At the beginning of the course, you re. two pieces about the value of studying, or doing, philosophy (Bertrand Russell’s essay “The Value of Philosophy” and Rebecca Newberger Goldstein’s article Why Study Philosophy? To Challenge Your Own Point of V”). Now that you are finishing a course in philosophy, read the article “Why We Should Require All Students to Take 2 Philosophy Courses” and answer the following: What reasons does Howard Gardner, the author of the article, offer for his argument that everyone should be required to take philosophy courses? Do you agree with his argument? Why or why not? And regardless of whether you agree that philosophy should be required, what have you gained/learned from taking a course in philosophy?
Works Linked/Cited: Gardner, Howard. “Why We Should Require All Students to Take 2 Philosophy Courses.” Chronicle Vitae. https://chroniclevitae.com/news/2078-why-we-should-require-all-students-to-take-2-philosophy-courses? cid=VTEVPMSED1. Accessed 23 August 2018.
Sample Solution
may be hard to apply within an organisation. If this presumption was applied to my job, it wouldn ââ¢t really work for me as it isn ââ¢t a job I want to be in for a time period, therefore I wouldn ââ¢t work to self actualization but personally money, as a result, some levels would motivate me in the short term though not in the long term; in future a job that motivates me personally is something of interest to me. In talking about motivation, the human relations theory can be shown to motivate in regard to leadership styles. The human relation theory has its heredity in the Hawthorne study conducted in the late 1920 ââ¢s and into the early 30 ââ¢s by Elton Mayo; employees were now accepted as having social needs and interests, not as being motivated machines visualized by Taylor. The suggestion of âparticipative, visionary and inspirational style of leadership is essential to effectively motivate the workforce â can then be deduced as Elton Mayo experiment showed having an interest in workers boosted their motivation level even if it was only changing lighting settings, it also outlines importance of teamwork in an organisation. When applying this theory into Virgin, the repercussion shows employees would be motivated; in the lecture a video was shown when Richard Branson visited his stores which he talks to employees and takes an interest in them, in return employees are more motivated as Virgin pays staff with a low wage, however staff produces work to a high standard to the degree it is a valuable brand name in society. In conclusion, participative, visionary and inspirational is seen to effectively motivate, however because of convolution in different organisations and ways in employees are organised/ managed other methods are shown to motivate as alternatives to leadership styles. If Virgin were to adapt the characteristic as stated, the outcome may be a quantity of employees will perhaps not feel as motivated in comparison as all workers are different. The theories of motivation are thus dissimilar to management in practice; a theory may sound good in principle, but when applying to organisations there will be issues arising such as employees having different needs and because of this are motivated by different aspects. In addition, not all motivation of employees is to be achieved because of dissimilar desires. Businesses therefore need to consider employee motivation as an important process in achieving their objectives.>
may be hard to apply within an organisation. If this presumption was applied to my job, it wouldn ââ¢t really work for me as it isn ââ¢t a job I want to be in for a time period, therefore I wouldn ââ¢t work to self actualization but personally money, as a result, some levels would motivate me in the short term though not in the long term; in future a job that motivates me personally is something of interest to me. In talking about motivation, the human relations theory can be shown to motivate in regard to leadership styles. The human relation theory has its heredity in the Hawthorne study conducted in the late 1920 ââ¢s and into the early 30 ââ¢s by Elton Mayo; employees were now accepted as having social needs and interests, not as being motivated machines visualized by Taylor. The suggestion of âparticipative, visionary and inspirational style of leadership is essential to effectively motivate the workforce â can then be deduced as Elton Mayo experiment showed having an interest in workers boosted their motivation level even if it was only changing lighting settings, it also outlines importance of teamwork in an organisation. When applying this theory into Virgin, the repercussion shows employees would be motivated; in the lecture a video was shown when Richard Branson visited his stores which he talks to employees and takes an interest in them, in return employees are more motivated as Virgin pays staff with a low wage, however staff produces work to a high standard to the degree it is a valuable brand name in society. In conclusion, participative, visionary and inspirational is seen to effectively motivate, however because of convolution in different organisations and ways in employees are organised/ managed other methods are shown to motivate as alternatives to leadership styles. If Virgin were to adapt the characteristic as stated, the outcome may be a quantity of employees will perhaps not feel as motivated in comparison as all workers are different. The theories of motivation are thus dissimilar to management in practice; a theory may sound good in principle, but when applying to organisations there will be issues arising such as employees having different needs and because of this are motivated by different aspects. In addition, not all motivation of employees is to be achieved because of dissimilar desires. Businesses therefore need to consider employee motivation as an important process in achieving their objectives.>
