The Sadhu case Essay Example | Topics and Well Written Essays - 500 words

The Sadhu case - Essay Example Eventually, the Sadhu gained the energy to walk by himself. The theories include moral relativism, categorical imperative, utilitarian, ethical egoism, and divine command (Jennings 13). In moral relativism, one assesses the prevailing situation and resolves to take an action that will be justified by the pressure of the moment. All the groups and individuals abandoned the Sadhu after giving him all the necessary assistance and realizing that he would move on his own. They had to move before the road was cleared by melting snow. Their need to get back their way before they could lose it justified their actions to abandon the Sadhu. The theory of categorical imperative was also evident among all the groups and individuals. They all helped the Sadhu even when they could not benefit anything from their actions. However, they were influenced by the fact that they expected to be treated in a similar manner should they find themselves in a needy situation like that of the Sadhu. According to the theory of utilitarian, people should chose make a decision with maximum benefits and minimum harms when resolving ethical dilemmas. One of the New Zealanders identified the body of the Sadhu and did his best to take him down the mountain before he met McCoy. He dumped the body of the Sadhu before McCoy and resumed back to climbing the mountain with his friends (Jennings 6). That was the best he could do because he was supposed to cross the pass before sun could melt the ice. Ethical egoism is evident when Pasang refused to allow the porters to carry the Sadhu because they would not have enough energy to cross the pass after carrying the Sadhu to the hut. Pasang heavily relied on the porters to carry his luggage. The divine command theory is based on the idea that ethics is defined by religious beliefs. Stephen was a staunch Christians who believed in putting the interests of others before his own interests. He managed to assists the Sadhu even though he

Do the Training & Development initiatives impact the bottom line Dissertation

Do the Training & Development initiatives impact the bottom line - Dissertation Example Development needs of the employees have to be addressed as well. Organizations need to ensure top management support and involvement in devising the training programmes. Training needs analysis has to be scientifically conducted. The study also finds that cross-training is successfully carried out by organizations but cross-cultural and diversity training lacks the necessary outcome. This is the reason for high rate of failure in cross-cultural and diversity training. Recommendations for further studies in the area have been suggested. Limitations to the study have been highlighted. The data presented here is reliable and valid. Table of Contents Chapter I Introduction 1.1 Background 1 1.2 Problem Statement 3 1.3 Rationale for research 4 1.4 Research aims & objectives 5 1.5 Significance of the study 5 1.6 Organization of the study 5 Chapter II Literature Review 2.1 Introduction 7 2.2 Training & Development 7 2.3 Benefits of training 11 2.4 Training Types 12 2.5 Training needs Analysi s 16 2.6 Barriers to T&D 18 2.7 Evaluation of T&D 19 2.8 Summary of Literature Review 21 Chapter III Methodology 3.1 Research philosophy 22 3.2 Purpose of the research and the research phenomenon 22 3.3 Research design 22 3.4 Research Strategy – justification for the chosen method 24 3.5 Research Methodology 25 3.6 Ethical issues 26 3.7 Data Analysis 27 Chapter IV Findings 28 Chapter V Conclusion and Recommendations 5.1 Conclusion 39 5.2 Recommendations 43 5.3 Limitations 43 5.4 Reliability and validity 43 References 45 Tables & Figures Figure I Research â€Å"Onion† 23 Table I Expatriate Failure rates 31 Table II: Causes of Failure in an overseas environment 32 Chapter I Introduction 1.1 Background Managing of... The intention of this study are training and development that becomes essential because human capital has been recognized as the most important asset and the key to gaining competitive advantage in the ever-changing business environment. Organizations invest in equipments but they consider employee training as a cost. To sustain competition and to be successful organizations have to continually learn. This requires considering employee training as an investment into the future and not as a cost. The importance of training has been recognized by many researchers, authors and the management at the organizations. If people are trained to do their jobs better quality can be instituted. Training is an organizational activity that also encompasses development. This differs from learning, which is an individual activity. T&D involve learning skills that are job-related and also that may not be job-related. Training serves to enhance the self-esteem and motivates the employees as they realiz e that the organization cares for them. Motivation has its own benefits as it helps in retention of talent and also succession planning in today’s turbulent business environment. The business environment requires continuous upgradation of skills. Training also brings about quality improvement across organizations. Training implies focus on human development which effectively exploits intellectual assets. Many organizations are apprehensive of setting up a training budget simply because they are not sure whether they derive any benefits from it.