Powers of Prime Minister in Canada Essay Example | Topics and Well Written Essays - 1750 words

Powers of Prime Minister in Canada - Essay Example Besides the traditional executive powers that have always been associated with the Prime Ministers of Canada, the same Prime Ministers exert a lot of control over the political party which elects him//her and although the Prime Minister is not necessarily the chairperson of his/her party, there is clear evidence that the Prime Ministers of Canada have always controlled their political parties in a number of ways. For example Right Honourable Stephen Harper, the current Prime Minister is widely respected and feared in his conservative party where he exercises a lot of political influence and is the central force behind all the policies and position adapted by the conservative in regard to all major issues. The Prime Minister of Canada is tasked with very crucial roles something which has led to the current debate on whether the Prime Minister's power are not "too much". As a matter of fact the Prime Minister is the leader of the party with majority of members in House of Commons. This mandates the Prime Minister to form the government, which is responsible for running the government affairs. The fact that the Prime Minister of Canada somehow influences the actions of the governor especially with regard to when elections can be called implies that the Prime Minister is more likely to take decisions, which favors his/her own political party. This has been seen by critics as potential source of abuse of power by the Prime Minister considering the fact that a Prime Minister who desires to extend the term in office may influence election time to his/her advantage. That the Prime Minister can also influence elections although the Prime Minister does not constitutionally have the powers to d o so is evidenced by the fact that the Prime Minister's requests for elections are rarely rejected by the Governor General. The constitutional provision for a Prime Minister to remain in office for as long as the Prime Minister's party has won the elections gives the Prime Minister an easy avenue for remaining at power for unusually longer periods. This is really disadvantageous to the country especially when the Prime Minister's policies and leadership is harming the citizens in any way whether socially or economically but somehow there is nothing, which can be done to do away with the unpopular Prime Minister. Continued stay in power for longer periods pose a threat to the impartiality of the Prime Minister's office in that a Prime Minister who has been in office for a very long time is very likely to abuse office. The other issue facing the Prime Minister's office is the fact that in cases where the Prime Minister has been implicated or accused of gross mismanagement or office abuse, he/she is required to step aside through resignation. Sadly, there are not checks and balances to warrant that the Prime Minister will step aside. Usually most Prime Ministers as history clearly indicates have been unwilling to resign even when conventional wisdom dictates that they resign. This is linked to the lucrativeness of the Prime Minister's office and the considerable powers which the Prime Ministe

Confusion misconception Essay Example for Free

Confusion misconception Essay In real life, we encounter many arguments designed to gain our approval. But it is dangerous not to critically analyze these arguments for they may be fallacious. According to â€Å"A fallacy is a type of argument that may seem to be correct but which proves upon examination not to be so†( Copi 72). Fallacious arguments can mislead or deceive people into accepting or believing that an idea /opinion is true/correct or an action is right when in fact, they are not. Ideas/opinions influence our reasoning, that influences our actions, and which in turn directs our destiny. If we have false ideas/opinions then we are more likely to commit wrong actions or give wrong judgment. Therefore, it is important to recognize fallacies for our own sake. On the other hand, knowing fallacies also helps a person how to express his ideas clearly and concisely, having confidence that he was not being misunderstood for he know that what he was trying to say was clearly delivered, having avoided the pitfalls of fallacious reasoning. It also enhances his skill in using the right terms or language to avoid confusion or misconception ( Copi 72-73 and101). The ability to recognize fallacies makes a person a better thinker for then he will be able to use correct reasoning to weigh the â€Å"truthfulness† or â€Å"wrongness† of an idea, opinion or action and hence he will be able to avoid the negative consequences associated with erroneous reasoning. Knowing fallacies therefore, help our thinking abilities, for then it enables a person to â€Å"formulate arguments rigorously and to scrutinize them critically† with the use of logic (Copi 101). Part 2. I agree with the author above that it is important to know fallacies for it will help me to be more cautious and critical in evaluating or accepting an opinion /idea thrown in my direction from various sources. It will help me not to be deceived to agree or to commit an act that at first glance may be right but in the end is fatally wrong. Moreover, I agree with what the author stated that recognizing fallacies makes me a better thinker for, with the use of correct method of reasoning, I will be able to recognize errors in the presentation of arguments. Lastly, I agree with the author’s conclusion that knowing Fallacies enhances my thinking ability for it helps me to be logical, and therefore, not being easily swayed by the opinions of others.

Sas Institute’s “Best Employer Award” Essay Example for Free

Sas Institute’s â€Å"Best Employer Award† Essay SAS Institute’s â€Å"Best Employer Award† is based largely on its financial success and the overwhelming job satisfaction its employees report. From free health care to copious amounts of MMs, SAS spares no cost to keep their â€Å"chief assets† happy, for, as their CEO / majority owner says Contented cows give more milk. Still, today’s talented workers are not apt to spend the majority of their careers at one company because of luxurious perks. The truth is that what seems like random and excessive, is actually a well-crafted and impeccably executed strategy to create an unparalleled work and life environment. SAS is successful in applying the principles of Cognitive Evaluation Theory that emphasize keeping employees’ cognitive attention on intrinsic rewards rather than extrinsic ones. SAS steers clear of Insufficient Justification or Insufficient Punishment by deemphasizing such extrinsic rewards as pay and promotion, and instead emphasizing intrinsic controllable rewards as membership within a community and a way of life. For example, SAS’s unique sick-day policy which, in contrast to industry standards, does not have a set number of allowable sick-days. David Russo states, â€Å"If youre out sick for six months, youll get cards and flowers†, and â€Å"We expect adult behavior. The result is that SAS employees average only two sick days annually. The focus on â€Å"Adult behavior† makes employees feel responsible for their obligation to the company as part of their overall reciprocity for all that the company has done for them. The lack of any real explicit punishment actually creates intrinsic pressure on the individual employee to not to take advantage of the policy in order to keep his self-perception in line with beliefs about being a good and accountable employee. By downplaying pay as an extrinsic reward and gauge of performance, SAS successfully uses Insufficient Justification to help in sidestepping the usual salary comparisons issues. The informational aspect of Cognitive Evaluation Theory is crucial to the understanding of SAS’s unique structure and policies. SAS avoids assigning tasks that have high probability of failure. Also it allows its employees freedom in choosing what to work on. As Goodnight states, â€Å"If theyve grown bored with their job, they have great freedom to move horizontally instead of having to hunt for another employer.† Jenn Mann echoes Goodnight when she states, â€Å"nobody much cares whether you show up at 9 or 11.† Taking the focus off such trivial extrinsic matters frees up employees to focus their attention on intrinsic motivations such as having fun. Self-concordance suggests that these intrinsic motivations are stronger, more internally justifiable and therefore much more likely to make the individual work harder to achieve his goal. SAS uses Needs Theory to focus its recruiting on people who exhibit a high need for affiliation and achievement, while paying close attention to those with an overtly high need for power. To cater to high achievers’ needs managers make sure to assign tasks that are realistically achievable within the prescribed timeframe and the individual’s competencies. Managers provide subordinates with rapid feedback through everyday walking and talking techniques. Praise and recognition are also provided through increasing responsibilities and tasking employees with full ownership of their products including placing their names on the finished product. Knowing that high achievers generally do not possess the gamblers mentality, SAS tailors its incentive package around security and predictability. Bonuses are not emphasized and stock options are not granted. Instead, employees are offered a competitive salary, full 401K contribution and a myriad of non-merit based benefits for thems elves and their families. For those with a high need for power, SAS provides autonomy, a collaborative environment and control over the life-cycle of a product. For example, each employee gets to plan his own schedule. SAS’s thinly staffed management ranks are designed to boost reliance on an honor code that emphasizes, above all else, adult behavior. This produces ample opportunities for employees to take on additional responsibilities. As a result, employees feel a sense of power and control over their work. SAS does differentiate those individuals whose need for control extends to control over others, or whose need for recognition extends to being treated like superstars. David Russo states, â€Å"SAS is not a good place for someone who wants to feel like a star or feel particularly important†. Recruiters reject these want-to-be star applicants because they believe SAS’s structure and environment cannot accommodate their needs. The need for affiliation is nurtured through a work-life balance that stresses community over personal economic gain. As stated in the article, â€Å"The perks are the most obvious manifestation of corporate munificence, but at their core they are only part of a workplace ethos thats based on a degree of trust.† SAS takes advantage of its relative isolation to reinforce its middle class utopian environment. By design, almost all essential services are provided on campus and by SAS employees. This includes healthcare, education, food services, entertainment, recreation and even subsidized housing (near the campus). The company organizes a plethora of extracurricular group activities that encourage collaboration, provide needed support and connects people on a personal level. Its success in satisfying employees Need for Affiliation manifests itself in SAS’s historical low turnover rate. An unfortunate byproduct of SAS’s homogenous environment is its relative lack o f innovation. Innovation, the better use of a novel idea or method, is a crucial element to the growth of a corporation. SAS has indubitably been successful in reshaping its own software and selling it to additional markets, but has not had the same success in branching out and innovating in other areas. Perhaps SAS, a monopoly in the data software industry, has consciously elected to steer clear of this more risky innovation because of financial and social concerns. Attraction-Selection-Attrition (ASA) model helps explains why today’s SAS, while still being remarkably efficient at providing new or improved software, is not truly a leading innovator. SAS’s pay structure and overall emphasis on a family friendly, low stress environment is a conscious effort to attract the more risk adverse individual. The selection process takes care to repel mavericks who seek power and fame. The problem is that these competitive, challenging personalities are willing to take more chances. SAS is a g reat example of ASA’s chief assertion that â€Å"The People Make the Place†. But while preaching autonomy and individuality, SAS employees are quietly advocating for conformity, cloaked as corporate citizenship. The resulting atmosphere works, through attrition, to weed out any nonconformist. Pushing out dissident voices makes the remaining collective even more homogenous and less likely to innovate. The fact that SAS’s retention at this point is so low is another indication of the high level of homogeneity. The company’s reliance on a small number of working managers makes self-regulation or as they call it â€Å"adult behavior† an essential part of the overall strategy of an employee-regulated firm. Thus, SAS’s focus on attracting and selecting a particular type of risk adverse individual, while allowing attrition to remove dissidence is an effective use of ASA, all be it a rather insensitive one. These polices have essentially forced SAS to outsources the task of innovating to its client base through constant solicitation of fee dback and ideas. Another theory that could explain SAS’s relative weakness in innovation is Equity Theory which focuses on perceptions of fairness. SAS does a good job of shaping their employees perceptions of its overall Organizational Justice through such techniques as the allocation of offices for all, having no executive cafeterias and providing identical health plans for all. The two core principles for SAS are â€Å"†¦that all people at SAS are treated fairly and equally† and â€Å"†¦that the workplace should be fun and people treated with dignity and respect†. The problem is that the two principles are different. The first advocates equality and the latter respect. Treating people with respect and dignity is universally accepted and supports employees’ feelings of Interactional Justice. Equal treatment for all is not universally accepted, and conflicts with the reality of varying levels of individual contributions to a company’s success. Universal equality skews the individual’s perception of Procedural and Distributive Justice. Talented, hardworking employees find it hard to stand out because both the evaluation process and the resulting recognition are purposefully watered down. This lack of strong correlation between risk and reward, input and output makes it less likely that unique innovation will occur b ecause the risk–taking innovator will perceive an inequitable Distributive Justice. The inequitable feeling is compounded by SAS casually defined performance review process which could leave successful innovators feeling a lack of Procedural Justice. Equity theory states that there are four referent comparisons that an employee can use to gauge equitability of his situation. Even if SAS is successful, through isolationist polices, in sheltering its employees from other-outside comparison, it still needs to contend with employees’ past experiences and internal company comparisons. Admittedly, general perception of equality is a major factor in SAS’s tremendous retention rate, but for those few want-to-be superstars it’s a major deterrent to joining the firm. This is evident in the interviewee who stated â€Å"I want to have performance that permits me to do whatever I want. When I walk down the hall, I want to feel like ‘I’m the man.† Who wouldn’t want their stellar performance to lead to more money, autonomy, recognition and better future opportunities? At SAS this potential innovator was quickly ushered out the door. For good or bad, SAS is built around a sense of equality and homogeneity, even if these terms are relative and somewhat reminiscent of an Orwellian Society, where all are equal, but some are just more equal than others. To protect its successful egalitarian culture, SAS would do better to create (like many other have) a separate off-campus RD offshoot. With a distinct culture and a more equitable compensation structure, this entity can compete for innovative talent.

HR Strategy of Barclays Bank

HR Strategy of Barclays Bank Identify the organisations overall HR strategy and goals Specifically, Barclays outlined the core objectives of its overall HR strategy in its online job portal: To ensure that our people programmes are aligned with the Barclays Commercial Bank business strategy. To train and retain, as well as acquire the best talent in the market. To make Barclays the employer of choice for people in the industry and ensure those already with us will have no intention of leaving. To ensure we have the right people, in the right jobs, doing the right work. (Barclays Bank) From the objectives strategy, one sees that the overall Human Resources strategy of Barclays Bank is guided by two fundamental factors: First, the HR strategy is about governance directed at managing the sheer number and diversity of its employees so that they all function and work according to and towards achieving the organizations business objectives. This is particularly important because Barclays employs more than 123,000 people across the globe (Barclays 2009), covering a wide variety of subsidiaries. Secondly, the HR strategy is, certainly, aimed at attracting, developing and retaining the best people available. In regard to employee development and training in the context of the first dimension to Barclays overall HR strategy the people management a formal learning process has been developed and put in place by the banks human resources managers. The aim here is to instill the behaviors and values seen as pivotal in achieving corporate goals. This HR programme involves basic training in how teams work together, personality profiling, and preferred learning styles. (Ostroff 1999, p. 122) According to Mike Ockenden, a former managing director at Barclays, HR is trying to create a spirit that says we are all one group of people working together towards the customer imperative. (Ostroff, p. 122) In addition, numerous other trainings are continually developed ranging from mentoring programmes, training on new technologies, operational methodologies, courses on team-work, to communication efficiency modules. When it comes to the objective to attract, train and retain the best people, specific programs and initiatives have been introduced. Our people, according to the organization, are the foundation of Barclays success. Its as simple as that. We want the most talented, whatever their style, personality, age, race, gender, sexual orientation, or disability. (Barclays 2009) Indeed, the organization implements a policy of diversity and equality in the workplace. Furthermore, the Barclays corporate culture resembles democratized structure: nobody has a private office, nor are there executive parking spaces; employees sit in the same size chairs behind the same size desks; titles are forbidden, and employees use first names when they address one another. (Ostroff, p. 121) This culture creates a conducive environment for innovation and that it promotes and maintains a system that values everyones contribution. Barclays maintains: We promote an inclusive culture where colleagues of all backgrounds are respected and the different perspectives and fresh ideas they can bring to the business are valued. (Barclays 2009) Barclays have also experimented with competency-based pay systems which were expected to provide clarity about how employees can add value through their respective roles in the organization and motivation to perform better. (Holbeche 2009, p. 148) The company boasts of offering one of the highest salary schemes in the industry. The benefits package is consisted of: 1. Financial reward such as competitive salary, discretionary bonuses and recognition schemes wherein employees could receive performance-based gifts and expensive perks; 2) discounts in privileges on Barclays financial services and Barclays shares; 3) health, well-being and retirement benefits. At Barclays, employees also have the option to have flexible work schedules such as part-time work, compressed working week, job-sharing and a nine day fortnight, among others. Then, the organization has also set up a corporate social responsibility policy that aims to boost employee morale and made them proud to work for the company. This policy is contained in the companys sustainability strategy which focuses on three areas: helping address social issues, investing in community initiatives, and volunteerism. In assessing whether Barclays overall human resources strategy and objectives, one needs to look at the statistics. According to Ostroff: The company is meeting its goal of increasing national market share by at least one percentage point each year. This figure represents approximately an 18 percent increase in revenues and a 20 percent increase in profits What is more, Barclays is beating the competition by spending less. (p. 119) Barclays has achieved many of its successes partly because it was able to develop and implement a sound HR strategy and objectives, which are characterized by excellent people management.

Is Ritalin Good Essay -- essays research papers fc

Is Ritalin Good? Have you ever suffered or known anyone that has suffered from attention deficit disorder? A.D.D. is a biologically based condition causing a persistent pattern of difficulties, which includes three types of behavior. These three types are difficulty attending or focusing on a specific task, difficulty inhibiting behavior, and difficulty controlling impulses. In 1950 the prescription drug Ritalin was patented and manufactured by the CIBA-Geigy Corporation. This drug stimulates the central nervous system, with effects similar to but less potent than amphetamines and more potent than caffeine (Bailey 1). Several million children are being treated with Ritalin on the grounds that they have attention deficit disorder and are suffering from there inattention, hyperactivity, or impulsivity. In the past decade, there has been growing evidence that Ritalin has had negative effects on a child’s mind and behavior leading to such disorders like psychosis, mania, drug abuse, and addic tion. It suppresses creative and spontaneous activity making them more docile and obedient because of the way that Ritalin produces malfunctions in their brain rather than improving its function (Breggin 124). Prescribing Ritalin to children with diagnosed attention deficit disorder brings more negative side effects than solutions and leads to addiction. Most parents realize that their children have the disorder once the child starts attending school. Most of the time teachers are the ones who point out the child’s symptoms. The parent then takes the child to a social worker, psychologist, or psychiatrist for answers. â€Å"The American Psychiatric Association lists fourteen signs, of which at least eight must be present for a child to be officially classified as ADD.†(Passwater 1) Out of these fourteen signs are normal actions of children. Some of these signs include fidgeting with hands or feet, easily distracted by extraneous stimuli, having difficulty following instructions and blurting out answers before questions are completed. (Passwater 2) It would seem by these signs that when a child doesn’t seem to be adapting to our system, we label them as having ADD and prescribe them Ritalin. With the new increase in prescriptions being filled around country, more and more children are on Ritalin, so much that the nega... ...f any kind. Works Cited Bailey J. William. â€Å"FACTLINE on Non-Medical Use of Ritalin.† Indiana Prevention Resource Center November 1995: 1-6. Indiana University. Online. 22 March 2001. http://www.drugs.indiana.edu/pubs/factline/ritalin.html Breggin K. Peter. â€Å"Talking Back to Ritalin†. Maine: Common Courage Press, 1998. Hanchett, Doug. â€Å"Speed Chills: Ritalin hits campuses: College kids Using drug to study, party.† Boston Herald May 21, 2000: 1-4. Local and Regional. Online. 22 March 2001. http://www.bostonherald.com/news/local_regional/rita05212000.htm Passwater A. Richard. â€Å"Ritalin Warnings: Side Effects, Cautions, Alternatives for ADD, ADHD† Ritalin Alternative 1999: 1-13. "All About Pycnogenol" Avery Publishing Group. Online. 23 March 2001. http://www.ritalinalternative.com/index2.html â€Å"Ritalin Led To Boy's Death.† The Associated Press April 18, 2000: 1-3. Channel 25 Eyewitness News. Online. 24 March 2001. http://www.thewpbfchannel.com/sh/health/stories/health-20000418-163859.html Wen, Patricia. â€Å"As Easy To Get As Candy.† The Boston Globe Oct 29, 2000: 1-13. Conservative News Forum. Online. 20 March 2001. http://www.freerepublic.com/forum/a39fca5b129fd.htm

Golden Rice: Should It Be Our Future? :: Essays Papers

Golden Rice: Should It Be Our Future? At the Swiss Federal Institute of Technology in Zurich, scientists created golden rice by inserting three genes into a certain rice variety which will in turn produce a greater amount of beta-carotene. This rice has a sort of yellowish hue, which has given the rice its name, golden rice. The rice is still under research and testing before it will reach the markets, which is guessed to be around 2003. If this rice is found to be safe and effective it will be a tool in providing these rice dependent countries with the nutrients they need. Rice is the staple food of many Asian and South Pacific countries. Rice is a major portion of these countries economic and agricultural systems. In places such as India, they used to eat brown rice, which is more nutritious because the outer bran layer is not removed during the milling process. When the British came to India they introduced white rice, which means the milling process has been taken to one further step. This reduces the amount of nutrients such as thiamine. White rice is now the major type of rice eaten in these Asian and Pacific countries. This has led to serious problems of malnutrition. Since normal rice does not have any beta-carotene, which is the precursor to Vitamin A, these populations are having vitamin a deficiencies. The World Health Organization stated that about 250 million people worldwide are at risk of permanent blindness, iron deficiency in women, and other serious ailments due to their lack of vitamin A. This genetically modified rice, known as â€Å"golden rice† has been created to meet the nutritional needs of these malnourished populations. Genetic engineering has become a world-wide issue. Hungry countries in Africa, such as Zimbabwe, whose population is as risk for starvation and death are skeptical about receiving genetically altered food from countries such as the United States. In China, a rice known as â€Å"super rice† has been created which is more resilient; but it has not been accepted by the Chinese markets because it is genetically altered. People are more interested in their food than ever before, and are concerned about their overall safety. They want to know where it comes from and if it has been altered from its natural state.

Perfection According to Mayrs What is Evolution :: What is Evolution Essays Mayr

Perfection According to Mayr's What is Evolution In his book titled What is Evolution, Ernst Mayr bravely attempts to explain the complex biological processes of the development of plants and animals. His book, however, reaches beyond the realm of the science text book. With What is Evolution he attempts to educate an audience which may not have a strong science background but instead a strong literary background. Through this book Mayr strives for "a mid-level account of evolution, written not just for scientists but for the educated public." In short, he attempts to write a (non-fiction) scientific novel. Though his attempt to combine great literature and hard science is admirable he often gets himself into awkward situations when trying to please both the scientific and artistic sensibilities. His major problem in the book surrounds the use of the word "perfect." As a biologist, it may be easy to pass this word off as a synonym of "adaptedness," simply meaning well-suited to one's environment. As a literary-minded person, let al one English major, however, this word cannot slip by so easily. To the novel-reader, more than to the science-reader, this word carries a lot of baggage which cannot be ignored. So, why does Mayr use this word and what is he really trying to say? Does Mayr truly believe that evolution can be perfect? The baggage that gets snared when Mayr uses the word "perfect" in his discussions of evolution is the complicated literary definition given to this word. Exact and flawless are some common synonyms of the word perfect. Perfection is something that has reached the pinnacle, the zenith of existence. Nothing which is perfect needs any alterations, modifications or changes. When something is perfect it exists with ease. It does not struggle to remain where it is, and it does not struggle to remain alive; it works in harmony with its environment. Going beyond the definition, something that is perfect is commonly more highly valued than those things around it which have not yet reached perfection. People place a certain amount of value on things that occur with ease. The human race seems constantly to be striving for something that is faster, cleaner. Something that can achieve these goals with ease earns the title of perfection and is highly. The only problem with perfection, as least in the realm of science, is that once the peak of perfection is reached there is no place towards it can further develop.