Sustainability Ethics Overcome Environmental Ethicss Essay Example For Students

Sustainability Ethics : Overcome Environmental Ethicss Essay Sustainability ethics has overcome of environmental ethics. The World Commission on Economic Development brought the idea of sustainability to the global stage starting in 1987. The United Nations sponsored by the study of the relationship between economic development and the environment, has over common future in today also known. Prior to this, the United Nations was the stake holders and well-functioning carbon market is likely to be a prominent feature in any future mitigation framework. Under the 1997 Kyoto Protocol, 36 industrialized countries committed to cutting their emissions 5 percent below 1990 levels by 2012. To raise the incentives and lower the costs of achieving those reduction emissions targets, the Protocol broke new ground putting in place three innovative market mechanisms: the clean development mechanism, joint implementation and emissions trading. These mechanisms enable countries to access cost-effective opportunities to reduce emissions, or to remove carbon from the atmosphere, in other countries.The clean development mechanism allows developed nations to meet emissions reduction targets by funding sustainable development projects in developing countries. It entitles investors in projects that reduce emissions to claim carbon credits, which can be counted towards emissions targets in industrialized countries that are Party to the Protocol. While the cost of limiting emissions varies considerably from region to region, the effect for the atmosphere of limiting emissions is the same, irrespective of where the action is taken. The carbon market is already playing an important rol e in shifting private investment flows, but will need to be significantly expanded to mobilize the investment and financial flows . .ibly to maintain your core business values.Many ethical issues arise as a result of human resource management. There are clear ethical issues in relation to the hiring, management and dismissal of the people who work in your business. An ethical approach to the recruitment process requires you to be upfront with the people applying for a position in your business. Job advertisements should clearly state the nature of the position and any questions regarding salary, job tasks, hours, timeframes and expectations should be answered as honestly and as thoroughly as possible. This protects both you and the applicant from having unrealistic expectations about the nature of the job.To conclude this business ethics term project as a business owner, you need to make your own decisions in regards to the ethical standards and moral values that you maintain in your business.

Similarities between small and big families

Both small and big families have similarities and differences, in the way they live and conduct their activities. Whether a family is small or big, there are basic needs that each family requires such as food, clothing, shelter etc.Advertising We will write a custom essay sample on Similarities between small and big families specifically for you for only $16.05 $11/page Learn More It is the nature of every family to have the head, who is probably the father, the mother, and then their children. The children of every family whether small or big, look upon their parents for every type of support, such as finances, moral, and educational support. It is a wish of every parent in any type of a family to see his or her children grow and achieve their future dreams. It is a common practice of every family to live together, until when the children attain a certain age, when they can sustain themselves and live by their own. Every family has a top-to-down managem ent, whereby it is the responsibility of the parents to guide their children on where and how to do things. The parents aid the decisions made in a family, although in some cases children may be consulted to give their views. The differences between big and small families Education Big families Children from big families hardly get a good education. Their parents lack enough finances to cater for education of each child in the family. Parents can only afford the basic education in public schools, as private schools are very expensive. Small families Children in small families have all the chances and resources to cater for their education, up to the highest levels of education they deserve. Most of the parents from small families can afford to take their children to private schools where their dreams can be achieved. Being in private schools, these children get a good opportunity of getting good grades that enables them to further their education, and achieve their expectations. Tim e Big families Big families have difficult time, because every step they intend to make is limited by some challenges. Lack of resources is one of the major challenges of big families. Their survival times become very difficult, and face hard times all through. A child may be willing to learn, but due to lack of finances, this becomes impossible. Small Families Small families have easier time, as it becomes an easier for them to attain anything they deserve. They live a comfortable life without many problems, and probably, they achieve their expectations.Advertising Looking for essay on social sciences? Let's see if we can help you! Get your first paper with 15% OFF Learn More Stereotype Big families Children in big families tend to think that they are not important. For instance, when more than ten people surround the dinner table, some children may not even be noticed. This would make such children feel less catered for by their parents, and think they are not valued in the family. Small families Children from small families get all the attention from their parents. In whatever they do, their parents are still watching and ready to extend their hands for assistance. Such children grow being confidence, and feel being an important part in the family. Their creativity level is also high compared to children from big families. Finances Big families Big families have less finance to cater for their needs. In most of the cases, such families live in rental houses, as they cannot afford to buy a house of their own. Their living standard is low compared to small families, and mostly they do not own luxurious items like big cars. Big families live just normal lives, meeting only their basic requirements. Small families Small families have more sources of finances. Most of the parents in such families have a higher level of education, and work in professional fields. Such parents earn good salaries that can afford them luxurious lives. They own big hous es, good cars, and their children can afford a high quality life. This essay on Similarities between small and big families was written and submitted by user Jermaine A. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Middle School Expository Essay Samples

Middle School Expository Essay SamplesMiddle school expository essay samples will help you express your opinion on a subject that's very difficult to understand for your peers. They are written to communicate the writer's thoughts on a certain topic, and they may not be written in the first person.Most middle school expository essay samples are written for the purpose of communicating a very personal point of view. Typically, they will deal with an event that happened to the writer at a very young age. The writer may be unable to communicate his or her feelings about it.Middle school expository essay samples are used to explain a philosophical standpoint or point of view. They are most often used for students who are struggling with how to express their feelings and ideas in writing. These essays also require you to come up with an idea for the essay. This is where you will need to know how to write an expository essay.There are a lot of middle school expository essay samples out the re. The problems are that most people only see one or two samples. Another problem is that there are people who do not understand what they are looking at. If you want to make sure that you can write an expository essay successfully, you should go to a professional writing service that has middle school expository essay samples on hand.This kind of writing service will have a wide variety of middle school expository essay samples that they can give you for free. This will allow you to choose the ones that you think will be most helpful for you.Another reason why you should use the middle school expository essay samples that are provided by your writing service is because they will help you write an essay. You should not be writing these essays on your own. The only way that you can really have an idea of what an expository essay should be like is to write it by yourself.When it comes to middle school expository essay samples, the writers should be able to understand the importance o f them. They should understand that these essays are a very important part of your high school experience. Also, they should understand the way that you should express your opinions in writing.Using middle school expository essay samples is one of the best ways to improve your writing skills. You should try to use this method when you feel that you need to express something more personal.

Basking Shark Facts (Cetorhinus maximus)

Basking Shark Facts (Cetorhinus maximus) The basking shark (Cetorhinus maximus) is an enormous plankton-eating shark. After the whale shark, it is the second-largest living shark. The shark takes its common name from its habit of feeding near the sea surface, making it appear to bask in the sun. Although its large size may seem threatening, the basking shark is not aggressive toward humans. Fast Facts: Basking Shark Scientific Name: Cetorhinus maximusOther Names: Bone shark, elephant sharkDistinguishing Features: Large gray-brown shark with highly enlarged mouth and crescent-shaped caudal finAverage Size: 6 to 8 m (20 to 26 ft)Diet: Filter feeder with a diet of zooplankton, tiny fish, and small invertebrates Lifespan: 50 years (estimated)Habitat: Temperate oceans worldwideConservation Status: VulnerableKingdom: AnimaliaPhylum: ChordataClass: ChondrichthyesOrder: LamniformersFamily: CetorhinidaeFun Fact: Despite its enormous size, the basking shark can breach (jump out of the water). Description Thanks to their cavernous mouths and well-developed gill rakers, basking sharks are easily recognized when near the surface. The shark has a conical snout, gill slits extending around its head, and a crescent-shaped caudal fin. Its color is usually a shade of gray or brown. Adult basking sharks typically reach 6 to 8 m (20 to 26 ft) in length, although specimens over 12 meters in length have been reported. Notably, the basking shark has the smallest brain for its size of any shark. Basking shark corpses have been misidentified as belonging to plesiosaurs. Distribution As a migratory species found in temperate water, the basking shark enjoys a large range. It occurs along continental shelves, sometimes venturing into brackish bays and crossing equatorial waters. Migration follows plankton concentrations, which vary according to the season. Basking sharks frequent surface waters, but can be found at depths of 910 m (2990 ft). Basking shark range. maplab Diet and Predators A basking shark feeds on zooplankton, tiny fish, and small invertebrates by swimming forward with an open mouth. The sharks gill rakers collect prey as water rushes past. While the whale shark and megamouth shark can suck water through their gills, the basking shark can only feed by swimming forward. Killer whales and white sharks are the basking sharks only predators. Reproduction and Life Cycle Many of the details of basking shark reproduction are unknown. Researchers believe mating occurs in early summer, when the sharks form sex-segregated schools and swim nose-to-tail in circles (which may be a courtship behavior). Gestation lasts somewhere between one and three years, after which a small number of fully developed young are born. Female basking sharks are ovoviviparous. Only the right ovary of the female basking shark functions, although researchers have not yet discovered why. Basking shark teeth are small and useless in adults sharks. However, they may allow young to feed on the mothers unfertilized ova prior to birth. Basking sharks are thought to reach maturity between the ages of six and thirteen. Their life expectancy is predicted to be about 50 years. Basking Sharks and Humans In the past, the basking shark held commercial importance. It was widely fished for its flesh for food, liver for squalene-rich oil, and hide for leather. Presently, the species is protected in many regions. However, it is still fished in Norway, China, Canada, and Japan for its fins for shark fin soup and its cartilage for an aphrodisiac as well as traditional medicine. Within protected areas, some specimens die as bycatch. Basking sharks are not aggressive and cannot eat people. JohnGollop / Getty Images The basking shark tolerates boats and divers, so it is important for ecotourism. The species is not aggressive, but injuries have been reported when divers brushed against the sharks highly abrasive skin. Conservation Status While the basking shark does not face habitat loss or degradation, it has not recovered from past persecution and over-fishing. Its numbers continue to decline. The basking shark is categorized as vulnerable on the IUCN Red List. Sources Compagno, L.J.V. (1984). Sharks of the World. An annotated and illustrated catalogue of shark species to date. Part I (Hexanchiformes to Lamniformes). FAO Fisheries Synopsis, FAO, Rome.Fowler, S.L.  (2009).  Cetorhinus maximus.  The IUCN Red List of Threatened Species. e.T4292A10763893.  doi:10.2305/IUCN.UK.2005.RLTS.T4292A10763893.enKuban, Glen (May 1997). Sea-monster or Shark?: An Analysis of a Supposed Plesiosaur Carcass Netted in 1977. Reports of the National Center for Science Education. 17 (3): 16–28.Sims, D.W.; Southall, E.J.; Richardson, A.J.; Reid, P.C.; Metcalfe, J.D. (2003). Seasonal movements and behaviour of basking sharks from archival tagging: no evidence of winter hibernation (PDF). Marine Ecology Progress Series. 248: 187–196. doi:10.3354/meps248187Sims, D.W. (2008). Sieving a living: A review of the biology, ecology and conservation status of the plankton-feeding basking shark Cetorhinus maximus. Advances in Marine Biology. 54: 171–220.

Big Energy

1.Organisational behavior may be defined as the specific branch of studies that helps in investigating how organizational structures affect different types of behavior within the organizations. It helps in the studying of an organization from a number of different viewpoints that not only includes different behaviors within the organization but also in relation to other different numbers of organizations (Pinder 2014). Some of the important facets of organizational behavior are the leadership, decision making, job satisfaction, team building and also motivation. However in case of the present scenario provided, it is seen that many of the facets of organizational behavior is not properly maintained in the pany named Big Energy. It is a private organization that had bought a flourishing pany called the XYZ pany but had not established a proper organizational behavior that would help the workers to adapt themselves in the new environment. In turn they had applied policies which had a v ery negative effect on the retained employees of the overtaken pany. This study would help to establish the different problems that the employees had to encounter in terms of a number of aspects like the behavior, values and also the attitudes that are portrayed by the new employers and the organization. Before one begin to describe the aspects of the case study provided, a brief overview about the concept of organization behaviour must be discussed.    Organisational behavior mainly pays importance on the topics like influence of personality on performance, motivation of employees and also creating effective teams and workplace groups that when work in harmonious situations will result in producing the best productivity for an organization (Miner 2015). There exists a specific attitude in a workplace that influences the workplace either in a positive way or in a negative way. In a workplace which shows a positive attitude, petition is taken by the workers as a motivation to show best capabilities. However a negative attitude in a workplace results in creation of an environment of distrust among the employees which results in different negative ou es like achieving success at each other expense, or results in increased attrition rate and also workers get emotionally depressed (Wagner and Hollenbeck 2014). From the beginning itself, a very negative attitude was portrayed by the Big Energy’s authorities when they made the chief executives and also the functional business members redundant. This came upon them as the warning signal which not only created a pressure on them of being sacked at any time but also showed another threat. It made them to think that they have to struggles in their pany and would always be judges in their merit which increased pressure on them and thereby became demotivated. This resulted in increase of the attrition rate of the organization. Another reason that can be noted here was that the behavior of the workers of XYZ developed very negative feelings about their new authority which had a very negative impact on their own work and thereby affected the organization’s productivity. The workers got depressed and also frustrated because the new authority was not paying heed to the workers’ welfare and betterment and only set their aim on the process of integration. They pletely neglected the quality of work that the workers were exhibiting and also did not take into account the pany’s long term profits. As a result the loyalty that the workers used to show their previous authority were gradually declining for their new authority and heir morale started to dwindle. Such kind of development of feelings should strictly been avoided by the new authority as it we es loss and increases turnover rates (Green berg 2013). Another important element of organizational behavior is values. Values are the attributes that an individual or an organization carries as as an integral part of existence and may vary from one to another. It is often defined as the main basis of attitude and motivation. In the case provided, the main reason for the arrival of different issues were that there was no similarity with the values shared by the Big Energy pany and that by the workers of the XYZ. As a result, feuds with the supervisors were in constancy and therefore it did not yield any positive result been when Sally tried to argue with them over the harmful effects of the integration model of the authority. The integration model implemented by the Big Energy affected the inter-personal relationships of the workers with that of the employers asking a big question on the effectiveness of managerial leaderships. The employees felt that their wishes and requirement were disrespected and these severe issues forced them to le ave the pany one by one. It also showed that the new authority could not implement proper human resource management skill and therefore could not establish a proper relationship with the employees which would have brought much more productivity (Champoux 2016). This case study portray the importance of knowledge about the macro organizational behavioral theory refereeing to entire organizations and also industries and their operations and not the Micro organizational behavior theory that pays heed to individual or group behavior as a whole. Organisational culture is the system of shared values, assumptions and beliefs that help a particular individual in an organization to properly evaluate what kind of behaviors are wanted by the organizations (DuBrin 2013). These have three important ponents like the artifacts mainly pondering over the tangible parts of the organization like office jokes, furniture, dress code, timings and others. A value which is already discussed earlier as qualities that an employee possesses is also found to e different from that of the employers. The workers of XYZ wanted to pete based on their merit but this was not prioritized by the Big Energy. Therefore, they b e demotivated. Assumptions are those behaviors which are not conscious but are integrated as the spirit of the corporate culture (Hogg and Terry 2014). If one wants to portray the bigger picture, it can be explained that both the employees and the new employer were not being able to harmonize. This is mainly because both of them were failing to catch hold of each other’s techniques and models of organizational behavior (Greenberh and Colquitt 2013). This resulted in huge negative impact on the performance of the workers and hence the productivity. In place Big Energy should have set up a proper and critically analyzed approach to integrate the acquired employees in such a way so that they could have developed proper relationship and also would make them fortable and thereby feel included in organizations’ mission and vision. Big Energy should have recognized that human resource make the foundation of the organization and therefore should have taken effective steps to manage them effectively and create an easy pathway to success rather than neglecting the voice of the workers and overpowering them. 2.The acquisition of XYZ Energy by Big Energy though seems to be a good fit, there lies more to it than the same vertical of business. The acquisition can be better explained with the help of the Corporate Parenting Matrix which shows a relation between the fit and misfit of parenting and strategic characteristics. The acquisition is in the quadrant of the Value Trap i.e. Big Energy was able to recognize the process values and technological importance of XYZ Energy, but it was unable to create an integration model which can sustain this acquisition in the long term. Big Energy which had been keen on only acquiring the technology, patents and innovations made the workforce of XYZ energy redundant to their own business model. It must be noted that long term petitive advantage can’t be sought after by myopic scenario planning (Greenberg and Coloquitt 2013). It is quite evident that with employee dissonance prevailing in an organization, it is bound to crumble sooner or later. The attitude and values of the XYZ employees have been hurt and no recognition has been paid to these employees. The senior management at XYZ had also faced the brunt once the acquisition was in full swing. With the redundancy of the senior management, the employees who were still surviving with XYZ very well knew that they were on the verge of colliding with the end of their careers at XYZ Energy. Big Energy in order to make the acquisition fall in the category of ‘Heartland’ needs to realize that the foundation of an organization is its human resource – it’s the people in the organization who form the culture have be liefs and possess values. Big Energy till now has miserably failed in prehending the organizational behavior scope of XYZ Energy. The downturn came about when Big Energy failed to understand the emotions of the employees who stayed back and were even little bothered to bring in the change management effectively in order to mold behavior and attitudes. Big Energy needs to put heed to the basics of prehending organizational behavior and form its strategy accordingly. Change management can only be successfully implanted when there is active participation from all realms of the organization especially within the employees and the management (Grant 2016). In order to get the integration to reach a new level of long term sustenance, Big Energy must take up the following actions: Delineate: It is the sole responsibility of the management of Big Energy to converse and delineate the responsibilities and behavioral patterns to the individual (employees of XYZ). Big Energy needs to start off by these so to make sure that dissonance and turnover is low (Nahavandi et al. 2013). Comprehend: Earlier during the acquisition process kicked off, the employees of XYZ had been reluctant, less enthusiastic and even flying on low morale. Big Energy should have taken this into consideration and tried to find out the root cause of such dissatisfaction among the existent employees (Lam et al. 2015). Instead it had turned a blind eye. Thus organizational behavior clearly outlines that it’s important to understand the reasons for an individual’s behavior. This prehension will help Big Energy to annihilate the causes of the dissatisfaction in the bud itself. Anticipate: In the study, it has been mentioned that the management as well as the employees of Big Energy were most reluctant to visit and interact with the remaining XYZ employees. This reluctance has proven to be instrumental in driving the private enterprise towards being clueless about the personalities and motivation factors of the XYZ employees. Thus interaction needs to be increased in order to better predict employee behavior for higher efficiency (Hui, Lee and Wang 2015). Control: Since the businesses are quite alike, Big Energy put all their efforts on the integration process but little on the incumbents post integration. Big Energy now has to implement separate Training and Development processes to ensurehigh employee morale, less employee turnover and higher orientation towards organizational goals. The T&D procedure must infuse enough job mitment in the employees so that they can again be a part of the activities and find their relevance in their respective job roles (Morris et al. 2015). With the above proceedings in action, Big Energy needs to be more transparent and promote inter dependence of employees to gain higher productivity. It is elementary to integrate the culture of both the organizations to create synergy, so as to provide the fit for the organizational resources and human resources (Lindebaum and Geddes 2016). Big Energy must pay close heed to the models of Organizational Behavior and implement the following to get the desired results. Supportive Model: The model thrives under effective leadership styles. Big Energy management should be on the lookout for the remaining XYZ employee needs so that organizational performance can be met. The respective leaders must support their fellow team mates to develop their skills and promote awakening motivational drives among them so as to orient them towards favorable results (Lee and Selart 2015). Collegial Model: This model encourages a sense of partnership in the organization. Working as a team is the right approach where team mates are self-disciplined and self-actualized. Big Energy must motivate XYZ employees to work closely Big Energy employees as teams so that there is diversity in teams and idea generation can be more frequent. Big Energy must also bring about an intra-organizational petitive environment which shall motivate XYZ employees to perform better, more enthusiastically, aligned towards desired organizational goals (Goestch and Davis 2014). System Model: The model is based upon the power of trust, munity and belongingness. The managerial orientation is passionate and caring which drives employees to being self-motivated, passionate towards achieving desired organizational results. Big Energy must ensure that employees are provided enough liberty to bring their thoughts on the table to initiateteam building and brain storming activities. Big Energy management needs to portray the right vibes of mutual trust with the remaining XYZ employees so that employees can recognize their own psychological ownership of the firm and work towards the betterment of the same. This would initiate a higher morale in the employees as they can feel their own relevance and authority in the organization (Grant 2016). It must be realized that all strategies are not the best fits for Big Energy management. A framework of the strategies has been provided with indicative approaches. Still further study is a requisite prior to implementing them. Champoux, J.E., 2016.  Organizational behavior: Integrating individuals, groups, and organizations. Routledge. DuBrin, A.J., 2013.  Fundamentals of organizational behavior: An applied perspective. Elsevier. Goetsch, D.L. and Davis, S.B., 2014.  Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Grant, R.M., 2016.  Contemporary strategy analysis: Text and cases edition. John Wiley & Sons. Greenberg, J. and Colquitt, J.A. eds., 2013.  Handbook of organizational justice. Psychology Press. Greenberg, J. ed., 2013.  Organizational behavior: The state of the science. Routledge. Hogg, M.A. and Terry, D.J. eds., 2014.  Social identity processes in organizational contexts. Psychology Press. Hui, C., Lee, C. and Wang, H., 2015. Organizational inducements and employee citizenship behavior: The mediating role of perceived insider status and the moderating role of collectivism.  Human Resource Management,  54(3), pp.439-456. Lam, C.F., Liang, J., Ashford, S.J. and Lee, C., 2015. Job insecurity and organizational citizenship behavior: Exploring curvilinear and moderated relationships.  Journal of Applied Psychology,  100(2), p.499. Lee, W.S. and Selart, M., 2015. The influence of emotions on trust in ethical decision making. Lindebaum, D. and Geddes, D., 2016. The place and role of (moral) anger in organizational behavior studies.  Journal of organizational behavior,  37(5), pp.738-757. Miner, J.B., 2015.  Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Morris, M.W., Hong, Y.Y., Chiu, C.Y. and Liu, Z., 2015. Normology: Integrating insights about social norms to understand cultural dynamics.  Organizational Behavior and Human Decision Processes,  129, pp.1-13. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.  Organizational behavior. SAGE Publications. Pinder, C.C., 2014.  Work motivation in organizational behavior. Psychology Press. Wagner III, J.A. and Hollenbeck, J.R., 2014.  Organizational behavior: Securing petitive advantage. Routledge.

Support Programs for Youth Transitioning Out of Foster Care Research Paper

Support Programs for Youth Transitioning Out of Foster Care - Research Paper Example According to the research the foster care system is designed to provide temporary homes and family support for children in crisis or children who do not have parents of their own. A number of options exist for children in foster care: some are adopted by their foster families, some find permanent homes with extended family, and others are adopted by individuals or families outside the system. According to McCoy-Roth, Freundlich and Ross, federal statistics reveal that as of 2007 roughly 85 percent of all children discharged from foster care did so as a result of one of these three occurrences. However, the 15 percent not reflected by this data spend their entire childhood and youth in the foster care system, until they officially grow out of the system when they reach the age of 18. Commonly, this phenomenon is referred to as â€Å"aging out of the system†. Youth that age out of the foster system often struggle with the transition from foster care to independent living; many f eel isolated, overwhelmed, and ill-equipped for life on their own. Others lack significant and supportive relationships with adults or mentors. According to Courtney, Dworsky, Lee and Raap, the authors of the longitudinal study Midwest Evaluation of the Adult Functioning of Former Foster Youth: Outcomes at Ages 23 and 24, the propensity for drug and alcohol abuse, criminal activity, unemployment, homelessness and economic marginalization remains high among these youth. (p. 5). This policy brief focuses on the experience of youth aging out of the foster care system in California. The brief is intended for state level legislators in the departments of child welfare and social services (Bardach, 2009; Moore, 1995). This brief provides some recommendations as to how to accelerate the implementation phase of the California Fostering Connections to Success Act, commonly known as Assembly Bill 12 or AB 12, which increases the age at which youth officially leave the system from 18 to 21 (Ca lifornia Fostering Connections to Success, 2012; California Implementation News, 2012; Lemley, Raucher, & Fried, 2012). I. Introduction The purpose of this policy brief is to discuss the difficulties faced by youth aging out of the foster care system in California at the age of 18, and to provide support and recommendations for the California Fostering Connections to Success Act, as well as extending foster care beyond the age of 18 in the state of California (California Fostering Connections to Success, 2012; California Implementation News, 2012; Lemley, Raucher, & Fried, 2012). Extending foster care from the age of 18 to 21 represents a viable alternative to the current practice of releasing youth from the system at age 18 (California Fostering Connections to Success, 2012; California Implementation News, 2012; Lemley, Raucher, & Fried, 2012). This policy brief argues that the decision to age youth out at 18 is premature from a developmental standpoint and essentially flushes thes e youth into a situation that they are not developmentally equipped to navigate. The policy brief is broken down into several subsections which illustrate the need for foster care to be extended beyond the age of 18 to 21. These include the Transitional Housing Placement Plus Program (THP-Plus), the THP-Plus Statewide Implementation Project, the Increasing Adoptions Act of 2008, and the California Fostering Connections to Success Act or Assembly Bill 12. The brief outlines some clear and actionable recommendations f

ETH501, Business Ethics, Mod 3 Session Long Project Essay

ETH501, Business Ethics, Mod 3 Session Long Project - Essay Example One such right is employee privacy. This includes physical and information privacy. No company can violate the employee privacy on the grounds of various ethical frameworks. If we look at testing or surveillance of employees without their consent on GPS or through any other means of technology, we can say that it should be discouraged because it renders more disadvantages than advantages to the society. For example, by tracking you employees through GPS, you are getting certain very private information and some information they might not want to tell you. This strips them of their fundamental right. It might help the firm on reducing the current bottling theft and save them a lot of money. These benefits are only for the firm. If we look at the disadvantages brought about by this surveillance of employees without their consent, they will include costs such as costs for the company, cost for the society and cost for the employee who is being monitored. For the firm, the cost would be the cost of equipment being used. For the society, the cost would be that the money spent on new technology could have been used for the benefits of the employees. For emplo yees, these costs will be explicit, For example, this might give them stress. This might also make them lose their job. However, whether or not the employee’s surveillance is justified or not is debatable. Actually, there are more chances that the employee surveillance done by The Coca-Cola Company through GPS system is justified. A company which is as big as Coca-Cola itself generally looks at the costs they are faced with before taking such decisions and only go with the option if the benefits exceed the costs. Hence, they must deem it as more advantageous and hence decided to go forward with it. However, companies are mostly concerned with their own cost and benefit analysis and they might have