A Critique of Natural Law Essay - 2522 Words

A Critique of Natural Law Essay #2 Barbara Palombo 256 Pinevalley Crescent Woodbridge, Ontario L4L 2W5 Email: palombo5152@rogers.com Student #: 923621220 Phil 1002 6.0 Q Class ID: 1227265 Team Instructor: Carol Bigwood Natural Law is a concept that has caused ambiguity throughout the history of Western thought. There is a multitude of incompatible ideas of natural law that have caused even those who are in basic agreement on natural law theory to have opposing notions on the particulars. In spite of this confusion, there have been enough advocates among natural law thinking in Western society to make it possible to identify its major criticisms: 1. Natural law is immutable and is rooted in nature. This†¦show more content†¦There is in fact a true law Ââ€" namely, right reason Ââ€" which is in accordance with nature, applies to all men, and is unchangeable and eternal. (Cicero) Cicero successfully argued before a Roman court that a particular Roman law was unjust, because it conflicted with natural law. Thomas Aquinas (1225-1274), the medieval Catholic Scholar, sought to reconcile the Greek concept of natural law with Christian theology. Aquinas began by speculating that God governs the universe and that humans are equipped with divine reason and by it derives the natural inclination to proper acts and ends. (Einwechter, 1999, p.2) Aquinas believed that revelation through scripture which came through mediation of the church, was suitable for church/religious matters, while with natural revelation man is predisposed to rely on his reason which becomes the true source of law. If one introduces Scripture, then he is appealing to a source outside of himself, and is giving up natural law and reason. According to the Scripture, God reveals himself to man through natural revelation, which includes the knowledge of Gods existence and power, and mans responsibility to worship God and live according to His moral law. (Ps.19: 1-6) Thus, it condemns man if they fail to worship God (Rom. 1:18, 20, 25) His preservation of the essence of naturalistic reasoning, contained in Aristotles works, lead to the revitalization of reason over dogmaShow MoreRelatedWhy Shouldn’t Tommy and Jim Have Sex? An Essay by John Corvino859 Words   |  4 PagesJim Have Sex?† he advocates his argument that gay sex is not â€Å"unnatural† in any moral way. However, this argument is easy to critique when considering opposition from natural law theorists, democracy, and other perspective ideas. In order for Corvino to make his position that gay sex is not morally â€Å"unnatural†, he must first respond to several arguments. 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How to Write an Executive Memo Free Essays

Writing an Executive Memo Your strategy professors have asked the English faculty to cover the executive memo, which you will use in your strategic management class, for two reasons: * The ability to write a short, informative, well-written memo like this will serve you well in your future careers. * Writing a good memo is difficult and requires practice. Students in past strategic management classes have had trouble with the guidelines you’ll see in the following paragraph. We will write a custom essay sample on How to Write an Executive Memo or any similar topic only for you Order Now Please read this document carefully and be prepared to demonstrate your understanding during the next class session. An executive memo is a short (no more than 500 words) internal document whose purpose is to make strategic recommendations to a company. The executive memo has 4 parts: the issue, the recommendation, the action plan, and the discussion of alternatives, in that order. When you write your executive memo, there are several important guidelines to keep in mind: * The memo is short, so every word should count. Don’t waste time giving the company information it already has (i. e. , what the company does, how much it’s sold, etc. * It’s important that you present the material in the order given here. This is not creative writing! * Everything in the memo should be connected to the issue at hand: the recommendation, the action plan, and the alternatives should all serve to resolve the issue. * Since the memo focuses on the issue, it is crucial that you state the issue clearly. Starting your memo: the subject line Make sure your subject line encapsulates the main issue of your memo. Section 1: The Issue * The memo should begin with a statement of the strategy problem you will address (i. . , you are defining the problem). This definition is key because it determines the direction which the rest of the memo will take. * It is vital to distinguish between observational information and the problem you want to solve. Be crystal clear and specific about the issue you will address. Your issue section should do the following: * Identify the root problems associated with the issue. * Provide a measure of how significant the problem is. * Provide a sense of how urgent the problem is. * Identify the risk if the issue is not addressed. Section 2: Recommendation(s) This section comes early in the memo because it’s more important that the reader see it than the alternatives. Nevertheless, it’s best to write your alternatives first and choose from among them. * Your recommendation must be one of your alternatives and must relate back to the issue and causes you have defined initially. * State CLEARLY what solution you recommend and briefly why it represents the best alternative. * Normally, the recommendation will be one alternative; however, sometimes it may incorporate one aspect of a second option. Indicate briefly that you understand whatever drawbacks may exist to the solution you have chosen. * Make sure your recommendation is realistic given physical and economic limitations. Section 3: Action plan This section should be a brief bullet list. The action plan is a schedule for the implementation of the recommendations you have made. * The goal of the action plan is to show the reader (your boss) the scope of the activity involved and demonstrate your understanding of what has to be done to complete it. * Since someone else will probably carry out the recommendations, your action plan gives that person a template to follow. Break it up into activity periods – Immediate, Short term, etc. , with days in brackets. This gives the reader a sense of the time period the program will be finished in. Section 4: Discussion of alternatives This section helps the reader understand how you came to your decision and demonstrates that you considered the issue thoroughly. Be sure to present three reasonable alternatives. * The section should begin with a brief introductory paragraph for background; this paragraph should include the basic criteria which the alternatives are judged on. You should then move on to discuss THREE alternatives, which should all have a similar focus: 3 on a new target market, 3 on a marketing strategy, 3 on new distribution channels, etc. * For each alternative , you need to give factors in its favour and the reasons for your rejection, in other words, the pros and cons of each alternative. As you analyze each alternative, keep in mind the risk factor(s) you identified for the issue. * Remember that alternatives and the arguments you make for it must address the issue you have defined. How to cite How to Write an Executive Memo, Essay examples

Leadership Styles for Emerald Group Publishing- myassignmenthelp

Question: Discuss about theLeadership Styles for Emerald Group Publishing. Answer: Introduction: Leadership can be defined as having a clear vision about organization, involvement of employees in that vision, providing guidelines and many more. The following report includes various types of leadership styles a leader can follow to get the work done (Voon, et al., 2011). The four leadership styles explained are great man approach, trait theory of leadership, contingency theory and participative theory. And report also includes the follow ship styles which a follower follows to get the work done by team. The follow-ship styles explained are Effective Follower, Alienated Follower, Conformist Follower and Passive Follower. Leadership styles are: Great man approach- Great man approach actually substance of charismatic leadership. It is the Greek word for gift. Leader will continuously be recognizing for what a person is capable of. According to this theory of leadership calls has merit such as masterful personality, attractiveness, boldness, intelligence, control and aggressiveness. This style specified that a person is born with or without the necessary features of leadership. According to Nixon, Harrington Parker, (2012) leadership features are carried in the heredity. The great weakness of great man theory is unlikelihood of his intrinsic traits. The great man theory of leadership states that a few people are considered with the essential qualities that set them apart from others and that these traits are accountable for their expecting spots of vitality and master. A leader is constantly regarded as a champion who accomplishes targets in spite of against unrealistic resistance from his admirers. The hypothesis suggests t hat people with great influence should be there a result of their extraordinary blessing (Allio, 2012). In this way, it proposes that every single extraordinary leader share these trademarks paying little respect to when and where they lived or the role in the past they satisfied. Trait man theory of leadership Trait man theory of leadership individualizes leaders from non leaders by focusing on personal character and speciality. Trait theory of leadership tries to find character, social, physical and intellectual traits. Trait theory believes that leaders are born (Derue, et al., 2011). The trait man of leadership is based on the quality of many leaders both successful and non-victorious. And it is also used as tool to forecast leadership power. The subsequent lists of traits are differentiating to those of possible leaders to assess their chance of achievement or disappointment. The trait theory gives valuable information regarding leadership. It is tried by people at all levels and types of businesses. Managers can use the evidence from the theory to assess their position in the company. This theory develops the manager aware of their power and weakness. Leadership may be an art; it still requires the application of special capability and techniques. This theory also states that leadership need not compulsorily be intrinsic (Bhatti, et al., 2012). Leadership qualities might be natural or they might be procured through preparing and practice. Contingency theory: Contingency theory deals with the environment in which the leader lives. It is the supplementary feature of leadership effectiveness studies. It is also assumed that act of group depends upon leadership manner and appropriateness of the situation. It assumes that leaders could be workable to adopt any manner according to situation (Randeree Ghaffar, 2012). This hypothesis advances successful leadership centres not just on the style utilized by the leader, yet in addition on the control held over the circumstance. With a specific end goal to succeed, there should be present a strong leader member dealing. According to Da Cruz, Nunes Pinheiro, (2011) leaders should likewise give undertakings properly and plot of objectives and methodology. They have to have the capacity to give out disciplines and rewards, too. This specific hypothesis just fits circumstances where teams are firmly regulated and not group based. It likewise utilizes a least preferred co-worker (LP C) measure to help decide the kind of labourer the leader prefers least working with. This hypothesis also underlines the leaders disposition as the principle characteristic that characterizes the capacity to lead. This theory of leadership contends that numerous aspects can influence a leader's achievement in a specified job condition. The scope and opportunity in the business may support or hamper a leader's skill to connect efficiently with all workers. A leader will scuffle if workers aligned towards following an ancestor who had a very dissimilar style. This leadership styles has various approaches towards leadership qualities of an individual. Participative theory- Participatory leadership is a style of administration where choices are made with the most sensible measure of cooperation from the individuals who are affected by the decisions. One sort of participatory authority is illustrative investment in which a gathering of representatives is engaged with hierarchical basic leadership. As per Gonos and Gallo, (2013) another type is participatory administration in which youngsters share a level of joint basic leadership with their quick seniors. The supporting part of this hypothesis is cooperation fulfills a representative's larger amount needs. Participative leadership is otherwise called democratic leadership Style is a technique for initiative that includes all colleagues as far as distinguishing objectives and also creating systems and methods to accomplish the objectives. This style of leadership could be used in the volunteer setting, business setting and even in the home. One of the vital facts of attention of participative leadership is that it permits having another believable leader that can prosper inside the company in upcoming time (Antonakis House, 2013). Many leaders lean toward this style as it comprises a active collaboration of each colleague, influencing them to show their inventiveness, capacities, and abilities. This motivates a member of team to search concealed resources that can in the end enable the group or association to develop. In this way it similarly causes each part to have an open gate for them to put on their talents with the objective to share their capacities in the group. Follow ship styles: Effective follower: Being an effective leader implies having the boldness to disagree on the off chance that you think your pioneer, chief, or unrivalled, is accomplishing something incorrectly headed. That is not generally simple, but rather it requires the braveries and quality of conviction that are fundamental to great initiative (Pradeep Prabhu, 2011). The qualities of an effective leader are more difficult than that off a good leader. It implies being locked in always with the business effectiveness. It also implies focusing on overall objective of company as well as employees. It suggests having the courage to talk up when something's incorrectly and having the vitality and involvement to help a leader in doing things effectively. Effective leaders should be aware about different groups of onlookers including associates, collaborators, clients, board individuals, and people in general at mass level. As a leader, he or she should know about what efforts need to put to bring colleagues together to work for common goal. It also defines that effective leader should have sense of personal responsibility and ownership towards the organization. The follower takes the responsibility of his own as well as of his colleagues as well. The behaviour of an effective follower directly impacts the organization. A follower presumes that an organization will not provide them with security, consent and growth but instead these followers itself initiate the challenges through which they achieve personal as well as organizational growth. This requires them to act consciously on certain terms, exercise their full talent and then providing the organization with best results (Avey, Palanski Walumbwa, 2011). Sometimes companies and individual changes make a circumstance in which an follower have to pull back from a specific leader. Individuals may know they need new opportunity, for instance, despite the fact that it is difficult to leave work where they have numerous companions and esteemed partners. In the event that followers face difficulty with a leader or an association unwilling to roll out important improvements, the business should come up with a decision to sort the problem. Alienated follower: Alienated followership styles have superior amounts of basic considering yet are separated from their association and passive. These supporters ordinarily appear to be suspicious or sceptical. At the point when the leader, or group, tries to push ahead, they will voice the reasons why it shouldn't occur. According to Chou, (2012) they may have smart thoughts yet don't put these forward. In reality, they might be negative and undermine the gathering. Alienated followership show critical considering, significant for the stoppage of team thinking. But due to their absence of cooperation in the gathering they may not be tuned in to and this again can permit group to think differently from all other individuals. Sometimes alienated leadership id troublesome, critical, negative, and stubborn and lacking vision. They resemble rotting wounds in an association, continually calling attention to negative parts of the association. Alienated followership speak to in the vicinity of fifteen and twenty-five per cent of devotees in any present association. Conformist follower: Conventionalist Followers are the "yes individuals". They speak to in the vicinity of twenty and 30% of devotees in any given association. This kind of individual completes the leaders instruction without showing any doubt and will regularly relinquish their very own morals and ethics for agreement inside the gathering and to stay away from struggle. They frequently fall simple quarry to Group/think (Kalkhoran, Naami Beshlideh, 2013). Since they neglect to fundamentally assess directions given to them and effectively progress toward becoming culprits of the dim side of authority. The Conventionalist followers are frequently the general population who complete the difficult acts of mercilessness and corruption against mankind without evaluating the darker side of administration. They take an interest eagerly, yet without considering the outcomes of what they has been requested to do - even at the danger of adding to a destructive undertaking. A conformist follower is concerned just with maintaining a strategic distance from strife (Oc Bashshur, 2013). This style may mirror a person's over dependent outlook totally on leader. Sometimes this style is developed due to rigidity in rules and regulations made by leader and breaking of these attracts huge penalties. Passive follower: The passive follower shows neither basic, free intuition nor dynamic support. Being latent and uncritical, these individuals indicate neither activity nor an awareness of other's expectations. Passive followers leave the reasoning to the supervisor. Frequently, this style is the consequence of an intervening manager who supports passive conduct. According to Yung Tsai, (2013) individuals discover that showing activity, acknowledge duty, or think inventively isn't compensated, and may even be punished by the manager, so they become progressively passive. Passive followers are the ones who go without stepping up and who show the attributes the exact inverse of active follower. These followers are abstained from carrying duty and don't hunt for taking risk, may require close observing and controlling. Recommendation Leadership style: The leadership style suggested for team member of HOTS simulation is great man approach. As leader will continuously be recognizing for what a person is capable of. And in hotel industry regularly require to identify the upcoming talent which can trake position. Follow ship styles: The follow-ship style which a team member should adopt is effective follow-ship style. Because as follower, he or she should know about what efforts need to put to bring colleagues together to work for common goal. And in hotel industry achieving goodwill in market is essential. So following effective follow-ship will make a hotel successful in long run as well. Conclusion: The above report discussed about various approaches of leadership which a leader follows to lead a team effectively. The leadership styles great man theory, trait theory, participative theory and contingency theory explained above discloses the tic-tacks a leader can use to lead the team effectively and efficiently and also to achieve the organizational goal on time. The follow-ship styles explained above analyses the various types of follow-ship styles a follower adopt to complete the work assigned to him by leader. References Allio, R.J., 2012. Leaders and leadershipmany theories, but what advice is reliable?.Strategy Leadership,41(1), pp.4-14. Antonakis, J. and House, R.J., 2013. The full-range leadership theory: The way forward. InTransformational and Charismatic Leadership: The Road Ahead 10th Anniversary Edition(pp. 3-33). Emerald Group Publishing Limited. Avey, J.B., Palanski, M.E. and Walumbwa, F.O., 2011. When leadership goes unnoticed: The moderating role of follower self-esteem on the relationship between ethical leadership and follower behavior.Journal of Business Ethics,98(4), pp.573-582. Bhatti, N., Maitlo, G.M., Shaikh, N., Hashmi, M.A. and Shaikh, F.M., 2012. The impact of autocratic and democratic leadership style on job satisfaction.International Business Research,5(2), p.192. Chou, S.Y., 2012. Millennials in the workplace: A conceptual analysis of millennials' leadership and followership styles.International Journal of Human Resource Studies,2(2), p.71. Da Cruz, M.R.P., Nunes, A.J.S. and Pinheiro, P.G., 2011. Fiedler's Contingency Theory: Practical Application of the Least Preferred Coworker (LPC) Scale.IUP Journal of Organizational Behavior,10(4). Derue, D.S., Nahrgang, J.D., Wellman, N.E.D. and Humphrey, S.E., 2011. Trait and behavioral theories of leadership: An integration and meta?analytic test of their relative validity.Personnel psychology,64(1), pp.7-52. Gonos, J. and Gallo, P., 2013. Model for leadership style evaluation.Management: journal of contemporary management issues,18(2), pp.157-168. Kalkhoran, M.A.N., Naami, A. and Beshlideh, K., 2013. The comparison of employees followership styles in their job attitudes.International Journal of Psychology and Behavioral Research,2(3), pp.115-125. Nixon, P., Harrington, M. and Parker, D., 2012. Leadership performance is significant to project success or failure: a critical analysis.International Journal of productivity and performance management,61(2), pp.204-216. Oc, B. and Bashshur, M.R., 2013. Followership, leadership and social influence.The Leadership Quarterly,24(6), pp.919-934. Pradeep, D.D. and Prabhu, N.R.V., 2011. The relationship between effective leadership and employee performance.Journal of Advancements in Information Technology,20, pp.198-207. Randeree, K. and Ghaffar, C.A., 2012. Leadershipstyle, satisfaction and commitment: An exploration in the United Arab Emirates' construction sector.Engineering, Construction and Architectural Management,19(1), pp.61-85. Voon, M.L., Lo, M.C., Ngui, K.S. and Ayob, N.B., 2011. The influence of leadership styles on employees job satisfaction in public sector organizations in Malaysia.International Journal of Business, Management and Social Sciences,2(1), pp.24-32. Yung, C.T. and Tsai, K.C., 2013. Followership: An important partner of leadership.Business and Management Horizons,1(2), p.47.a