ABC Industries, Inc.

ABC Industries, Inc.

To: All Home Office Employees

From: Kevin Garcia CEO/ President

Date: February 22

84538914730700Subject: Merger with XYZ INC

Due to the economic and industry forces beyond our control and the company’s declining performance ABC Industries, Inc. has been forced to make difficult decisions. Today I announce that ABC Industries Inc. and XYZ Industries Inc. have reached an agreement to merge, creating a global industry force. The recently completed merger with XYZ, has made our company to align our new business lines to meet our new objectives. The actions being taken are to propel the organization to adopt to the market with the new products as well as the new business processes. Unfortunately, this actions means that restructuring within the company is necessary. The ABC Inc. has agreed to allow 80% of our workforce to continue working after the performance review to assess the employee value has been conducted.

Due to the merger and the restructuring, we found that the organization will reduce its workforce to ensure the financial stability of the organization and to meet the agreement terms with XYZ Inc. The reduction on force will be based on performance reviews and ratings within every job category. We will provide details to employees who will not succeed in the performance review and we will meet with these individual employees after the performance review process.

We want you to know that the merger and the subsequent layoffs, is not a statement about your work for ABC Inc. You have been dedicated employees and you have all contributed to the company’s success in the past years. If any one wishes the organization to speak on their behalf to potential employers, please let the organization know. The organization will assist every employee during this transition to ensure the effectiveness of every individual in their different capacities.

Regards

President/CEO ABC Inc.

Brian Palacios (2)

Brian Palacios

History 1301

Juana Rodriguez

24 October 2018

Police Brutality

Leaders have encouraged the police to use brutal force when dealing with suspects. Police brutality has been a theme that was present in the early days in history, and up to this era, we continue to encounter police using force and sometimes killing suspects. In the journal ‘Sacrificing Black Lives for the American Lie’ we are made aware that the American police are not charged or rarely are they charged for taking the lives of the black people in the American nation. For the instances, they are charged the juries rarely convict them. The issue arose when a Minnesota jury ruled in favor of the police that Philando Castile was responsible for his death and Jeronimo Yanez the officer who shot him did nothing wrong.

According to the journal, there is no known reason as to why justice is segregated from the black people’s death, but people say that America is racist. The jurors in the American nation are like cops who hate the blacks for no reason. On the side of the police, the account of racism is indisputable as they claim that the lives of the black people do not matter. Indeed, the Black Death matters to the life of America that is it matters to the blood flow of ideas that give life to the American’s perception of a nation.

Police brutality in the American nation was witnessed as early as 1872 when the Chicago Tribune reported the beating of a civilian under arrest at the Harrison police station. Police brutality on the people of black decency is not a thing of today, but it is a historical issue that was present during the times of slavery. The slaves were brutally tortured and killed by the police, and the justice system of America never gave an ear to the complaints as the blacks were always condemned to be on the wrong. Reading from the article, around fifty years ago Black American rioters who rebelled and killed by the police in almost 130 cities were blamed by the Americans for causing their own deaths.

Work Cited

Kendi, Ibrahim. Sacrificing Black Lives for the American Lie. The New York Times. Retrieved from: https://www.nytimes.com/2017/06/24/opinion/sunday/philando-castile-police-shootings.html. 20 October 2018

Abigail Adams and John Adams letters

Abigail Adams and John Adams letters

Student’s Name

Institution

Abigail Adams and John Adams lettersAbigail Adams is requesting her husband, John Adams, and other continental members of Congress, to remember the women of the nation during the revolution period as America was fighting for independence from Great Britain. She pleads that John Adams be more generous and favorable to women than the case of ancestors’ rule where the female was not venerable as well as setting limited power to the harsh men. She urges that failure of the leader not taking into consideration women recommended attention and care, they were prepared to form inciting rebellion groups that will not hold on laws that do not give the priority of voice as well as presentation.

John Adams replies to his wife Abigail telling her that the letter was the first intimation of the feminine gender that is sensitive than any other tribe in the nation and that he will not forsake her request. He states that men are wise as they know more than what to appeal to their masculine systems and that he had an expectation that General Washington and all heroes would fight America’s revolution.

Abigail Adams has the power of speaking out her mind to the husband even with matters regarding leadership and politics, this signifying mutual esteem, and fondness between the couples as well as the concern and care of the other partners and public wellbeing.

MANAGE WORKFORCE PLANNING



Student Assessment Cover Sheet

Course: DIPLOMA OF BUSINESS

Unit Code:BSBHRM513A

Unit Title: MANAGE WORKFORCE PLANNING

Student Name: _______________________________

Student Number: _______________________________

Assessment:

PART A – REVIEW QUESTIONS

PART B – CASE STUDY

PART C – PROJECT

PART A – REVIEW

Question 1 –TERMINOLOGY

Research the following TERMS and PHRASES these are linked with your assessment. Attach your definition or explanation to each word. Please remember to Reference.

Scenario Planning

scenario planning is a business management concept that provides leaders with a better understanding of the world and the macro drivers of change that are at work, which assist leaders to achieve better decision making at the operational level (Kahane,2012).

workforce analysis

This is a human resource management concept that provides information regarding the current workforce across mission critical occupations, including demographic and background characteristics of the current workforce, retirement eligibility, turnover, and various workforce management issues (Rothwell & Kazana, 2003).

PEST analysis

It is a concept in marketing principles which is used as a tool by companies to track the environment in they are operating in or are planning to launch a new product or service (Henry, 2011).

SWOT analysis

A SWOT analysis consists of evaluating a firm’s internal strengths and weaknesses and its external opportunities and threats. It is a valuable strategic planning tool, because it focuses on the key elements of a firm’s position within a market (Pahl & University of Applied Science Berlin. 2007).

Workforce planning (WP)

This is a core process of human resource management strategy which ensures the right numbers of people with the right skills are in the right place at the right time to deliver short- and long-term organisational objectives (Bechet, 2008).

Trend analysis

It is an aspect of technical analysis that attempts to predict the future movement of a stock based on past data (Kim, Fiore & Kim, 2011).

Porters Five Forces Model

It is a model which identifies and analyses 5 competitive forces that shape every industry, and helps determine an industry’s weaknesses and strengths (Hill & Jones, 2010).

The Delphi Technique

A forecasting method based on the results of questionnaires sent to a panel of experts who are not necessarily physically brought face to face (Sims, 2002).

The Nominal group Technique

This is a decision making approach in which constitute is a structured method for group brainstorming that encourages contributions from everyone (Borkowski, 2011).

Quantitative Techniques

This is a statistical and operation research techniques that are used in the decision making process in the business industry (Lucey,2003).

Qualitative Techniques

It is a research technique that uses observation as the data collection method. This include the selection and recording of behaviours of people in their environment which is useful for generation of in-depth descriptions of organizations or events, for obtaining information that is otherwise inaccessible, and for conducting research when other methods are inadequate(Tolley, Ulin, & Robinson, 2013).

Workforce Diversity

It is a set of policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency (Lesca, 2011).

environmental scanning

This is a method that enables decision makers both to understand the external environment and the interconnections of its various sectors and to translate this understanding into the organization’s planning and decision making processes (Abrams, 2003).

business plans

This is a formal set of goals and strategies of achieving them as laid down by the organization. It also includes the background information of the organization, workers culture and their collective objective.

Demographics

This is the characteristic statistic of a portion of the population for instance consumers (Murdock,2006).

Initiatives

This is an individual effort towards achieving specified predetermined goals in any social organization (Jackson, et al.1992).

Assess supply and demand

What are the basic steps in workforce analysis

– Context and Environment

– Current Workforce Profile

– Future Workforce Profile

– Gap Analysis and Closing Strategies

– Conclusion, review, evaluation strategy and next steps

Identify where we can locate sources of external labour, demographic and economic data within Australia

Australian Bureau of Statistics is Australia’s official statistical organisation. It offers a range of resources dedicated to assisting small businesses with market research, profiling customers and a range of other issues (Murdock,2006).

As any HR manager is aware situations arise that cause concern, we must behave in a pro active way (Plan B) Research six online employment sites.

-The specialist employment websites include travel agent, doctor, under 18 staff, wine specialist, Japanese speaking tour guide, Webrecruit.

Apart from recruitment websites , name four other methods of sourcing skilled labour describe the advantages and disadvantages for each

-Training existing staff; it is a valuable strategy in which to training existing staff to meet future needs and succession plans is carried out. It has the advantage of working with familiar persons who have mastered the organization culture. It prevents the firm from selecting new skills that may be more competent.

– Recruiting; it brings new blood into the organization but has the disadvantage of financial burden in logistics.

– Advertising; it has the advantage of offering a competitive selection process that attracts the best candidates. However, it is demanding in terms of financial input for the advertising firms and media.

– Outsourcing; it relieves the organization from carrying out the process itself hence concentrating in production activities. The greatest disadvantage is that it promotes anonymity that may attract people testing waters and may disappoint by failing to report after being selected.

Develop workforce objectives and strategies and Implement initiatives

How can an organisation address high staff turnovers, what tools are required to monitor the issue and how can we evaluate and act on the feedback?

The rate of staff turnover can be regulated by setting a minimum contract period that will ensure the workers stay and deliver to firm as agreed. It is also important to assess factors explaining the increasing rate of turnover like working conditions among others and seek resolution (Bechet, 2008). This can be achieved through using a structured questionnaire to be filled by the staff and the feedback collected for administrative evaluation and better decisions towards the same.

What are the benefits to a well designed rewards program in an organisation, how will this retain staff?

It considers the overall social environment in which the employees originate. It is consistent with the work done and equal among people who have done same magnitude and nature irrespective of gender, race among others. The program must be structured in a way that all the employees are eligible and on level ground to give their best (Bechet, 2008). It must not necessarily in monetary form but even in kind. All these factors motivate employees and impart confidence and a sense of belonging hence giving their best to the organization.

Identify the benefits of communicating WP information and objectives to the organisations` stakeholders.

Information to the stakeholders creates awareness on the various issues taking place in the organization. It evokes the spirit of enquiry and sound decision making by the stakeholders as far as the management and performance of the organization is concerned (Bechet, 2008). It also promotes participatory decision making for a better performance of the organization.

To support workforce planning objectives

Develop and implement a strategy management plan to assist your workforce to deal with change in the organisation.

The workers are encouraged to take further and advanced training in diverse fields with emphasis on periodic updates on the changing job market environment. Organizing seminars and in-service training sessions with workers will keep the workers current on the dynamic management demand within the company (Rothwell & Kazana, 2003). It would also be important to promote mentorship programs to deal with social challenges affecting workers.

Identify key strategies implemented in a succession plan process, to be used in your organisation to ensure desirable workers are recognised, developed and retained.

Appraisal program need to be set up that includes semi-annual performance data capture. This can be measured alongside the academic background, competitive decision making in critical situations and team player (Rothwell & Kazana, 2003). It is also important to promote internal recruitment of persons who have mastered organization culture and sound creative and critical managerial skills. The outstanding workers should be offered more opportunities and assigned more responsibilities to strengthen their potential.

Monitor and evaluate workforce trends

How can we monitor labour supply trends in areas of over or under supply in the external environment? Name two sources of LMI.(Labour Market Information)

It is possible to monitor labour supply through doing some research into various career sectors and to keep updated on trends in the aggregate graduate labour market (International Labour Office, 2006). Such labour market information can be obtained from; Primary LMI sources of information include censuses and surveys. Secondary LMI sources are institutions or organizations that produce statistics on the labour market trend.

Design a survey to assess the organisational climate within the staff work environment to determine satisfaction levels by asking 10 questions

Survey Question Response

What is your relationship with the management? How do you relate with co-workers? How do you rate the commitment of the organization in terms of your safety? What is your take on the organization’s performance? Do you like team work? Are you contented with your current salary? Are you satisfied with the work policies of the organization? Do you think there is enough time after work to take up additional classes? Are you satisfied with the organization work culture? Do you think you are doing what you like in your assigned department? How as the HR department can we stay updated with changes to global trends and changes?

The effect of globalization compels firms to adopt frequent workforce training and performance evaluation. This will help in improving their overall performance and have them updated on the socio-economic dynamics that is emerging in their workplace and job market (Rothwell & Kazana, 2003).

How in the workplace can HR department evaluate and monitor changes that have been implemented within the organisation?

The HR department have the authority and sufficient administrative resources to evaluate and monitor the changes being implemented in the company (Rothwell & Kazana, 2003). One critical aspect of this duty is through measuring the efficiency of the individual workers in terms of their contribution on the overall output and performance of the firm. Setting standards for performance and goals to be attained after a specified period of time will give a true picture of what is expected.

PART B CASE STUDY

Read the following case study on Workforce Planning. Answer the following questions.Ensure you reference all of your information

Case Study Workforce planning in practice at NHS (National Health Service) London

In September 2008, NHS London published Workforce for London: A Strategic Framework, outlining the way in which the organisation was to address a number of key challenges facing healthcare in the capital over the coming decade. These include a rapidly growing population (predicted to equate to 600,000 additional users of health services over the next ten years) and highly-variable quality of healthcare provision, resulting in the highest rates of ‘consumer’ dissatisfaction in England. These challenges along with a stated strategic objective to provide world-class healthcare for every Londoner have significant implications for the size, shape and distribution of London’s healthcare workforce.

The current workforce

London’s complex healthcare system has the highest number of constituent NHS organisations in the UK, and employs over 205,000 staff, 15.4% of the total NHS workforce. It has some of the world’s leading medical centres of excellence which form a national and international hub for innovation in clinical care, research, and education. However, the report also outlines a number of key staffing issues faced by NHS London, including:

In London hospitals, the ratio of clinical staff to occupied beds varies from 0.9 to over 2.0

The lowest staffing levels are often in the areas with the greatest need – more GPs are in the south and west of London than in the more deprived east and north

London has more doctors (30.8 doctors per 10,000 population compared to an England average of 21.2) but fewer nurses (62.5 nurses per 10,000 population against an England average of 67.5) when compared with the rest of England.

As a result of historic recruitment patterns and more staff delaying retirement there are now a higher proportion of older staff in the workforce than ever before.

Healthcare has always attracted a large proportion of female workers, and there continue to be growing numbers of women in the medical workforce. It is anticipated that the working hours per week in the medical workforce will reduce over the next ten years reflecting a greater demand for flexible working arrangements by both men and women and the need for compliance with European Working Time Directive by 2009, which imposes a maximum of 48 working hours per week. Advances in technology will also have a significant impact on the shape of London’s workforce through the creation of more centres with the technology and expertise to deliver highly specialised, complex care, and through the development of assisted technology enabling care to be delivered closer to home. This will require the redesign of working patterns, the development of new skills and expertise and the opportunity to create new roles. London plays an important role both nationally and internationally in training and developing future healthcare professionals but suffers from high labour turnover and loss of key staff to other parts of the country. For example, London trains 29% of UK medical undergraduates but over a third of these students do not work there after graduation. For nursing and midwifery, London’s share of students (18.3%) is in proportion to the number of staff employed (17.7%). However, it is believed that London exports qualified and experienced staff to the rest of England, as demonstrated by consistently higher vacancy rates.

Workforce for London: A Strategic Framework

The purpose of the review which lead to the strategic framework was to assess the impact of anticipated changes in healthcare needs, demographic trends, technology and patient and public expectations on the future size, shape and composition of London’s healthcare workforce and the changes required to how the organisation plans, trains, develops and deploys its employees. To assist in the workforce planning process, NHS London employed scenario modelling to provide insight into the strategic challenges ahead, and how these will affect the overall shape and size of London’s workforce.

Scenario modelling approach taken in Workforce for London

The resulting strategic framework identified a number of both quantitative and qualitative changes in the NHS workforce needed to meet the challenges of the coming decade. In broad terms, the strategic framework acknowledged the central role played by the workforce in high quality service delivery but identified that staff were not fully utilised (productivity levels of staff in London were lower than elsewhere in England). The review suggested that London’s NHS workforce will need to grow by between 4% and 23% over the next ten years dependent on the level of productivity delivered. The framework outlined three broad strands in how NHS London should respond to the demand and supply forecasting process.

The first focuses on the quantitative dimensions of the required workforce needed to increase productivity, improve service quality and to address wider initiatives in the NHS regarding the delivery of care. The review indicated a need to develop new roles and new skills through increased targeted workforce development and investment, For example, the review advocates the development of broader sets of skills across the workforce. The review also suggests changes to where and how practitioners work, particularly through providing care closer to people’s homes. The review also suggested enhancing employment opportunities for Londoners to reduce turnover, and to develop a workforce more representative of the community it serves.

The second element focuses on the systems required to support this ‘new’ workforce. In particular, it stresses the importance of the effective integration of workforce planning, and educational investment, with service needs, particularly through the localisation (as far as possible) of workforce planning, tailored to meet the diverse needs of patients.

Finally, the framework proposes a number of changes to leadership processes, with a particular focus on fostering a climate of worker engagement and empowering front-line staff to ‘improve and develop the services they provide, creating new freedoms to innovate and provide the leadership for local change’. In response to recent staff surveys, NHS staff indicated that a positive relationship with staff tends to relate to improved performance and the framework indicates a desire to engender team working and ‘partnership’ across the organisation. The framework also indicates a need to develop excellent leaders at all levels of the organisation and to develop a pipeline of talent for Chief Executive and Director roles across the capital.

Questions

What are the relevant factors which are shaping the supply and demand for medical practitioners in London over the coming decade? To what extent are these factors reasonably predictable?

Some of the factors responsible for shaping the supply and demand for manpower in this regard include the delayed retirement by many healthcare organizations. This means that most of the graduates lack job placements and opportunities thereby piling up in numbers or seeking opportunities outside the town. Advances in technology are increasingly reorganizing the number of people to be employed and overall efficiency of the healthcare sector (Kahane, 2012). The EU proposal of 2009 on flexible work arrangements will significantly redefine the workforce shape of healthcare personnel in London. The increasing globalization and campaign for better healthcare promotes use of modern technology, flexible working policy and prolonged working tenure indicates precise prediction of the currently observed trend.

What responses to the workforce planning process are outlined in the case?

Training the personnel to conform to the increasing need for expertise in using modern technology in service delivery in the healthcare sector is a critical aspect of workforce planning process as indicated in the case study. Flexible work policy also provides an incentive to the workforce in healthcare sector which is headed for better quality of service delivery and overall performance.

Why might the formal approach to workforce planning used by NHS London not necessarily be appropriate in many private sector organisations?

Most private organizations are run by few individuals who dictate several workforce related issues. This is a different case with public healthcare sector which is accountable to a larger body of stakeholders (Bechet, 2008). The workforce planning by the private sector organization is not bound by several rules and regulations that apply in the case of public sector.

How can HR planning contribute to the achievement of organisational objective in all organisations?

HR planning is critical in mobilizing human capital to different and relevant departments so that their diverse specialized contribution makes the overall efficiency and performance desirable. It is important to note that physical capital like machinery may not operate without human expertise hence the centrality of the HR department in any organization (Bechet, 2008). Sound planning strategies in which the right personnel are assigned the right work and allocated reasonable time with resources help the organization to achieve its objectives.

PART C –PROJECT

Please read the following scenario answer the questions below and then complete the Workforce Plan

Tourism operators on the Gold Coast have traditionally turned to the use of contingent labour to address the peaks and troughs of seasonal workflow. While the use of contingent labour has merits, which include reduced labour costs and benefits, companies may also face limited control over employee quality, performance, and commitment as well as complex employment laws surrounding the rights of contingent workers.

Further, organisations sometimes overlook their most immediate resources when searching for ways to address seasonal workload fluctuations. The predictability of seasonal fluctuations offers employers a chance to rethink their workforce infrastructure and consider ways to reallocate labour and resources for the purposes of meeting seasonal business needs.

AS HR manager you have been requested to implement a workforce plan for the long term to ensure your organisation has a continually high standard of customer service.

Please complete the following Workforce Plan Template

-442595175895For Years 20XX-XX

Workforce Plan

(Template)

Organisation Name

WORKFORCE PLANNING TEAM

Aggrey Onea General manager

For Years 20XX-XX

Workforce Plan

(Template)

Organisation Name

WORKFORCE PLANNING TEAM

Aggrey Onea General manager

Workforce Plan Template

WORKFORCE GOAL (S), OUTCOMES AND OBJECTIVES

Restate your organisation’s workforce goal(s), outcomes, objectives, environmental scan factors, success factors and inhibitors as reported in the strategic plan.

To invest in high skilled personnel that is specialized in specific fields of value creation activity in the organization

This will lead to a more efficient worforce that will ensure quality for customers, more wealth maximization for shareholders, improved image of the organization and overall performance of firm.

Putting emphasis on competitive recruitment that will offer equal opportunity for all the potential workers.

Workforce

Goal:

Outcomes:

Objectives:

ENVIRONMENTAL SCAN FACTORS (Optional – organisations are encouraged to continue the environmental scanning process)

List the key internal and external environmental factors related to this workforce goal.

Organization culture

Management structure

Rules and regulations that govern internal administrative processes

External factors include government rules and regulations

Labour laws i.e. minimum wage.

CRITICAL SUCCESS FACTORS

List critical success factors related to this workforce goal:

Foresighted leadership

Sound human resource management team

Training facilities for new recruits

Financial allocation

SUCCESS INHIBITORS

List critical success inhibitors related to this workforce goal:

Restrictive government rules and regulations

Limited skilled human resource experts

Limited experience among the jobseekers

Higher financial requirements for outsourcing agencies.

CRITICAL POSITIONS

List positions, groups of positions, job classes, roles that are considered critical to achieving mission success and have been targeted for workforce planning purposes.

-Human resource manager

-Financial controller

-Operations manager

These positions are critical in the overall execution of the planned mission of improving the personnel recruitment, training and management.

NOTE: In addition to any other critical positions targeted by other HR strategies, organisations are encourage to target leadership, management and supervisory positions as part of succession-planning strategies.

STAFFING, COMPETENCY, AND DIVERSITY GAPS

For all critical positions described above, list all currently identified Staffing, Competency and Diversity Gaps.

Staffing: A high skilled staff with good interpersonal relations

Competency: A minimum post-high school education with excellent academic competency.

Diversity: Gender balance is critical in achieving the specified goals due to skills and potential diversity

HUMAN RESOURCE STRATEGIES

For all critical positions described above, list acquisition (e.g., recruitment and selection) development (e.g., succession planning, knowledge management) and/or retention strategies that will be used to close the identified gaps. Include information about which concerns the strategies will address.

NOTE: In addition to any other HR strategies, organisations should include succession-planning strategies as part of their response to workforce planning.

Before submitting your assessment please check it against the points listed below to be satisfied that all factors have been considered in creating a plan which will deliver the desired workforce outcomes

2. Checklist for Evaluating the Workforce Planning Effort

Is the workforce plan based on the organisation’s strategic plan, and does it support the mission, future vision, core values, and goals?

Does top management support it?

Has data analysis been conducted that analyses demographic and environmental impacts on the workforce plan?

Has relevant information been extracted from the organisation’s human resource information systems and does it include indicators such as distribution of employees by classification, age, attrition rates; retirement rates; and ratios of managers to supervisors etc?

Has the organisation determined the number and type of employees that will be needed to address the challenges of the next three to five years?

Has the number and types of competencies been defined for employees in each occupational group?

Have skill levels for each competency been determined and listed?

Are there clear indications that the organisation has identified the roles and core competencies needed to support its goals and service delivery strategies?

Has an analysis been performed that assesses the gap between current competencies and those needed for the future?

Does the analysis also address workforce size, demographics, occupations, and geographical locations?

Have strategies been developed to address the gaps between the project supply and demand?

Have action plans to execute the strategies been clearly laid out, including responsible parties, due dates, and resources needed?

As needed, are there specific strategies to address leadership succession planning, compensation, performance management, an employee-friendly workplace, recruitment & hiring, training & professional development?

Has the plan been communicated to employees and stakeholders?

Has the trust of the workforce been earned by involving employees in the strategic and workforce planning processes?

Is integrated workforce planning support provided by human resources staff?

Are the workforce plan and strategies continually monitored and refined to ensure their ongoing effectiveness and continuous improvement, taking into account resource changes, and other conditions impacting the organisation?

3. Work Planning, Performance Review & Career Development

DETAILS: fill in the below document with detail of what type of staff member (achievements,skills,aspirations) you would look at and require for your workforce goals as part of the organisation`s succession plan

STAFF

MEMBER Name: James Ohara

Position title: Human resource manager Level of appointment: Management

LINE

MANAGER Name: Alice O’Neil

Position title: Operation manager

Date of review:18/02/2014 Period covered by performance review:3 weeks

PERFORMANCE REVIEW

Staff member’s reflection on the year

Objective 1:To improve personal efficiency

Achievements / reflections /skills developed/ future directions: Personal initiative has been the force behind excellent performance.

Other achievements / comments: improved quality of service through more part-time training

CAREER DEVELOPMENT

Line manager’s comments

Manager’s outline of the strategic direction of the organisation and opportunities for progression/advancement over 1 to 3 year timeframe: The organization plans to campaign for further training and periodic job appraisal for better performance of workforce

Staff member’s comments

Staff member’s preferences for professional development/promotion/advancement and proposed action plan:

Improving the welfare of workers through increased funding by the organization.

References

Abrams, R. M. (2003). The successful business plan: Secrets & strategies. Palo Alto, CA: Plannignshop.

Bechet, T. P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association.

Borkowski, N. (2011). Organizational behavior in health care. Sudbury, Mass: Jones and Bartlett Publishers.

Henry, A. (2011). Understanding strategic management. Oxford: Oxford University Press.

Michelin Tires

Name:

Course:

Professor:

Date:

Michelin Tires

The use of technology in business is essential to any company if it hopes to increase efficiency, make more profits, and become a market leader. Michelin is well aware of this fact and plans to introduce high-tech tires to rise to the top of the industry over its closet competitors; Bridgestone and Good-year. The move by Michelin to come up with a high-tech tire filled with a gel that allows motorists to drive even with a flat tire is a revolutionary one. However, the case study indicates that this tire will only be used on high-end vehicles such as the Cadillac and Audi A8. One of the reasons why Michelin will use the high-tech tire on upscale vehicles is to cover the cost of production. It is evident that the production of the gel-filled tire will cost more due to its durability; hence, the tire company will want to sell it at a price proportional to its costs. Buying upscale cars is quite costly; thus, buyers will not fret much over cost but will look at the benefit of driving even with a flat tire.

However, Michelin should not restrict the high-tech tire only to upscale cars. Every motorist has had to deal with the inconvenience of a flat tire even in the most challenging situations such as a lonely road or the middle of the night. The gel-filled tire would come in handy in such scenarios. Michelin should come up with a plan to roll out the tire to other types of cars as well because as production volume increases, economies of scale apply. Production costs will reduce allowing the company to reduce the price of the tires so that customers with cheaper cars can also afford the tire. The high-tech tire would bring such relief to people as they would never have to stop just because of a flat tire.

Michelle Gomez

Michelle Gomez

Noah Garcia

Magaly Mireles

Joanna Sierra

Yarezi Perez

Brian Palacios

Dennie Johnson

31 October 2018

An Annotated Bibliography: When I’m Gone Eminem

Macleod, Duncan “Eminem at Recovery Meeting in When I’m Gone.” The Inspiration Room, 7 Jan. 2015, theinspirationroom.com/daily/2006/Eminem-when-im-gone/.

This article looks at the meaning of Eminem song as part of his recovery journey after suffering from addiction. The author points out that the music video of the song was released just a few days after Eminem had been hospitalized and then entered rehab for use of drugs. The video points out Eminem in a Narcotics Anonymous meeting. The first person in the video explains how he has been attending the meetings for six years but he was happy that he had become a different person. When the moderator asks who else wants to share, Eminem step up and that is when he begins singing the lyrics to the song. The article goes to point out that the estrangement Eminem is going through including a drift from his family was because of his drug use and rapping careers.

This article is useful as it links the music video with the lyrics to the video explaining what Eminem meant in his song. This article helps me get a deeper understanding of the Eminem’s song because of its link with the music video in trying to explain the lyrics to the video. This article however focuses more on the music video and not the lyrics. It may be a little useful when talking of how the lyrics are linked to Eminem’s drug addiction

“When I’m gone by Eminem – Song facts.” Song Meanings at Song facts, www.songfacts.com/facts/eminem/when-im-gone.

This article begins by acknowledging that this is the second most personal song aside from mocking bird. The author then proceeds to point out that in this song, Eminem was telling his fans his final goodbyes in tithe music industry as the song was taking a toll on his life. He states that his daughter Hailie needs him and he wants to lead a normal life with his daughter’s involvement in it. He is stating that he should not be sad as he exits because he is thinking of his family.

This article is important as it gives another meaning to the lyrics that most article do not see. It states the lyrics are dedicated to the audience as Eminem is trying to create time for himself and the family. This article will be important in helping me understand how this song may also be a dedication to the audience as he points out his struggles with addiction

Dawkins, Marcia Alesan. Eminem: The Real Slim Shady: The Real Slim Shady. ABC-CLIO, 2013.

This article explores how Eminem keeps referring himself as the real slim shady. In the song when I’m one he uses these exact same line several time. The author points out that Eminem uses this words. He talks of how Eminem has been sacksful in the music industry that was predominantly dominated by African Americans. The author points out that Eminem’s song when I’m gone talks of two key things: the first is his struggle with addiction and the second is how the music industry was messing up with his family,

This article will be important in my writing as it looks at Eminem’s way of rapping and where he gets his inspiration. By understand the different lyrics Eminem has constantly used in different lyrics will help me broaden my understanding on what Eminem was trying to imply.

“Take a Smile.” Take a Smile, you.stonybrook.edu/elainethebest/2015/02/16/storyteller-reflection-when-im-gone-by-eminem/.

The article states that Eminem’s When I’ gone was a song addressed to his daughter. He was explaining the love that he had for his daughter and how his career was messing up with his family relationship. The author points out that Hailie who is Eminem’s daughter is the center of the story and he felt bad that he was not able to be there for his daughter. The author also points out that Eminem may also be attributing his absence from his family may be due to his celebrity status. The author also points out the constant questions that Eminem keep posing as if directed to the audience as if he is trying to make them understand what he is going through

This article will help me expound on the meaning of Eminem’s song. It critically analyses the various lines and metaphors that have been used in the verse to understand what message Eminem was trying to pass in the song. This paper will be of great help in building the body of my paragraph as it provides the necessary content needed to expound on my paper. The paper however does not expound on other ongoing versus especially where he talks about his drug use.

Simbolon, Patar. “Family Life Portrayal Viewed from Eminem’s Selected Lyrics.” Family Life Portrayal Viewed from Eminem’s Selected Lyrics. 2009

This article explores the various worlds that Eminem uses in his songs including mocking bird. The author begins by acknowledging the fact that Eminem has whom himself several Grammy awards and this could be due to his word play. The author looks at polysemy, hyponymy, denotation, synonymy, message and autonomy in his music. In the song I’m gone, the author observes. The author points out that Eminem uses his lyrics to express what he believes in and that it cannot help him solve the problems he is going through. For example when sings I followed you daddy/ you told me that you weren’t leaving’/ you lied to me dad, and now you made mommy sad” In this statement he is stating of the pain his daughter felt for breaking the promise he would not leave. The author is also quick to point out how Eminem’s song “When I’m gone” is one of his songs that talks of his personal life

This article helps me have a better understanding of Eminem’s lyrics and what he means when using certain words. The use of semantics in analysis of Eminem’s songs gives a better understanding of the wordplay that Eminem utilizes in his music to bring out certain messages. This paper will be important in developing a conceptual framework in both my introduction and the body and it is a great resource I can use to expound my paper.

Works Cited

Dawkins, Marcia Alesan. Eminem: The Real Slim Shady: The Real Slim Shady. ABC-CLIO, 2013.Macleod, Duncan “Eminem at Recovery Meeting in When I’m Gone.” The Inspiration Room, 7 Jan. 2015, theinspirationroom.com/daily/2006/Eminem-when-im-gone/.

Simbolon, Patar. “Family Life Portrayal Viewed from Eminem’s Selected Lyrics.” Family Life Portrayal Viewed from Eminem’s Selected Lyrics. 2009

“Take a Smile.” Take a Smile, you.stonybrook.edu/elainethebest/2015/02/16/storyteller-reflection-when-im-gone-by-eminem

When I’m gone by Eminem – Song facts.” Song Meanings at Song facts, www.songfacts.com/facts/eminem/when-im-gone.

Managed Healthcare

Managed Healthcare

A healthy care system that controls cost of services, manages the use of services and measures the performance of health care providers is called managed care. This system is both health care financing and health care delivery. There exists many types of managed care plans but the most common ones are health maintenance organizations (HMOs) and preferred provider organizations (PPOs) (Chowallur, 2008).

Managed care has tried to change the way health care is financed by changing the incentives in health care system. By so doing, managed care has affected health care negatively. Revenue resources under free-for-care service become costs under managed care. More so, managed care discouraged use of care except extremely necessary. This affects in patients hospital care and mental health care. Managed care affects health administrator’s revenue for they only make profits by providing health services which are only absolutely necessary to patients unlike, free- for -service providers which profits them when people get sick and make use of the health services (Todd, 2009). Managed care programs have affected significantly the employment of nurses since HMO has resulted in reduced number of discharges.

Managed care and prospective payments have tried to cause hospital staffing changes so as to cut the costs and expenses incurred in paying health administrator’s salaries. This reduction of medical staff has been associated with the poor quality of health care observed in hospitals (Chowallur, 2008).

Managed care denies the patient freedom o f choosing a health care provider as well it limits the healthcare provider’s ability to order diagnostic tests and therapeutic procedures. In this system, administrators rather than medical and health personnel make decisions about patient’s future health. This results into too few services being provided to patients especially for those patients who require long-term inpatient or out patient care.

The future of health care can be improved only if all the patients even those who odes not have insurance covers are allowed to access managed care services. Also quality of services offered may be improved by increasing employment of registered medical experts and by reimbursing them in time (Todd, 2009).

References

Chowallur Dev Chacko, M.D. (2008), Let’s reject managed care: “Managed Care: Can’t We DoBetter?” February 2008, p. 11, International Medical News Group Gale, CengageLearning.

Todd, Maria K. (2009) The managed care contracting handbook; planning and negotiating themanaged care relationship, 2nd E.d .Book News, Inc., Portland CRC / Taylor & Francis

Brian Palacios

Brian Palacios

Argumentative/Persuasive Essay

Dennie Johnson

17 October 2018

Why Baby- Boomers and Generation X Managers Should Hire Generation Z

Millennial and Generation Z workers are known to espouse different attitudes and values about work from other generations. These generational gaps, different values, and work ethics may bring about negative perceptions about these generations especially now since many of them are eligible for employment. In today’s corporate world, the HR and talent management department strives to include multiple generations in the workplace to increase diversity and to meet inclusion requirements. A multigenerational workplace faces unique challenges and opportunities for both employers and employees since they are forced to work together despite the differences in work values. There might be reluctances from the managerial staff and hiring departments to hire generation Z workers due to negative perceptions, fear of the challenges a multigenerational workplace faces, and little understanding of this generation. However, most Baby Boomers are facing retirement and exiting the workforce in large numbers, and there will be numerous gaps in employment. The corporate world should, therefore, be keen to attract and retain these young workers. All employers and firms should pay attention to this young generation since there is a shortage of skilled workers in the nation due to low birth rates and an aging workforce, generation Z workers have higher levels of education than others, and that they are more ethnoculturally diverse. This generation also has different values, attitudes, and expectations about work from other generations and report a greater amount of job and organization changes.

Who are the Millennial and Generation Z Generations? There are no precise dates for when these cohorts start or end, but many define the millennial generation as the people born between 1980 and 1995 (David Foot). The Millennials are also referred to by demographers as “Baby Boom Echo” since most of them are Baby Boomers (1946-1965) children. “Generation Z is the generation born from the mid-1990s to the mid-2000s”. Their parents are primarily in generation X. Every cohort shares a common place in historical time and is therefore influenced by the same events. The conceptualization of the term ‘generation’ is established in the theory of sociology of generations by Mannheim (1952) that states that members of a generation share more than just birth years, but an environment. This environment and occurrence shape their behaviors, attitudes, and norms of political, sociocultural, and economic issues.

Many managers and employers happen to be baby-boomers and/or Generation Xers, and these generations tend to have negative perceptions of the Generation Z workers. However, “the U.S. and other first world countries have been characterized by low birth rates due to lifestyle choices that are linked to economic affluence” (Nargund, 191). The aging workforce is also increasing since many Baby Boomers are retiring from their working positions. Moreover, the government is stepping up their stringent immigration policies and therefore increasing the problem of shortage of labor. Many organizations will be faced by labor shortages, and thus workforce renewal efforts should be directed to the Generation Z generation.

The generation Z have been “profoundly shaped by factors that affected their generation X parents” and guardians (Ozkan and Solmaz, 476). Due to the significance of education and its effects on quality of life being heavily pressed on the Baby Boomers and generation Xers, they have ensured that their children (generation Z) attain higher levels of education. Due to this, many persons in the generation Z are either enrolled in or plan to enroll in higher-learning institutions. These generations are also characterized by a high number of women in institutions of higher learning than other institutions. They, therefore, have higher expectations of themselves and better technical know-how than previous generations. Hiring them will, therefore, be beneficial to an organization since they do not take a long orientation system as they are equipped to work. Moreover, the generation Z cohort highly favors creativity and innovation. Due to this, they can come up with new and helpful ideas for the organization.

According to robust studies on different generations and their work ethics, generation Z workers have “different attitudes, beliefs, and perceptions of work” (Cristina, 47). These two generations have been known to report high degrees of preference for extrinsic rewards. They also prefer leisure over work and also indicate a strong preference for work-life balance (Cristina, 51). Therefore, the current human resource practices to attract new employees may not necessarily attract these generations. It is consequently easier to motivate a generation Z worker since they prefer materialistic rewards to intrinsic rewards such as career growth, personal achievement, and sense of accomplishment. This group prefers tangible and specific rewards such as recognition, awards, money, or contributions to team endeavors. It is thus easier for a manager to achieve this type of rewards to an employee rather than for other generations who prefer intrinsic motivation.

The generation Z cohort also reports to wanting more exciting work and organizational changes. These groups search for working opportunities that fully engage them and that are ‘meaningful.’ They are therefore willing to cross boundaries to work in non-profit organizations and the public sectors since these organizations, through public service tasks, offer attractive opportunities for them. A study on U.S. students who expressed altruism, wanted to “do good,” and were compassionate were seen to be more interested in non-profit work. According to a study by Dr. Singh (2016), “generation Z workers may find working for the government cumbersome since the hiring process is associated with bureaucracy and inefficiency” (Singh, 1). Government agencies are also perceived to “lag behind the times” in terms of innovation and are thus unattractive. The negative attitudes on government jobs may drive the generation Z to shy away from such opportunities to the private sector and to non-profit organizations that provide a platform to work for social change to deliver public service. Therefore, Baby Boomers or generation Xers who own small firms or non-profit firms should find these generations as competent personnel.

The generation Z cohort is very ethnoculturally diverse as from the 1980s, all fifty U.S. states became more racially and ethnically diverse, although at different rates. Therefore, this generation is more likely to have gone to school with persons who are culturally, ethnically, and/or racially different from them. This cohort has therefore been more exposed to messages of inclusivity and promotion of diversity. Therefore, “individuals in generation Z are more likely to hold egalitarian views on minority groups and women” (Uche, 41). This translates to fewer workplace problems since they are more likely to respect diversity leading to better teamwork and workplace harmony.

Many employers may label the Generation Z workforce as “spoiled and entitled” since most of them have been raised in middle-class environments as the baby boomers and the generation Xers (their parents) were successful (Knapp, Weber and Moellenkamp, 138). The generation Z workforce is also more likely to change careers from the non-profit sector to more profitable sectors such as the private sector. Many baby boomers and generation Xers link this to the fact that Generation Z desires more extrinsic motivations such as better pay that may not be available in not-for-profit organizations. However, research has shown that due to many of the generation Z attaining high levels of education, then they are better suited to work across many sectors. This offers them job flexibility, and whenever a better opportunity opens up, they go for it. These generations are “sector-agonistic” reinforcing the transferability of their skills across numerous interrelated sectors.

Works Cited

BIBLIOGRAPHY Cristina, Maria. “Generation Z and its Perception of Work.” Cross-Cultural Management Journal 3.1 (2016): 47-55.

Knapp, Curtis A., Christine Weber and Sarah Moellenkamp. “Challenges and strategies for incorporating Generation Z into the workplace.” Corporate Real Estate Journal 7.2 (2018): 137-148.

Nargund, G. “Declining birth rate in Developed Countries: A radical policy re-think is required.” Facts, Views & Vision: Issues in Obstetrics, Gynaecology, and Reproductive Health (2017): 191–193.

Ozkan, Mustafa and Betul Solmaz. “The Changing Face Of TheEmployees- Generation Z And Their Perceptions Of Work (A Study Applied To University Students).” Procedia Economics and Finance 2.1 (2015): 476-483.

Singh, A.P. “Understanding the generation Z: The Future Workforce.” Journal of Multidisciplinary Studies 3.3 (2016): 2-46.

Uche, Sharon. “Generation Z and Corporate Social Responsibility.” Digital Commons (2017): 1-95.

A writing assignment is a requirement in Government courses

A writing assignment is a requirement in Government courses. As per syllabus, completion of a writing assignment is essential to satisfactory outcome of this course, as it is worth 100 points toward your final grade. Your letter must be submitted on or before Sunday, September 29, 2019.

1. Identify the U.S. House of Representative who represents the district where you reside.

2. Choose two social issues or public policies.

3. Write a minimum of a 1000 word letter to either your U.S. House of Representative that

a. Describes the social issues or policies chosen

b. Identify these social issues/policies impact on the people

c. Propose possible solutions for the social issues or policies chosen and

d. Uses language suitable for communicating with a legislator.

4. The letter or email should be appropriately addressed to the U.S. House of Representative

5. The letter should utilize three credible sources. This does not include websites such as Wikipedia or ask.com. Please include your references on a works cited page that should be separate from the body of your letter (the actual letter should not have any internal citations in it) It is exceptable to reference throughout the letter…"According to Dallas Morning News" but not (Nacoste 2018).

6. Your letter must be typed, double-spaced, use Times New Roman 12 point font and standard one inch margins.

7. Please upload all the before mentioned documents in one file and in .doc,.dox or .pdf.

8. Be careful not to plagiarize!

Plagiarism is the use of an author’s words or ideas as if they were one’s own without giving credit to the source, including, but not limited to, failure to acknowledge a direct quotation.

Refusal to follow directions will result in severe punishments! Penalties will accrue for not including the minimum number of sources, including Wikipedia. Failure to follow word count requirements will result in the loss of a letter grade or not including references on a separate page.

A.J. Ayer and the Verification Farcical

A.J. Ayer and the Verification Farcical

INTRODUCTION

This essay will consist in an exposition and criticism of the Verification Principle, as expounded by A.J. Ayer in his book Language, Truth and Logic. Ayer, wrote this book in 1936, but also wrote a new introduction to the second edition ten years later. The latter amounted to a revision of his earlier theses on the principle.It is to both accounts that this essay shall be referring.

Firstly, I shall expound the verification principle. I shall then show that its condition of significant types is inexhaustible, and that this makes the principle inapplicable. In doing so, I shall have exposed serious inconsistencies in Ayer’s theory of meaning, which is a necessary part of his modified verification principle.

I shall also expound Ayer’s theory of knowledge, as related in his book. I will show this theory to contain logical errors, making his modified version of the principle flawed from a second angle.

The relationship of this essay with the two prior essays of this series can be understood from Ayer’s Preface to the First Edition of his book:

The views which are put forward in this treatise derive from the doctrines of Bertrand Russell and Wittgenstein.

For background interest, Language, Truth and Logic was written after Ayer had attended some of the meetings of the Vienna Circle, in the 1930’s.

Friedrich Waismann and Moritz Schlick headed these logical positivists of Vienna. Their principle doctrine can be said to have been founded in the meetings they had with Wittgenstein and their interpretation of his Tractatus Logico-Philosophicus.

Ayer’s book expounds and, in his view, improves on the principle doctrine of the Vienna Circle ‘the verification principle’. Waismann and Schlick adopted this principle after it was first given to them by Wittgenstein himself.

Waismann recorded the conversation, where Wittgenstein stated:

If I say, for example, ‘Up there on the cupboard there is a book’, how do I set about verifying it? Is it sufficient if I glance at it, or if I look at it from different sides, or if I take it into my hands, touch it, open it, turn its leaves, and so forth? There are two conceptions here. One of them says that however I set about it, I shall never be able to verify the proposition completely. A proposition always keeps a back door open, as it were. Whatever we do, we are never sure that we are not mistaken.

The other conception, the one I want to hold, says, ‘No, if I can never verify the sense of a proposition completely, then I cannot have meant anything by the proposition either. Then the proposition signifies nothing whatsoever.’

In order to determine the sense of a proposition, I should have to know a very specific procedure for when to count the proposition as verified.

He, later in life, told the Moral Science Club in Cambridge:

I used at one time to say that, in order to get clear how a sentence is used, it was a good idea to ask oneself the question: ‘How would one try to verify such an assertion?’ But that’s just one way among others of getting clear about the use of a word or sentence. For example, another question which it is often very useful to ask oneself is: ‘How is this word learned?’ ‘How would one set about teaching a child to use this word?’ But some people have turned this suggestion about asking for the verification into a dogma- as if it’d been advancing a theory about meaning.

So, Wittgenstein was merely proposing that the verification of an assertion was one way amongst others to “get clear” how a sentence is used, or how that assertion is used. For, as he tells us in his later philosophy, identifying their uses is how meaning is attributed to expressions.

However, in this essay I shall expose the problems with the verification principle expounded by A.J. Ayer. I shall show why these problems lead the principle to be invalid as a philosophy, and useless as a practical tool in the situations of life it was boasted to have been suited to.

THE ELIMINATION OF CHAPTER ONE

To start the fray, I shall pick on a disturbing piece of wisdom that one runs into at the very beginning of chapter one, “The Elimination of Metaphysics.” Here, Ayer wishes to justify the application of the verification principle by showing its use as a tool in the elimination process that would eventually reveal the true purpose and method of philosophical inquiry.

Ayer’s ‘linchpin’ assumption is:

he metaphysician is talking nonsense when he claims to have knowledge of a reality transcendental of the phenomenal world.

If by ‘phenomenal world’ he means the world of the senses, then he denies his own mind. The mind itself is known, is real in the sense of its contents (thoughts) being real. Yet, it is not a part of the phenomenal, sensed, world.

Therefore, are we talking nonsense when we claim to have knowledge of our emotions, desires, and our self-awareness? And if such knowledge is nonsense, then all the better for us to express it, for nonsense is clearly understandable by these terms.

Surely, then, there is a mental reality, in the above sense, quite distinct from being phenomenal, in the Kantian sense.

All this seems to go without saying, and after applying Ayer’s idea of nonsense to our non-phenomenal mental contents, must we conclude that Ayer has ‘lost his mind’, so to speak?

Of course not! Ayer is merely wetting our appetite; showing us the temper of what is to come later in his book.

I comment on this early, introductory stage because, together with my retort, the spirit of the essay is subtly summarized. Ayer, here, is betraying his bias as an empirical philosopher from the outset, by attributing sense only to phenomenal expressions.

In his book he is merely trying to eliminate nonsense propositions by applying a hand-made law to them, which is not comprehensive enough to include some things which that law refers to but do have sense. This makes it inapplicable and practically useless.

When Ayer asks such a claimant of knowledge transcending the phenomenal from what premises he draws his knowledge, he thereby begins the elimination. He must then, also ask of himself which premises he has for the knowledge that he is happy, sad, confused or, in fact, asking a question mentally (not just vocally).

EXPOSITION OF THE VERIFICATION PRINCIPLE

The verification principle I wish to discuss here is that of the Vienna Circle, as it is expounded by A.J. Ayer in his book Language, Truth and Logic.

This exposition includes a modification by Ayer, and additional points made ten years later on.

Explicitly, the verification principle, as regarded in this essay, is a theory that tries to establish a criterion for meaningfulness.

Although, some may argue that this does not commit the theorist to a theory of meaning, per se, I submit that any theory which involves assertions about the nature of meaning, has tautologically proposed a theory of meaning. Thus, my definition of ‘theory of x’ includes ‘the discussion of the nature of x.’

The aforementioned, verification principle contains assertions that discuss the nature of meaning, yet is originally intended as the answer to Wittgenstein’s question, “How would one try to verify an assertion?”

For Wittgenstein, the verification of a proposition was required for a clear understanding of that proposition’s meaning.

For Ayer and the Vienna Circle, it was:

The criterion which we use to test the genuineness of apparent statements of fact.

In effect, the verification principle of the Vienna Circle would reveal whether a proposition was meaningful or meaningless. It was a new Humean Fork.

A proposition was meaningful if the conditions of determining its truth or falsehood could be established. A proposition was meaningless if such conditions could not be established.

We inquire in every case what observations would lead us to answer the question, one way or another?

Ayer modified the principle by adding a clause. A proposition could still be meaningful if it could be shown verifiable in principle, in cases where the actual verification was impossible, such as “there are mountains on the farther side of the moon”.

This meant putting forward the conditions by which the truth or falsity could be determined.

The other kind of proposition accepted as meaningful was the tautological proposition.

With Hume’s Fork in his hand, Ayer declared that if it is not a verifiable proposition and not a tautology, then it is mere pseudo-proposition, factually and literally insignificant, and therefore meaningless.

THE PROBLEMS OF PROPOSITION

The first terminological problem we run into with such a principle is the nature of the ‘proposition’. What is a proposition? Is Ayer telling us that the only meaningful expressions are putative? Answer: Yes. He is saying just that.

What about questions, commands, suggestions, desires, gestures, expressions containing sarcasm, and intonation? Surely that these types of sentences and expressions are meaningful goes without saying. No one would admit that any of these types of sentences were nonsense in virtue of their form.

As we shall see, later on, they are not significant in virtue of their form, as it is with all apparent expressions. It is not the syntax of a sentence that gives it significance. It is the content. The content should be qualitative: verifiable empirically or tautological.

Ten years after it was written, Ayer comes to the defense of his ‘propositions’, in the second edition of Language, Truth and Logic, with a rather weak argument given in the appendix.

After making the mistake of admitting propositions to be expressed by some sentences, he summarizes the principle thus:

The principle of verification is supposed to furnish a criterion by which it can be determined whether or not a sentence is literally meaningful. (My Italics)

And to get himself into even more trouble, he continues,

A simple way to formulate it would be to say that a sentence had a literal meaning if and only if the proposition it expressed was either analytic or empirically verifiable. (My Italics)

Instead of trying to show that some statements make no propositions, thereby avoiding the problem of making “Hey, Jude!” into a truth-valued proposition, he persists with the idea that all sentences propose something.

His argument for this, as found in the updated appendix, goes as follows.

Ayer states later on that he has tried to avoid the problem of any sentence having to be meaningful in virtue of its proposition having a truth value, by speaking of putative propositions, in which a sentence purports something, and can be true or false.

A few lines later, he admits that not all sentences are putative (His theory of meaning jumps back and forth, from ‘some’ to ‘all’, and is clearly unreliable).

The problem is now, how do we know when a sentence is purporting something? Is it not true that all sentences admit a truth indirectly? If I say, “Go to your room!” to a boy, am I not implying that there is a ‘room’ to ‘go to’? Is there not, therefore, a hidden proposition in many sentences that are thought not to be putative?

If this is the case then we shall need another criterion to determine which sentences these are. And such a criterion may have too much room for interpretation; am I speaking of a metaphorical ‘room’?

Perhaps this is why Ayer is not satisfied with the term ‘putative’. He states in the second edition, that:

the use of words like ‘putative’ and ‘purports’ seems to bring in psychological considerations into which I do not wish to enter.

Ayer, in his second edition, is clearly not confident about his own argument, but only alludes to its abandonment by offering these weak arguments as valid replacements and then rejecting them himself, as is shown above.

His next argument is even more absurd: to apply the verification principle directly onto all sentences, whether putative or not.

As we have seen this leads us to accept the oddball fact that questions, commands, and suggestions are literally meaningless if they are neither true nor false. In addition, whether they contain a hidden putative proposition must be decided by another criterion that has not yet been developed. Even so, if such a criterion was developed and applied, too much room for interpretation would result due to the psychological contingent of words such as ‘putative’ and ‘purport’. For ‘purport’ relies to heavily on a condition of the mind — a mental state. A feeling of assertiveness is a different species from asserting something. One relies on a state-of-mind, an attitude or belief; the other states the case, as it is given and not as it is desired to be.

OTHER FORMS OF SIGNIFICANCE

One of the reasons why the verification principle fails to be applicable is its erroneous theory of meaning. The principle considers there to be only two types of significant expression that are neither meaningless nor nonsense:

Literally significant expressions are those that express either a tautology or a proposition, which is capable, at least in principle, of being verified.

Factually significant expressions are such, if, and only if, we can know how to verify the proposition which it purports to express. Moreover, what observations would lead us under certain conditions, to accept the proposition as being true, or reject it as being false.

Neither of these types of significant expressions allows for moral, religious or even mental significance. I am saying here that there are some expressions, which are significant, that do not belong to either of Ayer’s categories. The error of Ayer’s theory of meaning is that it is not exhaustive. In other words, the options we are given are less than what are available.

There are more than two types of significant expression, and significance does not consist in only factual content and semantics.

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Gestures, commands, requests, inclinations, verbal minims… the list of types of expressions of thought that have significance to us is very long. They are significant in virtue of their ‘signifying’, or standing for, x.

The verification principle does not allow for these, as though only the objects of sense experience and tautological elements can be signified. The verification principle states that such expressions are not significant, and therefore nonsensical and meaningless. I will now show that this is not the case, thereby proving the theory of meaning, which is essential to the verification principle, as erroneous and making the principle inapplicable because it is not exhaustive.

The assumption, made by Ayer and the Vienna Circle, is that “sentences are either tautological or empirical in their significance.” However, this is not exhaustive.

Ayer, himself, does admit that ethical statements, although having not expressed a literally significant proposition, are not therefore nonsense, since they do possess another kind of significance:

The sentence expressing it may be emotionally significant to him; but it is not literally significant.

It is this admission that undoes all his work hitherto. If there are other types of significance then he admits that his theory of meaning is not exhaustive. This leads him to admit further that the verification principle is applicable to only some significant expressions, annulling the ‘either or’ that so willingly attempted to eliminate expressions of ethics, religion and metaphysics.

It may be argued that the above admission, being the basis for Ayer’s emotive theory of evaluative discourse, is an unmasking move to show that supposedly factual statements are merely expressions of feeling- emotive expressions.

If a statement is significant in virtue of its signifying an x, where x is that which the statement refers to, then if x is a feeling, rather than a thought, the significance of feelings is possible. The significance of feeling in language could be called an emotively significant statement.

Ayer’s mistake was in thinking that meaning can only be attributed to expressions that represent an empirical fact or a logically tied set of concepts, as are found in the tautology.

So, what makes other expressions significant? You could ask, ‘In what sense are these other sentences significant?’ Well, they are significant in virtue of your ability to understand them. If you understand a sentence, then your understanding is that to which the sentence refers. However, this rules out false sentences, which may be insignificant but disguised by the fact that you cannot understand all sentences; some genuine sentences are difficult to understand.

Let us look at a common target of the principle: ethical expressions.

Ethical statements such as ‘Murder is wrong’ are significant by the fact that we understand them. However, they are not significant in the factual sense, but the emotive sense: they are emotively significant.

We do not wonder what anyone means when emotive statements are made. We do not hear it as a muddle of incomprehensible speech, and wonder whether such noises ‘signify’ anything. We understand that the person is expressing a certain attitude or feeling about the subject of murder. The person is stating, implicitly, that they would like no one to conduct such an act, and would not like to themselves.

Sentences such as these signify feelings and attitudes. They do not have truth-value, they cannot be empirically tested, and they are not meant to be. Ayer may also assert this, but he goes on to suggest that they are also meaningless.

They are not meaningless. They express a different species of thought, an emotive thought. The thought is signified by words. The words have meaning in themselves. This is the criterion for significance.

Therefore, moral sentences are significant when they express a feeling or attitude about certain behaviour. The reason why verificationists like Ayer want to reject them is because they don’t fit into there tight little theory; they cannot be verified. If it were possible to verify feelings, then statements about such would become meaningful.

THE SECOND EDITION, A SECOND CHANCE

We have already discussed the major themes put forward by the second edition in the many references to them hitherto. However, we have not yet looked at a further argument Ayer has in defense of his theory of meaning.

The argument goes like this:

Up until now, Ayer has wanted to avoid denying the possibility of sentences that carry meaning without propositions. Therefore, he puts forward the following, as a second attempt:

The solution that I prefer is to introduce a new technical term; and for this purpose I shall make use of the familiar word ‘statement’.

So, now Ayer has pulled a U-turn and allowed expressions to be significant without being nonsense, by avoiding the attribution of literal meaning to all sentences. The term ‘statement’ is that sentence which, although does not contain a truth-valued proposition, does express something in its significance. Its significance is held in virtue of its being ‘indicative’.

Indicative sentences- now ‘statements’- have the option of holding literal meaning, in the case of the proposition, or not.

Not holding literal meaning, by definition, they remain significant.

This, to me, is obviously a complex attempt at escaping the fact that verification principle is not applicable. What it does not apply to are forms of significance that cannot be grouped into the empirical/tautological pigeon-holes that Ayer has created.

Ayer is now logically tied to admit that there are other meaningful expressions that are signified in sentence form, and have no explicit truth-value (i.e. the proposition). This is of course his ‘statement’.

To say that there are ‘indicative sentences’, which may express a meaning that has no truth-value, is to admit of other forms of significance, to admit that the verification principle is limited in its application.

However, my main contention with the principle is not its problem with terminology use, or its theory of meaning. I am concerned with the empirical features verification.

CRITIQUE OF PURE EMPIRICISM

I would now like to look at the empirical features of the verification principle. I shall show that statements of observation, empirical, and synthetic alike, may not necessarily require the prerequisite of a truth-value in order to have meaning.

I shall then show that Ayer’s theory of sense content is redundant.

The verification principle requires thus:

that a sentence is factually significant to any given person, if, and only if, he knows how to verify the proposition which it purports to express- that is, if he knows what observations would lead him, under certain conditions, to accept the proposition as being true, or reject it as being false.

Firstly, two problems:

In what would these observations consist? Propositions of factual significance are surely assertive expressions, which reflect, or stand for, the data of particular senses. However, why place a truth-value on such an expression? If I see green grass, and state, “this grass is green” am I not stating something that is not held, by myself or anyone else who is not a philosopher, to be dubious?

Is it not that my statement is nothing more than the expression of what my senses tell me they detect? If this is so then the notion of applying a truth-value to such a statement is invalid. For surely, when I make a statement that expresses an observation it will always be true of my senses. It will be true in the sense that I am not lying to myself, but “truth” still seems an inappropriate term for such statements. Truth-value, therefore, does not apply to expressions signifying sense-data.

Ayer’s ‘truth’ is meant in the sense that my statement of observation, my proposition having factual meaning, could be verified as to whether it was indeed an observation. However, in what would the verification consist?

Would this not be another statement of observation by which to compare mine with? For surely if I state that “green men are on the far side of the moon”, and an observation of these green men at such a place would lead to the same species of statement, “yes, there are green men on the farther side of the moon”, warranting, itself, verification. Is this how Ayer determines meaning?

So, by Ayer’s account we would either continue an infinite regression of verifications of the same statements, or take the second verifying statement as the deciding factor of the first statement’s meaning, when both statements express the same thing; their reference is identical.

If we do admit truth-value of sense-data, can we trust our senses? How do we tell a real observation from an illusion?

To answer these questions, Ayer requires a theory of knowledge, and it is this theory that falls apart after close inspection.

First, I shall outline the theory. Then I shall show its principle theses to be invalid.

The result will be that the factual significance of Ayer’s verified sentences will always contain the possibility of being factually wrong. They may be meaningful, in virtue of their truth-value, but you would never know whether they were correspondingly true or false.

So how does Ayer determine the validity of his empirical propositions?

Empirical propositions… may be confirmed or discredited in actual sense experience.

It is admitted that no empirical proposition is certain, but that is not what we are concerned with here. We are concerned with knowing whether an empirical proposition is actually being experienced during its verification.

How do we know that the physical manifestation of an empirical proposition is actually being represented, and not an illusion or drug-induced delusion?

To answer this, we return to the question, “What is the criterion by which we test the validity of an empirical proposition?”

Answer:

we test the validity of an empirical hypothesis by seeing whether it actually fulfills the function it is designed to fulfill.

Ayer is an empiricist. When it comes to the factual content of a proposition, Ayer takes the position that this content consists in terms of sense content. The physical object of the proposition is not itself known; we are only privy to a second-hand knowing by means of our senses. Our senses ‘see’ the real object, and we ‘know’ what our senses give us.

We define a sense content not as the object, but as a part of a sense experience. And from this it follows that the existence of a sense content always entails the existence of a sense experience.

So, when I see a table and state such, my assertion entails the sense contents from which the term ‘table’ is logically constructed. The sense contents being so entailed allow my assertion to be a proposition containing factual content, and therefore meaningful.

However, since the sense contents are not the objects themselves, the verification of expression containing them leads to the truth or falsity coherently, rather than correspondingly. The truth-value of factually or literally significant propositions is established by appealing to its logical compatibility with other sense content containing propositions. Since the reality of sense experiences is subjective, their truth must also be subjective.

By admitting that the objective world, which we cannot know but by the senses, is never expressed by propositions, but only indirectly via the sense contents, we must admit that the verification of the objective world can have no truth-value attributed to it.

Nevertheless, the verification principle demands that an empirical hypothesis be testable, in principle or practice. Once more, this test would only lead to more expressions containing ‘sense contents’. What is more, such a test could only consist in the comparison of one subjective set of propositions with another.

In effect, the verification of an empirical hypothesis would establish coherent truth, since correspondent truth is transcendental. Therefore, the phenomenology of the verification principle is incompatible with Ayer’s empiricism.

CONCLUSION

The verification principle was a method of establishing the meaning of certain expressions. It was then turned and used to eliminate the whole of metaphysics, which also took with it ethics, aesthetics and religion. It seemed that nothing was left but the obvious world of facts or the nothing world of tautologies.

In the end, the verification principle helped destroy not just speculative philosophy, but speculation itself. The world of philosophy is a far different place today, thanks to the influence of A.J. Ayer and the Vienna Circle. Their influence, in my view, dominates mainstream philosophy, in its academia, its publications, associations, and societies.

Their ideas changed the way we think about philosophy — about its nature and purpose. The texts written in their day are the textbooks of today.

The language of fact and tautology rule, sixty years on.

I wish that I could have written from a more speculative angle, but the verification principle seemed to come with its own problems built in.

Although, philosophy has been deemed by Ayer to not be a source of speculative truth, I hope that I have shown that it is speculation, and not just logic and correct language use, that inspires the mind of the philosopher.

If we are to believe, as Ayer does, that philosophy should consist in nothing but logical analysis, then it is hard to see how philosophy could have come about at all. Some philosophers say that it is not the business of philosophy to concern itself with metaphysics, ethics, aesthetics, religion, or any speculation. They miss the point that it is themselves who expend such considerable amounts of literature in order to say so.

By trying to convince us that Plato, Nietzsche, and the hordes of nonsense philosophers in between, had got it all wrong, these very philosophers make the broadest and grandest of speculations themselves.