Human Cloning Ban An Ethical Debate

Human cloning is illegal in some states, and institutions that receive U.S. federal funding are prohibited from experimenting with it, but there is no federal ban on human cloning in the United States. Should there be? Lets take a closer look. What Is Cloning? Cloning refers to the development of offspring that are genetically identical to their parents. While cloning is often referred to as an unnatural process, it occurs quite often in nature. Identical twins are clones, for example, and asexual creatures reproduce by cloning. Artificial human cloning, however, is both very new and very complex. Is Artificial Cloning Safe? Not yet. It took 277 unsuccessful embryo implantations to produce Dolly the Sheep, and clones tend to age rapidly and experience other health problems. The science of cloning is not particularly advanced. The Benefits of Cloning Cloning can be used to: Produce embryonic stem cells in large quantities.Genetically alter animals to produce organs that can more easily be transplanted into humans.Allow individuals or couples to reproduce through means other than sexual reproduction.Grow replacement human organ tissue from scratch. At this point, the live debate in the United States is over cloning of human embryos. Scientists generally agree that it would be irresponsible to clone a human being until cloning has been perfected, given that the cloned human would probably face serious, and ultimately terminal, health issues. Would a Ban on Human Cloning Pass Constitutional Muster? A ban on embryonic human cloning probably would, at least for now. The Founding Fathers didnt address the issue of human cloning, but its possible to make an educated guess about how the Supreme Court might rule on cloning by looking at abortion law. In abortion, there are two competing interests—the interests of the embryo or fetus, and the constitutional rights of the pregnant woman. The government has ruled that the governments interest in protecting embryonic and fetal life is legitimate at all stages but does not become compelling—i.e., sufficient to outweigh the womans constitutional rights—until the point of viability, usually defined as 22 or 24 weeksIn human cloning cases, there is no pregnant woman whose constitutional rights would be violated by a ban. Therefore, it is quite likely that the Supreme Court would rule that there is no constitutional reason why the government cannot advance its legitimate interest in protecting embryonic life by banning human cloning.This is independent of tissue-specific cloning. The government has no legitimate interest in protecting kidney or liver tissue. Embryonic Cloning Can Be Banned—Should It Be Banned in the United States? The political debate over human embryonic cloning centers on two techniques: Therapeutic cloning, or the cloning of embryos with the intention of destroying those embryos to harvest stem cells.Reproductive cloning, or the cloning of embryos for the purpose of implantation. Nearly all politicians agree that reproductive cloning should be banned, but there is an ongoing debate over the legal status of therapeutic cloning. Conservatives in Congress would like to ban it; most liberals in Congress would not. FDA and the Prohibition of Human Cloning The FDA has asserted the authority to regulate human cloning, which means that no scientist can clone a human being without permission. But some policymakers say theyre concerned that the FDA might one day stop asserting that authority, or even approve human cloning without consulting Congress.

The Correlation Between Looking Preferences And Reaching...

This current study has been formulated on the basis that infants 2 years of age, and even below, have the cognitive capacity to express preference when manipulating objects. Previous research which has been observed shares similar concepts with this current study. This study, conducted by Christopher Newman, Janette Atkinston, and Oliver Braddick (2001) in which the relationship between looking preferences and reaching was explored in infants 5-15 months’ old infants. To be more specific, they used preferential reaching between objects of different sizes in infants of different ages to explain the dissociation in the development of visual processing and orientation in object manipulation. The infants were presented with cylinders of different sizes, a small, medium, and large cylinder was presented for the infants to interact with. According to Newman, Atkinson and Braddick (2001), â€Å"The largest object was too large for the younger infants to grasp easily with one handâ⠂¬  (p. 563), and this had most likely had a role to play in the preference of the infants. In regards to the results of the study, Newman, Atkinson and Braddick (2001) found â€Å"Infants of all ages in this experiment reached almost compulsively for objects presented to them. However, although 5-8’/2-month-old infants showed no preference when reaching to objects of different sizes, 8’/2-12-month-old infants showed a strong preference for smaller objects† (p. 568). â€Å"It is likely, therefore, that this effectShow MoreRelatedAffirmative Action Is Important For The Future Of The Diversified Generations Of America Essay1641 Words   |  7 PagesSpeech, he states â€Å"I look to a day when people will not be judged by the color of their skin, but by the content of their character† for this reason affirmative action in higher education admission should alter for it creates a perpetual racial preference in admission. Affirmative action is controversial due its issue of whether the generation of today should pay for the past injustices done to certain ethnicities. 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Management Organizational Changes Fector

Question: Discuss about the Management Organizational Changes Fector. Answer: Introduction Each and every organization needs to adopt the change in order to sustain in this competitive world. On the other hand, the role of HR manager is one of the critical factors that influence the impact of change on the organization. Besides that, Dubai Financial Market is one of the most reliable supermarket chains of the UAE. Various types of factors and approaches which involved managing change will be discussed in this report. Also, the impact of change on the employees and the stakeholders will also be explained in this paper through proper arguments and justification. Moreover, how the management of Dubai Financial Market manages change by implementing innovative idea and techniques that also is focused on this assessment. Apart from that, this report is based on the change management that will enhance the performance of Dubai Financial Market by improving the Human Resource Management. Also, the selection and recruitment system are the significant elements which influence a succe ssful change process. Internal and external factors for change management Today, business is moving fast, and change is needed to develop the business in a proper way. Change is needed in Dubai Financial Market to meet the new demands of the customers. Based on technology, a change that results from the adjustment of new technology is standard in most organizations. Change can lead to the development of economic and financial situation of the company. A strong economy of the company states that the organization will be engaged in recruiting new skilled staffs and employees (Alexeev, 2014). Moreover, a change also leads to competitive advantage. A change management has internal and external forces which are described below: External factors Competition- change is needed in the competitive landscape like mergers and acquisition, offering of new products, bankruptcies and so on. These changes impact the operation and strategy of Dubai Financial Market (Call for Papers: Journal of Change Management, 2015). Technology- The technological changes are a constant threat and it embraces new technologies ahead of the competition needs flexibility. If Dubai Financial Market can implement a unique technology, then they can achieve future objectives. New Laws and practices Several researches and theories say that newly created and identified laws could dramatically change the way in which operations are conducted in the organisation. For example, nowadays companies have to spare certain percentage of their profit to contribute in the field of social responsibility and environment sustainability. Failing to keep in pace with new legislations may affect the companys reputation. Globalization Globalisation is one of the factors which majorly affect the organisation. With an advent of globalization, an organisation needs to adopt the global product, services, culture, people, and religion locally (boundless.com, 2016). Internal factors Change in Management- A management change includes new CEO which impact on corporate strategy and culture. The management change also includes identification of risk associated with the business (Change management, 2007). Restructuring the organization- Organizational restructuring is an internal factor for change management. The development of new strategy or modifying the existing one helps to grow the business. Besides, training is needed during change management. Intrapreneurship When we talk about internal factors which drive change in an organisation, the Intrapreneurship cant be missed out. Irrespective of the external ideas and changes in the environment, there are possibilities where new creative opinions arise within the wall of organisation. People within the company can carry different thoughts and ideas to change the existing system and that needs certain internal reconsideration. Impact of change management on the organization A modification of an organization affects the company positively or negatively. Change can lead to the employee turnover. Some of the employees of Dubai Financial Market may not like the change and wants to leave the company. At that time, new employees are hired. If the change is technological change, the hiring of new skilled employees benefits the company. After the change, the company can respond faster to the demands of the customer (Fernndez-Prez, Fuentes-Fuentes and Bojica, 2012). It also helps to align the existing resources within the enterprise. Besides that, an effective change in a particular business reduces the risk connected with the firm. It also helps in managing the cost of change. Three ways by which change management impact on the organization: Communication- New channels of communication are opened after a change management. After the modification, Dubai Financial Market should improve the communication process or modify them so that they can deal with the customer appropriately. Coping with change- Both the organizations and the employees need to address the modification. The effectiveness and efficiency of Dubai Financial Market are maintained by acknowledging the concerns of employees (Newton, 2010). The coping process increases trust and confidence among the workers of Dubai Financial Market. Capturing learning After the change, the existing members of the company needs to capture fast the new rules and regulation of the enterprise. The rapid learning technique made an average employee and experienced one (Greener and Hughes, 2006). More knowledge will lead to an increase of more experience level. Role of approaches with a process of the change management There are various types of approaches are engaged in the process of change management implementation. One of the major approaches is selection process of efficient HR manager, active communication system, and employee retention. Each and every factor are related to employee performance, organization structure and culture. In other sense, the recruitment process that is in use within the organization and influenced by three major approaches such as communicate with candidate deeply, analyse the knowledge of candidate and determining decision-making sense in the difficult situation. On the other hand, the management of Dubai Financial Market needs to focus on the Human Resource department and appoint efficient HR managers who eligible to recruit appropriate employees for the organization. In other sense, the HR managers should strictly conduct the interview process and analyze the ability of the candidates (Newton, 2010). First of all, HR managers should provide the laptop to display i ndividual projects of the candidates. Besides that, with the help of the internet, the HR managers can identify and justify the personal details of the candidates through accessing various resources. In other words, the management should provide effective training to each and employees who get selected by the HRM of Dubai Financial Market. Behavioural response of change inside the organization After a change takes place in an organization, a change in the behaviour of the employees is observed. Some of the employees fear the unknown, and they get worried about the change. As a result, there are three behavioural responses in the organization to those who are interested in participating in the change management. They enrol themselves in the modification. They get training on adapting the new situation of the company. The individuals devote their energy and time to the particular moment. The individuals accept and face the challenges which arise during a change procedure. Besides that many employees could not properly adopt changes which recently occur in the organization. As a result, the managers have to pay additional time to rearrange the activities of the employees. In addition, the behaviour of employees becomes violent when the authority declares the notice of required training for change management (Fernndez-Prez, Fuentes-Fuentes and Bojica, 2012). Moreover, the resp onse of HR manager will become mature and he/she helps the employees to adopt change in the organization. On the other hand, efficient and intelligent employees started to behave more obediently with the management for promotion through employee performance. Model for change management Let us now discuss the several models for change management. These models will demonstrate how the change can be cultivated and managed within the organisation with minimum opposition. The report will study three change management models which are given by Lewin, Kotter, and McKinsey (Normandin, 2012). The first model is Lewins model where there are three stages: Un-freeze, transition and refreeze the moment. Here, first we would motivate people to change their perspective, convince them for a change and then implement the change in the organisation. The second model is about 7 S Mckinsey model which says that change is the integral part of any organisation when it expands its business in new demographics or places. It has to identify the possible opportunities and threats in order to avoid the uncertainty. It covers seven aspects of the system Shared values, Strategy, Structure, Systems, Style, Staff, Skill. The third model is about Kotters change model where the author emphasis on the need for change in an organisation. It follows the seven step process to execute the change at the workplace. It is a little bit lengthy process to follow all seven steps which are Increase the urgency for change, Build a team dedicated to change, Create the vision for change, Communicate the need for change, Empower staff with the ability to change, Create short term goals, Stay persistent, Make the change permanent. Implement Lewins model for managing change in an organisation Out of the three, Lewins model is broadly utilized by many of organisation in todays corporate world and I would like to implement this model in my organisation. Unfreeze It is observed that people resist the change strongly. So in order to make the change process smooth, we need to motivate people by explaining the benefits of change in their work life and career. It will help us to unfreeze the moment. And then we can go to transition stage. Transition When we unfreeze the resistance, it means that the change has originated. The employees will move towards the transition phase and change the direction of thoughts. This stage will last for some time and here employees can be led as per the leadership command and opinions. Refreeze Once the transition stage is complete, it means that change has been acknowledged approved by the organisation. Now the organisation will be stable again and the change will be executed successfully. Role of Human Resource Management to support the change management There is a significant role of Human Resource Management in the organization. With the help of some ways, the HR can support the change management. The management is an organ which is used in multipurpose. It manages the HR manager; it administers the employee, and it also controls the organization. So to run the organization in a right way, the HR manager needs to support the every employee in the organization. In other words, HR manager should recruit such employees who are eligible for that process. They should have different abilities about different works. As if when any changes will come in the organization; they can solve this by applying their intelligence. On the other hand, the HR manager has to be professionally friendly to improve their contribution to work. He or she also has to make a favourable environment by implementing some technology. The HR has to improve the training process through providing proper technology about the organization and has to make a good workpla ce. The HR should give the feedback to the employee and receive the feedback from the employee. For that, the employee will be updated about the current position of the organization and can easily handle any problem correctly and meet the challenges. Besides that, the HR has to help all the employees about their job. HR has to understand their requirement and motivate them in the job by fulfilling this at the time. Then they will be more motivated to accomplish their job (Bojica, 2012). The development of the organization depends on the proper management and HR needs to manage every employee in a perfect way. By all together, the HR manager plays a unique role to influence the support of individuals during the change. Conclusion This paper clearly notifies the significance of change management which seriously improve the organizational performance. The management of the Dubai Financial Market needs to focus on their old employees and training process. Besides that, the management should recruit more efficient trainer who able to provide effective training to all newly appointed employees. In addition, the HR manager should observe the activity of trainer and report to the higher authority of the Dubai Financial Market. Moreover, in order to implement a successful change management, Dubai Financial Market needs to rectify above mentioned internal and external factors which critically influence the change. References Alexeev, D. (2014). Russian Politics in Times of Change: Internal and External Factors of Transformation.Connections: The Quarterly Journal, 14(1), pp.105-120. boundless.com. (2016, May 31). Inside and Outside Forces for Organizational Change. Retrieved March 2017, from https://www.boundless.com/ Call for Papers: Journal of Change Management. (2015).Journal of Change Management, 15(3), pp.253-255. Change management. (2007). 1st ed. Oxford: Pergamon Flexible Learning. Fernndez-Prez, V., Fuentes-Fuentes, M. and Bojica, A. (2012). Strategic flexibility and change: The impact of social networks.Journal of Management Organization, 18(01), pp.2-15. Greener, T. and Hughes, M. (2006). Managing change before change management.Strategic Change, 15(4), pp.205-212. Newton, R. (2010).Change management. 1st ed. Harlow: Financial Times Prentice Hall. Normandin, B. (2012, August 28). Three Types of Change Management Models. Retrieved March 2017, from https://www.quickbase.com: https://www.quickbase.com/blog/three-types-of-change-management-models

Internal Campaign Planning for Inclusion of Persons with Disabilities

Situation Analysis In Japan, there are more than seven million people with disabilities. Most of these people face discrimination when it comes to job recruitment due to the attitudes of most employers towards persons with disabilities. So as to address the situation, the government came up with the disabilities act. The key mandate of the act was to protect the employment rights of persons with disabilities.Advertising We will write a custom critical writing sample on Internal Campaign Planning for Inclusion of Persons with Disabilities specifically for you for only $16.05 $11/page Learn More In complying with this act, our organization is strategizing on ways of implementing successful inclusion. This will require effective internal communication aimed at creating awareness among the employees and other relevant stakeholders. Internal communication Internal Communication refers to communication that takes place within an organization. In most organizat ions, internal communication is mostly between the management and the employees or between the management and other stakeholders. An effective campaign planning will require effective modes of internal communication so as to enhance dissemination and exchange of information in a more consistent and coordinated manner Benefits of Internal Communication First, internal communication enhances the experiences of the employees. Second, internal communications keep the employees informed and involved. Here, employees are kept informed on how to carry out their jobs, arising issues that may affect them and the priorities of the organization. Employees are also informed on emerging policies and procedures. Third, internal communication improves the coordination of communication activities and sharing of best practice. Finally, internal communication enables an organization to deliver its priorities to citizens, partners and other stakeholders. The Key Internal Communication Planning (ICP) S teps The size of the organization will largely impact how we plan for internal communication. For instance, if the organization is small, a branch manager can solely draft an internal communication strategy especially if the elements of internal communication are his minors.Advertising Looking for critical writing on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Alternatively, the manager can consult with the staff in making decisions. On the other hand, internal communication includes more players in larger organizations. Such players may include senior executives and human resource managers among others. However, the general ICP process consists of eight steps. These steps include: identifying the culture wanted, identifying the communication tools that are available, determining the tools suited attainment of the vision, describing how each tool will be used, planning for remediation, planning for implementation, a ctual implementation, and monitoring and evaluation. Identifying the Culture Wanted The culture we seek to create should promote the realization of the organization’s vision. In the case of our organization, our vision is to attain full inclusion of persons with disabilities in the organization. Thus we need to come up with values, principles and procedures that will bring this vision to life. Identifying Communication Tools that are Available Since internal communication is a broad area, we need to identify the most effective means of creating the corporate culture that we desire. Some of the communication tools that are commonly used include: training, websites and internets, internal memos, newsletter, slogans, brochures, manager to staff communication, team addresses, policies and procedures, management behavior that sends messages and staff to management forums. Determining the tools suited for attainment of the vision Here, the tools that are most suitable for attainmen t of the vision are selected. In our case, training, brochures, websites and internets, internal memos, newsletters, slogans, manager to staff communication, team addresses, policies and procedures are all suited for the attainment of our vision. Developing a description of how each tool will be used It is important for people in charge of the communication tools to be well informed on how their tools fit into the entire context. For instance, managers need to understand how to write internal memos that match to the goals of internal communication. A corporate newsletter editor also needs to be well informed so as to convey information that promotes the desired culture.Advertising We will write a custom critical writing sample on Internal Campaign Planning for Inclusion of Persons with Disabilities specifically for you for only $16.05 $11/page Learn More Planning for remediation This means that people in the organization needs to be informed on how to c ommunicate. For instance, a corporate newsletter editor may need to learn what inclusion of persons with disabilities entails for him to be able to communicate effectively to the entire staff on this issue. This can be done by prior training. Plan for Implementation Planning for implementation requires that we know what we need to communicate and means of communicating it. Here, we can assign responsibilities to different members and dates for implementation process. Actual Implementation This will entail carrying out the actual plan so as to realize the desired culture or vision. Monitoring and Evaluation It is important that the effectiveness of the communication tools be assessed from time to time. This is because over time, some communication tools may become ineffective, thus requiring replacement. Annual surveys can be used to monitor progress. Case Analysis of Companies that have Achieved Inclusion These two companies have already attained successful inclusion in their compan ies. Thus, understanding their campaign strategies can be of much importance to our organization. Toshiba Company Toshiba Company began implementing inclusion in the year 2007. (Toshiba, 2011).The main campaign strategies that Toshiba used to attain inclusion were: education and training, newsletters and brochures. Toshiba (2011) highlights some of the activities that enhanced employees’ awareness of the importance of inclusion as: Education and Training for the Employees The company recruited experts who trained the employees on possible ways of supporting persons with disabilities at work place. The employees were also informed about the rights and limitations of persons with disabilities.Advertising Looking for critical writing on communications media? Let's see if we can help you! Get your first paper with 15% OFF Learn More Development of â€Å"Kirameki† Newsletter This newsletter was developed so as to raise awareness on the importance of diversity and inclusion. The newsletter which was also available in English translation used to be distributed to all employees. According to Toshiba (2011), over a hundred thousand copies of the newsletters used to be distributed to individual employees and group companies. The newsletter’s main purpose was to raise awareness on the importance of inclusion and respect for diversity (Toshiba, 2011). Brochure on Systems to Support Persons with Disabilities The company designed brochures concerning the need of supporting persons with disabilities at work place and distributed them to all employees. The brochures highlighted the limitations faced by persons with disabilities and demonstrated possible ways of supporting them at work place. This equipped the employees with the knowledge required in supporting inclusion of persons with disabilities at work pl ace. Adoption of Slogans Slogans such as â€Å"made for life† were used to campaign for inclusion of persons with disabilities in Japan. Ernst Young Company This company was able to successfully implement inclusion by building understanding among people and providing guidance on work habits among its employees (Ernst Young, 2011). To start with, the company created a group known as Ernst Young Accessibilities People Resource Network that provided guidance and raised awareness of work place issues that affected persons with disabilities (Ernst Young, 2011).This group also held many internal conferences aimed at discussing ways that the firm could support persons with disabilities. Secondly, the company created a group that was known as Abilities Network Championship. This group ensured that disabilities-awareness messages and educational materials were included in local meetings (Ernst Young, 2011). Finally, the company created an assistance program known as Network for P arents of Children with Special Health Care Needs. This program was aimed at ensuring that employees who have children with special needs were given fed with relevant information. Conclusions and Decisions Since inclusion of persons with disabilities is likely to cause anxiety, campaign planning is immensely important. So as to come up with an effective internal campaign strategy on inclusion, ICP is required. Considering that inclusion may take a long duration before it is fully experienced, it is important to take a long term approach to guide ICP. For instance, we can take strategic ICP which is a long term approach as opposed to event based tactical communication planning which is usually short term. Before commencing ICP, it is important that we bear in mind the kind of work place that is intended and the values, principles and procedures that need to be in place so as to attain the intended goals of the organization. Just like in any other strategic planning, we first need to come up with a vision for the organization followed by a well planned communication approach aimed at bringing the vision to reality. Next, it is important that we take a very broad approach to internal communication. This can be achieved by ensuring that we do not only formulate statement of principles and display them on notice boards but also consider the behavior of managers and other internal decisions. The behavior of managers and decisions made represent the real communication tools and if they are ignored, a conflicting situation will arise between the formal communications and the management actions and decisions. Thus, it is important that we come up with a consistent and a comprehensive approach to internal communication. In addition, since Ernst Young and Toshiba companies have achieved successful inclusion, we can adapt some of the communication tools and strategies that they used in their campaign. These include: use of education and training, newsletters, brochures, slogans and networks. The networks should be aimed at promoting inclusion by building understanding. To start with, education and training can be carried out by recruiting experts to train the employees on possible ways of supporting persons with disabilities and the rights and limitations of persons with disabilities. Secondly, newsletters can be developed so as to raise awareness on the importance of diversity and inclusion. The newsletters should also be available in English translation so as to cater for diversity. Individuals and group companies should be given copies of these newsletters. The newsletter’s main purpose should be to raise awareness on the importance of inclusion and respect for diversity (Toshiba, 2011). Consequently, the company can design brochures that explain the need for supporting persons with disabilities. The brochures can then be distributed to the employees. Finally, relevant slogans that relate to inclusion can be formulated so as to raise awar eness. References Bottom of Form Ernst Young (2011). Bringing people together. Retrieved from https://www.ey.com/en_gl/who-we-are Toshiba (2011). Corporate social responsibility: respect for diversity. Retrieved from http://www.toshiba.co.jp/csr/en/index.htm This critical writing on Internal Campaign Planning for Inclusion of Persons with Disabilities was written and submitted by user Madeleine U. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.