Essay about The Human Being and Living the Good Life

Philosophy 1000C Final Paper The Human Being and Living The Good Life This paper contains the different definitions of what it means to be a human being and living a good life. In this paper we will take a look at Hobbes and Augustine’s definition of the human being and the good life. Both of these philosophers give examples of what they think the good life is, and the desires of human nature. In this paper I will talk about Augustine and his thought of how in order to live a good life, one needs to seek God to find true happiness. I will also talk about what being a human being and living the good life means to Hobbes, and his thought of how human equality is the ticket to happiness and the good life. I think Augustine offers a†¦show more content†¦He believes that a person that chases materialistic items is one who is selfish, because that person is always thinking about what the world/ another person can do for me; A godly person is one who appreciates the world for who it is and another person for who he/she is. A godly person fin ds the life fulfilled. He believes that because human beings are all sinners, chasing after materialistic items will only lead to more sin and addiction, it won’t give us the ultimate satisfaction and fulfillment. Augustine shares his personal experience with us about how he chased after materialistic items and stole for fun, but it was never enough to fulfill him. He talks about his lust and search for love, but he didn’t find true love, fulfillment, or happiness until he found God. Human beings are the same, they chase after fame, money, popularity, success, and material items, but they will always feel the void, emptiness, and unfulfilled. Materialistic happiness is only temporary. Ultimate fulfillment and happiness requires spiritual existence and not tangible existence. Hobbes believes that the definition of human nature is a person who desires happiness. Hobbes believes that happiness is relative to the individual. There is no universal happiness. Hobbes believes that human beings are self-centered, self- preservative, and desire power. Hobbes believed that the state of nature would lead to the state of war because there are no laws in the stateShow MoreRelatedThe Philosophy Of Philosophy And Philosophy1451 Words   |  6 Pages Philosophy is recognized by the questions being asked, and the methods used to answer them. These questions are usually the ones that are open-ended, abstract, or the ones that lead to controversial answers. Due to the openness in philosophy, the uncertainty, there is not just one viewpoint that is completely accepted by all to be true. 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Pharmaceutical Patents And Its Effects On Society - 995 Words

Everyone loves a good bad guy. It seems to make complex issues easier to deal with when there is a scapegoat defined. Disease kills many people on a daily basis all around the world. However, many people view the big drug companies as evil profiteers in the fight against disease, wielding patents to protect their profits rather than wielding medicine to combat disease. Medicines have been created to combat disease which greatly improves survival outcomes and daily quality of life. Many of the large pharmaceutical companies are responsible for inventing and manufacturing a majority of the medications that have had this positive impact on society. Although it may seem that many view pharmaceutical companies as profiteering from illness via patents, people world-wide benefit from the process, especially when generic production is authorized. This would never happen without the current model utilizing pharmaceutical patents. Patents give intellectual rights to a person or a group of people that invent something. Patents fuel innovation because they give a temporary monopoly to the inventor that received the patent. Otherwise, the originator of a product may not receive the credit, more specifically, the financial reward for creating something useful and sharing it with the world. This applies to medicine just as much as anything else. Pharmaceutical companies spend enormous amounts of time and treasure to research and develop new, effective and safe medications toShow MoreRelatedThe World Trade Organization and Intellectual Property Rights1108 Words   |  4 PagesRights (TRIPS) patent regime is the compulsory product patent protection for pharmaceutical inventions. In order to comply with the TRIPS obligation, India introduced product patent protection from 1 January 2005. 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Netscape’s Initial Public Offering free essay sample

Q1. Why has Netscape been successful to date? What is its strategy? How risky is its current competitive situation? Netscapes most successful product was the leading client software program that allowed individual PC users to exchange information and conduct business over the internet, being the most user-friendly version of similar products. Mid 1995, out of the 57million internet users, 8million were new that year. Internet was growing rapidly. Netscape set the industry standard with Netscape Navigator and managed to capture 75% of the market by Spring 1995 and was poised to make money by selling software to companies willing to make use of online marketing opportunities. However, this success carried some risks with it, too, according to us. Netscape Navigator, the companys most successful product, accounted for 65% of total revenues in Q2 2005. Server and integrated application software accounted for 28% of revenues in that quarter. Notwithstanding any other factors, deriving such a large share of your revenues from one product always carries a long-term risk with it. We will write a custom essay sample on Netscape’s Initial Public Offering or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Given that Spyglass Inc was Netscapes only real competitor in 1995 (and even competing on a different market), it is beyond doubt that Netscapes short term position in the market was excellent. However, with big giants such as Microsoft, America Online, and Progidy developing similar software and planning to enter the same market Netscape was engaging in on a 1 or 2 year term from 1995, one should have concluded that it was not very likely that Netscape would remain in its unique monopoly (or close to monopoly) position. It can be inferred from Exhibit 3 of the article that Microsoft and America Online had a far greater spending power than Netscape in 1995, adding to their chances of taking up market share in the near future. Q2. Value Netscape. Total Equity value 154,874,816.46 IPO Share price 30.97 Notes: 1. Considering the industry is in inception phase and there is a large growth potential, a growth rate from 1995 to 2005 of 15% is assumed. 2. Assume interest expense and income stay constant over time 3. When calculating the depreciation, the additional capital expenditure is also taken into consideration and is also depreciated on 10-year straight line basis Q3. How fast does Netscape have to grow on an annual basis over the next 10 years to justify the $28 offer price? Under the same assumption in Q2, the growth rate should be 11.09% over the next 10 years to justify the $28 offer price (using solver). Q4. What sources of capital other than the public equity markets could be tapped to satisfy these capital needs? -When a private company decides to raise outside equity capital, it can seek funding from several potential sources: angel investors, venture capital firms, private equity firms, institutional investors and corporate investors. Netscape already has : Jim Clark as Angel Investor Adobe and five other media companies as Corporate Investors and Kleiner Perkins as Venture Capital Firm So, it can go to Private Equity Firms and Institutional Investors before raising public equity. Another possibility is a Joint venture with a competitor. Q5. What are the advantages and disadvantages of public ownership? Advantages Better access to Capital Greater Liquidity Visibility Disadvantages Equity holders become more widely dispersed, making it difficult to monitor management Firms must satisfy all legal and regulatory requirements (e.g. SEC filings, SOX etc.) which is costly and time-consuming. Q6. Why are many IPOs underpriced? -A naive view would be that issuers have no choice because a relatively small number of underwriters control the market. -The more commonly accepted explanation is referred to as the winners curse. The winners curse describes the effect that rationed allocation of shares for each investor has on pricing. When an IPO goes well, the demand for the stock exceeds the supply, thus allocation of shares is rationed. However, if an IPO does not go well, demand at the issue price is weak, so all initial orders are filled completely. So you only get all the shares you demanded, if the IPO is more likely to perform poorly, and you get only part of your order if the IPO went well. This effect implies that it may be necessary for the underwriter to underprice its issues on average in order for less informed investors to be willing to participate in IPOs.

Assignment of training and development Essay Example

Assignment of training and development Essay This paper deals with a comparative study on the issue of training and development for several leading pharmaceutical companies in Bangladesh. This study is based on primary data (questionnaire survey) and descriptive statistical tools have been used for analysis. The study covers critical analysis of few training and development parameters, like, need assessment, availability of training materials, resource persons, priorities Of training program, training budget etc. The analysis of the study shows that Glaxo SmithKline Bangladesh Limited is in a better position than any other leading harmaceutical companies in Bangladesh on the issue of training and development. Introduction In any organization training is nothing but a means of survival in an extremely competitive and rapidly changing environment . Staffs are the key factor and determine the success of any large-scale project. The importance of this factor cannot be overemphasized for innovation or the widening of horizons. All m easures to promote training are deliberately multifaceted and should form part of an ongoing process. The extreme usefulness of equal opportunities training should not be ignored since it brings to a firm a new outlook and enthusiasm.Several evaluations have had an impact on training in the last decade. Technological evaluations, social and political changes and the internationalization of markets are rendering organizational management and planning increasingly difficult. Change and evolution go hand in hand with uncertainty, the inability to plan and unpredictability. Training ensures that a workforce has the ability to reach and maintain a leading Position: equal opportunities training ensure that employee and organizational status is continuously enhanced and not held back by discriminatory forces. H. Collins, 2001). As a very important aspect of HRM, it has been tried in this study to focus different features of Training and Development programs of GSK Bangladesh Limited. For t he study this comparison part belongs to: 1) To get an overview regarding the effectiveness of training and development of GSK in comparison With other pharmaceutical companies; 2) To determine the strengths and weaknesses of training and development programs of GSK in comparison to other companies. 3) To determine the standards of training programs of GSK in comparison ith other related companies. Another important aspect of this study is that in this study comparison between the training and development programs of a multinational company with a local company and also with a multinational, company have conducted so that the scenario of these companies regarding training and development can be found out and what arc the similarities and differences between these companies in this field that can also determined. So, for this reasons these three companies have been chosen. Objective The main objectives of this study are as follows: To get idea about the necessity of training and deve lopment programs of any company. †¢ To have a contemporary picture focusing the training and development programs GlaxoSmithKline Bangladesh Limited and in other two companies. †¢ To make comparison among the training programs of different pharmaceutical companies. †¢ To identify any shortcoming in the training and development programs of GlaxoStnithKlinr Bangladesh Limited. †¢ To recommend some points minimizing the shortcomings of the training and development, programs of GlaxoSmithKline Bangladesh Ltd. Literature ReviewTraining is the formal procedure which a company uses to facilitate employees learning so that their resultant behavior contributes to the attainment of the companys goals and objectives. (Mc Gehee Thayer, 1964). Many authors defined training in different views or aspects. Such definitions are many but quite sufficient to reveal the important characteristics of training. There are many definitions but all that they mean is to cover a wide range of subject under the term training. And such definition may safely be used to define a number of other terms, namely, education, learning, personnel development, instruction and so on.Thus these definitions lead to some vague motions about the term and task the required degree of specification Training is a hallmark of good management, and task managers overlook at their peril. Training refers to the methods used to give new or present employees the skills they need to perform their jobs. ( Gary Dessler, 2003). The use of the terms training development in todays employment setting is for more appropriate than training alone since human resource can exert their full potential only when the learning process goes for beyond simple routine, (Dale Yoder, 1970). Training is more inclusive than it used to be Training used to focus mostly on teaching technical skills, such as training assemblers to solder wires teachers to write lesson plans. (Carolyn Wiley, 1993) Training involves a seri es of planned, goal directed activities. This implies that training imparts these, knowledge, skill and attitudes in the trainee which are identified through needs analysis to be relevant for improving job performance. Training aims at changing the knowledge, skill and attitudes of the person that his/ her job performance is improved in the pre determined direction.Thus training involves two steps objectives to bring about the desired changed in the level of knowledge, skills and attitudes of the employee and the ultimate objective to improve the level of the job performance of the trainees. Timing outcomes are measurable. This stems from the first characteristics which states that training is a planed activity. Since training program has organized to achieve certain predetermined objectives, a systematic evaluation is possible to be carried out to assess the extent of success or failure of the program and also to know for sure the factors responsible for such outcomes.Training invo lves learning process for bringing about the desired change in the employee behavior. Organization and individual should develop and progress simultaneously for their survival and attainment of mutual goals. So every modern management has to develop the organization through human resource development. Employee training is the important sub-system of human resource development. It is a specialized function and is one of the fundamental operative functions for human resources management. (P. Subba Rao, 1999). Task analysis and performance analysis are two main ways to identify training needs.Task analysis is specially suitable for the determining the needs of employees who are new to their jobs. Performance analysis appraises the performance of current employees to determine whether training could reduce problems like excess scrap or low output. Supplementary methods used to identify training needs include supervisors reports, personnel records, management requests, observations, test s of job knowledge, and questionnaire surveys. (B. A. Bass et al. , 1978) Methodology The study is based on both secondary and primary data.Secondary Data Collection The main sources of secondary data were annual reports of different pharmaceuticals companies. Internet websites of different leading pharmaceuticals companies in Bangladesh, like Beximco, Novartis etc. were used as sources of secondary data. Primary Data Collection Primary data have been collected through formal interview and informal interview. Formal interviews were conducted through questionnaire survey. The questionnaire comprised of open ended, close ended and Likert scale questions, but majority was close ended questions.Pre-testing of the questionnaire was conducted by consulting with training manager of GSK. After proper pre-testing, the final questionnaire was prepared. Proper attention was given for typing, pre-coding and printing of questionnaire to make the questionnaire user friendly. The face to face inte rviews through the questionnaire were conducted during the period of November06 to February07 to 50 respondents of the following organizations: †¢Glaxo SmithKline Bangladesh Limited †¢Beximco Pharmaceuticals Limited †¢Novartis Limited Data AnalysisData were collected from various sources have been analyzed properly. Statistical tools have been used for this analysis. MS Excel and SPSS (Statistical Package for Social Science) were used for data analysis. After summarizing the data, results have been presented through graphical and tabular forms. Limitations The following limitations have been faced while conducting the research. 1) HRM studies are done through a longer period of time in which observation is very important, but this research mainly relied on questionnaire survey. ) The training and development programs run in corporate head offices of GSK Bangladesh Limited and other pharmaceuticals companies have been focused in the study. But field offices related org anizations have not been considered for the study. Comparative Analysis of Training and Development Programs The comparative analysis of training and development among different pharmaceutical companies has been conducted through the following criteria: Conducting Formal Training and Development ProgramA questionnaire was selected to find out whether targeted pharmaceuticals companies including GSK and others conduct any formal training program or not? The study shows that 100% of the respondent companies conduct formal training and development programs (Figure 1) [pic] Figure No 1: Conducting Formal Training Program Need Assessment of Training Program One of the objective of the study was to find out the tools and techniques used in different pharmaceutical companies to assess the need for giving training to their employees. The findings of this objective are shown in Table No. 1. Table 1: Assessing Techniques for Training Need Assessing Techniques for Training Need |GSK |BPL |Nova rtis | |Need Analysis | | | | |Performance Appraisal | | | | |Departmental Recommendation | | |- | |Service HistoryReport | |- |- | |Individual’s Need | | |- | Availability of Resource Person The questionnaire was designed to find out the availability of resource persons for conducting necessary training to the targeted pharmaceutical companies. Study shows that all the lending pharmaceutical companies in Bangladesh have necessary resource persons for fulfilling their training demands (Table 2 and Figure 2).Table 2: Availability of Training of the Survey |Availability of Training Personnel |Frequency |Percentage | |Yes |4 |100 | |No |0 |0 | |Total |4 |100 | pic] Figure 2: Availability of Resource Person Types of Training Program The study also aims to find out different types of training programs conducted by the targeted pharmaceutical companies and the result has been shown by Table 3. Table 3: Type of Training Programs Types of Training Programs |GSK |BPL |Novartis | |Over seas Training | | | | |In-house Training but Outside Locality | |- | | |External Training Arranged by the Company | | | |It has been found that GSK and Novartis conduct all types of training programs, whereas BPL has no in house training programs arranged in the outside of the locality. Training Materials One of the objectives of the study was to find out different types of training materials used by leading pharmaceutical companies in Bangladesh during training programs. Table 4 indicates the result of this objective. Table 4: Training Materials Training Materials |GSK |BPL |Novartis | |Multimedia | | | | |Books and Journals | |- |- | |White-board Marker | | | | |Over Head Projector | | | | The study shows that GSK uses most of the training materials than any other companies. Abroad Training The study shows that GSK and BPL send their employees for training in abroad, but Novartis prefers for participating their employees for home training programs (Table 5) Table 5: Facility for t he Employees for Higher Education Sending Employees Abroad for Training |GSK |BPL |Novartis | |Yes | | | | |No | | | | Priorities of Training Programs Eight priorities have been selected for training programs of GSK, BPL and Novartis. These priorities are: sales target, employees’ motivation, employees’ need, technology know how, employees’ behavior, new product, upgrading employees, skills and orientation program.Table 6 and Figure 3 show the priorities of training program of leading pharmaceuticals companies of Bangladesh. Table 6: Priorities of Training Program |Factors |GSK |BPL |Novartis | |Sales Target |100% |50% |75% | |Employees’ Motivation |100% |50% |75% | |Employees’ Need |75% |75% |100% | |Technology Know How 75% |75% |100% | |Employees’ Behavior |75% |50% |75% | |New Product |100% |75% |75% | |Upgrading Employees’ Skills |100% |75% |100% | |Orientation |100% |50% |50% | [pic]Figure 3: Priorities of Training Program Traini ng Budget It is unlikely that the training budget of GSK and Novartis are decreasing with respect of time and the study shows that the training budget for BPL has been increased significantly for last few years (Table 7). Table 7: Allocated Budget for Training and Development |Name of the Company |Allocated Training Budget (Tk. In lac) | | |2003 |2004 |2005 | |GSK |10. |12 |10 | |BPL |1 |3. 5 |5 | |Novartis |10. 25 |10. 5 |10 | Training Participated by Individuals One of the main studies of individuals was to find out the approximate amount of experienced by individuals. The study shows that 45% of the employees participated less than 10 training program which is followed by 15 to 20 training program that is 323%. Table 8: Number of training program participated by individuals Number of training |Percentage | |20 |11% | |Total |100% | Evaluation of Training Personnel One of the questionnaires of the study was designed to evaluate the quality of tanning personnel. Six parameters have been selected for this purpose and these are: encouraging two way interaction, punctuality, and ability to explain the objective clearly, time convenience (duration to complete), ability to make the subject matter clear and ability to make the session interesting. Table 9: Evaluation of Training Personnel Parameters |Strongly Satisfied |Satisfied (%) |Not Satisfied (%) |No Comments | | |(%) | | | | |Encouraging two way |30% |44. 44% |11. 11% |11. 11% | |interaction | | | | | |Ability to explain the |44. 44% |33. 33% |11. 11% |11. 11% | |objective clearly | | | | | |Time convenience (Duration|11. 11% |44. 44% |33. 33% |11. 11% |to complete) | | | | | |Ability to make the |44. 44% |44. 44% |0% |11. 11% | |subject matter clear | | | | | |Ability to make the |11. 11% |55. 55% |22. 22% | | |session interesting | | | | | | | | | |11. 11% | |Punctuality |22. 22% |33. 33% |33. 3% |11. 11% | Training Materials and Environment The study shows that about 55. 55% respondents are satisfied abou t training materials and 66. 66% respondents are satisfied about the training environment, but 66. 665 respondents are not satisfies about trainer for the training programs conducted by leading pharmaceuticals companies in Bangladesh. Table 10: Training Materials and Environment |Standard |Satisfied |Not Satisfied |No comments | |Training materials |55. 55% |33. 33% |11. 1% | |Training environment |66. 66% |22. 22% |11. 11% | |Trainer |22. 22% |66. 66% |11. 11% | |Duration of Training |22. 22% |66. 66% |11. 11% | |Training rooms |44. 44% |44. 44% |11. 11% | Observations and Lessons Learnt The followings are the Observations and lessons learnt from the study: 1.GSK conducts a good number of in-house and external training and development program each year and also arranges overseas trainings for their potential employees. Both Beximco and Novarties also conduct these types of program. 2. The Training and Development Divisions under HR Department of GSK use highly sophisticated tools t o analyze training needs than other pharmaceuticals companies like Beximco pharma and Novartis Bangladesh Ltd. 3. Many reputed pharmaceuticals companies expert GSK do not have skilled training resource personall. GSK uses extremely technical advanced equipment and materials for training purpose. 4. GSK often sends their employees abroad for training or workshop or for higher education. Beximco and Novartis have this practice also. 5.GSK recognizes a huge expense for training and development purpose each year. 6. GSK allows their employees to ask questions and queries but for some limitation including time constraints employees of GSK are not willing to ask questions during the training session. 7. Employees of GSK are almost satisfied with the current training and development programs but some are found to be less satisfied with the trainer and duration of training. These factors should be taken care of. Conclusions All the companies both domestic and multinational are very much con scious about the development of their human resource and so far that each and every company understands the importance of training and development.Every company wants to utilize their human resources in a very effective way and do so every company is given emphasis on training and development program. Comparing with the other two renowned domestic and multinational companies it has been already found that GSK is one step a head than others. And as the goal of GSK is to be indisputable leader in the field of world pharmaceuticals companies. To achieve this goal GSK has to develop a global set up for each operation country office with local companies. Keeping the target in mind GSK realizes the indispensable need of training. This is the reason for developing training and development program.They give tremendous effort to make this division a stronger and constructive unit and by this process it will continue its journey and increase its reputation, goodwill and corporate image in the business world. Training and Development in the Pharmaceutical Sector [DRAFT] |Towhidul Haque Roni |093 0489 060 | |Intakhab Alam Talukdar |112 1087 660 | |Kaniz Khadiza |083 204 060 | 2012 Group -K 29-Mar-12