Life of Flying in Amelia Earhart Biography - 1679 Words

By the time I had gotten two or three hundred feet off the ground, I knew I had to fly, were the words of Amelia Earhart that she expressed soon after she rode an airplane for the first time. Amelia Earhart was the first lady who flew across the Atlantic during her solo flight. She is known for her many records, accomplishments, and achievements. Her achievements are still remembered today, for she is a global inspiration to women. Many still admire her value of courage; she even wrote a poem about courage because she wanted to drive womens courage to fly. Her flying passion pushed her to form a flying organization that consisted of ninety nine women which later came to be known as the Ninety-Nines. Amelia Earhart was born on July 24th, 1897 in a wealthy neighborhood that is located near Missouri River. Her parents were Edwin and Amy Earhart. Amelia grew up as an adventurous child resembling her mother Amy Earhart; she is known for being the first woman that climbed Pikes Peak. Amelia had a younger sister called Muriel; ever since their childhood phase of life, they enjoyed spending time together. When they played together, Amelia built a roller coaster and pretended to be a pilot. The Earharts never minded their daughter being a tomboy who regularly performed sports and other outdoor activities with Muriel. Their relationship never declined as they grew up, for Amelia visited her sisters home during Christmas as she was pursuing her aviation career. Moreover, AmeliaShow MoreRelatedFly High â€Å"You gain strength, courage, and confidence by every experience in which you really stop600 Words   |  3 Pagesthings to new heights and expanded her life than just the ground. She went up high to the sky. Amelia Earhart was an important figure in American history, for her courage and many achievements in life. Amelia Mary Earhart was born on July 24, 1897. When she grew up, she was a Red Cross First Aid. Amelia was a nurse at Spadina Military Hospital. She helped soldiers from World War 1. (Amelia,1). After a few years, Amelia moved to California where she took flying lessons. In 1922, she bought an airplaneRead MoreLife Span Development and Personality: Amelia Earhart Psy 3001076 Words   |  5 PagesLife Span Development and Personality: Amelia Earhart â€Å"The woman who can create her own job is the woman who will win fame and fortune† (Amelia Earhart). This is the life span development and personality of Amelia Earhart an American aviator who mysterious disappearance during a round the world flight in 1937 as the worlds best known woman pilot every. The story of Amelia Earhart peaks many peoples’ interests, even today. She is known for being the first female to fly over the Atlantic OceanRead MoreAmelia Earhart Essay810 Words   |  4 PagesAmelia Earhart is a legend in America for flying the airplane. She had a passion for planes that went beyond a hobby. Other than flying she also wrote a few books and developed a fashion trend of flight clothes. She had many accomplishments in her life time from going to college to being the first women to solo over the Atlantic. Amelia Earhart is known in the American perception as one of the worlds most famous aviators. Amelia remains an icon of the power and perseverance of American women, andRead MoreAmelia Earhart was a Woman Who Rocked the Nation.840 Words   |  3 PagesAmelia E arhart was a remarkable woman, whose works beniffited this country greatly. Her courage emerged during a time when women were still supposed to be timid will forever be spoken with respect and honor by every american. Her records will forever be remembered and her flights will contine to be admired for uncoutable gentorations. Her speeches that spoke of a independant female unopposed to opposition and unafriad of adventure or danger influanced women to take a far larger role in scocietyRead MoreAmelia Earhart : A Pilot From A Young Age1821 Words   |  8 PagesApril 9, 2015 Amelia Earhart Amelia Earhart was one of the most famous pilots in the world. She broke many aviation records . She was a fearless, daring, and determined pilot . Amelia followed her dreams and showed people that anything was possible. Amelia wanted to be a pilot from a young age. One day in December in 1920, Amelia and her father, Edwin, went to a winter airshow at a local airfield in Los Angeles, California.

The Importance of Drug Testing in Workplaces Free Essays

As widespread drug use is on the rise, many employers have begun to worry about the performance of their employees. Absenteeism, injuries, loss of productivity, employee morale, theft and fatalities are just some of the causes of drug use in the workplace. The idea of drug testing among workers has developed from society’s concern over a perceived increase in the use of drugs and the relation between drug use and impairment, with resultant risks to the worker, fellow workers and the public. We will write a custom essay sample on The Importance of Drug Testing in Workplaces or any similar topic only for you Order Now As early as 1987, 21% of employers had instituted drug-testing programs. Employers have begun to think that mass drug tests are the answer to their problems. What many of these employers don’t know is that there are many problems that surround drug testing at work. One of the biggest of these problems is whether or not it is constitutional to conduct drug tests on the employees. Employers fail to educate themselves with established or recent laws about drug testing in the workplace and about human rights. Also, mass, low-cost screening tests may not be reliable or valid. Alcohol testing does not differentiate casual drinking from alcohol dependence or alcoholism. Drug tests can create an untrustworthy environment for the employees. There are better ways to address substance abuse. Drug testing in the workplace is an important issue for all of Canada’s labour force, regardless if it’s you’re first job or if you’ve had a steady job for 30 years. Many employees, who have had to subjugate themselves to degrading and demeaning drug tests, feel that these tests violate their constitutional rights. It is an infringement on their privacy. In order for the tests to make sure there is no specimen tampering there must be an administrator present to oversee every action the employee makes during their drug test. For tests such as hair and breath testing this does present a major problem, but for urine tests men and women alike are disturbed by the direct observation of their urine collection. Unfortunately, the Canadian Charter of Rights and Freedoms applies only to the laws and actions of the federal and provincial governments and their agencies. It does not apply to the policies and actions of private employers. The Charter therefore does not protect private sector employees from unreasonable drug testing. It is necessary to state that currently an employer can terminate an employee’s job if the employee has been using illegal drugs and alcohol, but only if such use is not considered a disability. Alcohol or drug addiction can be viewed as a physical and/or mental disability. In Ontario, the Ontario Human Rights, Citizenship, and Multiculturalism Act prohibit employment discrimination based on disability. Employers have a responsibility to accommodate employees who are disabled. Drug testing has not been proven to be against the Canadian Human Rights Commission. In order to institute a drug testing policy into a company which complies with human rights legislation, an employer must be able to demonstrate that the testing is related to job performance, and not just substance abuse. † Many employees feel that drug testing is a way of discriminating against people who might have a drug and/or alcohol disability. An example of such discrimination is found in Entrop v. Imperial Oil Ltd. The Ontario Board of Inquiry found that Imperial Oil Limited discriminated against Martin Entrop, a senior operator at the Sarnia Refinery, because of a disability. The Board of Inquiry found that â€Å"under a new Alcohol and Drug Policy introduce in 1992, Imperial Oil employees in â€Å"safety-sensitive† positions were required to notify management if they currently had or had previously had a substance abuse problem. † After Mr. Entrop heard that this policy was coming into effect he informed his employer that he had had an alcohol problem about ten years earlier, that he had attended Alcoholics Anonymous, and that he had abstained from using alcohol since 1984. Mr. Entrop had been an employee for seventeen years and he had had no problems at work that were related to substance abuse, but Imperial Oil’s policy required that Mr. Entrop be immediately removed form his current position. This example clearly shows that it is discriminatory to terminate a person’s job because of a past or present disability and that there are constitutional matters involved with drug testing in the workplace. The lab procedure is a second invasion of privacy. Urinalysis reveals not only the presence of illegal drugs, but also the existence of many other physical and medical conditions including pregnancy. Drug testing is an invasion of privacy that is to be abhorred and it is clearly against our constitutional rights. Drug testing is designed to detect and punish conduct that is usually engaged in off-duty and off employer’s premises, in other words, in private. There is much confusion about the accuracy of drug tests. In fact claims of billions of dollars lost in employee productivity are based on guesswork, not real evidence. Urine tests cannot test for drugs directly. They test for traces of substances taken before the test which are no longer active in your system but can still be detected. The most accurate methods of urine analysis are time-consuming and expensive, and even then can be wrong at least 10% of the time. Even though these drug tests are the most accurate, more often then not employers opt for a less accurate drug test because the more accurate ones are too much of an expense for the company. These cheaper drug tests often have an error rate of 30%, which means that 30% of all people that take these drugs tests are falsely accused and may be fired from their jobs. Also, traces of legal medicines, such as cough syrups, nasal sprays and eardrops can be confused with those of illegal drugs. Even the poppy seeds found in baked goods can produce a positive result for heroin. Furthermore, drug tests are not work-related because they do not measure impairment that occurs during work hours. A positive drug test only shows that a drug was taken at some time in the past. Also, the drug test does not distinguish between occasional and habitual use, the same is also true with alcohol testing. Another reason that drug testing isn’t very reliable is the fact that drug testing does not even detect all drug users. This is true because most stronger drugs such as cocaine do not last in the user’s blood stream as long as someone who has used marijuana for example. This means that the weekend user of cocaine is much more likely than the weekend user of marijuana to pass a weekday drug test. Also drug tests may not reveal very recent drug use. For example, a worker who does not smoke marijuana regularly decides to smoke marijuana in the middle of the work day, a drug test may come back negative because mot enough time has passed for drug metabolites to appear in the urine. With all these factors working against the accuracy of drug tests, not to mention the occasional error of the people who process the specimens at the lab and the false-negatives that occur when an employee deliberately decides to sabotage a drug test, it is hardly worth it for an employer to go through with the trouble of a drug tests when the true drug users, the ones that are harmful to the company, are not pointed out anyways. There are better ways to address substance abuse in the workplace then to rely on the very unreliable method of drug and alcohol testing. These ways are more cost-effective, time-effective and have a much better impact in the workplace; also they do not raise the same privacy issues that drug tests do. An effective alternative to drug testing is to train supervisors to confront, and refer impaired employees to Employee Assistance Programs or other intervention programs. This strategy leads to increased employee acceptance of treatment and a subsequent improvement in overall job performance. How to cite The Importance of Drug Testing in Workplaces, Essay examples

Corporate Governance and Ethics Modernity

Question: Discuss about theCorporate Governance and Ethicsfor Modernity. Answer: Introduction The concern of the following essay is to understand and determine whether in the era of modernity, leadership is an essential aspect for making ethical decisions or not. In general the role of ethics and morality is to take concern about the assessment of the notions of rights or wrong and of moral standards. Therefore, it can be said that ethics are a set of principles whose responsibility is to govern behavior of an individuals or an organizations behavior and code of conducting any particular activity. On the other hand, the phrase business ethics is indicative of the set of principles and standards for governing and controlling individuals and groups in a workplace (Ciulla 2014). In this context, it is to say that ethical aspects are related with human mode of interaction, therefore they take concern about the human behaviors. On the other side, leadership is a major organizational aspect that is implemented to control and govern workforces (Brown and Trevio 2014). Thus, the foll owing discourse will evaluate and understand whether leadership is connected with ethical decision-making or not. Therefore, the argument point, which will be focused throughout the essay is leadership is essential in developing the ethical decision making process. As per Trevino and Nelson (2006), leaders should be considered as the moral agents of an organization who should have rational opinions as well as have the capability to take morally appropriate decisions in right time. To understand the validity of the question, Kohlbergs theoretical stages of cognitive moral development should be considered. The first stage of Kohlbergs cognitive moral development indicates that moral decision or the process of determining which behavior is right or what is not, is controlled by rewards, favor and punishment associate with an action. As per Jones (1991), the power of leadership provides the capability to maintain and create a culture along with the ability to bring change in it. According to Tricker (2009), one of the most significant aspect of an organizations ethical culture is leadership as leaders affect organizational culture through role modeling or teaching, providing attention, observing and controlling critical incidents. In this respect, it is required to contemplate that some of the chief responsibilities of leaders and managers is to maintain every possible ethical behavior within an organization as per the fact that they affect organizational policies, practices as well as the culture (Trevino and Nelson 2006). Henceforth, they have the accountability to maintain and communicate their standards in form of playing the character of a role model. The aim of the present context demands to elaborate the definition and meaning of ethical leadership. In the words of Carroll (2001), an ethical leader is the amalgamation of a good character and the capability to set ethical standards and expectations. More precisely, a person who has all the traits of a moral person and a moral manager can establish an appropriate as well as ethical leadership. It means behavioral traits of a moral person, such as integrity, trustworthiness and honesty and the capacity to hold the values, fair objectives, concern for the society and the obedience to follow ethical rules should be there in a leader (Ferrell et al. 2005). On the other hand, predominant traits of a moral manager are to maintain role modeling with the help of visible action. As argued by Hartman and Desjardins (2008), a moral manger should have the ability to communicate about the values and ethics maintained by his/her organization to the subordinates. However, as per Shapiro and Stef kovich (2016), a moral manager should be capable of maintaining disciplines and should use the transactional leadership method of providing rewards or punishment. Henceforth, from the above brief, it can be established that a fruitful and ethical leadership should be possessed with honesty, integrity and value for society along with the traits of maintaining disciplines and holding the position of a role model. Based on (), an ethical leadership, which is essentially required in time of making ethical decisions, should have the capability of making fair and justified judgments (Shapiro and Stefkovich 2016). It should be considered in this respect that an ethical leader needs to stay hypocritical all the time and should stay impartial and rational. It is because of the fact that a moral or ethical decision is always determined by those reasons, which would seem acceptable to other persons. It needs to be contemplated here that a minimum conception of morality in a person demands the trait of impartiality through which the person can consider interests of all those people who would be affected by the moral decision (Carroll 2001). Nevertheless, it is fortunate to denote here that studies and researches have indicated that employees prefer to work in those organizations whose corporate culture promotes appropriate moral behaviors among its employees. Most significantly, it has been identified from surveys that an organization can promptly ensure and maintain high ethical standards through having a responsible and dutiful management. According to Cianci et al. (2014), it is chiefly the responsibility of management to ensure ethical standards by making value driven decision-making and showing zero tolerance for ethical violation. Considering the question about whether leadership is required in developing ethical decision making process, it can be said after the brief discourse above that leadership is needed to develop the trend of making ethical decision because of several reasons (Crossan et al. 2013). The first one is without leadership there would be no harmony and no one to decide and conclude what is right or what is wrong. Second, without leadership there would be chance of having biased judgments as there would be no one to take the neutral standpoint. However, in this context it is necessary to denote that if leadership is essential for developing ethical judgment then managers are required to adopt the theoretical standpoints of justice ethics. According to the justice ethics, managers should divide responsibility equally among the subordinates without discriminating on the basis of gender, race and favoritism. Furthermore, as per two of the dominant traits of justice ethics, which are distributive and procedural, benefits for the employees would be derived after having a thorough evaluation of every outcome and decision making process should be procedural (Kuntz et al. 2013). It means, participation and the decision making process should be based on those procedures, which would bring the outcomes. In this context, it is significant to mention that with the help of the application of justice ethics, it becomes easy for the leaders to determine whether the distribution of burden and benefits among the subordinates have been distr ibuted appropriately or not. However, the unfortunate part about the particular theoretical approach is that the leaders applying the approach always sacrifice rights of some people in order to ensure equitable distribution of benefits (Brown and Trevio 2014). The theoretical approach is indicative of the fact that for attending each of the aspects of justice theory in an organization, there is a need to have a firm leadership. On the other hand, if the moral activities within an organization can be visualized from the point of view of Kantianism, then it can be said that development of moral decision making relies on the several abstract universal principles, such as fairness, promise, justice, respect and honesty (Ciulla 2014). Moreover, Kantianism focuses on doing what is morally right rather than doing something for contributing to the social welfare. In the words of Ferrell et al. (2005), considering the Kantianism theoretical approach, it is to say that leadership is not the significant aspect to determine the development of ethical decision making. It is because of the fact that following the percept of Kantianism, an ethical decision making is a product of respect, fairness, honest justice and always approaching the way that is right. A leader has the responsibility to focus more on to maximize the welfare of the subordinates in an organization rather than only concentrating upon establishing the ri ght thing (Shapiro. and Stefkovich 2016). In this particular ground, the discussion about the essentiality of leadership in the development of moral decision making process proves fruitless. It is contradictory as per the matter that a moral decision making process needs to only concentrate on making judgments for the right option, whereas a leader or management has a relatively wider duty to think about the wellness of the subordinate workforce. As stated by Brown and Trevio (2014), it is the fundamental duty of the leaders to make beneficial decisions for everyone who is involved. Therefore, focus only on the moral good would not accomplish the priorities that a management needs to follow. On the other hand, as argued by Kuntz et al. (2013), the fundamental purpose of organizational perspective regarding making ethical decisions is to ensure employee welfare as well as a systematic corporate functionality. In this respect, the thematic concept of Utilitarianism could be explained. The theoretical approach of Utilitarianism unlike the theoretical approach of Kantianism is concerned with establishing moral decisions, which would effectively promote the overall good of the society. The particular theoretical approach appropriately supports the present hypothesis that says that leadership is necessary in order to have a fruitful development of decision making (Cianci et al. 2014). Utilitarianism says that a moral decision is the one that proves convenient in maximizing the number of good consequence for mitigating bad consequence for a greatest number of individuals. The approach rightly supports the predominant duty of a moral leadership, which is to support the process of making moral judgment for the betterment of the workforce. According to the words of Tricker (2009), the Utilitarianism theory believes that a decision would be best when it would not compromise the ethical ground as we ll as would yield to bring the greatest net benefit. Therefore, the emphasis here is upon majority. As per the Utilitarianism theory, the procedure of ethical decision making process in an organization involves a process of defining a particular issue, identifying affected stakeholders, listing all the alternative courses of action and identifying and calculating all the long-term and short-term costs. Therefore, it is easy to understand that each of process of developing moral judgments requires having a firm and experienced leadership (Crossan et al. 2013). If management desires to utilize the theoretical approach in time of developing and accomplishing an apt and ethical decision, following the discussed theory, they should start with analyzing the impact of the ethical issue on the stakeholders (Ciulla 2014). However, the main pitfall of the distinct theoretical approach is, most of the time in case of giving focus on moral end, decisions ignore the moral considerations. However, in favor of the present argument, it can be said that the process of developing ethical decision significantly includes the method of giving recognition to the aspect of personal rewards along with satisfaction. On the other hand, it is the duty of the management to give rewards or punishments to their subordinates on behalf of ethical judgment (Hartman and Desjardins 2008). Therefore, it should be said that leadership is an essential aspect without which, it is impossible to accomplish development of ethical decision making. From the above cohesive discourse, it is easy to underpin that a proper development of ethical decision is beyond possibility without the effectiveness of leadership. The argument has been supported by the Utilitarianism theory that has listed thoroughly the ways to make ethical judgments. According to the theory, a moral decision making process includes the duty of giving rewards, observing the impact of an ethical issue on the stakeholders and finally set up alternative options to mitigate them. Each of the procedures is understandably associated with leadership traits. As per the above essay an appropriate leadership is determined by the attributes of a ethical person as well as the characteristic features of a moral manager. Thus the argument brings light to the fact that in order to build a proper ethical judgment; there is the essential need of management or leadership. However, the argument has been also contradicted by the approach of Kantianism though the Utilitarianism appr oach has potentially taken edge over it. References Brown, M.E. and Trevio, L.K., 2014. Do role models matter? An investigation of role modeling as an antecedent of perceived ethical leadership.Journal of Business Ethics,122(4), pp.587-598. Carroll, AB., 2001. 'Models of management morality for the new millennium.' Business Ethics Quarterly, v. 11, n. 2, pp. 365-71. Cianci, A.M., Hannah, S.T., Roberts, R.P. and Tsakumis, G.T., 2014. The effects of authentic leadership on followers' ethical decision-making in the face of temptation: An experimental study.The Leadership Quarterly,25(3), pp.581-594. Ciulla, J.B. ed., 2014.Ethics, the heart of leadership. ABC-CLIO. Crossan, M., Mazutis, D. and Seijts, G., 2013. In search of virtue: The role of virtues, values and character strengths in ethical decision making.Journal of Business Ethics,113(4), pp.567-581. Ferrell, OC, Fraedrich, J Ferrell, L., 2005. Business ethics: Ethical decision making and cases, Houghton Mifflin, Boston. Hartman, LP., and Desjardins, J., 2008. Business ethics: Decision making for personal integrity social responsibility, McGraw-Hill irwin, Boston. Jones, TM., 1991. 'Ethical decision making by individuals in organizations: An issue-contingent model', Academy of Management Review, vol. 16, no. 2, pp. 366-95. Kuntz, J.R.C., Kuntz, J.R., Elenkov, D. and Nabirukhina, A., 2013. Characterizing ethical cases: A cross-cultural investigation of individual differences, organisational climate, and leadership on ethical decision-making.Journal of Business Ethics,113(2), pp.317-331. Shapiro, J.P. and Stefkovich, J.A., 2016.Ethical leadership and decision making in education: Applying theoretical perspectives to complex dilemmas. Routledge. Trevino, LK, and Nelson, K. A., 2006. Managing business ethics: Straight talk about how to do it right, 4 edn, John Wiley Sons, New York. Tricker, B., 2009. Corporate Governance: Principles, Policies and Practices, Oxford University Press, UK.