Karl Marx s Philosophy On The Development Of The Bourgeoisie

Philosopher Karl Marx claims humanity is best understood through philosophical explanations. In order to understand humans and their history, one should look at philosophy. Marx basis his ideas off of the Hegelian dialect – start with a thesis; once something contrary to that arises, develop an antithesis. When the tension between the thesis and antithesis resolves, you get the synthesis. The synthesis then becomes a thesis and develops its own antithesis and then another synthesis. Based on Marx’s claim, history unfolds and develops just as the Hegelian dialect does. When two groups of people co-exist in a society (one who have power and ones who don’t), there is conflict. Those two aspects of society then work out their differences and create a new, better society. This is known as the manifesto. In this paper I will talk about Marx’s take on the development of the bourgeoisie (the upper class), the proletariat (the lower class) and capitalism. Marx beli eves the bourgeoisie came out of the middle ages. He claims they were once the lower class. During the middle ages, the ruling class consisted of kings and queens, the feudal class. Following the Hegelian dialect, the normal people will get fed up of those more powerful, leading to internal contradictions. The bourgeoisie took charge of trade, as the traded the way nobility could not. The bourgeoisie worked as merchants and used trade to climb up the social ladder. They overthrew nobility, becoming the new upper class andShow MoreRelated Karl Marx and His Radical Views Essay1169 Words   |  5 PagesKarl Marx and His Radical Views Karl Marx[i] Karl Marx is among the most important and influential of all modern philosophers who expressed his ideas on humans in nature. According to the University of Dayton, â€Å"the human person is part of a larger history of life on this planet. 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An Analysis of the Code of Professional Conduct and Ethics...

AN ANALYSIS OF THE CODE OF PROFESSIONAL CONDUCT AND ETHICS OF IPRA AND CERP IN RELATION WITH THAT OF NIPR ABSTRACT Professional code of conduct and ethics has come to stay with all professions who wish to promote healthy relationship and commitment of its member. These ethics and code of conducts help streamline the activities of members in the performance of their tasks. Public relations practice have over the years become an accepted human endeavour and the application of this code have become important. This work analyzes the code of professional conduct and ethics of International Public Relations Association (IPRA) and the Centre of European Des Relations Publiques (CERP) and compares them with that of the Nigerian Institute of†¦show more content†¦A Public Relations practitioner in performing service for a client or employer must not collect monetary gratifications from anyone except his client or employer without the consent of the client/employer given after disclosure of facts. This is sacrosanct so as avoid sabotage because when a practitioner is on a job and begins to get gif ts/rewards from others, it may lead to betrayal. In signing an agreement with a client, a Public Relations practitioner shall refrain from requesting a fee or other forms of compensation based on the achievement of certain results, he shall conduct towards the public and the media. The relationship between a Public Relations practitioners and the public and media is key in achieving the desired goal/objective of any campaign. The IPRA has it that a practitioner shall conduct his professional activities in accordance with the public interest and with full respect for the dignity of the individual. The Public Relation practitioner must have respect for human beings and must have the interest of the public at heart in carrying out his activities. In carrying out their activities public relation practitioners shall not engage in any practice which tends to corrupt the integrity of the channels of public communication. The practitioner must be truthful to the media in his activities and shall not intentionally disseminate false or misleading

Types of Attitude Free Essays

An individual may have a number of attitudes regarding different aspects of life, but the field of OB focuses only on the study of job-related attitudes. OB specifically focuses on three attitudes: job satisfaction, job involvement and organizational commitment Job satisfaction In the field of OB, job satisfaction is one of the most important and widely studied attitudes. Job satisfaction refers to an individual’s general attitude towards his or her job. We will write a custom essay sample on Types of Attitude or any similar topic only for you Order Now It has been described by Edwin A. Locke as the pleasurable or positive emotional state that results when an individual evaluates his job or job experience. Job satisfaction results when an individual perceives that his job provides him with what is important to him. The three important dimensions of job satisfaction are provided below: i) Job satisfaction is an emotional response to a job. This response can be inferred but not seen. ii) The job satisfaction that an individual derives from his job depends on the extent to which outcomes meet his expectations.For example, if an employee feels that he is getting more salary and more autonomy in his company than his friends in other organizations, he will have a high level of job satisfaction and a favorable attitude towards his superiors, peers and the work itself. If he feels that his salary and decision-making power is at par with that of his friends, he will experience only moderate job satisfaction; and if he feels that he is getting much less pay and autonomy than his friends, he will experience job dissatisfaction and will develop a negative attitude towards his work and superiors. ii) Job satisfaction reflects other attitudes of employees. Effects of job Satisfaction Research has shown that high job satisfaction has an impact on an employee’s life inside the organization as well as outside the organization. Employees who are highly satisfied with their jobs have low stress levels (and thus have better mental and physical health), have less on-the-job accidents, and have fewer grievances. They also show enthusiasm in learning job-related tasks. Satisfied employees have high morale and help fellow employees, customers and other people in society by undertaking social activities.Thus, we can say that job satisfaction is of value to the overall health and effectiveness of an organization. Job involvement Job involvement is a new concept in the field of OB. It refers to the extent to which a person identifies himself psychologically with his job, actively participates in it, and considers that his performance in the job contributes to his self-worth. Employees who are highly involved with their jobs strongly identify themselves with the kind of work they do and strive to deliver quality work.Research has shown that high levels of job involvement lead to lower absenteeism and employee turnover levels. Organizational commitment Organizational commitment refers to an employee’s satisfaction with a particular organization and its goals. An employee who has a high level of organizational commitment is a strong supporter of the values and goals of the organization, has a strong inclination to continue being a member of the organization, and wants to strive hard to achieve the goals of the organization.The organizational commitment of an employee is affected by a numb er of personal and organizational variables. Personal variables include the employee’s age, his tenure in the organization, and his attitude towards his job. Organizational variables include the job design and the leadership style of the superior. Sometimes, even non-organizational factors may influence an employee’s commitment, such as, the state of the job market and other career options available to the employee. John P. Meyer and Natalie J.Allen developed a three-component model to understand the multidimensional nature of organizational commitment. The three components (or dimensions) of organizational commitment are: i) Affective commitment: This is concerned with the employee’s emotional attachment and involvement with the organization. ii) Continuance commitment: This is influenced by the costs that could accrue to the employee if he leaves the organization. iii) Normative commitment: This refers to the extent to which an employee feels obligated to continue in the organization. Outcomes of job satisfactionFor years, management researchers and practitioners have tried to find out the impact of employee job satisfaction on organizational effectiveness. They wanted to know whether job dissatisfaction would lead to decline in employee output and, consequently, organizational performance. They analyzed the outcomes of job satisfaction by studying the relationship between job satisfaction and various other organizational aspects such as productivity, turnover, absenteeism, etc. Satisfaction and absenteeism Research studies have shown that job satisfaction and absenteeism have an inverse relationship.A high level of job satisfaction leads to low absenteeism and a low level of job satisfaction results in high absenteeism . However, other variables, such as the extent to which people consider their jobs important, also have an impact on absenteeism. A research conducted on state government employees in the US revealed that the employees who felt that their jobs were important took less leave than employees who did not feel that their work was important. The research also revealed that job satisfaction may not necessarily result in low absenteeism, but low job satisfaction will lead to high absenteeism.Satisfaction and productivity Though many people assume that there is a positive relationship between satisfaction and performance, research results have proved that there is no strong relation between satisfaction and productivity. There are other mediating variables like rewards that lead to an increase in productivity. Recent research findings suggest that though satisfaction may not bring about considerable improvement in individual performance, it does result in an overall improvement in organization al performance.Satisfaction and turnover Research has indicated that only a moderate relationship exists between satisfaction and turnover. High job satisfaction will not eliminate employee turnover but will only help reduce the rate of turnover. While job dissatisfaction will encourage employees to switch organizations at the slightest opportunity for better prospects in other organizations, the satisfied employees will consider several aspects before leaving the organization.Job tenure (the number of years an employee has worked in a job in an organization) is another factor that has an impact on turnover. The higher the job tenure of an employee in an organization, the lower the chances of his leaving the organization. An individual’s commitment to the organization also affects the relationship between satisfaction and turnover. Some people are so accustomed to a certain job, colleagues and work environment that they cannot think of working elsewhere.Therefore, they continue to work in the same organization, without being concerned about their level of satisfaction. A country’s economy and the employment scenario also influence turnover. If the economy is booming and there are adequate employment opportunities available, even satisfied employees may leave their organizations and seek better prospects elsewhere. Though turnover, to some extent, benefits organizations by bringing in new talent, a high turnover rate is undesirable because the organization loses in terms of productive time and training costs. How to cite Types of Attitude, Papers

Financial Risk free essay sample

The essay will analysis and discuss risk and regulation method for banks. There are different types of risks in bank operation; for instance, interest rate risk, credit risk, liquidity risk and operation risk. This essay will focus on the liquidity risk problem in bank and regulation countermeasure of liquidity risk. Regulators improved level of risk management after global financial crisis; therefore, the Basel Banking Supervision Committee put forward new principle to reduce bank risk. The key finding is new regulation from Basel? to manage liquidity risk in this essay. Introduction In recent years, banks became increasingly complex institutions and exposed to an intertwined set of risks. There are different types of risks in bank; it focuses on the liquidity risk in this essay. Banks faced more serious liquidity risk, in order to increase bank cash flow and liquidity assets. The liquidity risk plays an important role for commercial bank operation. The liquidity risk indicates that bank lacks of marketability of  investment  and cannot sale it quickly to prevent loss. We will write a custom essay sample on Financial Risk or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Nikolaou, 2009). The liquidity risk has two types, one is funding liquidity risk and another one is market liquidity risk. (Nikolaou, 2009). The strong of uncertainty and destructiveness are characteristics of liquidity risk; therefore, liquidity risk also called the most deadly risk for commercial banks. In 2008 global financial crisis, the liquidity risk was also one of trigger for Lehman Brother Bank bankruptcy. Liquidity risk problems become more and more important reason of bank failure; therefore, this is reason for author select liquidity risk to analysis. Analysis There are different types of risks in banks; for example, interest rate, liquidity risk, credit risk and default risk. After global financial crisis, the liquidity risk became a serious problem for bank bankruptcy. Liquidity risk is the sensitivity of stock returns to unexpected changes in market liquidity. (Jeffrey, 2011). The liquidity risk is a key issue for investment portfolios, liquidity securities of investments that have a ready market and relatively stable price over time. (Hudings, 2013) Basel Banking Supervision Committee improved Basel? o Basel? and issued new standard for liquidity risk regulation. The two ratios can calculate an accurate data to evaluate liquidity risk in banks. The two ratios measure the financial stability arising from the improvement in the bank and reduce the risk of financial sector to the real economy. Conclusion The liquidity risk plays an important role in financial crisis, it also a key trigger to make bank failure. Regulators issued many policies to prevent liquidity risk; for instance, liquidity ratio and liquidity buffer. These policies lack of power of regulation to liquidity risk after financial crisis; therefore, regulator issued new standard to manage liquidity risk- Liquidity Coverage Ratio (LCR) and Net Stable Founding Ration (NSFR) from Basel? Accord. The two ratios will become more important model to evaluate liquidity risk. LCR ratio improves the short-term resilience of a banks liquidity risk and the NSFR ratio can stable balance sheet. Besides, the two ratios can calculate from formula; moreover, result of ratios evaluates liquidity risk accurately.