognition used solely as a human relations tool divorced from any accomplishment, the latter does not serve as a satisfier. Schult z, et al,(2003) stated that some ways to improve motivation include good remuneration, effective training and skills development, a proper recognition and reward system, and employee growth prospects. Compared with the satisfiers or motivators are the factors which cause low job attitude situations or job dissatisfaction. Such factors were found from the analysis of the study results to be associated primarily with an individuals relationship to the context or environment in which he does his work, These factors are extrinsic to the work itself and are referred to as dissatisfies or hygiene (or maintenance). Dissatisfiers Company policy and administration Supervision Working conditions Interpersonal relations (with peers, subordinates and superiors) Status Job security Salary Personal Life Details on the methods used by Herzberg and his colleagues to reduce and analyze their research data will not be discussed in this paper. The satisfiers and dissatisfiers that have been listed are referred to as first level factors. Bassett-Jones and Lloyd (2005) suggests that the content theorists led by Herzberg, assumed a more complex interaction between both internal and external factors, and explored the circumstances in which individuals respond to different internal and external stimuli. There has been an enormous increase in research into motivation. Many studies have implicated relation between motivation and other behavioral and organizational variable such as workable levers over work motivation such as comparing job satisfaction, job involvement, and organizational commitment (Moynihan Pandey, 2007). They find that managers have varying degrees of influence over these different aspects of work motivation, with greatest influence over job satisfaction and least influence over job involvement. A number of variables are important for work motivation, including public service motivation, advancement opportunities, role clarity, job routineness, and group culture. Testing an explicit and implicit measure of motivation ( Lawrence Jordan, 2009). Summarizing the result of the study they came to the conclusion that the distinction between two types of motives, is real and determined by different developmental histories, activation by different incentives, and prediction of different types of behavior. Langens, Schmalt and Sokolowski (2005) indicated that, recognizing the motive structure of a person can help us get to know which incentives cause positive emotions and influence the striving for a goal, and, on the other hand, we can predict which situations can cause fear and understand how they can be avoided. Schuler and Prochaska (2001), Zimmermann (2008) stressed that along with the cognitive abilities, general achievement motivation can be viewed as the second career relevant trait, important for both academic and career success. Schuler (2000), Frintrup, (2002) stated that abilities and skills are important prerequisites of successful work performance. But when employees lack job-related motivation, these qualities cannot be fully revealed. Then, high achievement motivation, along with intelligence, becomes relevant and plays an especially important role in situations when no external pressure exists and people have to make independent decisions. As previously mentioned there are many motivational theories, studies and findings about employee motivation, but this thesis will be limited to the use of some of these researches and or motivational theories. Research question and sub questions The research question that shall be answered by the present research is as follows: what motivates employee at their workplace? In order to answer this overarching question, several sub-questions shall be considered, namely: What are the factors affecting the employee motivation? How important are incentives for the employee? To what extend does the economy of Curaà §ao motivates or demotivates the employee? What are the personal factors that can motivate an employee to commit to their jobs? How significant are the companys standard and values to the employee? Also the differences in work motivation in different level of education, age groups and nationalities will be studied. This will be possible through analysis of information gathered from employees working at the three local airlines, using the method of a quantitative research. Local airlines count 3 airlines, namely Insel Air, Dutch Antilles Express and Divi Divi Air N.V. A brief introduction of the local airlines will follow. Insel Air is an IOSA (IATA Operational Safety Audit) certified airline, operating 16 international destinations in 11 countries within the Pan-American region. In South America InselAir operates on destinations Caracas, Valencia, Barquisimeto and Las Piedras in Venezuela, Medellin in Colombia and Suriname. Destinations within the USA include Miami, Charlotte and Puerto Rico. Other destinations in the Caribbean are Aruba, Bonaire, Curacao, Kingston, St. Maarten, St. Domingo and Haiti. Destinations Miami, Charlotte, St. Maarten Curacao and Aruba are used as hubs. Insel-Air s international destinations and hub service give it great strength in creating connectivity within the Pan-American region while focusing on safety, on-time performance and great customer service. Insel-Air offers a Comfort Class next to an Economy Class, free on-board food and beverages, first two checked bags for free and seats with a maximum of 34 inch legroom in Comfort Class. Insel-Air operates approximately 46 flights per day with a crew of 165 employees. Dutch Antilles Express has been providing cargo services since April 2005. With two Fokker 100s DAE operates out of the hub Curacao Hato International Airport to numerous locations across the Caribbean and South America. DAE Cargo has adopted the same principles as its on-time and quality passenger services. Parallel to their expanding flight network, DAE is providing effective and quality services to more and more new locations. With the support of 134 employees, DAE carries passengers and cargo to Aruba, Bonaire, St. Maarten, Sto. Domingo, Caracas, Valencia (Venezuela), Bogotà ¡, Cartagena (Colombia), Paramaribo (Suriname) and Panamà ¡ City. Divi Divi Air N.V., is a small efficient airline giving big services with a team 12 employees. Established in 2001 and based on Curaà §ao, with a ticket office in Curaà §ao as well as Bonaire. Divi Divi Air N.V., locally known as e Divi Divi (The Divi Divi) operates about 7 to 9 flights daily between the islands. They can also cater to your specific needs with charters on demand in the region. Divi Divi operates 3 twin-engine aircraft of which two are nine seat Britten-Norman Islanders. Purpose of the study The following are objectives of this research: To investigate the causes of low employee motivation at the workplace. To identify factors that could improve the level of motivation of employees at the workplace. To suggest strategies that could improve the quality of work-life of their workplace. There are many factors that motivate people intrinsically. The motivational factor of these matters is based on human ´s urge to fulfill certain needs. Not all of them can be applied in work motivation, but the ones that are executable for this purpose are introduced next. The inner motivation factors include; acceptance, the need for approval; curiosity, the need to learn; honor, the need to be loyal to the traditional values of ones clan/ethnic group; idealism, the need for social justice; independence, the need for individuality; order, the need for organized, stable, predictable environments; power, the need for influence of will; saving, the need to collect; social contact, the need for friends (peer relationships); status, the need for social standing/importance; tranquility, the need to be safe; and vengeance, the need to strike back/to win. Reiss (2004) said that these basic desires give people inner work motivation when they seek to fulfill some of these needs. Limitations and delimitations The limitation is being considered in relation to the natural explanation to which the researcher has limited the study and the active choices to limit the study area. This study is limited to existing theories and models, and their influence and limitation on motivation of the employee. The focus will be on independent variables that the airlines and or their employee in one or another way can influence, with exception of the external factors which one cannot control directly but monitor, delimitated in local airlines. Variables that will be used are personal needs, organizational structure and external factors. Of the individual factors, the most important factors will be chosen. For organizational factors it will be limited to study the organizational culture and the incentives, the external factors, the economy will be touched. Approximately 100 employees will be studied in different education levels, age groups and nationalities. Setup of the thesis In chapter 2, a motivation factors model is presented and explained. In this part, the definition of work motivation, factors that influences the work motivation, and different work motivation theories used in the thesis are discussed. Further, different work-related behaviors are introduced and some general information. Chapter 3, the methodology used is explained e.g. the research method, procedures, instruments and representativeness is presented. Chapter 4 and Chapter 5 à ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦Ãƒ ¢Ã¢â€š ¬Ã‚ ¦.. On the last page(s), a reference list of the journals used in this thesis is included.

Differences between family and friends Essay

Throughout our lives we interact in many and varied relationships. These can range from intense emotional and physical interactions, to casual acquaintances. Our ability to bond, congregate and network within these relationships is not restricted to the family or kin from whom we are born; many are the result of friendships formed within our societal settings. We develop friendship relationships within the work place, sporting activities and shared community interests. The commonality of interest can be in residential status, class, race, gender and religious beliefs. The formation of relationships can have a multitude of meanings and importance to the individual, whether formed with family or friends. So how do the importance of relationships between family and friends differ? According to Baker (2001, p.1) â€Å"Our ‘personal’ decisions and lifestyle ‘choices’ are influenced in a myriad, often hidden, ways by what happens in the wider world†. This suggests that as individuals we need the influence of the outside world to assist in our decision-making processes. However, both family and friendship relationships offer a range of external (social) and internal (private) life networks from which the individual or group can access personal and social knowledge, resources and support. The difference in the level, mannerism and depth of needs attended to by both family and friendship relationships must then be discussed to access the importance of each and the role it plays in the life of the individual and society. Friendship Goerg Simmel (in G. Little, 1993, p.31) saw friendship as pure sociability. Simmell â€Å"pictured society as a web of sociability, a subtle balance of delicate exchanges† †¦ â€Å"it was only the name given to the comings and going of human beings, the interchanges that simultaneously link and separate people†. Simmel further describes friends as artists, claiming â€Å"friends must  commit themselves to communicating well, putting all distraction aside†. Simmell’s description of friendship in society, describes the way in which we communicate in our external lives, separate to that of family or kin relations. The communicative commitment we put into these meetings will depend on the level of interaction desired, given our commonality and interest. Therefore, the formation of friendships is based on the attention given to conversation, how well we communicate and the manner in which we construct our communication. All other encounters are purely polite exchanges of greetings between people we meet externally. Friendly interactions can therefore become an extension of our internal family lives. A case study of social networks conducted by Lyn Richards (in Gilding, 1999, p.121-23) of a Melbourne suburb revealed how â€Å"residents constructed a wide variety of relationships with their neighbours†. The social exchange of neighbourhood residents extended to sharing equipment and getting to know each other on a more personal basis, allowing friendship relations to enter the internal domain family life by choice rather than necessity. This offers an interesting perspective to Simmell’s analysis of friendship simply being polite but attentive exchanges of our everyday external lives. It suggests that we not only form friendships externally out of politeness but also  internally to share our family relations. Richards noted however, that the association between friends and family relations are separated by the difference in time spent with family and friends. Edward Shorter (1979, p.231) writes†¦Ã¢â‚¬ in traditional society the kin group counted for relatively little in emotional terms, being primarily a reservoir of material support in emergencies†. The view here is that friendship relations are an extension of family relations, allowing additional resources to be obtained. Friendship is then seen as an important  commodity to completing our hierarchy of needs. Therefore, placing restrictions on the importance and position of family and friendship contributing factors to our family and societal needs, with the extent of these needs measured in material and emotional contexts. Demographically family structures have endured many changes to the way in which family member conduct their lives. Changes to labour market forces, socio-economics and lifestyle choices, have left many with little or no time to conduct friendship relationships within the family unit. The importance of emotional support and mental well-being is then passed onto external avenues such as social services and friendship alliances. Meaning, that whilst our physical needs are being met through income support (wages, benefits), our emotional needs are neglected over time taken to achieve our physical and material needs. Therefore, positioning friendship relations as an important aspect of our familial and societal structure. Talcott Parsons (in van Krieken et al, 2000, p.328) described the functions of the nuclear family as the â€Å"primary socialization of children and the stabilization of the adult personalities of the population of society (1955a, p.16). Parsons analysis of  socialisation and stabilisation functioning describes the family as a secure and sociable entity, capable of providing both social learning and emotional well-being. To support Parsons description Bell and Zajdow (in Jureidini and Poole, 2003, p.275-76) describe the family â€Å"as an entity where people have their emotional needs cared for by a wife or mother has displaced the household whose primary purpose was to produce goods for the material well-being of family members†. The descriptions of families given here, lead to families providing emotional support for its members, similar to that of friendship relationships. How can we determine at this point, which is more important? Family support and learning can be contained within the family, kept private and discussed with members whom share common kin ties. The emotional support of friendship risks private consultation becoming public and has no biological status. Therefore, the family as a social and emotional provider is viewed as more important. The difference and diversity of families and friendship relations as pointed out in Shorter (1979, p.231-41) may provide insight into the importance of family dynamics. Shorter describes a variety of family and kin units, their origins and values placed on human contact. The research shows that despite having sociable human contact, preference is given to remaining close to family and kin, and protecting the family unit from external intrusion. Thus, providing the family with a direct sense of purpose and well-being for the individual, a place of sanctity and security when the outside world is no longer required or available. Our experiences of the world are subjective, we engage in both physical and emotional stimulation to suffice our needs. However, the main source for supply and demand of these needs is found in our value of our family and kin relationships. Family values are found in family traits, traditions and familiarity of its members and Family and Friends 5 its stability in a demographically changing social world. In this sense, friendships may come and go; however, family values will always remain, placing an emphasis on the importance of families. Where do families achieve their stability and security? The structural functionalism of families can assist in maintaining stability and security, through its ability to â€Å"provide individuals with the opportunity for  emotional support, companionship, sexual expression, reproduction and the socialisation of children†Ã¢â‚¬ ¦Ã¢â‚¬ They maintain social order and control through disciplining their children and other members† (Baker, 2001, p.73). The ability of families to maintain social and familial control provides members with a sense of self-control over ones life. A setting to which they can return to safe in the knowledge that emotional, physical and material guidance and support can be sought. Therefore, positioning the family as a place belonging and familiarity. Conclusion There appears to be little doubt that both family and friends play and important role in ones life. To measure to importance we cannot ignore the difference and diversity of both family and friendship relationships. For some the relationship of friends is extremely important, for others it is the relationship of the family. To assess why friendship relationships appear to be more important, it is essential to recognise the demographic changes that have occurred in the past and the rate at which changes occur in the present. Family dynamics now share a variety of different relationship structures such as, defacto, stepfamilies, same sex partners,  adoption and foster parenting. All of which have their own unique set of values, social and cultural traits. The apparent multitude of difference and diversity of both family and friendship arrangements, in an ever-changing world, may embrace the need for external relations outside the family. Friendship relationships can become symbolic of demographic changes, be non-compliant with family traditions and have the flexibility to endure future change. Thus, placing an importance on the need and value of friendship relationships.

Body Language Essay - 704 Words

Body Language and Nonverbal communication Nonverbal communication is defined as the conscious and unconscious reactions, movements, and utterances that people use in addition to the words and symbols associated with language. Nonverbal communication is very important since 50 percent or more of the message were trying to get across is conveyed by verbal communication. The first verbal message to be aware of is facial expressions. The face is what people first focus on so its obviously important to be aware of what message were giving off with our face. Suspicion and anger are often shown by tightness along the jaw. Smiles are proof of agreement and interest, but dont bite your lip because that signals uncertainty. Next to†¦show more content†¦Sitting forward or leaning forward in a chair may show a positive interest to what is being discussed. Also, sitting back in a chair, or on the arm of a chair, or on the edge of a table shows superiority and power. Although, Leaning away suggests disinterest, distrust and even boredom. Posture that is rigid can show inflexibility and defensiveness. Sloppy posture conveys disinterest in the topic being discussed. Proxemics is next to consider and refers to â€Å"the personal distance that individuals prefer to keep between themselves and other individuals and is and important element of nonverbal communication.† This is a very serious and meaningful part of the selling process because the distance you put between yourself and the other person can affect the outcome of the sale. If the salesperson doesnt give enough space between them the customer may feel threatened, intimidated, and that the salesperson may be manipulative. If the salesperson gives too much space the customer may view the salesperson as being apprehensive, aloof, formal or too rigid. The intimate zone which is 0-2 feet around the person is specifically for loved ones such as family members. The personal zone which is 2-4 feet around the person is is reserved for close friends and associates. The social zone which is 4 to 12 feet around the person is used for business relationships. The public zone which is beyond 12Show MoreRelatedNonverbal Behavior And Body Language954 Words   |  4 Pages Body language, while easily overlooked as a means of communication, is used every day when people interact with one another. We interact beyond words by using what we call nonverbal signals. According to many experts in this field, such as James C. McCroskey and Virginia P. Richmond, the authors of Nonverbal Behavior in Interpersonal Relations, body language makes a huge difference in our daily communication. 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Privacy And Security A Technological World - 1356 Words

Megan Gabriel-King Dr. Johnson PHIL 3170-002 26 October 2014 Privacy vs. Security In a Technological World Since the September 11th terrorist attack on the World Trade Center in 2001, the subject of terrorism has played a major role in both politics and media. As America embarked on the war on terrorism, the government became much more aware that threats to our country were both internal and external. In this age of technology it is now more possible than ever to discretely use surveillance software on the American people without them ever knowing, as evidenced by the Edward Snowden scandal in which it was revealed that the NSA had violated citizens’ personal privacy in the name of national security. This revelation led to a large debate†¦show more content†¦I aim to evaluate the question of whether or not I would design the software in relation to each of the five principles. The first humanitarian principle is the valuation of life, Jacques Thiroux in the book â€Å"Ethics: Theory and Practice† describe this principle by stating, â€Å"Human beings should revere life and accept death.† This principle can be applied to the central question of designing software. The question then come to be: does invading personal privacy if it stops terrorism protect life? If I am just looking at this from the view point of the life valuation principle, the invasion of privacy is not going to cause any deaths. Furthermore, by designing this software lives would likely be saved. Therefore thus far with respect to the valuation of life principle, there is no ethical violation. The next principle is the principle of goodness or rightness. Thiroux states that there are three things that humanitarian ethics demands of humans which fall into two categories: beneficence and non-maleficence. He defines beneficence as, â€Å"Promoting goodness over badness.† When it comes to the main question, this principle is open for interpretation because in applying the principle the question dissolves into if it is â⠂¬Å"more good† to not write the software and protect privacy or if stopping terrorism is more good although

Language Is Not the Only Problem Faced by International...

Language is not the only problem faced by international students in the UK. To what extent do you agree with this statement? International students are very important for the economic growth of the UK. Number of international students in UK was about 405,910 in 2009 and in 2010 it increased up to 428,225 (which is about 6%). These students play a very important role in UK’s economy and bring huge income to the country. Shane Spiers, managing director of UNITE says The UKs higher education sector-and, indeed, the UK economy-rely heavily on the income derived from international students. As the research from the Department for Business Innovation and Skills called Estimating the value to the UK of Education Experts (June 2011)†¦show more content†¦Most of the students are inexperienced in living away from their home, so this is their first experience in an unfamiliar environment with different culture and traditions, trying to adapt and co-exist with the others. 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