Industrial Relations and Trade Unions in Brazil

Industrial Relations and Trade Unions in Brazil Introduction The development of the Brazilian system of industrial relations and its trade union movement, like in any other country is embedded in the formation of a sector of wage labor.  The debate on trade unions and industrial relations systems is unison in recognize a crisis in the labor movement that developed since the 1980s decade, and much of the efforts were spent identifying the causes of the crisis and exploring pathways to overcome it. However, the debate was stated looking mainly to the situation of the developed countries, specially the US and Western Europe, and the immense diversity of scenarios on the Global South were kept at the fringes of the academic discussion. Part of the explanation is that the theory of industrial relations and trade unions, depends of the existence of a free population performing wage labor. As the most of the Global South was kept under colonial systems sometimes as far as the 1970s decade, and the labor regimes were much more similar to slavery or serfdom than to the regimes in Western societies, the wage labor in those regions has received few attention since the early developments of the fields. Although being achieved independence from Portugal in 1822, the slavery was abolished only in 1888, giving birth to the Brazilian Research Question: Literature Review: As the thesis proposed is divided in three main sections, also the literature can be grouped in three relatively independent bodies. First, the effort to describe the Brazilian industrial relations system and the current role of trade unions start with the normative environment expressed in the Brazilian laws, mainly the Consolidation of Labor Laws (Consolidaà §Ãƒ £o das Leis do Trabalho), enacted in 1943 in the period of Getà ºlio Vargas dictatorship, in autocratic manner, and despite being updated that is still under effect The notion that workers have some power resources is present implicitly in the labor theories of value, and the assumption of the central role of labor in production brings the seed of the idea of structural power. As a development of this centrality of labor, the motto â€Å"Workers of the world, unite!† is the recognition that the organization of workers is able to create power. In that way, most of the authors that considered the workers and the working class for analysis assume the existence and/or the possibility of creation of power resources and its relations with labor conflicts. However, to provide a clearer theoretical referential, is necessary to narrow the concept towards a tipification of the power resources available to workers. The first sources to be considered is Perrone (1983, 1984) unfinished articles, both edited by Eric O. Wright. Aiming to operationalize a variable that explain the strike behavior and the wage levels in different economic sectors, the author presents a definition of â€Å"positional power†[1] as the potential of a certain group of workers to generate disruption in the economic structure. In that sense, as higher the interdependence of the whole economy to a sector, higher is the positional power of the workers in that sector. To measure this variable Perrone uses an input-output matrix to account the dependence of the economy to a specific sector. The findings of the study is that despite the positional power can explain quite well differences in wage levels, the variable isnt sufficient to explain the strike propensity. Concerned with the noncorrelation between positional power and the propensity to strike, Eric O. Wright, in the postscript of Perrone (1984), begins developing the concept of organizational power. He proposes the disruptive potential does not automatically leads to an effective bargaining power of workers, since a group of workers can be present low levels of solidarity and weak organizational resources. However, he sees the positional power as the main determinant of organizational power, assuming the disruptive potential as determinant of the cost-benefit trade-off in organizing and conducing collective actions. Wright states that we should expect very few cases of low organizational power in high positional power situation or the inverse. Wright (2000) evolves his concept to â€Å"associational power†, as the various forms of power that results from the collective organizations of workers, including â€Å"such things as unions and parties but may also include a variety of other forms, such as works councils or forms of institutional representation of workers on boards of directors in schemes of worker codetermination, or even, in  certain circumstances, community organizations†(p. 962). He maintain the concept of structural power as the resultant of the location of workers within the economic system. Analyzing the sites of class compromise, the author recognizes that is possible that an increasing in the associational power of workers can benefit the employers interests. He presents three institutional spheres of class conflict and consequently, sites where class compromise can be forged: the sphere of exchange, concerning labor market and all sort of commodity markets, being the labor unions as the ex pression of the associational power in this sphere; the sphere of production, meaning the intra-firm relations, the labor processes and technological patterns, and the works councils as the expression of workers associational power; the sphere of politics, concerning the shaping and execution of state policies and the management of the state-enforced rules, with the political parties being the form of the associational power of workers. Seeking to understand the mechanisms that allows these different forms of workers associational power to forge positive compromises with the employers. The main feature on the Wrights notion of power resources, for the purpose of the present proposal, is that he assumes workers organizations, for instance unions, works councils and labor parties as the same as workers power. This strong assumption disregards many concepts in industrial relations literature, by typifying the forms that workers organizations can assume. First, the different structures presented arent common to the different industrial relations and political systems. Second, ignore the movement/organization dualism tracked by Hyman (2004:2-3, 2000:60-1) trough the theory of trade unions. Third, other authors see a very different nature of workers power, as presented below. Elaborating the positional/structural source of workers power while looking to the workers in mass production industries, Arrighi and Silver (1984) divide the concept in market-place bargaining power of workers, as the power embodied in the scarcity of a specific skill possessed by workers, and in workplace bargaining power, as the â€Å"power of workers when they are expending they labor-power within the course of capitalist labor process†(pp 193-4). Although the concept is still incipient, it leads to a further strong development, presented in Silver (2005). In this paper, she recover the concept of Wright (2000) for the associational power and put in detail the structural power and its subtypes: marketplace bargaining power that results directly from the labor markets, an can take several forms, as â€Å"(1) the possession of scarce skills that are in demand by employers, (2) low levels of general unemployment, and (3) the ability of workers to pull out of the labor market entirely and survive on nonwage sources of income†(2005:13), and workplace bargaining power, identical to the Perrones concept of positional power. The conceptualization then is used to measure the in what extent the transformations in the organization of production and the proccess of globalization affected the workers power. Based in large extent in the same theoretical framework developed by Wright and Silver, the Jenas â€Å"power resource approach† (Dà ¶rre et al., 2009) contribute adding a new dimension to the dimensions of workers power, the institutional power, meaning the incorporation of the organizational and structural power into social institutions. They argue that Silver ignored this dimension of power, what is very improbable, since she assumes that the â€Å"associational power has been embedded in state legal frameworks that guaranteed such things as the right to form trade unions as well as the obligation of employers to bargain collectively with trade unions†(2005:14). The authors, with help of others, advance in the conceptualization of workers power, adding a new dimension, the societal power (Dà ¶rre and Schmalz, 2013). The authors then build an explicit typification of the various dimensions of power, presented below. Structural Power Associational Power Institutional Power Societal Power Forms of practice Interruption of capital appropriation Formation of workers Reference to chartered rights Interaction with other societal actors Shop floor level Labor unrest Job change Workers committee Works council Shop stewards Works constitution Cooperation and discursive power exceed inevitably the boundaries between these distinct levels Inter-company level Economic strikes Trade unions Free collective bargaining Societal level Political strikes Workers parties Constitution Laws and legislation Of course this typification is not the only one possible, and others will be considered and treated in the further research process for the master thesis, in order to compare and integrate, if valuable and feasible, to the theoretical framework. In advance, two alternative approaches, although being largely intersected, will be examined, namely the typifications developed by Donna McGuire and Christian Là ©vesque and Gregor Murray various articles. (tipyfication not valid all the times, organisation dont means power because of bureacratization, but related with Jena PRA â€Å"organisational power is a resource that can only be acquired through strategically planned collective action and formal organisation† WP and WO only are close related when the workers have the control of the organisationparties can serve to indivudual promotion or pursuit political power per se, WC can be coopted by management or signify promotion on carrer, and unions can develop leaders dettached from its social basis (trough institutionalisation) [1]The author uses â€Å"positional power† and â€Å"structural power† as sinonyms.

Legal Implicaiotn of human resource management Essay

A union is an organization of workers, acting collectively, seeking to promote and protect its mutual interests through collective bargaining. However, before we can examine the activities surrounding the collective bargaining process, it is important to understand the laws that govern the labor-management process, what unions are and how employees unionize. Although the current percentage of the workforce that is unionized has declined steadily, there are still many employees who feel that the workforce is primed for a positive response by employees to a new effort in organizing. The main reasons for union organizing are: higher wages and benefits, greater job security, influence over work rules, compulsory membership and being upset with management. Among various reasons why employees join a union, we see one common factor: management, specially the first-line supervisor. If employees are upset with the way their supervisor handles problems, upset over how a coworker has been disciplines, and so on, they are likely to seek help from a union. In fact, it is reasonable to believe that when employees vote to unionize, it’s often a vote against their immediate supervisor rather than a vote in support of particular union. CASE: In the provided case, the employees are upset with company since employer rolled out its plan to organize employees into teams, change job titles, work assignments and the pay structure. Beside that employees were told â€Å"this is how it will be. † I am working as the top HR Manager and have to deal with this situation. First of all I would learn some basic legal implications of union organizing. The legal framework for labor-management relationships has played a crucial role in its development. There are two important laws that have shaped much of the labor relations process. Wagner Act: Also knows as the National Labor Relations Act of 1935, this act gave employees that right to form and join unions and to engage in collective bargaining. The Wagner Act is cited a shifting the pendulum of power to favor unions for the first time in U. S labor history. This was achieved, in part, through the establishment of National Labor Relations Board (NLRB). The Wager Act provided the legal recognition of unions as legitimate interest groups in American society, but many employers opposed its purposes. Some employers, too, failed to live up to the requirements of its provisions. Thus, the belief that the balance of power had swung too far to labor’s side, and the public outcry stemming from post-World War II strikes, led to passage of the Taft-Hartley Act (Labor- Management Relations Act) in 1947. The Taft-Hartley Act: Amended the Wagner Act by addressing employers’ concerns in terms of specifying unfair union labor practices. Realizing that unions and employers might not reach agreement and that work stoppages might occur, Taft-Hartley also created the Federal Mediation and Conciliation Service (FMCS) as an independent agency separate from the Department of Labor. FMCS is a government agency that assists Labor and management in settling disputes. The Wagner and Taft-Hartley Acts were the most important laws influencing labor-management relationships in the United States, but there are other laws that influence the labor organizing. Specifically, these are the Railway Labor Act; the Land rum Griffin Act; Executive Orders 10988 and 11491; the Racketeer Influenced and Corrupt Organizations Act of 1970; and the Civil Service Reform Act of 1978. The Civil Rights Act of 1964 (discussed in previous module) is as relevant to labor organizations as it is to management. Title VII of the act is focused on this subject. In the provided case, it seems like there is already union getting into shape. The labor laws do permit us as HR Manager to defend ourselves against the union campaign, but we must do it properly. I would follow the following guidelines of what to do and what not to do during the organizing drive. * If your employees ask for your opinion on unionization (as my supervisor is asking me this question), should respond in a natural manner. For example, â€Å"I really have no position on the issue. Do what you think is best. * You can prohibit union-organizing activates in your workplace during work hours only if they interfere with work operation. This may apply to the organization’s e-mail, too. * You can prohibit outside union organizers from distributing union information in the workplace. * Employees have the right to distribute union information to other employees during breaks and lunch periods. * Don’t question employees publicly or privately about union-organizing activities- for example, â€Å"Are you planning to go to that union rally this weekend? but if an employee freely tells you about the activities, you may listen. * Don’t spy on employees’ union activities, for example, by standing in the cafeteria to see who is distributing pro-union literature. * Don’t make any threats or promises related to the possibility of unionization. For example, â€Å"If this union effort succeeds, upper management is seriously thinking about closing down this plant, but if it’s defeated, they may push through an immediate wage increase. * Don’t discriminate against any employee who is involved in the unionization effort. Be on eh lookout for efforts by the union to coerce employees to join its ranks. This activity by unions is an unfair labor practice. If you see this occurring, report to your boss or to HR. Company might slow want to consider filing a complaint against the union with NLRB. Keeping all the above points checked, I will also keep in mind that union organizing drives may or may not be successful, but when they do achieve their goal to become the exclusive bargaining age, the next step is to negotiate the contract or demands. Now, I’ll get myself ready along with my first line supervisors, for the next expected step: collective bargaining. This typically refers to the negotiation, administration, and interpretation of a written agreement between two parties that covers a specific period of time. This agreement, or contract, lays out in specific terms the conditions of employment that is, what is expected of employees and any limits to management’s authority. Although collective bargaining is mostly used in public sectors, however it is also common in private sector. My employees are upset because of three months old change; based on my supervisor’s comments I assume that union has been certified; I might come up with a new set of interpretation of this change between my management and employees. I will make sure that my management and the union must negotiate in good faith over these issues. I would follow the following collective bargaining process outline in order to resolve these issues: Preparing to Negotiate: Once a union has been certified as the bargaining unit, both union and management begin the ongoing activity of preparing for negotiations. We can consider the preparation for negotiation as composed of three activities: fact gathering, goal setting, and strategy development. Information is acquired from both internal and external sources. With all the collection of this background information in hand, and tentative goals established both union and management must put together the most difficult part of the bargaining preparation activities, a strategy for negotiations. This includes assessing the other side’s power and specific tactics. Negotiating at the Bargaining Table: Negotiation customarily begins with the union delivering to management a list of â€Å"demands. † By presenting many demands, the union creates significant room for trading in later stages of the negotiation; it also disguises the union’s real position, leaving management to determine which demands are adamantly sought, which are moderately sought, and which the union is prepared to quickly abandon. Real negotiations typically go on behind closed doors, each party tries to assess the relative priorities of the other’s demands, and each begins to combine proposals into viable packages. Next comes the attempt to make management’s highest offer approximate the lowest demands that the union is willing to accept. Contract Administration: Once a contract is agreed upon and ratified, it must be administered. Contract administration involves four stages: (1) dissemination the agreements to all union members and mangers; (2) implementing the contract: (3) interpreting the contract and grievance resolution: and (4) monitoring activities during the contract period. Providing information to all concerned requires both parties to ensure that changes in contract language are spelled out. The stage of contract administration is ensuring that the agreement is implemented. All communicated changes now take effect, and both sides are expected to comply with the contract terms. The most important element of contract administration relates to spelling out a procedure for handling contractual disputes. These contracts have provisions for resolving specific, formally initiated grievances by employees concerning dissatisfaction with job-related issues. As an HR Manager for a company with 1500 employees, who are quite upset with our management and are unionizing, I have tried to come up with a plan to resolve this issue. First of all, I gathered the legal data in this respect, I proposed some guidelines to avoid unionizing and last, I have discussed the plan in detail to resolve the issue in provided case. I would like to comment that although historically, the relationship between labor and management was built on conflict and the nterests of labor and management were seen as basically at odds-each treating the other as the opposition. But times have somewhat changes. Management has become increasingly aware that successful efforts to increase productivity, improve quality, and lower costs require employee involvement and commitment. Similarly, some labor unions have recognized that they can help their members more by cooperating with management rather than fighting them which is quite positive for both management and employees.

Philosophical Autobiography Essay

Life is what not it’s cracked up to be. Sure, it sounds like good, but eventually we all encounter despair, failure, suffering, frustration, the being unloving of our own hearts and of those around us, and finally death. Experience tells us even the best aspects of life are ultimately unsatisfying.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Probably the most significant question we can ask ourselves is what the most important thing in life is. The question has far reaching implications in that the answers that we arrive at can determine the course of the rest of our lives. Many would consider money or financial success as the most important factor in life. The high rate of suicide amongst lottery winners would contradict this. Others would search for fame, yet the list of famous people who have committed suicide or died from an overdose of drugs continues to grow. Good health would be high on anyone’s priorities, and the presence of love in ones life is also of major importance.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I would propose that wisdom is the most important thing in life. The best definition of wisdom that I have read is â€Å"the best means to achieve the best ends†. Wisdom is needed to achieve the best results in the myriad decisions we all need to make daily in our personal, financial, family, work, community lives. Each one of us has a unique mindset or set of beliefs which are continuously changing and which we use to make decisions, each of which has significant roll on effect on how the rest of our lives turn out. These mindsets are determined by the unique environments we have grown up in, our age, our education and the cumulative impact that each life experience has had on us. Our unique mindset is either working in our favor or working against us in each and every situation that we face. One way that we can test how online our thinking is in a particular situation is to look at the results we achieve as a result of the actions we took. Good results means our governing beliefs were online, bad results means that we need to re-evaluate our beliefs to determine what caused the negative outcome. I would propose that life is very much like a game and that a comparison between the two is very enlightening. In any game, you need to be fit, possess certain skills and have a good knowledge of the rules in order to participate. In life, we need to have a good knowledge of the rules that apply and to use this knowledge continuously in order to assess and make decisions in every situation that we face. The more intensely we play the game of life, the better our knowledge and application of the rules, the better the results we will achieve, much like a football player who is skilled, trains hard and knows the rules. During the course of our lives we progress from being dependent on our parents for food and shelter and emotional support, to being independent as we become young adults. We learn to make decisions for ourselves, and as we see the results of our decisions we get feedback and the resultant experience adds wisdom to subsequent decisions. The next stage is to develop relationships with others, or interdependence, and it is through these relationships that significant personal growth can occur. Many of us however have a low sense of self esteem which holds us back in relating to others. We look at the results we have and are achieving in our lives. If our results are unsatisfactory, we reassess our beliefs and make adjustments to our actions. Additional feedback is our emotions like fear, anger, unhappiness, disappointment etc. Our target is to lead a joy-filled, intense yet balanced life, leading to continually increasing wisdom.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, most of us need to unwind and get away from our hectic schedules from school, work, and other things that keep us busy. Like other young adults, they hang out in bars to have some fun but in my case, I rather go to the beach or in the mountains with my family to spend time with them and at the same time to recollect, meditate and appreciate the creation of God. Each place has its own beauty that attracts my attention. I love nature that much. I am thrill and feel excited every time I gaze their natural beauties. These are the places where I can meditate, recollect and reminisce my past or the things I do previously.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I like going to the beach if I want to find enjoyment and fun. I like the beach a lot because the breeze is very fresh. When I am in the beach, I enjoy staying under the heat of the sun while reading my favorite book and the sun makes my skin tan and adorable to look at. I also feel free and at ease. I can wear too my favorite swimwear.   When I am in the beach, it gives me an opportunity to surf and play beach ball games which I cannot do when I am at home and school. I also bury myself under the sand as a sort of relaxation and therapy to my body and when I do that, it gives me a sort of relief. Going to the beach also gives me an opportunity to meet new set of people from different walks of life.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   On the other hand, going to the mountains is also an interesting thing to do. It is fun and adventure. If I want to be on my own and don’t want to be disturbed by people, I immediately go to the mountains. The air there is as fresh as in the beach but it is not crowded with people. I can only find trees and animals. The chirps of the birds really inspire me and want to live life to the fullest. It makes me realize, too, that though birds live simply, they are happy and contented with their lives. They don’t ask for more but happy of what they have. This is the perfect place for meditation and for adventure. I am free from air and noise pollutions from the city where I live. When I am on the mountains, it gives me an opportunity to sleep early and helps me wake up excitedly the next day to have a brisk walk or climb some mountainous areas. Moreover, as a wide reader, I love to read detective and inspirational books. These would help me develop my critical thinking and analyze why things happen that way. Hence, I also like the works of Shakespeare especially the story of Hamlet. Considered as one of the greatest of Shakespeare’s tragedies, Hamlet is also one of the best-known plays in world literature. It is distinguished to be one of the first of its kind of being peculiarly a â€Å"philosophical play†, in addition to having a variety of metaphysical and psychological theories. Although revenge tragedies already existed during and before its time, Hamlet best exemplifies the genre of Elizabethan revenge. A center of many arguments is the apparent delay of Hamlet’s revenge. Critical discussion of this supposed procrastination has a long history. Goethe thought Hamlet too sensitive, Coleridge and A.W. von Schlegel too intelligent to be capable of action. The early 20th century English critic A.C. Bradley saw him as restrained by melancholia, the 19th century German scholar Herman Ulrici by moral scruples; the Freudians viewed him as too complex-ridden to kill his uncle (â€Å"Hamlet†). This aspect of Hamlet’s behavior is seen either as a flaw or a virtue. The story contains four sons of murdered fathers (Hamlet, Laertes, Fortinbras, and Pyrrhus), but Hamlet differs from the three’s pursuit for revenge. He even goes as far as feigning insanity in order to conceal his real agitation and divert attention from his task of revenge. The subject of revenge, which is one of the focal themes of the play, transcends every genre, for there is a Hamlet in every one of us. As Hamlet in the story suffers pain and grief as a result of the circumstances surrounding his father’s death, the usurping of the throne and by the betrayal he felt from his mother’s remarriage to his father’s brother, Hamlet is then filled with the dilemma of whether to take revenge against the wrongdoer. Suffering and grief as a consequence of injustice and oppression is as old as man’s history. Even during the course of the play, Hamlet’s torment alienates him from all those around him, even though he has a close friend to confide with. Such inner turmoil is only expressed in his soliloquies but unknown to those around him. Certainly, the depth of suffering is known only the most by the one who suffers.   How people variously react to such agonies is showcased in the play’s story. Most often, it is the common desire to act as the three other young men (Laertes, Fortinbras, and Pyrrhus) did — pursue their task of vengeance with ruthless single-mindedness. However, Hamlet’s situation is far more complicated. This shows that indeed, vengeance is far from simple. While it seeks to retaliate by inflicting pain for pain, Shakespeare’s Hamlet shows the peril of vengeance. All those who sought revenge died. Hamlet’s loved ones (such as Ophelia), those whom he could have sought solace and comfort, and himself also died. They became victims of Hamlet’s reckless rage as a result of his deflected and unfulfilled desire for retaliation. Revenge therefore, sinks both the offender and the avenger, pulling down along with it the innocent. It is a bearer of destruction. While most revenge plays justifies the avenger by emphasizing him or her as a victim, Hamlet’s character hangs a question above it. At the very core of revenge is bitterness, and is like a ‘rotten apple that spoils the whole bunch’. It has destroyed everything that’s good in Hamlet and made him much more evil than his stepfather. The danger of retaliation is to do greater harm than what was received. No one overcomes evil, with evil. Before bitterness could do its harm, it is best thrown out. Truly, Shakespeare’s Hamlet speaks to every individual in every genre, since ALL of us must pass through a time of making that choice: â€Å"TO BE (bitter) OR NOT TO BE (bitter)? That indeed is a question we all must face.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   In addition, I believed that I am a one of a kind person so the saying or quote that would definitely describe me is â€Å"The Grateful One†. The reason I chose this quote is because this is what I perceive myself as and this is what other people think about me too. Not all people are being appreciative and thankful of what they have in life. Some of them would only be grateful when things go smoothly and when they can get the things they want. But through the years and seasoned with testing and circumstances, I have learned that I should be grateful in every way; thus, thanking those people who have helped me shape my character not only those people who brought positive impacts in my life but including those people who have hurt me. It is so irony to be grateful for those people who have hurt me but to some degree, their negative actions toward me make me strong as an individual and learn to depend on God. I have learned, too, that I should not only be thankful during the times when my spirit is uplifted but as well as the time when I am also down because I believe that everything has a purpose why things happen and during those gloomy days of my life, I was able to ponder and see the true beauty of life; thus, showing me who are my true friends are.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, I never let the day pass without being appreciative and thankful to every people I meet. I may not directly say thank you to them but at least I would tell them that I appreciate to be with their presence. But most of all, I will continually be grateful to God for giving me a family and parents who are very supportive and really inculcated that good conduct. Actually, I come from a strong Christian background and my family tells me, consistently, to always acknowledge God and to remember where my blessings come from. I am what I am today because of them.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Though I am very active with my academic career and civic organizations, I had this experience before that totally teach me a lesson. It teaches me how to listen some advices from others especially from our parents. This is my other side. To let go of someone you dearly love is very painful to do. The pains cause by ending relationship is very unbearable. Some people may find their world tear apart when they realize that their relationship with their partner is not going well. I have had this relationship in the past that truly marks in my heart and in my mind. I do love this person very much despite of his weaknesses and flaws but many people around us do not like the idea of being us together. At first, I try not to give ear to their comments and opinions because of my love for my partner. But in a long run, I decide to call it quits because I find out that my partner is having an affair with other man; take note, it’s a â€Å"man.† It truly hurts me a lot because he exchanges me to a man! It is a big slap my on face. That is the first factor I consider when I break up with him. He is not trustworthy and faithful. I just strongly believe that a woman is meant to be with a man and a man is meant to be with a woman. Though I live in a liberated world but I cannot just take and stand with this kind of idea that is having an affair with same sex. When I break up with him, I feel so much freedom that I never been experiencing when we are still together. I don’t know why I feel that way, but that is how I really feel. I feel like a bird being imprison in a cage for a long time and has the chance to be released. When my friends especially my parents learn about it, they are very happy and relieve. They don’t just like my partner because they can smell something fishy on him. After the break, I feel such joy in my heart and feel more beautiful inside.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Furthermore, many people think of personality as being made up of observable traits such as shyness, friendliness, and initiative. However, such traits are only the outward expression of various inner conditions and processes such as intelligence, attitudes, interests, and motives. Normal persons develop relatively consistent personalities that are distinguished by certain dominant traits. Persons belonging to the same cultural group—such as a family or nation—have many traits in common. But each person exhibits different traits under different circumstances, and each has unique traits as well as those he or she shares with others. It is also known that personalities develop throughout life, and may even undergo fundamental changes as result of psychotherapy or other treatment.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Moreover, personality is produced by the interaction of heredity and environment. Inborn qualities affect the individual’s response to the outside world, and the environment influences the way in which inborn capacities develop. However, the precise reasons why one person develops certain personality traits, while other develops other traits, are not known.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   What you have known to yourself is not known to others. They only base their judgments on what they see and that is your personality. Basically, the treatment of people on you depends on how you carry yourself, through your composure when you are irritated and how you dressed up yourself.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   An example of this is how you dress up yourself.   Don’t wear clothes that will give others a reason to criticize and not respect you at all but rather wear clothes that would motivate them to respect you as a person because if you would like to be respected, pay respect first to yourself by wearing clothes decently.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   I have observed that people that I meet pay me respect because of the way I dress and talk to them. I have a number of experiences that with regards to how I dress up and gaining respect from others. They find my personality respectable because of how I act and how I carry my clothes.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Another thing, we cannot deny that there is always prejudice and biases wherever we go. People will treat you nicely or give you special treatment if they find you attractive or appealing but if you are not attractive to their eyes, they will just ignore you as if you do not exist. It usually happens in big and known department stores or any establishment. If you wear flashy clothes and very attractive to look at, the salesperson will entertain you very well and gives you a welcome smile but if you wear just a simple dress and you are not that attractive, there is a tendency that the salesperson will not give you a fair treatment. She/He might think that you cannot afford the stuff they are selling and why does she/he bother entertaining you?   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   There are times too that attractive people are always popular and they are respected because of their good looking appearances. Moreover, many people would be fanatic to them and may imitate their styles. Just like the actresses and actors that we have in the past and at present. Because of their charisma, many people would try to imitate and dream to be like them. But if you only have a plain face, there is always a tendency that people would make fun of you. So we cannot deny that in this world, most people are looking only for the outside appearance and they forgot to look what is in the heart.

Studying Moral Philosophy - 732 Words

Every person at least once in his life felt that he has done something wrong or even immoral, and was encouraged to change his behavior. Even as a child many of us were constantly told: â€Å"Think about your behavior!† This reminder helps realize that one of the most powerful determinants of human behavior stems from our need to justify our actions. This feeling of discomfort caused by performing a certain action is called cognitive dissonance. However, sometimes justification of our actions, caused by cognitive dissonance, leads to the thought: â€Å"Who decided what is right or wrong?† or in other words: â€Å"What and where is the perfect example of living a moral life?† Studying moral philosophy shows us that people hold different worldviews that contain different models of moral justification. Based on the analysis of two philosophies, naturalism and theism, this paper argues that theism provides a better framework for making sense of morality and living a moral live, because it has more explanatory power regarding the notion of free will that people have. Naturalism mainly is though as a type of scientism, which implies that only things recognized by scientists as real are real. Although, there are many naturalists who hold this particular view, it is not the necessary feature of naturalism. Basically, naturalism can be divided into two components: metaphysical and methodological. The first one is often referred as ‘philosophical naturalism’ and it is the one covered in thisShow MoreRelatedWhat Is Your Philosophy?1015 Words   |  5 PagesWhat is your philosophy? First let us define and understand what philosophy means. Philosophy is a basic concept examined through using specific spheres of knowledge. 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