Theme Of Creation And Expulsion Of Cain From The Garden Of...

When looking over Of Mice and Men, we come to realize that this work portrays various questions when it comes to man and his life. The main question that this work asks when the story is told is â€Å"is man destined to live alone, a solitary wanderer on the face of the earth, or is it the fate of man to care for man, to go in his way in companionship with another?† Should we ride solo or join others along the way? That is one of the themes of this work. This theme is like the theme that occurs in the Old Testament immediately following the story of creation and expulsion of Cain from the garden of Eden. (Goldhurst 126) Particularly with this questioning on man’s fate, we are asked whether we should live life alongside others or not. We come to realize that this same exact theme has been portrayed in another work, and in this case, the Bible. The question we see in Of Mice and Men simply reflects upon the way Cain asked the Lord, â€Å"am I my brother’s keeper?† While looking at East of Eden, we come to realize that this is a story in which the story of Cain and Abel (two brothers) is regurgitated in which Steinbeck has the characters of the novel read parts of the Biblical story aloud and enter deep discussions about the story. â€Å"Of Mice and Men is an early Steinbeck variation on this symbol story of the human soul. The implications of the Cain-and-Abel drama are everywhere apparent in the fable of George and Lennie and provide us its mythic vehicle.† (Goldhurst 126) There is aShow MoreRelatedGrendel and Cain and how they relate in Beowulf1536 Words   |  7 PagesGrendel and Cain In the story of Beowulf you get a glimpse of many different themes throughout this epic. Those themes range from good and evil to those of death and glory. The story itself depicts a period in history when life was lead blind through the teachings of the book of the lord and his spoken words. At this same period in history traditional pagan religious practices and beliefs have slowly given way to the ideals and philosophy of Christianity. Many of the themes held within the pagesRead MoreGenesis 1:1-11; the Primeval History2948 Words   |  12 PagesThe Primeval History: Genesis 1-11 and its Theme David Judson Old Testament amp; Its Context RS2003A Dr. Stephen Dempster December 1, 2011 Genesis 1-11, also known as Primeval History is the recorded text of the original creation of the earth, and all that we have.[i] Genesis 1-11 begins with the creation, followed by the fall, the story of Cain and Abel, the story of Noah and his sons, followed by the flood, then the tower of Babel, and ending with the line leading up to Abram/Abraham[ii]Read MoreThemes, Styles, And Techniques Essay2289 Words   |  10 PagesSpencer Kandel English IV Mr. Otton 16 November 2016 Themes, Styles, and Techniques as Expressed in the Works of John Steinbeck INTRO INTRO INTRO INTRO INTRO INTRO INTRO When looking over Of Mice and Men, we come to realize that this work portrays various questions when it comes to man and his life. The main question that this work asks when the story is told is â€Å"is man destined to live alone, a solitary wanderer on the face of the earth, or is it the fate of man to care for man, to go in his wayRead More The covenants between God and man Essay3015 Words   |  13 Pageshumanity. Rather it was given due to the failure of a perfect obedience of the covenanting partner and had entered into that first covenant with Adam at creation. Some have questioned whether it is appropriate to speak of a covenant when Adam was in Eden. Vavosar Powell preferred to call it a command. Thomas Goodwin saw it as the â€Å"Law of Creation.† The actual word covenant is not used in the Genesis narratives. However, the essential parts of a covenant are all there; a clear definition of the parties

Economics Of Organization And Management

Question: ExplainEconomics Of Organization And Management. Answer: 1a. Lincoln electric started awarding bonus since 1934. The board of directors determined the amount to be awarded as bonus to the workers. It was a merit based bonus system. It was done to boost productivity of the workers. It varied between 78% to 128% of wages. But in the past years it dropped to 40% to 50%. The rating was based on a scale of 100. People scoring more than 100 were reviewed by vice president or corporate committee. They used the piece work system. It is decided by the contribution of workers towards the company. 1b. Initially scientists were only appreciated for their new inventions. But after the merger with Smithkline Beecham, a system called Centre of Excellence for Drug Discovery (CEDD) was introduced. It had six categories. Each CEDD would be led by senior vice president. High quality powerful drugs production providing leads through POC by scientist were the yardstick for bonuses. Scientists had to select people who had expertise or other organization which had license. The main aim for awarding bonuses was creating new drugs which were powerful high in quality. 1c. Lincoln electric had a more inspiring bonus scheme for the workers. One who reported theft was awarded $ 1000.GSK on the contrary, only appreciated scientists for their discoveries initially. Their system for bonus is stricter. 2a.) If Abby chooses work, Bill will choose work because 43. Again if Abby chooses shirk, Bill chooses shirk, since, 21. Abbey chooses work shirk since 43. 2b.) Regardless of what Abbey chooses, Billy will choose shirk. This is his dominant strategy. Both will choose shirk. 2c.) The Nash equilibrium is (2, 2) 2d.) The Pareto efficiency is (Shirk, Shirk). No player has higher pay-off. Wal-mart dominates in retailing can be seen from the following perspectives: Mapping the correct geographics- Establishing stores in small cities towns where big retailers did not have their stores. Cost effectiveness-Keeping overhead low. They tracked competitors price. Workforce who is flexible- The Wal-mart employees are called associates. Workers managers are partners. By the method of cross training, employees could work in more than one department. It shared its profits with the employees IT savvy- Mr. Walton nullified the wholesale system introduced JIT (just in time) inventory method.JIT used real time flow of information from the stores to the suppliers location. Bar codes were used. Computers were used to track store inventory. Electronic data interchange was used. Introduced frozen truck concept. Customer satisfaction- They give 5-10% less as compared to competitors. The traffic of customer is more due to low price scheme. Wal-martlaunched their first mail subscription service called Goodies for customers. Wal-mart mainly targets: Wealthy shoppers called price sensitive affluents People paying only low price who cannot afford more are called value price shoppers LIG people but are obsessed with brand are called brand aspirationals Collaboration/partnership with Sellers- Micro merchandizing was used to increase sales. They built extra net for their suppliers. The suppliers have yearly sales target. Global ambition- They were ambitious to achieve the numero uno position in retailing. Social cause- Initially they did not believe in charity but after 2005 they started donating. They donated $20 million cash merchandise for hurricane Katrina. Each year Wal-mart donates $1 billion to people. 4. Melvin Gordon has total income of $2.5 million. Now, let us assume the Px (price) of good x (cash salary) is $100,000 and Py (price) of good y (prerequisites) is $50,000. So, he can spend ($2.5 million/$25) or spend ($2.5 million/$50) for Good x good y respectively. The combination of two goods on the budget constraint is affordable for Melvin. Also any combination of the two goods beneath the budget constraint is also affordable for Melvin. But the combinations that are farther from the origin are unaffordable by Melvin. Thus, Income, M = PXQX+PYQY. Here, PX=price of good x, PY= price of good y, QX=quantity of good x, QY=quantity of good y. The equation of budget constraint is PXQX+PYQY=M (where M= money or income) QX= (M-PYQY)/PX QY= (M-PXQX)/PY From the above figure, AB= budget constraint. Slope of budget constraint is OA/OB (i.e. negative ratio of the prices of the two goods) (M/PY)/ (M/PX) = (M/PY) (PX/M) =PX/PY The price of good x is $ and that of good y is $. With the given budget constraint combination of goods, he can maximize his utility when his budget constraint is tangent to indifference curve (measuring utility). Now, the slope of indifference curve is ratio of marginal utilities (-MUXMUY) =slope of budget constraint (-PX/PY) Utility maximization is (-MUX/MY)= (PX/PY) Or, (MUX/PX) = (MUY/PY) The indifference curve should be tangent to the budget constraint, the slope of the indifference curve which is the ratio of marginal utilities (-MUx / Muy= slope of the budget constraint (- Price x / Price y). The figure below shows that IC is tangent to BL at point E.Thus, E is the equilibrium point where he can get OC of good x and OD of good y. Due to regulatory measures upon ingredients, Independence Burgers should first of all bring about a change in their menu offerings. They should change their ingredients to chicken or mutton. They should target vegetarians by introducing vegetable burgers. Opening outlets in areas where there is no other fast food joints can boost their business. A low price at the initial stage would attract customers. They should advertise with a catchy tagline as beef it up! They should make corrective measures for their package design, price, and offer money back guarantee. They should set up an assembly line so that burgers can be delivered soon. They should introduce home delivery system. They can gradually start restaurant business offering combo packs with free hot/cold beverages. Festive offers discounts should be introduced.

Thesis Questionnaire free essay sample

SAFETY CULTURE QUESTIONNAIRE (Health Care Personnel) I work in the (clinical area or patient care area where you typically spend your time): This is the Department of:| * Encircle the number which corresponds to your answer. | Please answer the following items with respect to your specific unit or clinical area. Choose your responses using the scale below. 5| 4| 3| 2| 1| Agree Strongly| Agree Slightly| Neutral| Disagree Strongly| Disagree Slightly| I. Safety Climate| 1. I would feel safe being treated here as a patient. | 5| 4| 3| 2| 1| | 2. The health personnel implement rules and guidelines (e. g. hand washing, treatment protocols, clean area, etc) sincerely and religiously| 5| 4| 3| 2| 1| | 3. The health personnel take responsibility for patient safety by administering medications and treatments accurately. | 5| 4| 3| 2| 1| | 4. Jewelry such as earrings, necklaces or bracelets is worn while on duty. | 5| 4| 3| 2| 1| | 5. This institution respect for patients’ rights when rendering care such as cultural and religious beliefs, privacy and confidentiality of information. | 5| 4| 3| 2| 1| | 6. This institution ensure that patients’ records are available only to those who are professionally directly involved in their case. We will write a custom essay sample on Thesis Questionnaire or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page | 5| 4| 3| 2| 1| | 7. The health personnel acquire the necessary competence (knowledge, attitudes skills) to effectively render proper services to patients. | 5| 4| 3| 2| 1| | 8. When conflict arises regarding management of patient care, patients’ rights are upheld. | 5| 4| 3| 2| 1| | II. Teamwork| 1. In this clinical area, it is difficult to speak up if I perceive a problem with patient care. | 5| 4| 3| 2| 1| | 2. It is easy for personnel here to ask questions when there is something that they do not understand. | 5| 4| 3| 2| 1| | 3. The physicians and nurses here work together as a well-coordinated team. | 5| 4| 3| 2| 1| | 4. I know the first and last names of all personnel I worked with during my last shift. | 5| 4| 3| 2| 1| | 5. Briefings/Endorsements are common in this clinical area. | 5| 4| 3| 2| 1| | 6. I experience good collaboration with nurses in this clinical area. | 5| 4| 3| 2| 1| | 7. I experience good collaboration with staff physicians in this clinical area. | 5| 4| 3| 2| 1| | 8. I experience good collaboration with pharmacists and laboratory technicians in this clinical area. | 5| 4| 3| 2| 1| | III. Job Satisfaction| 1. I receive appropriate feedback about my performance. | 5| 4| 3| 2| 1| | 2. I like my job. | 5| 4| 3| 2| 1| | 3. Working here is like being a part of a large family. | 5| 4| 3| 2| 1| | 4. This is a good place to work. | 5| 4| 3| 2| 1| | 5. I am proud to work in this clinical area. | 5| 4| 3| 2| 1| | 6. Morale in this clinical area is high. | 5| 4| 3| 2| 1| | IV. Perception of Management| 1. My suggestions about patient’s safety are being acted upon. | 5| 4| 3| 2| 1| | 2. The health personnel support my daily efforts to improve my patient’s condition. | 5| 4| 3| 2| 1| | 3. The health personnel don’t knowingly compromise patient care. | 5| 4| 3| 2| 1| | 4. The health personnel maintain a safe, sanitary healthful environment for the patient. | 5| 4| 3| 2| 1| | 5. The health personnel work with the patient patients’ family so that they gain understanding of his/her illness and cooperate towards promoting early recovery of the patient. | 5| 4| 3| 2| 1| | 6. The health personnel take responsibility for patient’s welfare- physically, mentally spiritually. | 5| 4| 3| 2| 1| | 7. The levels of staffing in this clinical area are sufficient to handle the number of patients. | 5| 4| 3| 2| 1| | V. Stress Recognition | 1. When my workload becomes excessive, my performance is impaired. | 5| 4| 3| 2| 1| | 2. I am less effective at work when fatigued. | 5| 4| 3| 2| 1| | 3. I am more likely to commit errors in tense or hostile situations. | 5| 4| 3| 2| 1| | 4. My performance in the clinical area is affected when I have personal problems. | 5| 4| 3| 2| 1| | 5. Understaffing affects my performance. | 5| 4| 3| 2| 1| | VI. Working Conditions| 1. This institution does a good job of training new personnel. 5| 4| 3| 2| 1| | 2. All the necessary information for diagnostic and therapeutic decisions is routinely available to me. | 5| 4| 3| 2| 1| | 3. Trainees in my discipline are adequately supervised. | 5| 4| 3| 2| 1| | 4. This institution provides continuing learning educations to staffs nurses and other members of the health care team. | 5| 4| 3| 2| 1| | DEMOGRAPHIC DATA| Ag e: Sex: Religion: Civil Status:Address: Date:| Have you completed this survey before? Yes No Don’t knowPosition: (Mark only one)Attending Physician/Staff PhysicianRegistered NurseFellow PhysicianPharmacistResident PhysicianNutritionist/DieticianPhysician Assistant/Nurse PractitionerTechnologist/TechnicianNurse Manager/Charge NurseNursing AttendantMidwifeGender: Male FemaleYears in practice/specialty: less than 6 months 6-11 mos. 1-2 yrs. 3-4 yrs. 5-10 yrs. 11-20 yrs. 21 yrs. or more| | | Thank you for completing the survey-your time and participation are greatly appreciated. |

A Primer on Arc Elasticity

A Primer on Arc Elasticity One of the problems with the standard formulas for elasticity that are in many freshman texts is the elasticity figure you come up with is different depending on what you use as the start point and what you use as the endpoint. An example will help illustrate this. When we looked at Price Elasticity of Demand, we calculated the price elasticity of demand when the price went from $9 to $10 and demand went from 150 to 110 was 2.4005. But what if we calculated what the price elasticity of demand when we started at $10 and went to $9? So wed have: Price(OLD)10Price(NEW)9QDemand(OLD)110QDemand(NEW)150 First wed calculate the percentage change in quantity demanded: [QDemand(NEW) - QDemand(OLD)] / QDemand(OLD) By filling in the values we wrote down, we get: [150 - 110] / 110 (40/110) 0.3636 (Again we leave this in decimal form) Then wed calculate the percentage change in price: [Price(NEW) - Price(OLD)] / Price(OLD) By filling in the values we wrote down, we get: [9 - 10] / 10 (-1/10) -0.1 We then use these figures to calculate the price-elasticity of demand: PEoD (% Change in Quantity Demanded)/(% Change in Price) We can now fill in the two percentages in this equation using the figures we calculated earlier. PEoD (0.3636)/(-0.1) -3.636 When calculating a price elasticity, we drop the negative sign, so our final value is 3.636. Obviously, 3.6 is a lot different from 2.4, so we see that this way of measuring price elasticity is quite sensitive to which of your two points you choose as your new point, and which you choose as your old point. Arc elasticities are a way of removing this problem. When calculating Arc Elasticities, the basic relationships stay the same. So when were calculating Price Elasticity of Demand we still use the basic formula: PEoD (% Change in Quantity Demanded)/(% Change in Price) However, how we calculate the percentage changes differ. Before when we calculated Price Elasticity of Demand, Price Elasticity of Supply,  Income Elasticity of Demand, or Cross-Price Elasticity of Demand wed calculate the percentage change in Quantity Demand the following way: [QDemand(NEW) - QDemand(OLD)] / QDemand(OLD) To calculate an arc-elasticity, we use the following formula: [[QDemand(NEW) - QDemand(OLD)] / [QDemand(OLD) QDemand(NEW)]]*2 This formula takes an average of the old quantity demanded and the new quantity demanded on the denominator. By doing so, we will get the same answer (in absolute terms) by choosing $9 as old and $10 as new, as we would choosing $10 as old and $9 as new. When we use arc elasticities we do not need to worry about which point is the starting point and which point is the ending point. This benefit comes at the cost of a more difficult calculation. If we take the example with: Price(OLD)9Price(NEW)10QDemand(OLD)150QDemand(NEW)110 We will get a percentage change of: [[QDemand(NEW) - QDemand(OLD)] / [QDemand(OLD) QDemand(NEW)]]*2 [[110 - 150] / [150 110]]*2 [[-40]/[260]]*2 -0.1538 * 2 -0.3707 So we get a percentage change of -0.3707 (or -37% in percentage terms). If we swap the old and new values for old and new, the denominator will be the same, but we will get 40 in the numerator instead, giving us an answer of the 0.3707. When we calculate the percentage change in price, we will get the same values except one will be positive and the other negative. When we calculate our final answer, we will see that the elasticities will be the same and have the same sign. To conclude this piece, Ill include the formulas so you can calculate the arc versions of price elasticity of demand, price elasticity of supply, income elasticity, and cross-price demand elasticity. We recommend calculating each of the measures using the step-by-step fashion we detail in the previous articles. New Formulas: Arc Price Elasticity of Demand PEoD (% Change in Quantity Demanded)/(% Change in Price) (% Change in Quantity Demanded) [[QDemand(NEW) - QDemand(OLD)] / [QDemand(OLD) QDemand(NEW)]] *2] (% Change in Price) [[Price(NEW) - Price(OLD)] / [Price(OLD) Price(NEW)]] *2] New Formulas: Arc Price Elasticity of Supply PEoS (% Change in Quantity Supplied)/(% Change in Price) (% Change in Quantity Supplied) [[QSupply(NEW) - QSupply(OLD)] / [QSupply(OLD) QSupply(NEW)]] *2] (% Change in Price) [[Price(NEW) - Price(OLD)] / [Price(OLD) Price(NEW)]] *2] New Formulas: Arc Income Elasticity of Demand PEoD (% Change in Quantity Demanded)/(% Change in Income) (% Change in Quantity Demanded) [[QDemand(NEW) - QDemand(OLD)] / [QDemand(OLD) QDemand(NEW)]] *2] (% Change in Income) [[Income(NEW) - Income(OLD)] / [Income(OLD) Income(NEW)]] *2] New Formulas: Arc Cross-Price Elasticity of Demand of Good X PEoD (% Change in Quantity Demanded of X)/(% Change in Price of Y) (% Change in Quantity Demanded) [[QDemand(NEW) - QDemand(OLD)] / [QDemand(OLD) QDemand(NEW)]] *2] (% Change in Price) [[Price(NEW) - Price(OLD)] / [Price(OLD) Price(NEW)]] *2] Notes and Conclusion So now you can calculate elasticity using a simple formula as well as using the arc formula. In a future article, we will look at using calculus to compute elasticities. If youd like to ask a question about the elasticities, microeconomics, macroeconomics or any other topic or comment on this story, please use the feedback form.

Managerialism in social work Essay Example | Topics and Well Written Essays - 2500 words

Managerialism in social work - Essay Example The research suggests that such managers were more oriented to profit, and were more capable of obtaining it, than the traditional owner-managers (J. Harris; 1998, p. 839-8620). This British evidence fits with the range of evidence from the USA and other countries assembled dismiss the thesis of the managerial revolution and establishes that the claim of a separation of ownership and control is well described as a 'pseudo fact'. He points out that 'growth, sales, technical efficiency, a strong competitive position are at once inseparable managerial goals and the determinants of high corporate profits'. These corporate profits are the prerequisites of high managerial income and status. The high status and material rewards which can be achieved by membership of a managerial occupation are dependent on the contribution made to profit achievement or at least to the continued survival of the corporation in a context where too great a deviation from profitable performance would lead to collapse or takeover. The ownership of wealth and the control of work organizations are closely related, on the basis of this kind of evidence. It is the case, however, that owners hip of enterprises is far more dispersed than it was in the past with the growth of an 'impersonal' structure of possession which has not, however, 'resulted in a loss of power by wealthy persons'; both managers and owners play their parts in the same 'constellations of interest' which are dominant. Moreover, similarly and uses the term 'ruling class' to cover the economic, cultural and political 'bloc' created by the alliances arise between capitalist and middle-class managerial class interests. A part in this is inevitably played by interlocking company directorships whereby the 'pattern of meetings' which these involve are 'reinforced by a network of kinship and friendship'. The importance of kin networks is shown by Marceau's (1989) research on European business graduates. She demonstrates how the 'international business elite' which she sees emerging uses kin networks as sources of prestige, information and finance. Power, managerial careers, wealth ownership and prestige are a ll closely interlinked in practice. The British scholar Christopher Pollitt (1990) has given this question considerable thought and has done some valuable work that is especially instructive here. In a searching critique of managerialism and its influence on the British and American public services, he builds an intriguing argument that managerialism "needs to be understood as an ideology, and one with some concrete and immediate consequences" (xi). Pollitt asserts that managerialism consists of a set of beliefs, values, and ideas about the state of the world and how it should be. He identifies five core beliefs of managerialism. 1) "The main route to social progress now lies through the achievement of continuing increases in economically defined productivity." 2) "Such productivity increases will mainly come from the application of ever-more-sophisticated technologies. These

Black Film History Essay Example | Topics and Well Written Essays - 1500 words

Black Film History - Essay Example The two main directors of the film are Charles Stone and Chuck Wilson. The actors include several various individuals, all which are divided into each segment. The idea of â€Å"Afrocentricity† is to depict the several ways of life that those in the African – American community are associated with. The directors move a step beyond this in showing how the ideas, imagination and the perspectives in this community fall back into problems with stereotypes; however, when looking at the films, there is not a true representation of what this is inclusive of. The strength of this overall film comes from the ideal presented about the diversity of the African – American community. The presentation of seven short films, all which are not related to the other, provides a different level of insight about the African – American community. This breaks down boundaries and stereotypes which are often in the media and gives a fresh look about the ideals of the African Ameri can community. Each of the short films is depicted in an artistic and valuable way to ensure that this message is given. The tension is created in each film, specifically by defining the problems which are associated with society, as well as how individuals have to learn how to overcome this. The weakness of the film comes from the misleading presentations which may distract an individual from buying the film. The title of Afrocentricity is one which isn’t realistic and doesn’t provide the correct depiction of what is presented throughout the film. The concept of diversity is a hidden message that is displayed through each of the films. If one doesn’t understand that this is several short films, one which only lasts for two minutes, then more problems may arise. However, this can work in favor of the film if one is able to understand and overcome stereotypes which may have been associated with the value of each story. Overall rating: 4 Breakdown Breakdown is the first short film that is able to give insight into the African – American community. The director of the film is Jeff Byrd. The actors include the lead, Vanessa Williams. The presentation in this film begins with showing a shooting at a bus station. Vanessa Williams is the only survivor of this incident. When moving through the film, Williams tells about the experience of the shoot down and recalls the trauma which she has gone through by being in this location and seeing what has happened in the specific situation. The strength of this plot is based on the ability for Williams to show the other side of the shootings. The stereotypes which are often depicted in the media are based on the side of African – Americans as having a gangster mentality and not basing their beliefs outside of this. The approach which is taken in this film gains its strength by showing the horror and drama of the shooting as well as the responses which have occurred because of this. The acting that is followed with this is realistic in nature and is able to depict the overall understanding of the complexities which occur in a realistic situation where a shooting occurs, no matter where it happens and who witnesses it. The tension which builds from this realistic viewpoint, as well as the resolution of learning from the trauma becomes the main

Culture and workplace ethics Essay Example for Free

Culture and workplace ethics Essay Culture in the workplace has very little to do with the well known culture of literature, music and art. In the workplace, culture actually refers to the shared work environment, belief systems, behavior expectations and expected efforts, all of which usually characterize a certain organization or business enterprise. The work setting culture mainly includes things like, socialization expectations, dress code, how different groups within the organization perceive issues relating to attendance, problem solving and quality of work output. Finding the appropriate culture to fit an organization is a vital element in ensuring that a particular field or job is successful. Corporate culture has a lot of influence on ethics of an organization. It is through it that right or wrong decisions are made. They determine whether to adopt strategies that will benefit majority of the people in the workplace positively or adopting ones with an impact of affecting most workers in a negative manner (Russell, Para 3). Effect of culture on workplace ethics The organization’s culture is quite important perhaps more than most people appreciate. It holds various categories of people within an organization together and thus it has a lot of impact on what people within the organization perceive to be right or wrong. Even though certain conducts like corruption might be considered to be vice and thus culturally immoral in some organizations, there are other workplaces where the behavior is considered to be appropriate. Culture is usually deep rooted in an organization since although it is manmade; it takes several decades to grow. New employees in each and every work place are first introduced to the operating culture in the workplace and thus it is usually in each and every person working in the workplace. Ethics comes after culture and it therefore has to sing to the tune of culture (Lagan, Moran, pp 46). The depth of culture within an organization is usually realized when someone attempts to alter an organization’s culture in a manner that is not consistent with the shared believes and norms of the organization. Such a person usually meets a lot resistance regardless of whether the intended cultural change is ethical or not. Culture within an organization is usually not stagnant but it is rather dynamical so as to take into account the changing business and workplace environment. Due to the fact that the workplace ethics are tied to culture, they also have to keep on changing so as to be consistent with the workplace culture (Russell, Para 4). Workplace ethics is highly influenced by the leadership of the entire organization. These are the people who are charged with the mandate of running the business and making decisions for the entire organization. The organizational culture determines the type of people to take managerial decisions. Therefore, if the culture of an organization is to be led by men and women of high integrity, then the workplace in such an organization is likely to be ethical. This is due to the fact that when an organization is led by such people, they will always make decisions with each and everyone within and without the organization in their mind. Their decisions will in most cases affect majority of the people in a positive manner. In this case, culture is very important on business ethics since it determines in an indirect manner the type of decisions to be made by the managers leading the organization (Hopkins, pp 78). On the other hand, if the organizational culture of a particular enterprise is one that allows men and women of less integrity to lead it, people who enter these offices via unethical channels where merit is not a priority, then such managers will in most cases be unethical. They will in almost all cases make unethical decisions which are likely to only benefit very few individuals within the organization while exposing the majority, mainly the junior members of staff to unfair treatment. Workplaces operating from such environments are mostly unethical and clearly this is as a result of the organizational culture. Most of the decisions adopted in such organizations are usually only aimed at maximizing the profits of the organization without putting into consideration other parties who are likely to suffer as a result of such decisions. These types of managements are mainly self centered and are only worried about their business organizations with little or no concern at all for other people. They are not worried of whether their actions are ethical or not, as long as business is running and making profits nothing else worry them. This attitude is usually enhanced by the organizational culture which in turn affects the workplace ethics significantly (Russell, Para 7). The corporate culture of an enterprise determines the criteria of promotion. If the culture of an organization enhances promotion based on merit, then the workplace will be more ethical as compared to instances where promotion is not based on merit. Since employees seek for promotion every now and then, they have to look for the criterion that is used for promotion so that they can be well equipped to qualify for promotion. Such a culture of promotion will take decades to develop and will thus be very much deep rooted to eliminate within the workplace (Lagan, Moran, pp 69). The culture of an organization determines the values that are to be held in high regard within the organization. If a culture holds unethical behaviors in high esteem, then such conducts will be dominant in the organization. Rewards will be awarded to those people who excel in such conducts. In this case, the organizational culture is mainly concerned with appreciating the efforts of its employees who have excelled in certain field regardless of whether their actions were ethical or not. Such a culture therefore, promotes unethical behaviors among its employees (Brooks, Dunn, pp 120). In other organizations, the culture is very clear and is tailored towards promoting ethical behaviors among its employees. In fact, the employees who excel in ethical conducts in various fields in the course of their work are identified in a fair manner and rewarded so as to encourage them to continue in the same spirit and be even more ethical in future. The other employees are also challenged to act ethically and at the same time they are made to desire to act ethically so as to be rewarded like their counterparts who were more ethical than then in a certain period. This form of culture thus acts as a tool for enhancing ethical behaviors within an organization to develop (Bassman, pp 55s). Culture within an organization determines how the organization as whole perceives the outsiders, more so its competitors. There are cultures which are tailored towards viewing the competitors as enemies and thus it promotes actions which will deal with such enterprises as enemies. Such a culture will promote unethical behaviors to its competitors and enmity arises between the two organizations. Culture is responsible for various unethical actions that might be penetrated to the other organization since it has made everyone within the workplace of the organization to develop a negative attitude towards its competitors (Russell, Para 9). At the same time, culture can act as a catalyst for enhancing ethical behaviors among the various employees of the organization especially in their actions towards the competitors. Culture will in this case promote good relations among the two organizations and it will make the employees to perceive the other organization as a competitor and not an enemy. This form of culture will promote actions that will enhance positive competition between the two sides and thus ethical behaviors will be enhanced greatly (Lagan, Moran, pp 89). While there are employment regulations and laws governing the manner in which employees are to be treated, the ethics of an organization are more tailored by the organizational culture and not such laws and regulations. The ethics therefore goes beyond the regulations and the laws connecting the business practices of an organization to the workers’ personal beliefs. Culture in this case plays a leading role in ensuring that the actions adopted by the organization are in line with it. In this case, the organizational culture ensures that various employees in the workplace within the enterprise work together for a common objective as well as having the intention of doing the right thing in a world that is quite diverse and complex (Bassman, pp 126). The culture in operation within an enterprise determines how an organization treats its outsiders and whether or not it does anything that is likely to affect them negatively. For culture to be able to promote ethical actions among its employees towards the outsiders, then it must be one that encourages decisions that will affect these people in a positive manner. Among the current issues that has brought a lot of criticism in the entire world is that of pollution. An organization is considered to be ethical if it emits fewer pollutants to the environment. This means that it is concerned about the environment and the consequences of disposing untreated chemicals to the environment. On the other hand, there are organizations that are completely unethical. They pollute the environment without really caring how many people will be affected by the same. This affects the workplace environment indirectly since the employees will face hostility from members of public and will in several occasions be referred to as unethical people who do not care about tomorrow. This might make the organization to loose several employees to other companies which are more ethical as employees will like to be associated with organizations with good reputation (Brooks, Dunn, pp 258). Conclusion Culture is a very important element in every organization. It is responsible in shaping the ethical behavior of the employees and also the workplace ethics. This is due to the fact that ethics within an organization is driven by the culture that is in operation within an organization. Culture is therefore a very important force in driving ethical practices of an enterprise. This is mainly because the organizational culture takes time to grow and mature and that it is taught to all new employees which make it to be deeply rooted within all employees. Culture has the ability of making an organization to act either ethically or unethically. Work cited: Bassman, Emily S. ; Abuse in the workplace: management remedies and bottom line impact; ISBN 089930673X, Quorum, 1992. Brooks, Leonard J. Dunn, Paul; Business Professional Ethics for Directors, Executives Accountants; ISBN 0324594550, Cengage Learning, 2009. Hopkins, Willie Edward. Ethical dimensions of diversity; ISBN 080397289X, SAGE, 1997. Lagan, Attracta Moran, Brian; Three Dimensional Ethics: Implementing Workplace Values; ISBN 097574223X, eContent Management, 2005. Russell, Mike; Workplace Ethics Business for Social Responsibility: Initiatives for corporate culture’s committed to ethical business practices, concern for the environment and global humanitarian causes (2008): Retrieved on 5th August 2009 from http://sandiego. jobing. com/blog_post. asp? post=8929.