The Justifications Of The Atomic Bombing Of Hiroshima And...

The justifications of the atomic bombing of Hiroshima and Nagasaki have been continuously debated since the time of occurrence. The variety of approaches towards the topic often times lead to ambiguous conclusions that leave debaters dumbfounded. Primarily, there are two moral reasonings that analysts of the event utilize: the utilitarian approach and ethical tradition. The utilitarian approach determines the goodness or evil of an action by its consequences (Holt). It has been said that this approach led the United States to reduce innocents to instruments and morality to arithmetic during World War II (Holt). By contrast, ethical tradition rooting from Judeo-Christian theology holds that some actions cannot be justified by their consequences, rather they are absolutely forbidden (Holt). The problem is, however, that this absolutist morality is difficult to apply to war. This tradition does hold attacking a military target knowing some innocents will die as a side effect as permissible (Holt). The utilitarian approach tends to support the decision to use the atomic bombs when the consequences are believed to be believed to be beneficial towards the nation’s interest. Ethical tradition tends to view the use of atomic bombs as an atrocious action of the United States. A viewpoint that mediates between the two approaches, however, is given the circumstances of World War II in 1945, the atomic bombings of Hiroshima and Nagasaki can be excused but not justified. Truman’sShow MoreRelatedWas Bombing Hiroshima and Nagasaki Necessary to End World War 2?1650 Words   |  7 Pagesof an atomic bomb landing over Hiroshima and Nagasaki to finalize the war. To this day there is still controversy that if that atomic bomb was actually necessary to end the war, because of the number of innocent casualties suffered from the Japanese. The aim of this investigation is to answer the question: To what extent was the bombing of Hiroshima and Nagasaki necessary to end the war with Japan? To answer this question, the investigation will need to determine if there was justification for thisRead MoreThe Atomic Bombing Of Hiroshima And Nagasaki2142 Words   |  9 PagesThe horrific atom bombing of Hiroshima and Nagasaki, Japan on August 6th and 9th of 1945 brought about several reactions in the United States. Starting with the controversial events leading up to the atomic with the Potsdam Proclamation, many Americans began to wonder whether the total destru ction of these two cities were necessary. However, immediate American responses and reactions to the bombs were contrary to what they became later on. Americans slowly stopped being ignorant of what had happenedRead MoreOn August 6, 1945, The United States Of America Dropped1173 Words   |  5 Pages On August 6, 1945, the United States of America dropped an atomic bomb on Hiroshima, Japan. For decades, there have been feuds relating to the justification of the bombing. Was the U.S justified? It depends on your vantage point. The United States was justified due to the unprovoked attack and bombing of Pearl Harbor, Hawaii, which occurred three years prior to the bombing of Hiroshima, it was necessary to stop the war because it saved thousands of American lives. Until then, the fight had neverRead MoreThe Debate Over The Atomic Bomb On Hiroshima And Nagasaki1383 Words   |  6 PagesThe debate over the impact of the atomic bomb on Hiroshima and Nagasaki concerns the ethical, legal a nd military controversies surrounding the United States atomic bombings of Hiroshima and Nagasaki. This tragedy occurred on two occasions; the 6th and the 9th of August 1945, and signified the conclusion of the Second World War, 1939-1945. There were many questionable motives involved in the event, as such a decision required moral certainty. Proceeding the bombings, the terms of surrender for theRead MoreThe Hiroshima Attack On September 6th Failed1458 Words   |  6 Pages Truman estimated a potential loss of 500,000 lives; he saw the bombs will completely destroy Japan s power to create war...† (Harry S. Truman, 1945) The Hiroshima attack on August 6th failed to be decisive: Japan did not surrender, nor did it seemed pressured by the nuclear attack, according to the U.S. (Harry S. Truman, 1945) Nagasaki was considered vital, because it was a major harbour, a densely populated area and residential to a lucrative trade industry, namely, Mitsubishi manufacturingRead MoreShould We Have Dropped The Atomic Bomb?1180 Words   |  5 PagesShould we have dropped the atomic bomb? On August 6, 1945, the United States of America dropped an atomic bomb on Hiroshima, Japan. For decades, there have been feuds relating to the justification of the bombing. Was the U.S justified? It depends on your vantage point. The United States was justified due to the unprovoked attack and bombing of Pearl Harbor, Hawaii, which occurred three years prior to the bombing of Hiroshima, it was necessary to stop the war because it saved thousands of AmericanRead MoreShould The Us Dropped Atomic Bombs On Japan?1183 Words   |  5 PagesShould the US dropped atomic bombs on Japan? By- Daniel Hernandez On August 6, 1945, the United States of America dropped an atomic bomb on Hiroshima, Japan. For decades, there have been feuds relating to the justification of the bombing. Was the U.S justified? It depends on your opinion. The United States was justified due to the unprovoked attack and bombing of Pearl Harbor, Hawaii, which occurred three years prior to the bombing of Hiroshima, it was necessary to stop the war because it savedRead MoreThe United States Was Justified For The Attack Of Hiroshima Essay1342 Words   |  6 Pagesattack to Hiroshima, Japan. The nuclear bomb was made in the south western for the sake of the United States under top mystery conditions. The Manhattan Project was constructed by Dr. Robert Oppenheimer who was a German Jew that fled from the Nazi party. For a long time, the Germans and Americans were in a race to finish the bomb first. It was viewed as a stupendous achievement when on July 1945, in the New Mexico betray, the primary nuclear bomb exploded in a trial. On August 6, 1945, an atomic bombRead MoreIb History Internal Assessment : The Bombings Of Hiroshima And Nagasaki2418 Words   |  10 PagesThe Bombings of Hiroshima and Nagasaki Research Question- To What Extent were the Bombings of Hiroshima and Nagasaki Necessary to end World War II? Word Count: 2,192 Section 1: Identification and Evaluation of Sources Source #1 - Emperor Showa’s address This document, a written version of the Japanese Emperor’s radio address to announce his intention to surrender to the Allies in 1945, is valuable source when analyzing the necessity of the bombings of Hiroshima and Nagasaki becauseRead MoreAround Seventy Eight Years Ago, World War Two Was Inevitable997 Words   |  4 Pagesbetween the United States and the Soviet Union. World War Two’s legacy includes The Holocaust, the bombing of Pearl Harbor, and the first use of atomic bombs. The United States’ use of the first atomic bombs has great complications, however the act is justified because of Japan’s reluctance to surrender, the amount of casualties saved, and resources that were not wasted on either side. By dropping the atomic bombs, the U.S forced a surrender from Japan which it had previously ignored. According to Gwynne

Understanding Business Ethics Free Essays

Explain the implications for the business and stakeholders of a business operating ethically. A stakeholder is a person, group, or organization that has direct or indirect stake in an organization because it can affect or be affected by the organization’s actions, objectives, and policies. Key stakeholders in a business organization include creditors, customers, employees, government, owners, suppliers, unions and the community from which the business draws its resources. We will write a custom essay sample on Understanding Business Ethics or any similar topic only for you Order Now Tesco is committed to conducting business in an ethical and socially responsible manner. This relates to all aspects of their business, treating employees, customers, suppliers and shareholders in a fair and honest manner and ensuring that there are constant and open channels of communication. Tesco has Codes of Ethics for its employees, which includes a policy on the receipt of gifts and a grievance procedure that covers employment issues. Similar essay: How Does Tesco Communicate With Their Customers Tesco has a confidential telephone help line, Protector Line, for any employee who wishes to raise concerns relating to alleged criminal offences, failure to comply with legal obligations, miscarriages of justice, health and safety, damage to the environment and concealment of any of these issues. These are Tesco’s stakeholders: Customers: The employees hear customers’ views on everything from how Tesco are serving them in their stores to their role in the community. Customers are looking to buy products; they are looking for a wide range of products. They also want easy accessibility to the premises and hope to buy quality products at competitive prices. They are really important because they provide the money for the store to be successful. Also an expanding amount of customers mean more profit for the business. Most customers expect fresh fruit and vegetables at high quality for good value. Employees: Employees gives Tesco their feedback through the Viewpoint staff survey, Staff Question Time sessions and their Staff Forum process. May want an increase in pay rise. Employees have a very big interest in Tesco; they have an interest in the business in the form of wages, bonuses, discounts, and holiday pensions. The business may be affected by how well their employees do in customer service. If a customer experiences poor customer service, it is more like that they will tell someone else that if they got a good customer service. Therefore employees need the right type of customer training in order to be successful to the business. Suppliers: Tesco’s core value is â€Å"treat people how we like to be treated†, and it’s something they apply firmly to their supplier relationships. Suppliers stock the business with all its business supplies; if they are late then it causes conflict between business and suppliers. Therefore, it is vital that all the business supplies are on time. Suppliers are probably the third important part in a business, they provide the products and if they are not on time it poses a great threat to the financial state of a business. On the other hand, suppliers aren’t that important in decision making because they’re scared of losing their contract with Tesco. The main jobs of the suppliers are to sell fresh stock daily at market price. Investors: Tesco’s Investor Relations team regularly meet analysts from the financial institutions which invest in them or represent their shareholders. In contrast it may want a decrease in pay rise for their employees. The owners are probably one of the most important people in a business, they set rules. More importantly they expect repeat business profits and respectable customers. How to cite Understanding Business Ethics, Essay examples

Social Identity Processes in Organizational Contexts

Question: Discuss about the Social Identity Processes in Organizational Contexts. Answer: Introduction The main objective of this paper is the identification of the importance of personality to accomplish organizational position. It has been observed that in the organizational process, during the recruitment of employees the managers emphasize on the personality trait as compared to the talent and expertise. This paper attempts to explain various reasons that make the aspect of personality an important factor to determine the organizational management in the recruitment of employees. Organizational progress includes accomplishment of different roles and skills that depend on personality traits (Bolino et al. 2013). The unique traits of personality of a person such as creativity, discipline, integrity and interpersonal communicational styles are elemental in providing a satisfactory customer service and to handle pressure. The assignment will therefore, investigate the importance of a good personality traits for the success of the organization and will evaluate the developmental aspect s in the organizational behavior. Theories of organisational behaviour This theory has been developed in the early twentieth century by Frederick Taylor and had four key principles: 1) To find an efficient way to perform and succeed in the organizational setting, 2) Coordinating all the employees and expert in each task, 3) Supervising employees and workers by punishments and rewards as the motivation for them and 4) To control and plan effectively during the end of the task (Champoux 2016). Taylor was effective in the improvement of the rate of production by using his theory of classical organization. His techniques contained hiring skilled workforce and equipments. He also investigated the production in the organization. He combined various parameters that helped to yield productivity in the organization. His theory yielded good results in business organizations that were simple but it failed to perform in an effective manner in the other organizations having modern structure. Contingency theory was constructed by an native psychologist of Austria named Fred Edward Fiedler. It is based on the fact that any course of action depends on the situations that occur internally and externally. It comprises of three factors that are the relation between the member and the leader in the organization, structure of the task and the power of the position. These factors play a pivotal role in the growth of the organization (Greenberg and Colquitt 2013). It was proposed by Ludwig von Bertalanffy in the year 1928 who was a Hungarian scholar. According to this theory all the segments of an association are related to each other and the transformation of one variable can affect others. It says that a system can easily be an open one or a closed one and an open system can interact with the environment and a closed system cannot interact with the environment (Rice 2013). Evaluating potential organisational problems and formulation of proactive managerial interventions Culture is characterized by various traditions and the history of individuals. It includes individuals having same ethnicity, nationality, religion and dialect. (Bolino et al. 2013). Organizations include various individuals of different backgrounds and cultures. A hierarchical culture cannot fit social ability and help in the building of aptitude comes in. An association that is equipped socially helps in uniting learning about various individuals and changes them into guidelines and practices that help in the success of the organization (Hogg and Terry 2014). Importance of diversity: It means to respect and accept various differences in different cultures. The individuals in the organization have different cultural backgrounds and belong to different races, religion and speak different languages. They shift to different areas and get along with and mix with individuals belonging to different communities and religion. Studies suggests that variables like residence, sexual orientation and socio-economic status plays a upper hand to the racial discrimination in the current scenario. As an example, a Vietnamese couple that moved to America, and brought their kids up in a rural zone, the youngsters might recognize the European American pop culture instead of Vietnamese culture of their folks just due to prolonged exposure (Judge and Robbins 2015). By understanding such conditions can help in the better understanding of diversity that is complex in nature. Self-assessment of culture: It is important to be aware of various cultural practices in an organization. Physical distance plays an important in some cultures while interacting socially (Langton et al. 2013). It is mistreated if an individual touches the hand of the other person with whom he or she is interacting with and it should be prevented. The organization should perform a self- assessment of culture for it individuals to help them in adjusting people from different cultural backgrounds (Pinder 2014). Understanding the dynamics of difference: There are various factors that can affect the interaction the interaction between different cultures. For instance, Native Americans and African American have experienced mistreatment and are discriminated by individuals belonging to different cultures. These experiences suffered by the cultural group can transfer it to other generations and affect them in a negative manner. The organization should help the interaction of individuals belonging to different cultural groups. Teamwork plays an instrumental role in the path of success of any organization and the individuals should respect each others culture that will help in communicating effectively and making the organizations to reach new heights (Langton, Robbins and Judge 2013). Integrating knowledge of culture: The organization should help in instilling knowledge of different cultures by developing various programs and policies. The employees must be trained in an effective manner to provide knowledge of various cultures. Adaptation of diversity: Adaptation of diversity is very important for the individuals in the organization. The members should respect and value the tradition and culture of all the members that will help them in communicating effectively (DuBrin 2013). Recent developments in organisational behaviour. Globalization: Organizations have changed the workplace ambiance and style in the hopes of catching up with the upbeat and dynamic corporate world. The manner or coordination and cooperation adapted by different corporate organizations has changed in significant ways in the present century .Thomas Friedman highlights this marvel in his book "The world is level" that there are few kinds of changes that has aided in the globalization of business. There I genuine desire of worker to improve his insight and morph into an efficient masterpiece of effective business strategy by keeping in mind various problem brought by the worldwide economy to reach his goal (Crane and Matten 2016). Emerging employment relationship: Shifting paradigms in the organizations have made it extremely important to consider a part of the emerging representative relation issues that can affect the businesses in the decades to come. By understanding these emerging issues can aid the administrative body to arrange better and effective reaction to the transformations in the workplace environment. The relationship of a boss and the employee is additionally demonstrating change in the present-day period. The employee should be provided adaptable working hours to perform to their best. Administration now invites upward correspondence and cooperation of lower level representatives in the basic leadership prepare. Change of workforce: The statistics of the workforce has changed in the present century. This is because of various elements such as a maturing populace, work deficiencies and migration. Another reason that has changed the workforce is the adjustments in the states of mind of laborers (Champoux 2016).The organizations need to adjust their enrollment, preparation and administration procedures to adjust to evolving workforce. The bosses may need to go up against less talented specialists at first and create them, instead of just contracting experienced individuals. Employing workers from abroad can help to achieve success in the organization Management of Knowledge: Administration of information is an organized action that increases the ability of an association to obtain, share, and use learning for its survival and achievement. The choices we make are depend on the information of some kind. To improve these activities and their principle characteristics and choices, it is important to grasp the method of administering the information. Research studies have explained that reliable culture is an important hindrance to utilize scholarly resources. They emphasize on four separate routes in which culture lays a profound impact on the hierarchical practices integral to information creation, sharing, and utilization. The very first is the doubt about what information is and which learning merits overseeing. The second route is the connection among various individuals and authoritative learning. The social communication that decides how learning can be utilized as a part of specific circumstances is the third component. And the fourth and last route is the procedure by which information is created, legitimated, and circulated in the associations (Holsapple 2013). Conclusion It can be concluded that organizational behavior is the way by which the individuals in an organization interact with each other and with the customers. A fruitful and effective organizational setting can be easily deduced by a healthy and mutually respectful relationship between the environment of the organization or workplace ambiance and the operational structure of the organization. Organizations that are open systems largely rely on the organizational atmosphere. The environment of an organization is determined by organizational behavior in both the staff and the management. As explained above, organizational personality involves communication, interpersonal, time management skills and respecting each other culture along with the ability of integrity and a proper organizational environment can not be effectively established without these traits. References Bolino, M.C., Klotz, A.C., Turnley, W.H. and Harvey, J., 2013. Exploring the dark side of organizational citizenship behavior.Journal of Organizational Behavior,34(4), pp.542-559. Champoux, J.E., 2016. Organizational behavior: Integrating individuals, groups, and organizations. Routledge. Crane, A. and Matten, D., 2016.Business ethics: Managing corporate citizenship and sustainability in the age of globalization. Oxford University Press. DuBrin, A.J., 2013. Fundamentals of organizational behavior: An applied perspective. Elsevier. Greenberg, J. and Colquitt, J.A. eds., 2013. Handbook of organizational justice. Psychology Press. Hogg, M.A. and Terry, D.J. eds., 2014. Social identity processes in organizational contexts. Psychology Press. Holsapple, C. ed., 2013.Handbook on knowledge management 1: Knowledge matters(Vol. 1). Springer Science Business Media. Judge, T.A. and Robbins, S.P., 2015.Essentials of organizational behavior. Pearson. Langton, N., Robbins, S.P. and Judge, T.A., 2013.Fundamentals of organizational behaviour. Pearson Education Canada. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Rice, A.L., 2013.The enterprise and its environment: A system theory of management organization(Vol. 10). Routledge.