Utilitarianism As The Principle Of Happiness Philosophy Essay

Utilitarianism As The Principle Of Happiness Philosophy Essay According to John Stuart Mill (author of Utilitarianism), utility is happiness, and happiness is pleasure minus pain. Widely known as a universal hedonism, utilitarianism is an ethical philosophy in which the most ethical acts are those which serve to increase the happiness for the most people or at the very least, decreases the suffering for the most people. Nonetheless, albeit with the fact that happiness is recognized as a universal though objectively valuable goal , utilitarianism has been for centuries recognized as the doubt of most moral philosophers, criticized for being impractical, cold and distant from individual rights and the real complexities of life. Bernard Williams is one of the critics, who brought about explicit series of objections against utilitarianism in his book, A Critique of Utilitarianism (Williams 1973b). Obviously, it is impossible for me to cover all areas concerning utilitarianism and so concentrating on morality objections, I will first of all attempt to present Bernard Williams integrity objection and the well known counter-examples against utilitarianism. Then, I will try to counter these objections, and rebutted Williams argument with stern objections as well, with Mills Utilitarianism as my reference. At the end of this essay, I hope to show that utilitarianism is indeed right, and likewise, moral intuitions are without a doubt unreliable to be used as a base in criticising utilitarianism. From what I can understand, Williams believes that utilitarianism fails to recognise the reality of complexities in life, the value of integrity, and as I mentioned earlier, individual rights. Morality comes with the recognition of individual rights and if decisions or judgments are made based on numerical value of the greatest number of happiness in a situation, the happiness of this lesser number group is ignored. Hence, integrity failed to be satisfied. In order to maximize the number of happiness, simply favour the largest number of members in a group and this irked the mind of Williams. Moreover, according to Williams, a normal utilitarian man wouldnt be able to fulfil the demanding ridiculous principle of utilitarianism. It is asking too much of an individual person and so because of that the theory must be flawed. From experience itself we can be sure that morality indeed, does not require so much of us.   Yet, the latter argument of Williams can still be argued as it is not that the theory is demanding, it is just that people dont want to fulfil their moral obligations, and that we just dont like being told to do what we dont want to do.   After all, a moral theory that wouldnt ask us to do what we dont want to do would be useless. Critics of utilitarianism have never fail to construct hypothetical situations where in each of them is the definite clear expectation of what the utilitarian would say, and it is also clear that the saying of the utilitarian would always be potentially wrong in almost all hypothetical cases. These counter-examples against utilitarianism do not conclusively show that utilitarianism is wrong, but indeed they are common reasons why people are rejecting it. And so because of that, I will present two such common counter-examples and the expected utilitarian response for these counter examples. First Counter-Example: Hypothetically speaking, there would be a television show of the future, a show where a person is taken and subjected to tortures on the show.   This is a pay-per-view show that costs a good amount of money to get.   Only people who want to see the show will ever see it, but there are a large number of people who get a great amount of pleasure from seeing this plus all the profits go to charity.   This isnt a regular program, it may only happen once.   Should this show be made? Speaking in a utilitarian manner, it is indeed right to give a green light to this show as even though, it is really sad and bad for this one person, it is however, brings a lot of happiness and pleasure to those who will see it (obviously thousands of watchers). Moreover, all the profits will go to the charity thus benefited a lot more people! Clearly, the benefits outweigh the harms. But obviously, it is indeed still wrong to torture people. This could indeed be the main argument of the opponents. Regardless of the benefits, it is still a violation of that tortured mans rights. Furthermore, to enjoy watching the torture could indeed be more morally wrong than to be physically involved in the show. Second Counter-Example: Jim, a botanist travelling in South America, comes upon a public execution in a small town. A military captain has lined up 20 Indians. He explains to Jim that they have been chosen at random from the local population, which has recently been protesting against the government. The captain offers Jim a guests privilege. If Jim wishes, he can select one of the Indians and shoot him; the other nineteen will then go free. Otherwise, the execution by the captains henchman, Pedro, will go as planned. Utilitarianism seems to claim that it is obvious that the right thing to do is for Jim to just select one of these Indians to be shot at, so that another 20 lives could be spared. To not choose, or refusing to choose could lead to unhappiness of 20 persons, whereas to choose could only cause unhappiness of one. And so as we are referring to the theory of maximizing utility, to lose one is better than to lose 20. However, the objector will claim that it is just obvious that this is the wrong thing to do.   Killing a persons life is still wrong for whatever the reason is. From what that I can deduce, the two counter-examples have one thing in common that is our sense of Morality or our moral intuitions clashes with the principles that utilitarianism hold. Indeed, opposite commands. Nevertheless, it does not mean that utilitarianism must be wrong or flawed. First of all, the arguments made by these counter-examples can only be conclusive if only our moral intuitions are correct.   However, as we all know, our moral intuitions are volatile due to the complexities of life and due to the significant numbers of gray areas that could result in confusion, according to Mill, that is why we refer to moral theories in the first place. Since it is unclear to us of the universal approval for moral intuitions, the critics cannot use their moral intuitions as the base for rejecting a moral theory which is in this case, the moral theory of utilitarianism. Indeed, of course, for example, stealing is a disgrace yet to think of it now, maybe our other supposed to be right moral beliefs might be wrong. Yet, is stealing really wrong? What about Robin Hood? Is he a hero or just a plain mere thief? The point that Im trying to state here is that we dont really know which are right and which are wrong. Our moral beliefs are inconsistent.   Some may percei ved certain things are right. Some may not. And so, we cannot know that our common sense moral intuitions about The Torture Show or Jim and The 21 Indians are right mainly because we dont really know which of our moral beliefs to trust. Second of all, the counter-examples are based on complicated moral situations; and truth to be told, biased as have they are design in such a way that the morally right answer seem obvious.   In reference to Jim and the 21 Indians, let me re-describe the situation to highlight the utilitarian benefit. Indeed, it is hard to overlook how terrible the consequences would be if 20 Indians are to be killed, when Jim has the power to prevent that. We must acknowledge the fact that, yes, although it is easy to sympathize with one innocent unfortunate person, we must also sympathize with the other 20 people, each of whom will suffer greatly if they are to be killed.  In this case, the morally right action is not obvious.  The situations presented are almost always unusual and extraordinary they are situations that one is unlikely to come across, much less to be prepared for when one does come across it.   And so conclusively, we based our moral intuitions on our moral educations. Mor al education is applicable to our daily lives and if it was to be applied in aggravating counter-examples and in every possible situation, it is indeed impossible. And so because of that, moral intuitions are not valid and any objections based on them are flawed and can be disregarded. Conclusively, these could somehow rebut the arguments made by William on the basis of integrity and morality. Conclusively, we can actually deduce that things that are morally wrong usually involve the harming of people and things that are of high moral values such as charity work, heroic deeds all contribute to the welfare of the people. Moreover, it is not a coincidence that wrong actions harm people and right action help people.  Indeed, utilitarianism claimed that the reason that right actions are right is that they help people, and the reason that wrong actions are wrong is because they harm people.   The basis of morality is inside the principle of utilitarianism. You make people happy when you help them and you make them unhappy when you harm them. And so, conclusively, as long as a person accepts that it is best to help people as much as possible and hurt them as little as possible, he or she must accept that utilitarianism is right! Works Cited/References: Crisp, Roger 1997: Routledge Philosophy Guide Book to Mill on Utilitarianism. E. Goodin, Robert 1995: Utilitarianism as a Public Philosophy. Mill, John Stuart (Reprinted in Penguin Classics 1985, first published in 1859): On Liberty. Would you kill someone to save one hundred people? CreateDebate. Retrieved on 15th November 2009, from http://www.createdebate.com/debate/show/ould_you_kill_ someone_to_save_one_hundred_people Utilitarianism Wikipedia, the free encyclopaedia. Retrieved on 12th November 2009 from http://en.wikipedia.org/wiki/Utilitarianism Bernard Williams Wikipedia, the free encyclopaedia. Retrieved on 12th November 2009 from http://en.wikipedia.org/wiki/Bernard_Williams Introduction to utilitarianism. Retrieved on 16th November 2009 from http://www.utilitarian.org/utility.html Utilitarianism by John Stuart Mill Retrieved on 18th November 2009 from http://www.utilitarianism.com/mill2.htm

Unit 2 – the Developing Child

Unit 2 – The Developing Child D1) The main aspects of social development for Children aged 4 years are; * They like playing and socialising with other children as this helps progress things more like speech, confidence and social skills. * Take turns and share (most of the time); may still be rather bossy. * Seek out adult approval. So if they were to hurt themselves they would still go to an adult or when they are tired they would still go to an adult for comfort. * Understand and obeys simple rules (most of the time). Capable of feeling jealous, for example if you were to show another child more attention than another child, this child would become jealous and may show anger. * Begin to understand things more like, danger, feelings and reasons toward things. * Have more of an imagination, for example they may have imaginary friends and can make up stories. Children with learning disabilities might not reach these mile stones like children without disabilities. Childcare work ers need to plan for these children so that they can meet their individual needs.According to Tassoni, page 41, â€Å"For children, this area of development is important too, as they will want to play with other children and have to learn to share and be with others in group situations, such as in school. D2) The main aspects of social development for children aged 5 years are; * Now choose their friends, for example, they have certain friends they like to play with. * Takes turns, shares (sometimes) for example, when drawing and sharing pencil crayons. * Enjoys co-operative activities and also group play. * Says please and thank you when offered something to eat or drink. Shows kindness to other children, inviting them to play and being helpful. * Resolves conflicts before seeking adult help. * Carries on with conversation with adults and children. D3) One suitable method of observing the social development of children aged 5 years could be to carry out a time sample observation. This is used to record the time, interaction, who their socialising with, so I would write down the initials of the child they were socialising with, the activity like drawing or painting, and the comments that I would write about the whole observation.I could record this by taking photos and then storing them into the child’s personal records and development file so I could use this as evidence towards their development and social skills with other kids. I would carry this out for 5 minutes every half hour, during the course of the morning. D4) One advantage of this observation method would be that you are able to observe the child to find whether they are struggling with anything like a subject, and we are able to see if they’re not socialising very well or whether they are withdrawn.One disadvantage of this method is that the child maybe camera shy and may stop socialising and interacting once I start to take photos of the development that is taking place. This woul d affect the whole observation as there will be no progress being made so I would not be able to record anything. D5) A child’s social development may be affected by the transitions in their lives such as a family member, they may have bonded with, could have died and this would affect the child a lot.Such as, the child may start showing aggressive behaviour towards people and may get frustrated easier when they find a task difficult. This would make the child regress. A positive transition could be that if the parent or parents take their child to places such as play areas, the child would be able to socialise with other children and they will see their parent socialising with other parents. This would make the child to be more confident and help make friends easier. This would positively influence the child to socialise and interact with other children.D6) Snack and Meal times help support a child’s social development. It helps because the children are more likely to sit next to their friends. While they are eating they lunch, it is common that most children will tell each other what they have to eat and drink and if they have animal shaped biscuits they may play a little game like zoos, and this helps their imagination and social development. This is called associative play. D7) Inclusive practice means that everyone should be included into activities, no matter what their nationality is, or their sex or whether hey have disabilities. It is important to include everyone in activities because if someone was left out, it may make them feel unwanted, lonely, may make their confidence drop, they may show anger and it will also cause unwanted behaviour. Everyone should be included in activities as it helps make new friends, boost self-confidence and help them socialise better. All activities should meet the need of all children especially if there are any disabilities. C) If a child was in a nursery and a parent was to give birth to a baby, this ma y affect the child which is in nursery.It may affect them because the new born baby will be receiving a lot of attention so this may make the child in the nursery, feel left out as the child is used to being the only child and all the attention being on them. This will cause anger and the child may stop sharing things with other children and become selfish and the child may regress in everything they have accomplished, such as they could wet themselves, behaviour will become bad and they may also stop talking about issues.B1) When a child is moving house a practitioner can support the child in this transition by making it a fun process and a fun thing to be doing. The practitioner could ask what colours their bedroom is going to be, what they are going to have in it and where they want everything to be placed. Practitioners can even make their time at their setting as fun as it can be so it takes the situation of the child’s mind or they could even read them a story about mov ing house to help the child understand it is not always a bad process.B2) Observations can be used to identify individual needs. Observations are important to be carried out because it identifies if a child is struggling in a certain area for example, they may have problems with numbers like counting, spelling simple words, participating in group activities or trouble socialising. Once the problem is identified then the person observing can the deal with the problem and help the child where they are struggling. This is why it is important to observe each child separately and carefully.A*) It is important that practitioners understand, the pattern of development of children, from birth to 16 years because; at each age and stage there are different mile stones for them to reach. These are like goals that are set to be accomplished. The practitioners need to know this so they can help the child progress in what the child is capable of achieving. If the practitioner did not know the mil estones for each stage then the practitioner could be holding the child back or aiming to high for what they want the child to do.Also at each stage the child will show different behaviours and the practitioners need to know what they are, otherwise the practitioners might think it’s inappropriate. They might tell them of when the child is actually showing behaviours that are expected in a child of that age. The behaviour may be caused by learning disabilities, so the practitioner would need to know how to handle the situation appropriately, or even call in a professional to help the need of that child and help the child progress.A*) Routines are important for young children because it adds structure to their day. This helps because they like to know what is coming next so they don’t get confused. The main parts of the routine, e. g meal times, coming in in the mornings and home time, in a setting should be kept the same daily this could include, children coming in in the morning and hanging their coats and bags up straight away, then sitting down for circle time and share news with their friends for 15- 30 minutes, then they will have free time to do messy things or play what they want to play to socialise.Free time gives the children the opportunity to develop their physical skills and social skills. After free time they will be called for snack time. During snack time it is important for children to get the right nutrients for the energy they need and use. Then they will have free play again for about an hour and a half then it will be lunch time, then story time, then they would be told to go and get their coats and bags to go home. Then the children will be called out one by one when their parents can be seen.When I was in placement at a nursery I saw they had a set routine that met the needs of every child, this worked because the children were aware of what is going on and what is happening next. I saw that this also helped their behaviour because they knew what they were doing as soon as they came in. Therefor in the future when I work with children I will know that keeping to a set routine, helps get through the day easier, without any confusions or uncertainty and everyone including staff knows what their role is for the day. Penny Tassoni Childcare and Education Cache Level 2 Published by Heinemann 2007

How Different Stages Contribute Towards A Successful Outcome

How different stages contribute towards a successful outcome The procedures and techniques used in any criminal investigation help the investigators to do their investigation properly. By correctly following the investigative stage, the investigators can improve the quality of their case and investigation and the police will get a better chance to solve any criminal case. In any criminal investigation, five stages are involved. The police and investigators have the duty to follow all this stages, in order to get the best results. Initial response to a reported crime This stage one of criminal investigation is considered to be one of the most important stages of criminal investigation. An unprofessional mistake made by a first responding officer can extensively destroy the whole investigation. By following the correct procedures and rule the first responding officer can eliminate the chance of making mistakes during the initial investigation. The lack of knowledge can also disrupt a criminal investigation. The first responding officer is likely to conduct a successful investigation if he knows how to deal with the problems at the crime scene therefore, the first responding officer need to have good knowledge about the investigative procedures. While entering the crime scene, the first responding officer should look out for any evidence which is present on the ground. There have some cases in which the first responding officer stepped on the evidence such as blood orShow MoreRelatedCritically Discuss the Factors Which Contribute to Building Cohesive Groups/Teams.1209 Words   |  5 PagesCritically discuss the factors which contribute to building cohesive groups/teams. The purpose of the essay is to discuss what factors can contribute to building cohesive groups. There are many factors which can be useful in developing perfectionism within a group. 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Aggregate Demand and Supply Model - Economic Advisement Essay

Aggregate Demand and Supply Model Economic Advisement With a nominal GDP estimated at more than 15 trillion it is clearly the United States economy is one of the largest in the world. A person must have lived in a cave underground for the past several years to not know that the current state of the nation’s economy is in desperate need of improvement. Many academic institutions have thought about how the economy arrived at its current state and how can it be restored. Some would advocate not using the same economic policies that created the current conditions of the economy. Their philosophy is that if we stay the current course the economy would somehow miraculously recover itself over a period of an unknown amount of time. These same†¦show more content†¦Consumer Income: Consumer income is an estimate of household income and is the government’s way of determining the median income of families; obviously the income is a key indicator of consumer confidence. According to new data derived from the monthly Current Population Survey (CPS) and ERSI, real median annual household income decreased by 7.9 % between 2010 and 2012, from $54,442 to $50,157 (Smartblog.org, 2012). The current decline in consumer income comes after four consecutive monthly decreases in real median annual household income. The annual household income suggested that the Population Survey report takes into account that some information reflects modifications made as part of annual benchmarking adjustments to compensate for missing data needed to complete the survey. The report also suggests that the economy will continue to struggle slightly despite some encouraging news on unemployment (Smartblo.org, 2012). But it is expected that the median household income will increase by 13 .4% or $56,895 by 2017 as the economy improve. Interest rates: Interest rates are the most important relative prices of an economy. These influence the decisions of investors and consumers. They also determine the level of income and employment in an economy. They are indicators that guide consumers when they should invest and when they should save. Interest rates determine the present and future consumption. If these are set at very low levels in real terms and even worse ifShow MoreRelatedeco3721430 Words   |  6 Pagesstudents with the basic theories, concepts, terminology, and uses of macroeconomics. Students learn practical applications for macroeconomics in their personal and professional lives through assimilation of fundamental concepts and analysis of actual economic events. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: University policies: You must be logged into the student website to view this documentRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesOpportunities for OB 15 Responding to Economic Pressures 15 †¢ Responding to Globalization 16 †¢ Managing Workforce Diversity 18 †¢ Improving Customer Service 18 †¢ Improving People Skills 19 †¢ Stimulating Innovation and Change 20 †¢ Coping with â€Å"Temporariness† 20 †¢ Working in Networked Organizations 20 †¢ Helping Employees Balance Work–Life Conflicts 21 †¢ Creating a Positive Work Environment 22 †¢ Improving Ethical Behavior 22 Coming Attractions: Developing an OB Model 23 An Overview 23 †¢ Inputs 24 †¢ Processes

Night - 2087 Words

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The author wrote this book after taking a self inflected ten-year oath of silence, never to speak of his experiences†¦show more content†¦I think this is because this time in his life was so horrific, almost like a nightmare that he cant forget, that if he were to write about it, in the perspective of him as an adult remembering back to th at time, it wouldn’t have the same impact because of the different perspective. Elie didn’t have a childhood and was forced to grow up, when he was only fifteen, he was forced to act eighteen. Not only through numbers, â€Å"Second, their childhood was cut short, as they were obliged to become adults too early, under pressure to be self-reliant, prudent, and responsible. Third, there is the hint of a changed experience of time. Exiles generally experience the passage of time differently in their homeland than in the reception country† (Kroger, Hammel, 8-20). 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The images thatRead MoreLife Of The Night Market1280 Words   |  6 PagesDIEBERT 2/8/15 LIFE OF THE NIGHT MARKET Every person has a place that he or she feels comfortable in, a place that he or she is belong to, a place that is important to him or her in some way. My significant place is not a glorious place, but it is different from any other place. The place that is important to me is the night market. It is a local night market right in the heart of downtown Saigon where is located in the southeastern region of Vietnam – my country. The night market has its own beauty;

Hotel Management Documentation Free Essays

` USER MANUAL CONTENTS 1. Introduction 2. Getting Started 3. We will write a custom essay sample on Hotel Management Documentation or any similar topic only for you Order Now Main Menu 4. Master file Maintenance 5. Payroll Reports 6. Payroll data Backup and Restore INTRODUCTION Confide payroll system is a windows payroll software written in Microsoft Visual Basic (VB. NET). Although confide pay system is extremely powerful it is in no way difficult to use. The payroll software includes many new features that enable the user to do your work easier and faster. In this windows version, user will improve productivity with time saving windows feature. All command bars and drop menus are logically organised in systematic manner that will enable user to operate smoothly. Confide payroll is highly respected because of its high performance, user friendly and data integrity. We therefore strive for the best improvement to support customers in terms of quality. These notes, together with the practical you will do during the day, will ensure that learning to use the system is an informative and useful experience for you. GETTING STARTED After installation procedure a shortcut icon is created on the desktop to provide easy access to your program. Double click the shortcut icon to gain access to your Confide payroll system. When you see the log in main screen appears, you have to type in the correct information so that you can successfully enter into the system. 1) Enter your User name in the text box provided. Press Tab to move to the next box. 2) Enter your password. The password is case sensitive so ensure that your Caps lock key is on or off as required. MAIN MENU Once you have entered your password and selected the payroll required you will find yourself in the Opening menu. Features include: – 1) A drop down list of all the chief program options. Like the drop down lists in other Windows menus, if a folder has a + in the box beside it, when you click the + 2) A list of the options included in that folder will drop down, while the + changes to a – COMPANY SETUP Before attempting to store any employees, you have to enter your company details. Go to MAIN MENU select FILE and then click on the NEW COMPANY tab the following window appears Enter all your company details and press the Save button on menubar. PAYROLL STANDARDS To setup the payroll standards you go on the SETUP Menu, SELECT Payroll Standards then set your standard hours and days. PAYROLL CALENDAR Under the main menu select SETUP go to PAYROLL CALENDAR then in the textbox enter the 12 runs per year. Set your calendar from January to December. MASTERFILE MAINTAINACE The section enables the user to add, update, delete and view employees in the master file. Employee details such as Name, Date of Birth, ID Number, Medical aid scheme and number of dependents are stored in the Employee File. ENTERING A NEW EMPLOYEE 1. Select Employees from the Confide Navigation bar and double click ALL employees, click the new employee Button. 2. The employee data entry screen offers a series of tabs each corresponding to a Page of information about the employee. . 3. Click on the tab with the details you need to enter and enter the details about the employee in the form presented – see example overleaf. PAYROLL RUN To run the payroll, go onto the Payroll menu select Payroll Run. The following form appears select the Process button. You will be asked to backup your data for payroll pre run . Specify your data backup name and SQL path and press OK. PAYROLL REPORTS PAYROLL SUMMARY To view the payroll summary select the + sign on the REPORTS icon on the payroll navigation bar types of reports are shown as shown on the screen below: Double click on the payroll summary icon and the payroll summary for the month is displayed. PAYSLIPS To view and print pay slips on the reports menu double click the pay slip icon and you will be asked to enter the date to be printed on the pay slip and also to select the number of pay slips you want to print and then press OK. The pay slips will be generated automatically. DATA BACKUP Backup – A backup is a compressed copy of your data at the moment when you make the backup. Work that you do after a backup is lost if the backup is restored, so that we recommend that a backup is done every 30mins when working on the payroll. Clicking on the payroll on the menu bar and select payroll data backup button will bring up a screen that allows you to back up your data as shown below: Specify your backup name, the path where you want to store your backup and select OK a message is shown for notification that your payroll data had been successful saved. RESTORE The option to restore is found under payroll on the main menu, as shown in Fig 2g below. Selecting this option brings up the Data Restore screen 1) Select the path on which source database is stored 2) Select the SQL Server Data Path 3) Select one of the two buttons shown and your data will be successfully restored. How to cite Hotel Management Documentation, Essay examples

Services Management and Public Administration - Free Samples

Question: Discuss about the Services Management and Public Administration. Answer: Introduction The report is prepared to discuss about the various management perspectives considering the business organization Woolworths in Australia. The topic will discuss about the various roles and functions performed by the managers along with the challenges and risks faced by the changing organizations nowadays. The impact of values, ethics and diversity on the organizational culture will also be demonstrated here considering the roles, behaviors and performances of the managers from the organizational context. Woolworths is an Australian supermarket store chain that offers good quality products and services for meeting the needs and preferences of the customers. It has a revenue of more than 4500 crores AUD and has more than 1,11,000 employees with nearly 1000 stores present worldwide (woolworths.com.au, 2018). Rationale of research methodology Based on the case study, it could be understood that the organizational theories include both organizational ethics and ethical practices managed at Woolworths. These are principles and standards that should be maintained for acting with fairness, compassion, honesty, integrity and fulfilling the roles and responsibilities properly too. The manager of the organization must make sure that the employees of the organization should abide by those and understand the ethics by training the employees on the company standards. It could be seen that various management and ethical issues could arise within the organization such as lack of clear focus for the organization and inability to make decisions, shortage of funds, lack of communication and coordination along with conflicts and misunderstandings between the employees and other team members (Drori, Hllerer Walgenbach, 2013). Lack of direction and incomplete or inaccurate information and data could also be other issues or constraints tha t the managers find difficulty to manage. The research rationale also shows the problems that are faced by the managers such as lack of proper selection practices and inability to set clear performance expectations. Once the problem is identified, it would be easy to engage in constructive feedbacks and facilitate the changes in behavior to deal with the issues resulting from changes within the organization. The progressive discipline process is managed as well for handling the issues properly and at the same time, confronts the performance related issues within the workplace with ease and effectiveness. The managers of Woolworths often faced issues to make the right hiring decision and make sure that no such unethical practices are managed, which could hamper the organizations reputation and image (Hull, Su Vaculin, 2013). This would create a safe and productive environment as well as resolve the team related conflicts, furthermore manage conflicts within team. The research strategies were implemented to select a proper design, approach and even ensured proper collection of data, both primary and secondary. The primary data was collected by conducting surveys from where quantitative data was gathered and the qualitative data was gathered by conducting interviews with the managers. The secondary data was mainly collected from authenticated sources like journals, articles and internet websites (Salikin, Ab Wahab Muhammad, 2014). Roles and functions performed by the managers There are other issues as well such as lower performance due to lack of skills, coordination and communication among the workers along with low morale resulting from conflicts and misunderstandings among the team members. The high turnover of staffs could be the result of lack of motivation, encouragement, and low skilled workforce, which might even result in lower performances among the team members and degrade the business performance. With the changes in structure and culture of the organization, the managers could face difficulties in managing the various aspects of the organization properly, which could even degrade the organizational performance (Michielsens, Bingham Clarke, 2013). Due to this, the employees would not be able to understand the organizational standards properly as well as make the organization fail to mange proper planning, leading and administration of resources. The lack of guidance and direction to the employees could also be the result of lack of management and even the leadership and motivating skills of the managers might be questioned. This would automatically raise the management approaches undertaken by Woolworths; furthermore result in frequent complaints, conflicts and poor performances of the workers (Birkinshaw Gupta, 2013). The managers must encourage and motivate the team members to participate in training and developmental sessions, furthermore allow them to learn new things and become more skilled, knowledge and obtain expertise to perform to their potential. It is important not only to maintain proper health and safety of the workers, but also to keep them motivated and encouraged through providing them with rewards and incentives for the betterment of their performances and skills. According to Mintzbergs set of ten roles, the various rules and functions of the managers are demonstrated here. There are various functions of the managers at different levels like human resource management functions, financial operations management, staffing, directing and controlling the business operations. The human resources manager has the role of planning and managing the staffing process, i.e., to recruit and select the most suitable candidates within the organization. It is often seen that due to changes within the organization such as due to replacement of manager or due to structural and culture changes, the organization faces issues and the employees have been misguided too during certain situations. The managerial functions to deal with these kinds of issues could be to enable proper planning and then direct or lead the employees in the right direction for the successful accomplishment of goals and objectives with convenience (Doh Quigley, 2014). The planning phase involves creating a detailed plan towards the achievement of specific organizational goal or objective. During the planning, the tasks are identified and the tasks that should be performed would be outlined along with the individuals who would be responsible for performing the tasks. The focus of planning would require proper knowledge of the vision and objectives of the organization. At Woolworths, the managers could select the processes that could be the most appropriate and then organize those in a logical pattern with proper timelines set. Planning would allow Woolworths to gain a better sense of what should be achieved along with the gaining of ability to respond to various situations quickly (Osborne Strokosch , 2013). The HR managers of Woolworths are responsible for the staffing functions and ensure that the resources are directed to the appropriate processes and tasks. This would allow for focusing on the labor or workforce and relate those to the organizational goals and objectives. The functions of the HR managers are to select the right people for the right positions and make sure that the structure of the organization is not hindered due to lack of skilled individuals within the workplace (Razman, 2015). Impact of values, ethics and diversity on the culture The values, ethics and diversity can play a vital role in ensuring ethical decision making and at the same time, ensure successful management of business operations and processes by maintaining the ethical standards. The maintenance of values and ethics is an integral part of the workplace and the ethics must be put into practices within the business setting. The managers are responsible to make people know about the ethical standards that should be managed along with the successful implementation of the ethical policies and procedures to ensure ethical decision-making. Woolworths has ensured ethical compliance by becoming socially responsible through successful management of sustainable approaches (Delmas, Etzion Nairn-Birch, 2013). The company even adopted environment friendly approaches for contributing to the maintenance of organizational values and ethics and even mastered the excellence in terms of benefiting the society as a whole. Discrimination is prevented within the workf orce and the employees are treated equally regardless of being a male or female. Unethical behaviors and attitudes can often be embedded into the minds of subordinates, which could prevent managing proper values and ethics and could even deteriorate the brand image and reputation. In case an employee of the organization is a victim of harassment, the management should handle the situation properly by making sure that the working conditions are safe and the health and safety of the employees are maintained. The work schedules should be considerate and fair, which could not only prevent unethical practices within the workplace but would also allow Woolworths to achieve the ethical standards (Christensen, Mackey Whetten, 2014). This would also increase the level of morale of the employees, furthermore encourage and motivate them to perform to their potential. Other than the citizens, employees and the community, the companies should respect the company and the same happened for Woolworths. The company had set good stewards of the earth to become socially responsible and even laid out commitment for the social responsibilities within the community. The company developed policies and procedures to maintain environmental sustainability for ensuring that the resources could be used wisely and new departments should be created for adopting more reasonable policies. The company also provided education for the poor children and even maintained policies to recycle wastes and used energy efficient lightings at the stores to create lesser impact on the environment (Reamer, 2013). The company had maintained ethical practices to set fair prices for the products and services and even delivered the best quality products, which created positive mindsets among the customers. Woolworths even marketed the products through proper advertisements and promotio nal strategies so that the customers were not neglected, rather they could gain proper information about the products and services along with its prices. The involvement of social media platforms and social networking websites have further enhanced the ability to address the concerns of customers and made sure that those ate fulfilled properly too (Boulouta, 2013). Role of management functions Management is an important business aspect that ensures clear understanding of the roles and responsibilities along with clear understanding of the vision, mission, goals and objectives of the organization. The managers must possess good leadership skills, knowledge and expertise to make sure that the employees follow the goals properly and achieve the organizational standards. The management like all other major aspects of the business have certain functions to guide the operations and processes with ease and effectiveness. At Woolworths, management is a kind of dynamic process that represents the difference between the management functions and operational functions. The operational functions could be referred to as the marketing, finance and purchases that are made along with the management of functions based on the level of dependence on the organizational levels. The functions of the organizations though remain the same based on the hierarchy of the organization. The manager at t he senior level must possess enough skills and knowledge to get involved in various activities than the manager at the junior level (Guiso, Sapienza Zingales, 2015). The major concepts of business management though would likely remain the same; still the operational function of the marketing would change according to the organizational functions and according to the person in charge of the functions and operational goals and objectives to be achieved. Though the objectives at various management functional levels would likely remain same, still the manifestation could differ based on the different types of situations (Parrott, 2014). Being one of the most renowned and famous retail organizations, Woolworth consists of a committed Human Resource department, which focuses on the management of employees and even ensures the implementation of proper recruitment policies and procedures for ensuring successful attraction and retention of the candidates within the workforce (woolworths.com.au, 2018). Conclusion The report was prepared to understand the various aspects of management within the organization Woolworths in Australia. The rationale of the research methodology demonstrated the problems of the research, i.e., the problems and issues faced within the changing organization such as lack of direction or inaccurate information or data exchanged, lack of communication and coordination between the team members, lack of ability and skills of the managers to set clear goals and expectations. Due to this, the team members were not even guided in the right direction, which might have deteriorated the business performance too. The managerial functions include HR functions, staffing process management, directing and controlling along with financial operations management. The maintenance of values and ethics further helped in ethical decision making and even contributed large numbers of benefits to the community and people. References Birkinshaw, J., Gupta, K. (2013). Clarifying the distinctive contribution of ambidexterity to the field of organization studies.The Academy of Management Perspectives,27(4), 287-298. Bohensky, E., Butler, J., Davies, J. (2013). Integrating indigenous ecological knowledge and science in natural resource management: perspectives from Australia.Ecology and Society,18(3). Boulouta, I. (2013). Hidden connections: The link between board gender diversity and corporate social performance.Journal of business ethics,113(2), 185-197. Christensen, L. J., Mackey, A., Whetten, D. (2014). Taking responsibility for corporate social responsibility: The role of leaders in creating, implementing, sustaining, or avoiding socially responsible firm behaviors.The Academy of Management Perspectives,28(2), 164-178. Delmas, M. A., Etzion, D., Nairn-Birch, N. (2013). Triangulating environmental performance: What do corporate social responsibility ratings really capture?.The Academy of Management Perspectives,27(3), 255-267. Doh, J. P., Quigley, N. R. (2014). Responsible leadership and stakeholder management: Influence pathways and organizational outcomes.The Academy of Management Perspectives,28(3), 255-274. Drori, G. S., Hllerer, M. A., Walgenbach, P. (Eds.). (2013).Global themes and local variations in organization and management: Perspectives on glocalization. Guiso, L., Sapienza, P., Zingales, L. (2015). The value of corporate culture.Journal of Financial Economics,117(1), 60-76. Hull, R., Su, J., Vaculin, R. (2013, June). Data management perspectives on business process management: tutorial overview. InProceedings of the 2013 ACM SIGMOD International Conference on Management of Data(pp. 943-948). ACM. Michielsens, E., Bingham, C., Clarke, L. (2013). Managing diversity through flexible work arrangements: Management perspectives.Employee Relations,36(1), 49-69. Osborne, S. P., Strokosch, K. (2013). It takes two to tango? understanding the Co?production of public services by integrating the services management and public administration perspectives.British Journal of Management,24(S1). Parrott, L. (2014).Values and ethics in social work practice. Learning Matters. Razman, M. R. (2015). A study on global financial mechanisms in the Montreal Protocol from environmental law and management perspectives.International Business Management,9(1), 111-116. Reamer, F. G. (2013).Social work values and ethics. Columbia University Press. Salikin, N., Ab Wahab, N., Muhammad, I. (2014). Strengths and weaknesses among Malaysian SMEs: Financial management perspectives.Procedia-Social and Behavioral Sciences,129, 334-340. woolworths.com.au. (2018). Woolworths.com.au. Retrieved 29 March 2018, from https://www.woolworths.com.au/