Why Was Socrates Final Speech So Ineffective - 1407 Words

Socrates: Why was his final speech so ineffective? Although the Platonic dialogue chronicling Socrates death is called the Apology, many critics have noted that Socrates seems notably unapologetic throughout the speech, thus raising the ire of his Athenian listeners. Socrates is openly confrontational in his address to an Athenian jury of his peers, and his philosophical elitism seems designed to confirm, rather than disprove the image the prosecution had created of an unstable, dangerous, and impious man intent upon corrupting the young. The only reasonable conclusion which can be drawn is that, rather than trying to defend himself against the charges, Socrates was committing a kind of state-sanctioned suicide. His refusal to flee Athens after he received a death sentence lends credence to this charge. In the trial, Socrates was being charged with corrupting the young and impiety. To defend himself, he interrogated one of his accusers, Meletus, who claimed that Socrates had intentionally corrupted the minds of the young. Socrates said that this was absurd: Now is that a truth which your superior wisdom has recognized thus early in life, and am I, at my age, in such darkness and ignorance as not to know that if a man with whom I have to live is corrupted by me, I am very likely to be harmed by him, and yet I corrupt him, and intentionally, too; - that is what you are saying, and of that you will never persuade me or any other human being. In other words, if the youngShow MoreRelated Television Censorship in the Past and Present Essay example2001 Words   |  9 Pagescomes from the simulated audience on the show. The scenario shocked me, for I had just been restricted from a website because of subject matter closely related to what I was just seeing on the television I sat for a few seconds and thought about the way behavior like that was prohibited from the public eye just soon before. But why was it now being allowed to broadcast over millions of T.V. sets across the country? I realized that censorship itself, and specifically television censorship, has changedRead MoreNegotiation and Culture: Case Study24152 Words   |  97 PagesCulture and Negotiations Why do Japanese negotiators behave in the manner they do? How does culture affect negotiating behavior and outcomes? MASTER THESIS Author’s name: Patrycja J. Krause Student’s number: 258891 Academic advisor: Sà ¸ren O. Hilligsà ¸e Faculty of English Aarhus School of Business May 2006 I would like to thank my Mom, Barbara, for her understanding, encouragement and eternal support, as well as my advisor, Sà ¸ren O. Hilligsà ¸e, for his academic help, advice and faith in me keepingRead MoreDeveloping Management Skills404131 Words   |  1617 PagesPermissions Department, One Lake Street, Upper Saddle River, New Jersey 07458. Many of the designations by manufacturers and seller to distinguish their products are claimed as trademarks. Where those designations appear in this book, and the publisher was aware of a trademark claim, the designations have been printed in initial caps or all caps. Library of Congress Cataloging-in-Publication Data Whetten, David A. (David Allred) Developing management skills /David A. Whetten, Kim S. Cameron.—8th edRead MoreLogical Reasoning189930 Words   |  760 PagesNoncommercial You may not use this work for commercial purposes (for example, by inserting passages into a book that is sold to students). (3) No Derivative Works You may not alter, transform, or build upon this work. An earlier version of the book was published by Wadsworth Publishing Company, Belmont, California USA in 1993 with ISBN number 0-534-17688-7. When Wadsworth decided no longer to print the book, they returned their publishing rights to the original author, Bradley Dowden. The currentRead MoreLibrary Management204752 Words   |  820 PagesTraining . . . . . . . . . . . . . . . . . . . . . . . . . . . 237 Training and Staff Development for Established Employees . . . . . . . . . . . . . . . . . . . . . . . . 240 Performance Appraisals. . . . . . . . . . . . . . . . . . . . . . . . 241 Why Appraisals Are Done . . . . . . . . . . . . . . . . . . . . . . 242 When to Do Appraisals . . . . . . . . . . . . . . . . . . . . . . . . 243 Who Does the Appraisals?. . . . . . . . . . . . . . . . . . . . . . 244 Problems in Rating. . . . . . . . Read MoreContemporary Issues in Management Accounting211377 Words   |  846 Pagesa lifetime endeavour. But personal though his achievements may be, they are also reflective of a wider tradition of significant involvement in the practical sphere by senior British accounting academics. For we must remember that it was Professor Edward Stamp who w as one of the first to call the British audit profession to account with his questioning of ‘who shall audit the auditors?’ The subsequent institutional response has most likely gained as much from the likes of Professors Harold Edey, Bryan

Essay on the Deeper Meaning of Pride and Prejudice

The Deeper Meaning of Pride and Prejudice While Pride And Prejudice is demonstrably concerned with the subject of love, from Lydias physical passion for Wickham, through Janes slightly too patient and undemanding feelings for Bingley, to Elizabeths final perfect match with Darcy, it would be doing the novel and its author a great injustice to assume that it is merely a love story, and has no other purpose or design. The scope of the novel is indeed much wider than a serious interest in who will marry who and who will have the manor that is worth the most money, or even the less shallow subject of women trying, failing, and succeeding at finding their perfect mates on a romantic level. While the investigation of love in its†¦show more content†¦An inflated pride in her familys hoped-for status is visibly inherent in Mrs. Bennet: Happy for all her maternal feelings was the day on which Mrs. Bennet got rid of her two most deserving daughters. With what delighted pride she afterwards visited Mrs. Bingley and talked of Mrs. Darcy may be guessed. ( Austen 393). Pride as a less obvious fault, however, is explored in Elizabeth and Darcy; Elizabeth is justly proud of her own intelligence and discernment, but when she begins to hold too high an opinion of it, she comes close to missing the fact that Darcy is not the cold sort of low-charactered person she thought him to be. Likewise, Darcys pride in his own social status almost leads him to dismiss Elizabeth entirely, and almost loses her for him through his treatment of Jane, anyway. These two would seem to argue for the love story approach, as they are half of the major impediment to our hero and heroine getting together; there is more to this than just love between one couple, however. It is a comment on the fact that an abundance of even deserved pride can blind people to possible human contacts, cut off all sorts of possibly beneficial relationships. The aforementioned prejudice, likewise, is not merely that which keeps the destined pair apart for a suitable length of time. Certainly ElizabethsShow MoreRelatedPride And Prejudice By Jane Austen1076 Words   |  5 PagesHanan 1 Sydney Hanan Dean, Period 4 AP Literature 13 Oct. 2014 Pride and Prejudice Foil Character Essay In Jane Austen’s Pride and Prejudice, several characters serve as foils to others. One such character is Mr. Wickham, who, by contrast, reveals Mr. Darcy’s true qualities and intentions to Elizabeth Bennet. Moreover, the distinct differences between Lady Catherine and Mrs. Bennet’s characters reveal much about early nineteenth century society as a whole. Each of these characters highlights importantRead More Racial Inequalities and Tension Essay1344 Words   |  6 Pagesincreasingly diverse by the day and heavy, racial social boundaries no longer exist, racism, prejudice, and stereotypes still exist. â€Å"The problem of the twentieth century is the problem of the color-line† (McQuade 391) says it the best; racial and ethnicity still remain underlying causes for conflicts and many other national issues as said in the text. Supporting its own claim, the text refers to the essay â€Å"This is how we lost to the white man† by Ta-Nehisi Coates to ree mphasize the racial tensionsRead MorePride And Prejudice And A Room Of One s Own Essay1298 Words   |  6 Pagesarguments. The two novels to be examined; Pride and Prejudice and A Room of One’s Own, are homogenous in their insistence on the significance of independence, especially as it relates to the prosperity women. The protagonists of the novels; Liz Bennet and Mary Beton, pursue, respectively, independence from individual patriarchal requirements and societal gender conflict. This endeavor requires a concentrated rationality which ultimately leads each to a deeper knowledge of the self, as well as extendedRead MoreDrag Culture Essay1541 Words   |  7 Pagesperformer has overcome some sort of adversity or prejudice from family members, peers or the outside world in order to perfect their art, and the human spirit RuPaul knew would shine through has made this show a hit† (Rogers 1). It is funny, witty, and overall entertaining, so it is no wonder that the viewer count for â€Å"RuPauls Drag Race† is in the hundreds of thousands. I can often times be hard to look at the ten inch heels and pink wigs and see deeper meaning for it all as opposed to just seeing men dressedRead MoreEssay on Belonging - Rainbows End and the Year My Voice Broke1353 Words   |  6 PagesEssay ‘A sense of belonging can emerge from the connections made to people and places’. A common human characteristic is the yearning to feel a sense of belonging through connections and different forms of relationships made in life. A sense of belonging or not belonging can emerge from feeling connected to people and places, whether they have been freely cast there or not. An individual will only feel a true sense of belonging through the understanding of those connections, which are createdRead MoreAnalysis Of `` Everything That Rises Must Converge By Flannery O Connor1479 Words   |  6 Pagescurrent position in life (O’Connor, par. 10). His mother, who takes pride in the way she raised him, reasons, â€Å"†¦if you know who you are, you can go anywhere†, prompting a quick disagreement from her son, where he argues, â€Å"[that’s] good for one generation only† (O’Connor, par. 16). Through observing Julian’s disagreeable approach towards his mother’s beliefs, it becomes clear that O’Connor’s short s tory suggests that the deeper meaning behind Julian’s depression and anger is a result of not â€Å"[knowingRead More Genteel People and Honest Hearts in Jane Austens Emma Essay examples1575 Words   |  7 PagesEmma:   Genteel People and Honest Hearts  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚   In Emma, Jane Austen gives us ‘only the surface of the lives of genteel people’?   Though not necessarily a commonly used term today, the meaning of ‘genteel people’ is easily assumed. Good birth and breeding are not necessarily the only ‘qualities’ of genteel people: simple generosity, courtesy and elegance can also apply, as well as marriage into the class. The majority of the characters in Emma to some extent expand this definition to provideRead More Native Peoples of Canada Essay3155 Words   |  13 Pagesimaginary figure, according to Daniel Francis (The Imaginary Indian), invented by Europeans that originated in Columbuss mistake, as he believed he had landed in the East Indies, and developed into fantasy. Through the prism of white hopes, fears and prejudices, indigenous Americans would be seen to have lost contact with reality and to have become Indians; that is anything non-Natives wanted them to be, (5). Thus they were attributed a wide range of conflicting characteristics, simultaneously seenRead MoreSymbolism Of Kill A Mockingbird By Harper Lee2255 Words   |  10 PagesSymbolism in To Kill a Mockingbird Whether it is in literature or even shown in pictures, people use things to represent something with a deeper meaning and that’s called symbolism. In the book â€Å"To Kill a Mockingbird† by author Harper Lee, various different themes or symbols are active throughout the book either directly, or more often, obscurely being tied to the ultimate theme of the book, which is not being able to understand someone until you experience life from their point of view. TheRead MoreEssay on Sir John Reith1758 Words   |  8 Pagescase it is better to overestimate the mentality of the public than to underestimate it. He who prides himself on giving what he thinks the public wants is often creating a fictitious demand for lower standards which he himself will then satisfy’ (1924) This statement is one which has caused much controversy throughout the years that Reith headed the BBC, and this essay will attempt to discuss the BBC as an institution, the reasons that the BBC felt they had a cultural

Is the Emphasis on a Color-Blind Society an Answer to Racism Free Essays

Racism is a word that sparks a nerve in many individuals today. As hard as it is to believe, racism is still a big factor in what we as a society know as a unified America. Although, it is not as obvious as it was in the past, it still goes on, just in ways that are less noticeable. We will write a custom essay sample on Is the Emphasis on a Color-Blind Society an Answer to Racism or any similar topic only for you Order Now We ask the question, is the emphasis on a color-blind society an answer to racism. Ward Connerly claims it is a way to stop the segregation and make America a whole as it has been striving to be for the longest. Eduardo Bonilla-Silva believes color-blind racism is the new racial ideology and still brings about racial inequality. As the solution to the question progresses, we ask ourselves, will a color-blind society change the way whites view blacks and minorities? Will it change the discrimination that is brought about everyday from individualistic opinions? Those that say they are not biased against other races are the main ones that are judgmental to how certain ethnicities act. Regardless of a color-blind society, there is still going to be racial inequality. Color-blind racism is basically racism that acts as if color doesn’t matter, when in actuality, it really does. Whites believe that if they use color-blind racism, they aren’t racist. They bypass the word â€Å"black† and use other words to substitute it for. They bypass the word â€Å"race† and instead use words such as â€Å"ethnicity,† â€Å"culture† or â€Å"background† to make their statements not sound so harsh. Despite the fact that they believe they may not sound prejudiced at the time that does not stop them from thinking it. As Eduardo Bonilla-Silva believes, color-blind racism may not be as crude as the Jim Crow era, but it resembles it in a more minor way. For example, whites will vote for a black man for President of the United States, but they still look down on the black society, most likely hoping that the â€Å"black President† will help those stereotypes. Ward Connerly attended the American River Junior College and earned a Bachelor of Arts Degree in political science with honors at Sacramento State College. He is the founder of the American Civil Rights Institute and an outspoken supporter of equal opportunities for all Americans. He expressed his views on racism by discussing an encounter he had with a woman. While explaining his desire to succeed at having a color-blind government, the woman commented by replying what he was doing was going to be best for his people. Although, she may not have realized her remark offended him, situations similar to that occur all the time especially with blacks and minorities. Persons may do it without the intention to insult, but that just proves that everyone is viewed more so by color than by characteristics and personality. Many minorities will always be judged by their color because whites believe that they will never have higher power. Even though Ward Connerly went through rough obstacles growing up involving race, rather than focusing on the bad experiences he had, he claimed that if you â€Å"take people at face value and give them an opportunity, race is irrelevant. † He supports the emphasis on a color-blind society so people won’t use discrimination based on the color of one’s skin. He used examples such as classifications and how there was no need to classify people by race. After the Civil War, with having separation for bathrooms, poll taxes and water fountains, distinguishing differences between people should have been stopped. He decided to place the Racial Privacy Initiative in California, to prevent governments from categorizing individuals by race, color, ethnicity and origin. That may help to some degree, but there’s still going to be physical appearances by all people and no one is going to worry about classifications, because whites are still going to have their assumptions about blacks, even if they don’t completely say so. Eduardo Bonilla-Silva received his Ph. D. from the University of Wisconsin. He has authored two books called White Supremacy and Racism in the Post-Civil Rights Era and Racism without Racists. He currently teaches sociology at Duke University focusing on race relations. Professor Bonilla-Silva proved his points with adequate examples shown in daily life. He uses the theory that blacks and most minorities are â€Å"at the bottom of the well. † He brought up that steering highly successful and educated blacks towards the poor, less paying jobs in the worst conditions are ways to keep minorities away from the upscale white society. According to Bonilla-Silva, the U. S. has scarcely moved beyond the era of segregation. He argues that all whites today rely more on cultural rather than biological analogies to explain blacks’ position in this country. I concur with his support because he has more supporting evidence than Connerly. Based on his interpretations, I’ve come to the conclusion that whites do come up with explanations to prove that they are so-called non-racial but as Bonilla-Silva said, â€Å"regardless of whites’ sincere fictions, racial consideration shade almost everything in America and black and dark skinned minorities lag behind in every area of social life. † An emphasis on a color-blind society is not the answer to racism. It’s just an excuse for whites to say that racism is not part of everyday life; that it simply just doesn’t exist. Ward Connerly had good claims, but his evidence did not support his conclusion enough to make me feel this topic would change the state of race in the U. S. Him describing his encounter made me feel that racism was never going to cease or for that matter, get better. Eduardo Bonilla-Silva brought out great support. By reviewing his examples and opinions, it is true that color-blindness is a front. Most whites will always have animosity towards those that don’t â€Å"resemble them. † Both authors did focus on the matter of race and how it is seen in the country. Race is seen differently throughout all individuals. Some find it just a word that has no meaning and is only involved with the past, but others find it an exaggeration of the word hatred. A word that brings out the worst in people’s personalities. Regardless of how much emphasis is even involved in having a color-blind society, racism still and always will exist. How to cite Is the Emphasis on a Color-Blind Society an Answer to Racism, Essay examples

Public Administration Research and Theory

Question: Discuss about the Public Administration Research and Theory. Answer: Introduction Undoubtedly, people are the most costly, valuable and important resource of any organisation and the management of this resource can have a direct impact on their individual performance and the enterprise as a whole. When changes in the structure of an organisation take place, there is requirement for additional people to fill the new position. The job responsibilities of the existing employees also change; thus, it is vital to change the current pay model of being used. Since the electronics manufacturing services (EMS) company conducted a process for business transformation, various functions were reorganised and there was requirement of new people to fulfil new positions that required special competencies. After these changes, it has become imperative to reorganise the existing salary structure so that internal equity is maintained and no employee gets more or less than what is deserved. The learner has analysed the new internal pay structure that the EMS Company can adopt so that payment is done fairly. This analysis has been done by evaluating the job roles and responsibilities of the operations manager, design engineer and business unit manager of the company. Process of designing the internal pay structure of the EMS Company Pay or salary is vital for attaining the strategic goals of an organisation and the behaviours and attitudes of an employee are impacted because of it (Armstrong, 2010). A proper structure and policy for pay should be in place because if there is fairness in the level of pay, then the employees are motivated to work, otherwise their efficiency gets affected. The pay model is created by taking into account all the goals and objectives of the business organisation, and strategic thinking should be applied to ensure that the strategy is successful and both the employees as well as the organisation benefits from it. Deciding on the level of pay is based on several things; and three main building blocks are present in the framework, which includes the: Objectives of the pay structure The pay structure has to be created in such a manner that certain basic objectives are achieved, which includes complying with the laws and legislation, fairness and efficiency. Efficiency includes controlling the cost of labour, making the stockholders and customers happy, enhancing quality and improving performance (Shields et al. 2015). The main motive of the EMS Company is to provide exceptional service to its customers by undertaking services in design work and providing technical support activities for the products of their clients. Thus, the compensation objective should emphasise its dedication towards its consumers, success of the business, and its performance. The salary for all positions will be competitive with various other enterprises that are at the same level with the organisation. Fairness is a primary objective of the pay system, and this company emphasises on understanding and being open to its employees and treating them fairly. Thus, the pay will be decided treating all the employees fairly and recognising their needs and performance. For example, employees having higher training, experience or performance will receive higher pay. The design of the pay system will be guided by the objectives, mission and vision of the company (Till and Karren, 2011, p.42). This model has been adopted by keeping the vision and mission of the company in mind. The vision of the company is to create value for its consumers by providing efficient and innovative solutions and services for electronic manufacturing. The mission of the company is to excel in on-time deliver, cost minimisation, value addition, and quality and innovation implementation. This EMS Company also wants to ensure that the employees have high level of commitment, motivation and morale, by efficiently defining its training, recognition and reward policies. Since the main objectives of the company are to increase the satisfaction of customers as well as employees, a reward or incentive system will be introduced (Weibel et al. 2010, p.387). The salary of the employees will be fixed and additional or merit pay will be provided to them according to their performance for the month. Thus, the pay system for the EMS Company, which has been aligned with the objectives of the organisation include paying salaries that are equal to or slightly more than that of the competitors and increasing it according to the knowledge and skill of the employees. Policies that are used for formulating the compensation system There are various policy decisions that have to be taken into consideration while the pay structure is being prepared, which incorporates (Ntim et al. 2017, p.40): External competitiveness Internal alignment Management of the structure of pay Contribution of the employees These policies constitute the basis of creating the structure of pay of the EMS Company, and act as a guideline with the help of which pay will be managed in the future to ensure that all the objectives of the system and organisation are accomplished (Moynihan and Pandey, 2010, p.849). Techniques for building the compensation system Proper techniques for analysing the work done and the number of people required to do it will be used for designing the pay structure (Gngr, 2011, p.1514). Surveys of the pay of other employers will be done for determining the pay structure of the EMS Company. Job evaluation method The pay of the existing employees and subsequent increase in it will be determined according to the basis of their past performance. There are four methods of evaluating job performance of individual employees job comparison or ranking method, job classification or grading method, points rating and factor comparison method. The employees at the EMS Company will be evaluated by using the grading method, which was popularised by the U.S. Civil Service Commission (Ferguson and Reio Jr, 2010, p.471). It is also known as the classification method and classes or job grades will be established. Diverse jobs that require similar skills for performing them or are of the same difficulty level will be categorised together. Analysis will be done on these job grades and according to their job type and performance, all employees will be put in different grades according to which their new salaries will be decided. This method will be perfect for this company as it is a simple and easy method, and since the company has several employees, judging them on any other basis will be very difficult (Kutlu et al. 2013, p.659). The positions of an operations manager, design engineer and assistant manager can be efficiently evaluated by using the grading method or job classification method. Operations manager The role of an operations manager is a senior role, in which the manager has the responsibility of overseeing that the EMS services are being provided efficiently, and ensuring that the organisation runs effectively while meeting the requirements and expectations of clients and customers. Design engineer The responsibility of a design engineer includes helping the consumers in building an Original Design, which will then be bought by the customer and produced for the masses (Aziri, 2011, p.77). Assistant manager The assistant manager has to ensure that customers are receiving the best possible service and all the company policies and laws are being adhered to by the employees. Efficient leadership skills are required for this job. All these jobs are significantly different from each other and will fall under different categories. The grading criteria will be formulated according to the responsibilities and level of difficulty of each job. There are various assistant managers in the company; and since these different employees fall under the same category, they will be graded by considering the same criteria (Judge et al. 2010, p.157). This will help in understanding whether all the assistant managers are performing efficiently or not, and the ones who are doing extra than what their job responsibility is, will get rewards or incentives accordingly. Reward Strategy A proper reward strategy will be developed for creating a standard process or practice to be followed within the organisation (Carraher, 2011, p.50). The reward strategy will be used used to achieve various objectives of the business along with its rationale, which include: Promoting and encouraging the employees to meet the objectives of the business To ensure that the employees are paid competitively according to the market standards Making the decisions regarding pay structure to ensure fairness Exhibiting that the EMS Company is the best employer in its class Encouraging original thinking and innovation Providing high level of service to the customers, so that there is a likelihood of repeat business Conclusion The pay system that has been formulated for the EMS Company ensures that its pay structure is aligned with the objectives of the organisation. Fairness will be ensured while deciding the salary so that the behaviour and attitude of the employees are affected in a positive manner. The pay structure will be formulated by setting the level of pay on comparison to that which has been set by the competitors of the same level. Additionally, the salary of the new employees as well as the existing employees will be based on their performance. Grading method will be used for analysing the performance of the employees and a proper reward system will be used on the basis of business rationale for encouraging the employees. Reference List Armstrong, M., 2010.Armstrong's handbook of reward management practice: Improving performance through reward. Kogan Page Publishers. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., Robinson, J., O'Leary, P. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Aziri, B., 2011. Job satisfaction: A literature review. Management research and practice,3(4), pp.77-86. Carraher, S.M., 2011. Turnover prediction using attitudes towards benefits, pay, and pay satisfaction among employees and entrepreneurs in Estonia, Latvia, and Lithuania.Baltic Journal of Management,6(1), pp.25-52. Ferguson, K.L. and Reio Jr, T.G., 2010. Human resource management systems and firm performance.Journal of Management Development,29(5), pp.471-494. Gngr, P., 2011. The relationship between reward management system and employee performance with the mediating role of motivation: A quantitative study on global banks.Procedia-Social and Behavioral Sciences,24, pp.1510-1520. Judge, T.A., Piccolo, R.F., Podsakoff, N.P., Shaw, J.C. and Rich, B.L., 2010. The relationship between pay and job satisfaction: A meta-analysis of the literature.Journal of Vocational Behavior,77(2), pp.157-167. Kutlu, A.C., Ekmekio?lu, M. and Kahraman, C., 2013. A fuzzy multi-criteria approach to point-factor method for job evaluation.Journal of Intelligent Fuzzy Systems,25(3), pp.659-671. Moynihan, D.P. and Pandey, S.K., 2010. The big question for performance management: Why do managers use performance information?.Journal of public administration research and theory,20(4), pp.849-866. Ntim, C.G., Lindop, S., Thomas, D.A., Abdou, H. and Opong, K.K., 2017. Executive pay and performance: The moderating effect of CEO power and governance structure.The International Journal of Human Resource Management, pp.1-43. Till, R.E. and Karren, R., 2011. Organizational justice perceptions and pay level satisfaction.Journal of Managerial Psychology,26(1), pp.42-57. Weibel, A., Rost, K. and Osterloh, M., 2010. Pay for performance in the public sectorBenefits and (hidden) costs.Journal of Public Administration Research and Theory,20(2), pp.387-412.