There are many arguments against euthanasia, since the religious, ethical, social and even political. From the religious perspective it is seen as a violation of the right to human life and should be reserved for an exclusive Lord, that is, only God can take someone's life. From the perspective of ethical medical, bearing in mind the Hippocratic Oath, which states that considers life as a sacred gift, on which the doctor cannot be a judge of a life or death of somebody, euthanasia is considered murder. The physician thus, fulfilling the Hippocratic Oath, assists the patient, providing with any and all means necessary to its subsistence. In addition, it can be seen that there are many cases in which individuals are disillusioned by medicine and traditional looking after alternatives can heal themselves (Lemiengre et al, 2014, p.1-17).
Another of the arguments against focuses on the legal part, because the legal code does not denote the definite offense of euthanasia, reproving any unnatural act in the extinction of a lifetime. Being voluntary homicide, suicide or aid to murder even if the request of the victim or "compassion” punished criminally.
According to Holbeche (2006), most organizations are resistant to change even when pressure dictating a change mounts against them and the main reason for this organizational behavior is as a result of organizational culture. This is because culture has been identified as one of the factors that changes behavior, and as such, the organizational culture will influence the behavior and attitudes of the employees or management concerning change. Today, organizational culture is not seen as simply an avenue for increasing a firm’s performance, but a tool for achieving so much more in business. This stand position can be justified by assessing the definition of organizational culture form Holbeche’s work. Holbeche (2006) defines organizational culture with great simplicity by describing it as “how we do things here.” According o Holbeche (200) culture has been perceived as one of the factors that promote a sense of identity among organizational employees, since it is essentially an unwritten guideline of how employees are supposed to behave within the context of the organization. As a result of this, several theories have been put forward which relate organizational culture to some of its perceived advantages.
All Canada regions are in need of lasting methods to meeting their energy requirements within a background that takes financial and environmental realities into consideration. Even if the UN has not dealt with international assessment very well, it is at least trying to struggle with the very complicated matter. Canada ca not goes on with ad hoc reactions to personal conditions or repeating a US strategy which is in turn not well expanded. The lasting nature of suitable action needs a strategic countrywide approach within which each authority can find ways to address its requirements for the long period. Huge doubling at provincial and nationwide levels as well as in the corporate section is costly and has not served Canada properly.
Forests are increasingly being demolished at an disconcerting rates. Immense numbers of trees are increasingly being reduced to present timber in makingfirewood and furniture, charcoal losing and also clear the ground for farming and as well ranching. This damaging action is called deforestation. In order to really clear out woodlands for agricultural uses, citizens clear out and lose the various bushes in room.
Holbeche (2006) also notes that in as much as strategic innovation along with product improvement and flexibility are central in an organization’s working processes; these can only be achieved if the employees are willing to put in the necessary hard work, which is facilitated by a good organizational culture. So arguably, the organizational culture greatly affects innovation within the organization setting based on this theory of its significance to strategic planning or management. Below is a critical review of the theories of the nature of organizational culture, which will also include an analysis of how this may affect innovation within an organization, and in which ways the leaders of an organization can effectively manage it.
Various theories have been presented all seeking to illuminate the nature of organizational culture. A study of the works of Maanen and Schein (1977) for instance argue that the here and now behaviors adopted by members of an organization are associated with various attributed related to the organization or groups, but only certain patterns re passed from one group of organizational members to another.
Apart from men and animals, a lot is affected as is the case with forests most of which has so far been depleted. Without adequate forest cover, the amount of rainfall recorded isn’t able to avail much as expected. It only forces man to consider other means and ways aimed at ensuring water security. Some are encouraged to consider educating the society on the dangers posed by such a state thus needs to change their approach to life. This is achievable through a social centered kind of initiatives such as tree planting so as to replenish the once rich diversity as initiated by Mother Nature (Houghton 7).
Apart from the wellbeing of men; wild animals have also been affected by human encroachment on their habitat. This likely to make many wild animals shift from their habitat. In order to survive, some could even change their migration patterns. Part of the reason why this comes about is because their migration patterns have been encroached by uncontrolled human settlement. In future it might be hard for most countries to maintain such treasures as seen by there being a decrease in the number of wild animals than it was in the past. Some may as well be affected by toxin which could on the other hand be disposed in the open only poisoning the animal habitat. This ought to be discouraged to safeguard the gains made.
According to Rose et al(2008) organizational culture is viewed as a means through which the problems experienced by workers can be brought to light, an principles are set, as are the expectations and behavior patterns and traditions that facilitate increased achievement. In this regard, organizational culture is seen as a tool to enhance achievement, and a means for the discovery of various human issues such as employee problems. Alternatively, Shahzad et al. (2012) argue that organizational culture can be conceptualized using two main approaches; the process oriented approach, and the classification approach. The process oriented approach assumes that organizational culture is a permanent response to certain problems (Shahzad et al, 2012). In this approach, organizational culture is perceived as an outline of hypothesis invented concerning a specific problem, and after testing is considered suitable (Shahzad et al., 2012). Three levels of culture are discussed in this approach, and these are behaviors which constitute the social and physical environment, values which entail the underlying meaning used to interpret the outline, and basic assumptions or norms which entail those behaviors which are difficult to learn or change (Shahzad et al., 2012).
Businesses call for taking energy into consideration particularly those who use large volumes of power and contribute considerably to greenhouse gas emissions. They require getting out in front of the matter and not simply reacting to proceedings as they happen. The recent Gulf of Mexico oil pipe rupture fiasco is clear proof of that. A countrywide energy review as a basis for plan and strategies is serious at this level. The effects of well-intended but wrong conclusions are costly and do little to have actual effect on energy provision and environmental value. As a large and diverse country, with many jurisdictions and huge corporate interests, Canada should have a new comprehensive way to energy policy required and guided by a new structural entity performing the honest broker duty.
Jungles are going to be demolished in an disconcerting cost. Large numbers of trees and shrubs have been reduce to give hardwood for creatingfurniture and firewood, charcoal melting as well as remove the country for farming and in many cases ranching. This harmful steps is termed deforestation. To help fresh forests for gardening applications, visitors obvious and burn the entire trees in field. The blaze damages the entire kills, drives and plants over the creatures.
A good example is the link provided between corporate culture and innovation. According to Holbeche (xi), strategic planning of an organization should be targeted towards building capabilities and organizational culture which is conducive of sustainable performance. Holbeche (2006) proceeds to note that the focus of a business should not solely be geared towards an organization’s future business, but rather on the growth of an organization’s revenue as well. As such, change management becomes a very critical aspect of organizational survival, which greatly requires increased focus for better management in order for the organization to grow, as opposed to destroying the various business capabilities that present an opportunity for innovation and new business activities (Holbeche, 2006). A high performing organization is identified as that which is flexible and innovative, thus allowing for the attraction and retention of employees (Holbeche, 2006). A high performing organization is also defined as that which possesses a culture that facilitates or is conducive to innovation and knowledge based creation (Holbeche, 2006). Thus, organizational culture in this context is not merely perceived as a tool for changing employee behavior, but a tool for facilitating desired employee behavior through the creation of a conducive environment for innovation and creation of new products and services.
begin ... prev 1 2 3 4 next ... end