Individual Liberty Versus Majoritarian Democracy in...

Individual Liberty Versus Majoritarian Democracy in Edward Larson’s Summer For the Gods The Scopes trial, writes Edward Larson, to most Americans embodies â€Å"the timeless debate over science and religion.† (265) Written by historians, judges, and playwrights, the history of the Scopes trial has caused Americans to perceive â€Å"the relationship between science and religion in . . . simple terms: either Darwin or the Bible was true.† (265) The road to the trial began when Tennessee passed the Butler Act in 1925 banning the teaching of evolution in secondary schools. It was only a matter of time before a young biology teacher, John T. Scopes, prompted by the ACLU tested the law. Spectators and newspapermen came from allover to witness†¦show more content†¦Through exploring Bryan, Larson exposes the majoritarian democratic ideology underlying the veneer of religion that has since characterized the trial Next Larson explores the role the ACLU played in the Scopes Trial. They saw the Scopes trial as a means to advance the rights of laborers and academic freedom using the First Amendment. Clarence Darrow, when he heard that William Jennings Bryan would be prosecuting the trial, eagerly joined the ACLU defense team. Darrow claimed that he was fighting for individual rights but he was also obsessed in his determination to overturn the fundamentalist adherence to creationism. Larson delves deep into the internal documents of the ACLU to reveal how difficult it was to control Darrow and keep the case centered on a test of the law, not creationism. By revealing the ACLU’s agenda, Larson effectively shows that the Scopes trial was a battle between the concept of majority rule and individual rights. Larson suggests that the burgeoning fight for rights arose from a gradual ideological shift to modernism. It was already under way before the Scopes trial even in rural areas. Bryan and his fundamentalist backers had trouble finding expert witnesses that could discredit evolution. Tennessee Governor Peay, even though he supported the Butler Act, founded Tennessee’s public schools based on modern education theory.(58) Even the fundamentalist spectators of Dayton shouted their approval to allow scientific expertShow MoreRelatedEdward Larsons Work Summer For The Gods1199 Words   |  5 PagesThroughout United States history, Americans have always remain separated on certain issues. Edward Larson’s work Summer for the Gods exemplifies just how issues split the population. Larson uses the Scopes Trial of 1925 to demonstrate to the rivalry between modernists and traditionalists in the early 20th century. Charles Dawson discovered fossilized human bones known as the â€Å"Pi ltdown skull† and bridged a gap in history that seemed to confirm Darwin’s theory of evolution. Darwin s account of random

Conflict Is A Natural Part Of Any Human Interaction

Conflict is a natural part of any human interaction. In the workplace, conflict is necessary. Judge and Robbins define conflict as, â€Å"a process that begins when one party perceives that another party has negatively affected, or is about to negatively affect something that the first party cares about† (2009). One could imply that a workplace without conflict is staffed with people who must not care about anything. Two important components of conflict are the Interactionist View of Conflict and Conflict Management Techniques. ïÆ' ¼Good introductory paragraph helps follow the discussion The Interactionist View of Conflict Regardless of the type of organization, conflict between people in that organization is expected (Fischer, n.d). The Interactionist View of Conflict is the ideal type of conflict in the workplace. Robbins and Judge define the interactionist view of conflict as, â€Å"the belief that conflict is not only a positive force in a group but that it is also an absolute necessity for a group to perform effectively† (2009). Although conflict is necessary and inevitable, not all types of conflict is positive. There are two forms of conflict that fall under the interactionist view of conflict which are. The desired type of conflict, however, is one that is functional rather than dysfunctional. Functional conflict is characterized by positive relationships and people disputing ideas for the betterment of the organization and each other (Fischer, n.d). WithinShow MoreRelatedSymbolic Interactionist Perspective In Sociology1543 Words   |  7 Page swork as sociologist’s lenses in which they look through; they can either clear up or distort the â€Å"image.† Sociologists employ three primary theoretical perspectives: the symbolic interactionist perspective, the functionalist perspective, and the conflict perspective. (Crossman, 2017) Symbolic Interactionist Perspective Also known as symbolic interactionism, the symbolic interactionist perspective directs sociologists into considering symbols and details found in the everyday life of peopleRead MoreSolutions for Poor Contries in Bottom Billion by Paul Collier725 Words   |  3 Pagesproblems in developing nations are: conflict, natural resources, bad neighbors, and bad governments. The conflicts are usually civil wars which have huge costs and the situation just becomes worse the longer the conflicts drag on. Collier states that countries rich in natural resources are often worse off than countries that are not, he attributes this problem to several different factors. One of the factors is that the resources open the possibility for conflict over the resources. Another factorRead MoreThree Theoretical Approaches Essay784 Words   |  4 PagesSocial-conflict approach * Sees society as an arena of inequality * Generates conflict and change * Macro-level orientation * Highlights how class, race, ethnicity, gender, and age are linked to inequality in terms of money, power, education, and social prestige. * Reduce inequality * Conflict analysis * Gender-conflict approach * Feminism * Race-conflict approach 3. Symbolic-interaction approach * Sees society as the product of everyday interactions of individuals Read MoreAn Analysis of the Current Conflict in Syria1253 Words   |  5 Pagesï » ¿An analysis of the current conflict in Syria Introduction The modern Syria obtained its self-rule from France, it colony, in 1946. However, the country has experienced political instability periods compelled through the clashing interests of religious and ethnic groups. Between 1958 and 1961 Syria united with Nassers Egypt, but independence was restored through an army coup that took place before a renaissance led by the Baath party that controlled of Syria in 1963 (Diamond Plattner, 2012)Read MoreSocial Stratification: Through the eyes of Tà ¶nnies and Park1638 Words   |  7 PagesIn any study of urban sociology one is bound to encounter few scholars that have contributed as greatly to our current understanding of the structure and evolution of society as have Ferdinand Tà ¶nnies and Robert Park. Both born in the late nineteenth century and living well into the first part of the 20th century, affording each an opportunity to experience radical industrial growth, political and economic upheaval, and the first great international war. Despite these similarities, each theoristRead MoreHuman Involvement And Human Intervention1225 Words   |  5 Pagesto time, unfortunate living conditions or a particular disease wipes out an area, calling for humans to get involved. Also, humans sometimes lead to the extinction of species, through poaching or the killing of a certain species. This may also occur when individuals cut down trees and destroy ecosystems. However, occasionally, human involvement can greatly benefit a certain species of animal or plant. Human intervention can lead to the growth of a certain species and allow them to thrive and reproduceRead MoreThe Theory Of Social Life1581 Words   |  7 Pagesof social research should be only to advance the understanding of human behavior or to investigate/reform harmful social arrangements. The first theory I will cover is symbolic interactionism. The symbolic interaction perspective, also called symbolic interactionism, is a major framework of the sociological theory. This perspective relies on the symbolic meaning that people develop and rely upon in the process of social interaction. Although symbolic interactionism traces its origins to Max WeberRead MoreThe Theory Of Human Actions, Decisions, Behavior, And Other External Elements Essay967 Words   |  4 PagesMeade, Charles Horton Cooley, Auguste Comte, Herbert Spencer, Emile Durkheim, and Karl Marx-- established the framework of symbolic interactionism, functionalism, and conflict theory. Each played key roles in establishing the levels and focuses of analysis that are used in applying the three theoretical perspectives to the study of human actions, decisions, behavior, and other external elements, which can be explained not only by analyzing the individual scenario, but also by analyzing the context inRead MoreInterpersonal Communication On A Daily Base983 Words   |  4 PagesSociety sees interpersonal communication on a daily base. The question might be what is interpersonal communication, is there conflict, and where we experience it. Communication skills are developed to enhance or improve with the increased knowledge and practice. Today’s world with various forms of communication is ideal to have a superb interpersonal skill. Tough Interpersonal communication is an exchange of information between two or more people. Furthermore, the uncertainty theory comes fromRead MoreThe Theory Of Human Actions, Decisions, Behavior, And External Elements875 Words   |  4 Pagesfoundational theories, --George Herbert Meade, Max Weber, Emile Durkheim, and Karl Marx-- established the framework of symbolic interactionism, functionalism, and conflict theory. Each played key roles in establishing the levels and focuses on analysis that are used in applying the three theoretical perspectives to the study of human actions, decisions, behavior, and other external elements, which can be explained not only by analyzing the individual scenario, but also by analyzing the context in

Leadership and Governance Study of Patagonia †Free Samples

Question: Discuss about the Leadership and Governance-A Case Study of Patagonia. Answer: The Importance of Values for Todays Organisations Values are beliefs that a certain way of behaving is preferred. They represent a framework of how things are done in an organization. Organizations, which are successful, place emphasis on values. Values provide assistance to organizations in various ways (Bourne Jenkins, 2013). Values provide a framework for how we treat one another at work- Values provide employees with a direction of how they treat one another at the workplace. The organizations leaders should assist employees in upholding values at the workplace. Values should influence employees to behave ethically. In the workplace, ethical issues usually emanate from quality, safety, property and human relationships. It is the duty of managers to make an understanding of these issues and to instill moral ideals into employees (Cohen, 2015). There are three levels of morality that employees may conform to. Preconventional morality is when one is aware of the cultural implications of right and wrong behavior. In an organization , therefore, an employee will be aware of the effects of following or not following organizational values. Conventional morality is characterized by the compliance of a group of people and their loyalty to authority. In an organization, this is how a team conforms to certain values and has allegiance to their leaders. Post-conventional authority is characterized by an individual being concerned about right or wrong behavior and puts this above their self-interest. This can be applied in organizations when employees consider doing right and wrong as being more key than their self-interest. Values provide a framework for how an organization treats its customers. Customers will be given stellar service if a company has values that focus on customer service. This is key for organizational success. Having good customer service is important as customers spend lots of money per year just to buy products or services. Good customer service can set an organization apart from its competitors and leads to repeat business. Organizations that have good customer values also benefit from free publicity. The values that make up an organization reflect the beliefs of the leaders. When there is no alignment of values of the company and the employees personal values the final result will be poor performance. An organization with good values will be reflected in enlightened leadership. These kinds of leaders see their employees as the greatest organizational asset and have great confidence in their teams. They have power and employees greatly respect them. They also ensure that there is a good flow of communication throughout the organization. In such organizations, the employees understand the high-performance goals that have been set for them by their leaders and are willing to achieve them. They are also very open and discuss their problems with their leaders. The employees are allowed to participate in decision-making hence leading to high motivation, and there is also high loyalty. Through values, leaders are able to build communities in the workplace. This can be done by applying c ooperation in dealing with colleagues. Building a community will ensure that internal communication flows freely, leads to respect among people and roles, responsibilities and decision-making are conducive. An organization with good values embraces diversity. This is very important for a workplace as employees come from diverse backgrounds. International companies must ensure that they understand cultures of where they are operating (Manning Curtis, 2015).To embrace diversity, top leaders must be involved and emphasize on equal employment opportunities. Decisions on promotions and performancemanagement must also reflect diversity. The organization's values should also reflect how diverse an organization is. This will lead to better decision-making and even giving service to diverse customers. An organization with strong values leads to teamwork. Teamwork that is positive allows employees to choose what they do and leaders are good examples to their members. In successful teams, members have roles like encouragers, clarifiers, harmonizers, idea-generators, standard setters, ignition keys and detail specialists. The teamwork approach leads to organizational success, and it is being embraced more and more. Leaders are putting members into groups to work on certain projects like strategic planning, work issues, and technology issues (Jalal, 2017). Leaders should instill teamwork as a virtue and create high performing teams including virtual teams. Alignment of values leads to strong brands. The organizations, which have the strongest brands, have the strongest internal cultures. A brand performs strongly if there is a sense of recognition between its employees and customers. Customers like to identify with organizations with strong brands. Such organizations also have strong logos, which represent reliability, high quality, and trust. Consumers also associate strong brands as being contributors to their ways of living (Jalal, 2017). A strong brand also represents the fact that they can go beyond their core business and dedicate themselves to consumers. How a companys values can play an important role in attracting and retaining top employees Organizations have to ensure that they have strong values so as to attract the right kind of employees. Employees are nowadays compared to customers; companies need to consider them as volunteers and not workers. Technologies have shifted, and it has led to growth in social media. Transparency about workplaces has been increased due to this, and potential employees are able to get information about companies before they even go for an interview or apply for a position. Sites like glass door and linked in provide plenty of information about an organizations culture and values (Breaugh, 2017). Organizations with top company cultures are highlighted, and this enables them to attract and retain more employees. Organizations like Forbes recognize companies with top cultures every year. Work environments have changed over the years and have become quite complex. Employees are putting in more hours in work and are also connected to their jobs through latest technologies. Teams are greatly d iverse and issues like being flexible, empowered, developed, and mobile is playing a huge role in company culture. In the case study of Patagonia, we see that the organization takes time in hiring employees with the right skills. They employee people who have a passion for caring for the environment. This is due to the fact that the company practices sustainability and comes up with environmentally friendly apparel. What motivates employees has also changed as most of them focus on their purpose, mission and work-life balance. Very many factors lead to employee engagement including working environment, organizational leadership, and job design. Many employees are motivated by the passion for their work hence leaders must strive to create conducive and enjoyable working environments. The employees at Patagonia focus on work, family, and health, rather than work and status. The leaders have created a conducive working environment and employees can schedule their work to fit their lifestyle. Organizations, which have high employee engagement, are able to hire more easily, give better customer service, have low turnover rates and grow at a quick rate. Patagonia receives about 900 resumes for every vacancy. The organization has created a good name hence many people want to be employed by them. Employees are highly engaged, and Patagonias turnover rate is only 4% per annum. An organization with a high retention culture has a well-defined direction and purpose. The employees of such organizations have individual goals, which are aligned to the organizational strategy. This leads to the attraction of the right skills by the company and retention of the same. Employees at Patagonia are fully aware of roles and responsibilities. Their goals are aligned to those of the organization, and the organization's leaders have developed an honest approach to doing everything. Organizations that retain employees have flexibility in schedules of work and have numerous benefits for their employees. Employees usually stick to employers that guarantee flexibility and enable work-life balance. Patagonias employees are allowed to schedule their work as fits them best. Communication happens in an open manner when the organization instills good values. Employees want to work in places where they are free to express themselves and the ideas that they have. Communication should be open both upwards and downwards. Good communication also leads to great teamwork and allows constructive criticism to take place. This leads to attraction and retention of the right employees as no one wants to work where they are unable to air out their views. At Patagonia, there is open communication hence creating openness. Employees are therefore able to share ideas freely, and leaders can correct employees without them feeling that they are being harassed. A high retention culture leads to effective performance appraisals. Performance issues in a company can lead to very high turnover rates. Organizations that perform appraisals unfairly or to the dissatisfaction of employees have disgruntled staff and leads to performance going down. An organization that creates effective performance appraisals leads to high employee retention as they get a sense of belonging and this leads to higher productivity (Pinder, 2014). Employees can also be attracted and retained by issuing competitive wages. A high retention culture organization values its employees enough to pay them well and offer adequate benefits and perks. Employees are attracted and retained by such companies, as they feel appreciated. Patagonia has come up with a child development center for its employees hence they feel safe knowing that their children are being taken care of well as they work. Training and development of employees are important for a high retention organization. This enables employees to be constantly updated and develop their skills. Employees feel like they are in control of their jobs. It also ensures that employees are happy as they feel that the organization cares enough about their careers to continuously train and develop them (Mowday, Porter, Steers, 2013). Patagonia organizes 60-day internships for its employees at environmental organizations. Employees who want to become activists after this are free to leave. Employees are highly skilled as the organization takes time on orientation. Deepen the provided case study on Patagonia with extra research on the company and company leadership Patagonia has had great leadership since its inception in 1957 when the founder was selling climbing equipment out of his car. The company deals with climbing equipment and apparel and has been able to make annual revenues of over $400 million (Manning Curtis, 2015). They are leading in environmental efforts and are known for being unique in their processes and getting the best out of their employees. They have for many years been market leaders in their industry and have an unmatched retention rate of employees. Due to great leadership, they have a 4% annual turnover rate. The company greatly focuses on environmental and social matters and has an honest approach towards their customers. The culture of asking customers whether they need to purchase certain apparel has led to loyalty creation for both customers and employees. They hire employees who have a passion for environmental issues, and after one year, they offer them sixty-day internships in environmental companies (Manning Curtis, 2015). The company has created a culture of trust and employees allowed to come up with their schedules of work hence leading to flexibility. Employees at Patagonia are driven by work, health and family and the organization have come up with a child development center where employees can leave their kids while at work. This has enabled employees to have a healthy balance between work and life. The company has an innovative culture as it comes up with environmentally friendly apparel (Manning Curtis, 2015). Due to great and unique leadership, the company has been named one of the best organizations to work for by Fortune. According to themanagement at Patagonia, a leader is a person with vision and motivated employees towards a common goal. The leaders at the company initiate change and take risks. The company has for the longest time focused on sustainable apparel and is now divesting to agriculture. Through great leadership, the company has been able to move into another line of business successfully. At Patagonia, they believe that a leader can come from any level (Petrie, 2016). This means that they believe in their employees and nurture them into leadership. Employees are also expected to speak up and challenge leadership if they feel that there are issues that they need to raise. The company has a flat organizational structure. The leadership describes it as a network of people. The top leaders like the CEO can communicate directly to an employee in an entry-level role. There are no reporting relationships or hierarchies, as they believe that the best ideas come from employees. They believe in having the right person doing the work and that people do not need to report to too many managers as long as they are doing their role. The Patagonia leaders choose the managers and employees with the right skills and then set a vision. The vision is discussed with the team, and the leader lets the manager leads the way in guiding the team to achieve the vision by letting them do their work. Managers are considered as mentors and resources that give the employees coaching and direction and ensure that employee work is aligned to organizational strategies (Petrie, 2016). Managers also ensure that resources are allocated adequately. Managers ensure that employees know their roles and responsibilities and then let them work independently. A culture of independence is cultivated. Hence, employees work with minimum supervision. The leaders at Patagonia come up with the main organizational vision and then guide the team into reaching it by putting particular timeframes. They then leave employees to perform their roles and make smaller decisions required to achieve organizational goals. The company has a culture of flexible job scheduling so long as employees perform. They allow employees to have healthy work-life balance and focus on hiring independent people who love outdoors and care for the environment. The company no longer has annual performance ratings; hence, managers act as coaches and resource allocators rather than judges. No meetings are scheduled over lunch hour so to allow employees to do their [personal activities. Paternity leaves are also in place, and virtual working is allowed. Hiring is a key procedure at Patagonia. The leaders take their time to find the right people for the job and vacancies can remain unfilled for up to one year. Orientation and onboarding are done over a period of one hour so as to ensure new employees integrate into the organization's culture whose motto is 'Let my people go surfing.' Due to its unique culture, the company had experienced double-digit growth even when other industry players were not growing (Petrie, 2016). Employees are highly engaged, and retention rate is high. They have a long list of potential employees who would like to be employed by the organization. Explain what values are important at Patagonia, how they are used to try and attract a certain type of employee, and whether or not this is successful Various values are important at Patagonia. The first one is focused on environmental and social issues. The company's major focus is on sustainability, and they make environmental friendly apparel. They also hire employees who have a passion for the environment and contribute 1% of sales for environmental activities (Manning Curtis, 2015). There is also environmental internship for all new recruits. This has been a successful strategy for the organization as they attract employees who understand them and who align themselves with the organization's environmental values. Another value at Patagonia is honesty. The companys leaders are honest to customers and employees, and this has brought about loyalty (Manning Curtis, 2015). Customer loyalty has led to a successful organization. The company has been able to attract and retain employees who are honest due to the brand that has been created. Patagonia also focuses on flexibility. The company cares about its employees work and life balance hence has been able to allow them to create their working schedules so long as work is completed as required (Manning Curtis, 2015). They have even put up a child development center for their employees. This has enabled the company to attract independent workers who need very minimal supervision. Innovation Culture is a key part of Patagonia. The company constantly comes up with environmentally friendly products, and this is a reflection of its leadership and employees. The organization allows employees to be creative (Manning Curtis, 2015). They have been able to attract the most skilled employees due to this value. References Bourne, H., Jenkins, M. (2013). Organizational values: A dynamic perspective.Organization Studies,34(4), 495-514. Breaugh, J. A. (2017). The Wiley-Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12. Cohen, A. (2015). Culture, Values, and Organizational Fairness. InFairness in the Workplace(pp. 191-215). Palgrave Macmillan UK. Jalal, A. (2017). Impacts of Organizational Culture on Leaderships Decision-Making.Journal of Advances inManagement Sciences Information Systems,3, 1-8. Manning, G., Curtis, K. (2015).The art of leadership. Tata McGraw-Hill Education. Mowday, R. T., Porter, L. W., Steers, R. M. (2013).EmployeeOrganization linkages: The psychology of commitment, absenteeism, and turnover. Academic Press. Mueller, K., Straatmann, T. (2014). Organizational values. InEncyclopedia of Quality of Life and Well-Being Research(pp. 4525-4531). Springer Netherlands. Petrie, K. (2016).Patagonia Inc.s Sustainable Supply Chain Initiatives and Their Contribution to Company Brand(Doctoral dissertation). Pinder, C. C. (2014).Work motivation in organizational behavior. Psychology Press.

The principle of survivorship Essay Example

The principle of survivorship Essay The next step in the chain is when Julian arranges to meet with Anne and Dick with the intention of selling one of them his share. I feel it is important here to turn our attention upon the letter he sent, for if it was found to be ineffective in severing Julians interest it could then be said that by arranging the meeting to discuss his share coupled with Annes agreement to purchase his share Julian effectively severed his interest through conduct. However, this argument does not always seem to run consistently through common law for it has been shown through cases such as Gore and Snell v Carpenter4 where it was decided that as negotiations, by their very nature, are not always definite no definite intention to sever should could be concluded. However contrary to this idea Lord Denning suggests in the case of Burgess v Rawnsley 5 that in spite of no firm agreement being reached between the parties their mere participation in negotiations for the sale of a share in a co-owned house amounted to a course of dealing that demonstrated sufficient intent to sever. We will write a custom essay sample on The principle of survivorship specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The principle of survivorship specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The principle of survivorship specifically for you FOR ONLY $16.38 $13.9/page Hire Writer In this case we will take it to be the truth that Julian was able to sever his equitable interest (however it does not pass to any one, it disappears as if it was never there) in the land through the letter and combined with intention to sever but as we discussed above cannot sever his legal title. Because he has severed but not sold his equitable interest to another joint tenant he has become a tenant in common for the equitable interest. On the death of both Dick and Anne ownership can be seen to change yet again. Both are joint tenants (although Dick holds another interest but we will come to that later) of the cottage and as joint tenants are subject to the principle of survivorship. This principle is an inherent characteristic between co-owners in a joint tenancy and states that if a joint tenant dies then his interest in the land is absorbed into the interests of the remaining joint tenants. On the death of any one joint tenant the entire co-owned estates survives to the remaining joint tenants/s. A single joint tenant has no individual share in the land and as such has no share to pass on through his will; it is as if he had never existed. Due to this fact Dicks interest as legal joint tenant effectively vanishes leaving Julian the sole legal owner, and neither Anne nor Dick can pass on their interest in the joint tenancy to whoever stated in their wills, it is simply encompassed by the interests of the other equitable joint tenants. So here we have a situation where Tim is the only remaining joint tenant and so he becomes the sole joint tenant. He is said to be the surviving joint tenant, in the old adage winner takes all, but this is not totally accurate for there are still other interest in the land so he will become a tenant in common. Dick was also in possession of a fifth share of the tenancy in common upon his death, which he received form Georgina when she left for Australia. The principle of survivorship we saw in joint tenancy does not apply in tenancies in common. This means that Dicks will is adhered to and we are told that he left all his property to Georgina. So therefore this interest passes back to her. The question is asking us to advise these parties as to the ownership of the cottage. The final ownership I feel is as follows; Julian is the sole legal owner of the property and holds it on trust for himself and Georgina who both have a one fifth share and Tim who has a three-fifths share and all are tenants in common. If Julian therefore was to sell the property to release the capital then it should be divided in such a way.