Healthy and Safety Review of Business

Healthy and Safety Review of Business WORKPLACE HEALTH AND SAFETY BOLT AND CATCH PTY LTD AUDIT AND REVIEW An in-depth review of work health and safety from within the Bolt And Catch Pty Ltd business. This report will additionally include a formal WHS audit and recommendations for improvements to various workplace health and safety aspects of the company. Reported conducted and written by Edin Jusupovic. Scope of Report Report Objectives The objectives will be listed below for this report. Identify Workplace Health and Safety legal requirements for Bolt and Catch. Identify all potential hazards in the B C risk register. Identify potential hazards, assess any associated risk and, in turn, develop appropriate controls for the identified risks additionally record any responsibilities and set key performance indicators in the form of completion dates for any actions that are to be taken. Develop a draft procedure for identifying hazards, hazard assessment procedures and controlling any associated risks. Provide recommendations for ensuring continual compliance with any relevant legislations for workplace health and safety. Conduct an audit of the workplace that will later be used to achieve the outlined report objectives. Parameters The parameters, otherwise known as limitations or scope of this report will be outlined below. Limited to the results obtained through the audit of the report. Parameters limited to the Bolt and Catch business only. Constraints Any applicable constraints to the report will be listed below. Any research must be using appropriate legislations that are applicable Australia wide or local (applicable to NSW) and as such, must not use other any other states workplace health and safety laws or legislations for the purpose of this report. COMPANY BACKGROUND Bolt and Catch is an ASIC registered proprietary limited company located in Australia, New South Wales. The company is a large manufacturer of gate bolts and hinges with a long reputable history of well over seventy years in the industry. The company provides a variety of manufacturing products tailored for both commercial and agricultural use. STAFF Bolt and Catch currently employs 120 people spanning a large variety of company areas. These staff departments include areas such as; Human Resources Marketing and Sales Engineering Trade and Production Personnel. AREA OF WORK Bolt and Catch has a primary area of work in manufacturing gate bolts and hinges. These manufactured goods are then deployed by other businesses for a variety of purposes such as commercial and agricultural use. The company engages in both manufacturing and marketing of the products, alongside sales; this is made possible through dedicated departments within the business. The BC risk register can be seen in Appendix A. This register was obtained through Safe Work Australia Code of practice for management of work health and safety risks, 2011 edition. The BC risk register has several functional components; Hazard Harm as a result of identified hazard Likelihood of hazard occurring Level of risk Effectiveness of current controls Further control requirements and suggestions Control implementation information The following may be used in the risk register as identifiers; Level of Risk Scoring CRITICAL A HIGH B MEDIUM C LOW D Likelihood Scoring HIGH A MEDIUM B INTERMEDIATE C LOW D The BC risk register is an important audit tool for reviewing the workplace health and safety at Bolt and Catch Pty Ltd. Purpose The purpose of this document is to create a procedural system for ensuring hazards are identified, assessed based on risk and are controlled to provide effective safety management in the Bolt and Catch workplace. Introduction Through New South Wales workplace health and safety legislation, we identify a PCBU, or otherwise known as a Person Conducting A Business or Undertaking with certain core safety responsibilities under the Work Health and Safety act of 2011. This legislation states that a PCBU must manage risks to health and safety as far as is reasonably practicable. A risk management system involves considering the careful identification of applicable hazards and providing assessment of these risks and hazards followed by the expulsion and removal of any risks in the first occurrence, or, if this is not possible reducing these risks as far as is reasonably practicable. The risk management system is highly recommended for the following reasons; It is an extremely feasible and easily applicable approach and system. Cost effective when compared to similar management systems. Provides a wide range of support for all associated parties including workers, contractors, visitors and any other people associated with Bolt and Catch. Allows Bolt and Catch Pty Ltd to provide the required level of duty of care to all staff, customers and contractors and, so that the company may meet all necessary legislations pertaining to health and safety. Workplace health and safety hazard identification, assessment and potential control is a continuous process that must be executed throughout various periods and situations, these can include; When new data is made available about a risk and/or if issues or concerns are raised about any existing risk. Continuous improvement by ensuring regular reviews at appropriate times in the workplace. The process should be undertaken if it has not been conducted before. The process should be conducted if a hazard has been identified. Undertaken as part of responding to an incident, regardless of whether an injury has or has not occurred. The process should be executed when any changes are introduced and/or any changes that may affect a hazard or cause a potential new hazard. The scope of this can include any changes in the workplace, equipment, procedures, general environment or practices. The procedure outlined below is designed to be an easily applied guide to assist in ensuring the safety for workers, contractors, visitors and any applicable associated parties with Bolts and Catch Pty Ltd. The policy will assist both workers and management, through careful consulting, to comply with workplace health and safety legislation. Recording and bookkeeping of any risk management activities, such as risk assessments and consultation processes will be required. This process will assist in; Discovering any potential new hazards in the workplace. Monitoring, auditing and reviewing the effectiveness of any applied control measures. Setting and determining control measures in order to expel or minimize the magnitude of any risks in the workplace. Conducting assessments to assess the risks that may potentially result from hazards. Definitions This section will provide clarification for any definitions in the policy. PCBU: A person conducting a business or undertaking (PCBU) is a legal term under WHS laws for individuals, businesses or organizations that are conducting business. A person who performs work for a PCBU is considered a worker. Risk: A situation involving exposure to danger. Risk control: Risk control is the method by which firms evaluate potential losses and take action to reduce or eliminate such threats. Risk assessment: a systematic process of evaluating the potential risks that may be involved in a projected activity or undertaking. Hazard: A danger or risk. Hazard identification: Hazard identification is a process used to identify possible situations where people may be exposed to injury, illness or disease, the type of injury or illness that may result from these and the way in which work is organized and managed. WHS: Occupational safety and health (OSH), also commonly referred to as occupational health and safety (OHS), occupational health, or workplace health and safety (WHS), is a multidisciplinary field concerned with the safety, health, and welfare of people at work. Monitor and review: Monitoring and reviewing is a planned part of the risk management process and involves regular checking or surveillance. The results should be recorded and reported externally and internally, as appropriate. The results should also be an input to the review and continuous improvement of the firms risk management framework. ACCOUNTABILITY Ensuring the efficient and effective management of risk requires continual commitment to the process and system from all managers and officers, including any input and involvement of workers or applicable staff. The responsibility of workplace health and safety additionally extends to all management and supervisory staff the scope of their role in WHS is to ensure that this policy, in its entirety, is completely implemented in their areas of potential control and, to consult where possible with workers, contractors and any other applicable staff as part of undertaking the hazard identification, risk assessment and control process outlined in this policy. A key accountability area in any WHS policy are officers; whom have a direct responsibility of safeguarding and ensuring that their area or areas of control are completely compliant with all relevant legislative requirements. Risk Assessment Procedure The bibliography section of this report will provide any references to links, images or resources that have been utilized in production of this WHS report. This page has been left blank Appendix A Location: Date: Hazard What is the harm that the hazard could cause? What is the likelihood that the harm would occur? What is the level of risk? How effective are the current controls? What further controls are required? How will the controls be implemented? Action by Due Date When Completed Some staff in the press room are failing to wear protective equipment. Personal Injury. B B Current controls are intermediate however, not enforced. Further safety training required. Supervision. 05/01/2017 10/01/2017 No protective equipment around the three new Chinese press machines. Limb loss. Personal Injury. A A Current controls are poor as the machines lack protection. Implement and add safety equipment to machines. 05/01/2017 08/01/2017 Noise pollution in progress room, staff shouting to communicate. Prolonged exposure can lead to hearing loss. Inability to communicate. C C Current controls are very poorly effective. Supervision to minimize risk. Find new communication methods Implement safety equipment for ears. 05/01/2017 10/01/2017 New Chinese presses do not have adequate safety features no head guarding around stamp press. Machine may malfunction, cause serious safety issue. C A Current controls are extremely poor and nonexistent. Purchase and implement new safety features for the stamp presses. 05/01/2017 07/01/2017 Imported Chinese presses do not have English instructions and have text translated by an employee. Misuse of machine as a result of poor instructions. B B Current controls are intermediately effective. Obtain certified translated instructions by a translator. Ensure staff review new instructions. 05/01/2017 08/01/2017 Sign placement is incorrect start, jog and stop buttons placed out of sight and directly above operators head, outside line of sight. Inability to shut machine off in event of emergency. Inability to reach controls correctly. Operator(s) hurt or injured. A B Current controls in their current state are poor. Placement of signs will need to be moved and adjusted to ensure it is within compliance. Ensure signs can be viewed. 05/01/2017 10/01/2017 Fork lift drivers in carpark. High risk for people who frequent hotel area may result in accidents. B C The current controls in place are not existent and poor. Implement signage. Train and development for forklift drivers. 05/01/2017 09/01/2017

Caterpillar Management Structure

Caterpillar Management Structure Caterpillar is a corporate governance structure where the Chairman of the board acts as the CEO. The Board of Directors is a group of independent non-employee directors that are chosen from outside of the company. Many of the group presidents report to the CEO, which makes the vice-presidents report to each group president. The Board consists of 14 directors and is divided into three classes for the benefit of election. The Board has four committees which are Audit, Compensation, Governance, and Public Policy. The Board adopted Guidelines on Corporate Governance Issues and that reflect the Board’s commitment to oversee the policy functioning as well as all decision-making. These guidelines are for both the board and management level, with a view to enhancing stockholder value for the long term benefit. The average age of the Board of Directors is currently sixty three. Caterpillar uses change management and 6 Sigma which is used to both prioritize and guide the improvement of health and safety performance. Caterpillar established procedures to encourage facilities to improve employee safety by utilizing the Vision Zero program. Each facility conducts annual reviews of its safety programs and reports these results to the facility manager. Facility management is responsible for the establishment of objectives, goals, metrics, and targets for the facility’s safety process and providing resources and authority to facility staff. Managers and employees are to use the SMART goals that are identified, tracked, and rewarded at each facility. All front-line leaders discuss safety with employees on a daily basis and all supervisors hold formal weekly safety meetings. The behavior of all employees is governed by a Code of Worldwide Business Conduct whereas management employees are retested on this code annually. Caterpillar’s code of ethics is called Our Values in Action. Integrity, Excellence, Commitment and Teamwork are the core values identified in the code and are the foundation for Caterpillar’s corporate strategy. The code applies to all members of the board and to management and employees worldwide. It documents the high ethical standards that Caterpillar has upheld since its formation in 1925. The values of Caterpillar are centralized throughout the entire organization. Caterpillar’s hiring practice is designed to assess the skills and talents of all applicants to compare to the jobs they have available. There are four phases to the hiring process, which are: Completion of an application and forms, testing, invitation for an interview, and job offer. Caterpillar’s compensation package represents their employees’ contributions to the success of the company and the investment in their financial security. They have a highly competitive salary structure which is designed to attract, retain and motivate the valuable employees whose contributions help the company succeed year after year. There are two primary components which define Caterpillar’s compensation philosophy: Pay for Performance and Pay at Risk. As and employee’s responsibility increases, so does the proportional amount of â€Å"at risk† pay. In addition to the base salary, Caterpillar offers incentive plans and gain-sharing plans that give employees the opportunity to impact their compensation for achieving targeted corporate and business unit results.

Male Influence on Women - Free Essay Example

Sample details Pages: 3 Words: 825 Downloads: 7 Date added: 2019/05/08 Category Literature Essay Level High school Tags: The Yellow Wallpaper Essay Did you like this example? In The Yellow Wallpaper by Charlotte Perkins Gilman, the male figures make a big influence on Jane and help her sanity degrade into insanity. Throughout the story, Gilman includes Janes husband, John, and states his opinions about Jane and her unusual obsession with the yellow wallpaper in Janes journal entries. In fact, John is the first person stated in the short story. In the story, the author mentions John in every journal entry. When he is mentioned, most of them entail that he opposes or disagrees with Janes opinions about transferring rooms. His oppositions lead Jane to stay in the room she wishes to move out of. By showing that her loved ones estrange Jane, Gilman implies that Janes family unintentionally worsens Janes sickness by her lack of freedom. Don’t waste time! Our writers will create an original "Male Influence on Women" essay for you Create order The narrator thinks innocent thoughts about her marriage with John. In the story, she writes in her journal: John laughs at me, of course, but one expects that in marriage(647) and he is very careful and loving, and hardly lets me stir without special direction.(648) Jane takes these comments humorously at first, but what she doesnt know is that he is making fun of her. As the story evolves, she develops an attitude and gets angry at John, but blames it on her illness. In one of the lines, Gilman writes, in Janes perspective I get unreasonably angry with John sometimes. Im sure I never used to be so sensitive. I think it is due to this nervous condition.(648) When Jane starts talking to John about the wallpaper and about how atrocious it looks, she expects John to support and listen to her. But instead, he ignores her, so Jane writes: He said I was letting it get the better of me, and that nothing was worse for a nervous patient than to give way to such fancies.(649) This quote shows that John neglected Janes wishes and he was against Janes opinion. John is a physician, so he cant always stay with Jane. When John is away, Jane tries to find a way to kill time by going out on walks, getting fresh air, exercising, and writing. She also did those things to get her mind off of her thoughts. Jane really didnt have much to do, so most of the time she stayed in her room. Because John didnt transfer or renovate her room, all Jane could think about was the wallpaper and how atrocious it looked since she had nothing else to do. If John had changed her room, she wouldnt have focused too much on the wallpaper. Also, Jane wouldnt have gone completely insane. This story was written in a way that women were controlled and influenced by a male figure. John isolates Jane from other people because of her mental illness. Along with her physical seclusion, Jane feels that she doesnt have the freedom to do what she wants. She had to write her journal entries in secrecy because her husband hates to have her write a word.(649) In the beginning, John chose the room without conferring with Jane. She also wishes to move rooms several times throughout the story because it made her very uncomfortable, but John denies her request every time. Jane wants to rent a different room because the yellow wallpaper is absolutely revolting. John denies her request saying, You know the place is doing you good, and really, dear, I dont care to renovate the house just for a three months rental.(649) He has a point and has no intention of hurting her. John tries to help Jane get better. Instead of confining Jane in an asylum as many people would do, he takes her three miles away from the village because he thought that giving her air and space from people would help her. This implies that he is a caring husband and wants to help his wife, who has a temporary nervous depression. John still gets Jane a therapist, so she could have someone to talk to, and also to have someone monitor her, but its all out of good intentions. When John said, I dont care to renovate the house just for a three months rental(649), he says it because its true. Renovating a house when you are just renting it is useless because youre not permanently staying there. But also, he didnt know that the wallpaper was severely affecting her and changing her mindset. Charlotte Perkins Gilman proposes that males decisions influence what women believe and do by stating examples of how Janes family deteriorating her health. Males expectations of women manipulate womens identities. Nowadays, girls feel that they have to act like someone that theyre not to get a guys attention. For example, wearing something revealing and changing their demeanor. But then when a girl doesnt get what or who they want, they either become too desperate and start to lose their true identity or beat themselves up for not being good enough.

Essay on Hate Groups on the Internet - 3671 Words

The Web of Hate Technology has provided our society with numerous innovations that have been created to improve the quality of life on a daily basis. One such innovation is the Internet. The access to a wide variety of information is perhaps the most valuable tool, as well as the most important tool, that we have entering the twenty-first century. There are virtually no limits on how much can be achieved through the use of the Internet. This is not, however, necessarily a good thing. Most people find that offensive material such as child pornography and hate-related propaganda can be viewed by people too easily via the Internet. While child pornography is a detestable subject, it does not†¦show more content†¦A hate group is an organization of individuals who believe that another group of individuals, be it ethnic or religious or both, is wrong or evil. The hate group prides itself on the common background of its members who usually share the same religious views as well as ethnicity . Some well known hate groups include the Ku Klux Klan, neo-Nazis, skinheads, and Aryan Nation to name a few. These groups are primarily white Christians and oppose blacks, Asians, Hispanics, homosexuals, and Jews. According to the Anti-Defamation League, there are hundreds of hate groups in the United States alone who maintain websites that are accessed by thousands. Now that we have defined what a hate group is made up of, we must further look at what hateful material consists of. Simple opinions of people do not necessarily constitute hate. You can for instance, have a web site stating that you â€Å"hate† a certain music group and this would not necessarily be considered hateful content, because you are allowed to express your opinion of the music that they are making. However, if you were to attack individuals or specific groups of people for the sole reason of race, religion, or physical and mental characteristics that are beyond their control this would be consi dered hateful content. By stating that you hate a music group, you would have had to experience their music and really gotten a feel for itShow MoreRelated Cyberspace Hate Propaganda and Internet Censorship Essay1244 Words   |  5 PagesCyberhate - Hate Propaganda and Internet Censorship The Internet is an ideal medium for hate groups, such as neo-Nazis, because of the mass exposure, inexpensiveness, uncensored nature and ease of publishing offered. The Internet allows hate groups to target a broad audience: impressionable children are the most vulnerable. Attempts at censorship fail because of the international nature of the Internet, and to a lesser extent, free speech contentions. Instead, the freedom of speech exercisedRead MoreRacism And Dissemination Based On Hatred And Racial Superiority1274 Words   |  6 Pages Racism on the Internet Kristofer Palmer Texas AM University San Antonio Aug 8, 2014 Racism and dissemination based on hatred and racial superiority were pressing social problem prior to the emergence of the information age and digital communications. Long before the internet entered our homes racist groups made use of other communication tools including the telephone networks as far back as theRead MoreShould Hate Speech and Hate Sites Be Banned from the Internet?1123 Words   |  5 PagesShould hate speech and hate sites be banned from the Internet? | 1. Introduction Internet can be termed as one of the most revolutionary inventions of the 21st century. However, just like any other thing in the world, it has its positive points and a dark side as well. Some users have made a productive use of this invention while others use it in a harmful manner. 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The Germans were going throughRead MoreFreedom Of Speech And Free Speech1737 Words   |  7 PagesThe author goes on to say that cutting off other peoples rights in the name of free speech can be seen as wrongful and can be faced with consequences (par. 5). Heyman continues to explain that some hate speech can be a violation of a person’s basic rig ht of being seen as a human being (par. 12). The hate speech that does this can cause injury to the dignity of being a human being, a right that everyone has and is granted from birth (par. 2). No other right should take that away. He goes further into

Organizational Culture At The Workplace - 1749 Words

Organizations as culture are able to create a vision for leaders to use in order to guide organizational objectives. It can also provide a perspective so followers can measure their leader’s performance in achieving the vision. Organizational culture can determine the way employees interact at the workplace and helps guide and give them a sense of direction at the workplace. Through observing Foundation, the following provide examples to demonstrate how Foundation is operating within the culture metaphor: †¢ The culture at Foundation is professional but casual; it suits the organization’s personality. Employees are encouraged to dress casual so that they are comfortable when doing their job. There is no official dress code in place. Additionally, the design of physical space and work environments are that of a relaxed and casual feel with wide opening working areas, where people can come together to work and collaborate. †¢ The organization’s mission statement serves as the inspiration of the group and is the basis of why they do what they do. Employees regularly work together to help others by raising funds and gathering donations such as food and clothes to help families in need. †¢ The organization makes a serious effort to function as a community, working together to improve the quality of life of children they serve and believe that their work positively influences the lives of the children and families they serve. Teachers and staff volunteer their time to helpShow MoreRelatedOrganizational Culture And Workplace Norms898 Words   |  4 Pages Organizational culture defined as a distinct set of workplace, traditions, values, and practices, frequently shape how people behave in their current workplace. 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According to Schein (2004), culture and leadership are fundamentally interlaced and are able to influenceRead MoreOrganizational Culture : A Diverse And Inclusive Workplace926 Words   |  4 Pagesachievements. Entergy is a very large company who has its own unique culture that strives to be diverse and inclusive. This paper will talk about Entergy’s culture, how change effects that culture, how members are brought in and socialized, and how the spirit of our Lord is integrated. Entergy’s culture â€Å"Organizational culture is the pervasive system of values, beliefs, and norms that exist in any organizations. The organizational culture can encourage or discourage effectiveness depending on the natureRead MoreEssay On Organizational Culture In The Workplace1213 Words   |  5 PagesAn organization always faces challenges when allowing new employees into their culture. Brethren Woods Camp and Retreat Center encounters this change every year when they orient their summer staff. Last summer, however, a new problem occurred to challenge their organizational culture. During the fifth week of their six week summer camp program, they caught wind from a stakeholder that some of their employees had been in violation of the personnel policy they all signed earlier in the summer. AfterRead MoreOrganizational Culture And The Social Environment Of The Workplace1590 Words   |  7 PagesFoundation Organizational culture was discovered to be an important factor in the social environment of the workplace. The attitudes and beliefs of employees and management are what have shaped the culture of an organization. The culture of an organization has been particularly important in the healthcare setting because it has shaped the type of healthcare that the patients receive within the healthcare organization (Sovie, 1993). The construct organizational culture was developed after theRead MoreThe Organizational Culture On Workplace Productivity And The Overall Impact On The Organization1500 Words   |  6 Pagesdiverse leadership team, with the purpose of developing culturally appropriate groups to carry out the expansion goals in these markets. In order to develop a successful global team, I must scrutinize the organizational culture, the necessary leadership style, the impact of the group’s culture on workplace productivity, and the overall impact on the organization itself. Cultural Assessment Since the expansion effort includes several different cultural norms, the leadership team must both recognize theseRead MoreMy Personal Definition Of Organizational Behavior Essay1226 Words   |  5 Pagesdefinition of â€Å"organizational behavior† and how it affects the workplace in a both positive and negative way. 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It build frustrations to both theRead MoreOrganizational Behavior1046 Words   |  5 PagesRunning Head: Organizational Behavior \ Erica Wilson Organizational Behavior AJS 512 Douglas Bryant III April 23, 2012 Organizational Behavior According to Schermerhorn, Hunt, Osborn, and Uhl-bien Organizational behavior is the study of individuals and groups in organizations (pg. 4). Organizational behavior is an applied discipline that is based on scientific method which was researched to help formulate teams and collegial work environments. The importance of organizational behaviorRead MoreDiversity in the Workplace964 Words   |  4 PagesRunning head: DIVERSITY IN THE WORKPLACE Abstract Select (highlight) this text and then begin typing your abstract, which should be limited to one paragraph of not more than 120 words A Survey of Organizational Culture and its Effectiveness on Managing Diversity in the Workplace Diversity in the workplace is a relatively new concept that has been attracting considerable attention from the executives of most businesses. â€Å"Ongoing demographic trends (increasing percentages of African-Americans

Kant VS Mill Free Essays

Immanuel Kant was born in April 1724 to a craftsman named Johann George Kant and Anna Regina Porter (Bennagen, 2000). He was trained more in Latin and Religion subjects as compared with science and mathematics consequently forming his concepts and ideas with regards to moral philosophy technically referred to as ‘deontology’ which actually reiterates that an act should only be carried out based on the an individuals’ responsibilities (Bennagen, 2000). John Stuart Mill John Stuart Mill was born in May 1906 to Harriet Barrow and a well known philosopher, James Mill (Bennagen, 2000). We will write a custom essay sample on Kant VS Mill or any similar topic only for you Order Now Being exposed to Greek when he was only three years old, Latin when he was eight, he was extremely brilliant, so intelligent that he acquired Greek Literature, Philosophy, Chemistry, Botany, Psychology and law before he turned eighteen years old (Bennagen, 2000). Furthermore, he is accountable for systematically putting together the utilitarian thoughts/concepts/ideas of his father and his father’s friend Jeremy Bentham (Bennagen, 2000). This is where Jeremy Bentham argues and reiterates that actions are correct only if they are inclined to bring into being the utmost happiness for the greatest number of people (Bennagen, 2000). This is simply because advocates of utilitarianism believe that happiness is the main criteria for doing something right or wrong, meaning if something is done and pleasure resulted from it then it is right, however, if pain was brought about from it then surely, it is wrong (Bennagen, 2000). Major Similarities in their Ethical System Immanuel Kant and John Stuart Mill’ ethical systems have similarities and these are the following: In act utilitarianism, laws are not taken into consideration as long as the act is said to have brought about happiness to most individuals then it is right (Bennagen, 2000). The same is true with deontology wherein duty is the basis for a right act which means that even if it means breaking the law just as long as the responsibility is fulfilled then the act is definitely right (Bennagen, 2000). Â  In addition, both cannot always be utilized as a guide to morals (Bennagen, 2000). There are several cases where a decision made based on utilitarianism or deontology fails (Bennagen, 2000). Major Differences in their Ethical System There are differences between the ethical systems of Immanuel Kant and John Stuart Mill and some of these are the following: In terms of goal, Immanuel Kant’s deontological theory’s goal is to fulfill a certain duty, whereas, John Stuart Mill’s utilitarianism’s goal is to achieve happiness (Bennagen, 2000). This is clearly evident in the definition of the deontological theory which says that individuals ought to stick to their responsibilities in evaluating a moral quandary (Bennagen, 2000). Same is true with the technical definition of utilitarianism where it states that, in an assessment of an ethical issue, the alternative that will result in the greatest happiness to the most number of people is the option that is ethically right (Bennagen, 2000). Also, rule utilitarianism considers the law and fairness in finally making an act which is said to be right (Bennagen, 2000). Here, an individual who is about to make an act seriously thinks about making the most number of individuals experience pleasure through fair and just means (Bennagen, 2000). Furthermore, it gives importance to justice, as well as, beneficence (Bennagen, 2000). By justice here, we mean, that everyone involved in the situation are treated fairly, on the other hand, by beneficence, we mean, doing what is good, in opposition to what is evil (Bennagen, 2000). The aforementioned defies deontology in such a way that it does not involve justice and beneficence in it, rather it only focuses on fulfilling the ‘duty’, whether or not it is fair or just to everybody involved (Bennagen, 2000). Major Criticisms for Kant’s Theory There are also criticisms for Kant’s Theory and some of these are the following: First of all, since deontology is all about sticking to responsibilities, its rationale or logic is being questioned for it (Bennagen, 2000). For instance, how will individual duties would be defined (Bennagen, 2000)? If for example, if personally I consider my family as my first priority every time and it so happened that I am being called by my supervisor for an urgent or emergency meeting, would it be considered not doing my duty if I go to this emergency meeting that my supervisor has ordered (Bennagen, 2000). Another example is the fact that, citizens have to maintain a certain driving speed, however, an individual is running late for a qualifying exam in medicine, which is a make or break exam for him, would it be considered as not doing his duty if he went a little speedy just to make it to his exam, which is a personal duty for him in the first place. Very clearly, through the aforementioned examples, there are no limits or boundaries to this so called duty making it critical , even questionable, as an ethical theory (Bennagen, 2000). Secondly, obviously it is not extremely useful or helpful in making decisions since it is not applicable in all situations, as seen in the examples above (Bennagen, 2000). Last but not least, it is also being criticized because of its self-centeredness simply because it does not really consider the well-being of others (Bennagen, 2000). Going back to the aforementioned examples, it shows that deontology tends to take a certain side wherein the other side not chosen is left unprotected in terms of its welfare (Bennagen, 2000). Major Criticisms for Mills’ Theory The criticisms for utilitarianism include the following: First of all, in making a decision using the utilitarianism, it does not always achieve its goal of the experience of the utmost number of people of the greatest pleasure (Bennagen, 2000). If the head of the family decide to unleash his dog in his yard at night to make sure that no one will jump over his fence and to make sure untoward incidences in his home are avoided which may consequently hurt his family, but unfortunately the dog got out of his yard and went over the neighbor’s yard and destroyed the flowers in the garden (Bennagen, 2000)? This means that instead of his family being happy being they were well guarded, other people were terribly disappointed, disturbed, and definitely did not experience happiness as should be the outcome of utilizing utilitarianism as a technique in making ethical decisions (Bennagen, 2000). Secondly, many people criticize utilitarianism for its inadequacy of common sense (Bennagen, 2000). For example, would you give up the one you really love just because your best friend loves him too and for the reason that your family does not like him for you (Bennagen, 2000)? Your best friend will turn out happy and so will your family which complies with the technical definition of utilitarianism involving utmost happiness experienced by the greatest number of individuals (Bennagen, 2000). The questions however are ‘what about you’, ‘where is the common sense in that’, and ‘is selflessness common sense’ (Bennagen, 2000)? Thirdly, happiness is undefined here in utilitarianism (Bennagen, 2000). For example, a customer service representative at a certain company has been reported to be sleeping on the job (Bennagen, 2000). Utilizing utilitarianism, the act has been carried out: 1) to correct the mistake of the customer service representative; 2) to serve better more consumers; and 3) to improve the company’s services and be appreciated by more clients (Bennagen, 2000). This may result in happiness for the consumers and the management; however typically, this will not bring in pleasure to the customer service representative being complained about (Bennagen, 2006). This only proves that an act may not always bring in happiness through the use of utilitarianism in carrying out an act (Bennagen, 2000). Last but not least, utilitarianism is being questioned because it violates human rights (Bennagen, 2000). For example, if a Bill is submitted by a minority group leader to be passed as a Law, and will not qualify as a Law simply because majority did not vote for it, then this may jeopardize the rights and happiness of the so called minority groups (Bennagen, 2000). This then may also be justified as an act which is right since happiness is being experienced by the most number of individuals though several people are suffering as well (Bennagen, 2000). Reference Bennagen, P. (2000). Social Economic and Political Thought. Quezon City: UPOU How to cite Kant VS Mill, Essay examples

Management Communication Fluor Construction

Question: Discuss the new rules introduced by the organization Fluor Corporation. Answer: Introduction Fluor Corporation is a multinational engineering construction situated in California. The organization was founded by John Simon Fluor in the year 1912 (Fluor.com 2016). The organization has flourished its business over the years and is spread across the world. In this assignment, the researcher has discussed the new rule which has been introduced by the organization. The rule will be implemented for all the employees of the organization. Additionally, the researcher has also tried to find out the whether the implication of the new law has created a positive or negative effect on the minds of the employees. Discussion Fluor Corporation is an engineering construction company with its headquarters in Irving Texas in the United States (Fluor.com 2016). The organization has also diversified its business in the field of Oil and gas, power and even in government projects. The organization has employee strength of over thirty-seven thousand and generates revenue of 1.2 billion US dollars (Fluor.com 2016). Fluor Corporation always looks after the welfare of the employees in the organization and has introduced a new bonus policy. According to Damoah and Ntsiful, (2016), the organization provides week off to its employees every Saturday and Sunday. According to this new policy, the employees can enjoy an extra holiday or a week off every alternative Friday (Devonish, 2013). In order to enjoy the benefit, the working hours on normal weekdays will increase by one to two hours. The employees have to work for a period of nine hours forty-five minutes in a day. The new timings will be from 6.45 am to 4.30 pm. On the alternative Friday, the employees would have to work for a period of only eight hours. A survey conducted by the organization shows that near about 94 percent of the employees supported the new policy (Frenkel, Sanders Bednall, 2013). In the recent days it has been found that most organizations are shortening their weekends whereas Fluor Corporation is increasing the week offs According to Kinnunen et al., (2015), the new policy will refresh the minds of the employees and will increase their productivity level. The organization intends to implement this new policy during the summer season. The main reason behind this action is that, during the summer season, the employees want to spread more time with their family and children. This was proved by a survey among the employees (Poole, 2013). The top management have said that the new policy is feasible because the state labor law has been changed. According to Shaout, and Khalid Yousif, (2014), the policy was also economically good because before the implication of the law the organization has to pay the employees for their overtime work. Fluor Corporation is using the policy for the companys own benefit." With the help of this new policy, the organization is also able to reduce the cost incur of the company. Fluor Corporation is also able to structure the timing of 40 hours according to their benefit. This policy if successful will also be implemented in the next summer. Extra week off will help the employees to spend quality time with their family members. As stated by Tansel and Gazolu, (2014), the employees can share their time with their close friends, relatives or other members. It has also been found that extra week off is also helpful in solving the personal problems of the individuals. An extra week off for the e mployees will also help them to plan the work they will do in the coming weeks. A planning process will help both the organization and employees to achieve their target and goal (Frenkel, Sanders Bednall, 2013). A positive learning for the employees The employees can also use their weekend to enhance themselves by gaining different knowledge from the website. The employees can also go through different books which will also help them in enhancing their knowledge. According to Damoah and Ntsiful, (2016), the employees may also join different clubs and classes to develop their skills. The classes can be in the field of dancing, singing or even playing different instruments. Employees can also do yoga and meditation. Yoga and meditation will help the employees to keep themselves aloof from the daily workload. These will help the employees to remain focused at times of difficulties. I will also implement this extra weekend policy in my organization. The extra weekend policies will help my employees to remain focused in their job during the week days. The employees will also feel that the organization is thinking about the welfare of the employees, and this will be beneficial for my organization. A close bonding will be created between the employees and the top management. In my organization, the pay structure is on a weekly basis. Before implementation of the new policy, I have to pay a lot of the money because the employees perform over time duty. On implementation of this law, the expenditure of the organization will also reduce to a large extent. This will be beneficial for my organization. The employees will also have an extra week of off the alternative Fridays which will make them remain focused on their job. All these factors will help my organization to remain a step ahead of the competitors. Conclusion The researcher has thoroughly discussed the different facilities which Fluor Corporation will enjoy on giving an extra week off every alternative Friday. The implementation of the new policy will help the individuals to remain focused on their jobs and increase the productivity of the organization. The employees can also spend a lot of time with their family members, and this will maintain a proper work balance. The employees will also feel that the organization is looking after their well-being, and this will increase the trust of the employees towards the organization. References Damoah, J. O., Ntsiful, A. (2016). Childcare demands and employee performance.Team Performance Management,22(1/2), 36-50. doi:10.1108/TPM-09-2015-0038 Devonish, D. (2013). Workplace bullying, employee performance and behaviors.Employee Relations,35(6), 630-647. doi:10.1108/ER-01-2013-0004 Fluor Global Engineering Construction Company EPC Services. Fluor.com. (2016).Retrieved 30 May 2016, from https://www.fluor.com/pages/default.aspx Frenkel, S., Sanders, K., Bednall, T. (2013). Employee perceptions of management relations as influences on job satisfaction and quit intentions.Asia Pacific Journal of Management,30(1), 7-29. doi:10.1007/s10490-012-9290-z Kinnunen, U., Feldt, T., de Bloom, J., Korpela, K. (2015). Patterns of daily energy management at work: Relations to employee well-being and job characteristics.International Archives of Occupational and Environmental Health,88(8), 1077-1086. doi:10.1007/s00420-015-1039-9 Poole, L., (2013).Perfect phrases for coaching employee performance: Hundreds of ready-to-use phrases for building employee engagement and creating star performers. New York: McGraw-Hill. Shaout, A., Khalid Yousif, M. (2014). Employee performance appraisal system using fuzzy logic.International Journal of Computer Science and Information Technology,6(4), 1-19. doi:10.5121/ijcsit.2014.6401 Tansel, A., Gazolu, Ã… ¾. (2014). Management-employee relations, firm size and job satisfaction.International Journal of Manpower,35(8), 1260-1275. doi:10.1108/IJM-09-2014-0179