Guatemalan civil war Essay Example | Topics and Well Written Essays - 1000 words

Guatemalan civil war - Essay Example Guatemalan civil war It is important to undertake a critical investigation into the cause-effect of this civil war and the input of cultural structure of Latin America in this war (Natella 176). Many scholars have explored the cultural factors within the context of Latin America region and how this contributed to the long standing economic oppression and political instability that was the order of the day in Guatemala from early 1960s. Political structure is always derived from the traditions of any community in their ancient socio-political organization and the way of governance and culture of loyalty defines success of any leadership. It would equally be important to consider the foreign influence into the civil war and what they sought to gain. It is also worth to take a look at the community that suffered the full brunt of this civil war and the consequences this had on its relationship with the governing authority to date. Maya community and Indians were particularly tortured, displaced and killed. Further inquiry would also be important in regard to the civil war’s contribution towards present day modernization and democratization and its cost in Guatemala. Critical analysis of the civil war in Guatemala indicates that there were real social problems that compelled some people to revolt against the government. . Research findings establish that there was massive oppression, widespread racism and mass violence which left many people displaced, maimed and killed. The question that many people would ask is the relationship that existed between the government of the day and its citizens in regard to the violent clashes between Neoliberal and Leftist (Coerver, et al.259). To answer this question, it would be important to find the other factors that contributed to this historic civil war almost likened to genocide. United States had a hand in the clashes through their push for capitalism in Latin America. It is therefore evident that there involvement fuelled the problem and explains its length of existence I terms of years. They supplied the government military wing with resources that were used against the leftists. This was a tactical approach towards forcing the citizens to adhere to the government oppressive economic ideologies and promote their interest in the country. This explains the US installation of Colonel Carlos Castillo Armas by Central intelligence agency against the democratically-elected president, Jacobo Arbenz. The later was considered communist threat and acted in the interest of the citizens. At the height of confrontation between the leftist and the government forces, the citizens suffered more in many ways and this soured their relationship with the government between 1960’s and the 1990s (Davies and Fredric 211). Government sought to favor foreigners by taking local people’s land and allocating to the foreigners, dividing to political cronies and completely ignored the plight of common citizens through autocratic leadership. The leftist represented the people as they fought to regain lost property to the dictatorial governments. The neoliberal forces were for the idea of capitalism that promoted extremes in form of wealth and poverty and therefore got much hatred from the citizens. Despite several negotiations and international community’s intervention in Guatemala crisis, citizens still had no confidence in the government and its socio-economic and political pursuits. It is important to note that

Global Enterprise and Innovation Essay Example | Topics and Well Written Essays - 2750 words

Global Enterprise and Innovation - Essay Example This is also applicable in the context of China. The impact of globalisation on the Chinese economy which in turn influences its business activities can be well identified with reference to the multinational companies. However, globalisation also provides certain significant opportunities to the business firms in economy. For instance, the Chinese scientists and engineers are becoming important participants in the global science and contributing to the world’s scientific and technical literature. It increased the scope of expansion of the market, influenced the political issues and other developments that support the International Business. The ongoing social, political and economic processes broaden the relationship among the nations, people, organizations and the governmental bodies. Inclusively, China is one of the powerful markets providing exciting business opportunities for multinational companies. ... With this concern, the report will analyse the legal and political environment of China and the impact of globalisation on the economy. The report will also intend to identify the various opportunities or motivational factors which influence the multinational companies to enter China and examine the risk and obstacles faced by the companies during their entrance. Furthermore, the report shall intend to suggest few strategies to overcome the risks and obstacles identified. 2.0. Implication of Globalisation on the International Business Environment of China Globalisation has made a lasting impact on the global business organisations. It has provided various advantages as well as created certain complexities which have made an influence on the operations of the multinational companies. For instance, globalisation creates new job opportunities and offers attractive choices to innumerable consumers. It has also led to numerous innovations. Notably, the issue has flashed a considerable deb ate over the past decade. Economists have argued that globalisation is beneficial to the economic development of the world. However, it is a complicated process which contains a string of aspects such as capital movement, spread of technology and knowledge and political and cultural influences (Simon, n.d.). Most countries, along with China, are moving towards greater deregulations and enhancing the role of free market in the economy. An internet connection, which is even available in the remote areas of the world, can also be identified as a part of developing new business, technology and social innovations. The rapid growth of an economy is exerting pressure on energy, commodities and natural resources. It can enhance the development through expansion of

International Hrm And Comparative Hrm Management Essay

International Hrm And Comparative Hrm Management Essay The growth in international trade and globalisation has encouraged firms to expand their operations worldwide, which has resulted in the emergence of new markets such as China, India, South East Asia and Latin America. This trend has also been accompanied by an increased level of competition amongst firms at both national and international level. The challenge of managing a workforce worldwide with different cross-cultural skills, competencies and demographic characteristics means that managers can no longer rely on traditional HRM models developed for Anglo-Saxon countries. Many firms underestimate the complexities involved in international operations, and there is some evidence to suggest that business failures in the international arena may often be linked to poor management of human resources (Desatnick Bennett, 1978). Western academics and practitioners have thus moved from traditional international HRM issues to the area of comparative HRM. In order to maximize cross-national management capabilities, there is need to understand how employees in different national settings respond to similar concepts within their particular functions. This essay has been structured as follows. In the next section, I will examine the difference between international and comparative HRM. I will then look at the way comparative HRM assist academics and practitioners appreciate the differences in the strategies and processes in MNCs. A conclusion is then presented. Difference between international and comparative HRM International HRM has been defined as HRM issues, functions, policies and practices that result from the strategic activities of MNEs (Scullion, 1995). IHRM deals principally with issues and problems associated with the globalisation of capitalism. It involves the same elements as domestic HRM but is more complex to manage, in terms of the diversity of national contexts and types of workers. The emphasis is on the MNCs ability to attract, develop and deploy talented employees in a multinational setting and to get them to work effectively despite differences in culture, language and locations. International HRM tends to mitigate the impact of national culture and national employment practice against corporate culture and practices. Comparative HRM, on the other hand, is a systematic method of investigation that seeks to explain the patterns and variations encountered in cross-national HRM rather than simply describe HRM institutions and practices in different societies. According to comparative HRM literature, different national business systems arise from differences in specific historical, cultural and institutional heritage in certain countries. Comparative differences occur due to decisive historical events such as the process of industrialisation or due to the legacy of pre-modern forms of social organisation. Hofstedes (1980) adopted the culturalist perspective where he argued that national business styles emerge due to ingrained cultural attitudes and mental schemas. He described culture under five dimensions which are power distance, individualism, masculinity, uncertainty avoidance and long-term orientation. Other researchers claim that HR management practices differ between nations due to the presence of specifically national institutions such as education, banking services or state/legal support. In what ways (if at all) does an understanding of comparative HRM assist academics and HR practitioners appreciate the difference in the strategies and processes in MNCs which are often termed as International HRM? The contrasted view to a divergence point mentioned above is that some academics claim that with HRM policies and practices are becoming universal (tending more towards the dominant American models) and that country-of-origin effects are no longer relevant. The pressure to build standardised operations internationally is strongest in sectors where competition is highly internationalised and where firms compete on the basis of a similar product or service across countries such as in cars and fast foods. They have put forward several reasons to explain this trend. Firstly, all MNCs operate in one global market and therefore have to respond to the same environmental pressures such as globalisation and technology, the growth in international trade and the move towards an internationally-integrated financial system. Secondly, the widespread practice of benchmarking best practice in terms of cost, quality and productivity may also have contributed to convergence of international HRM models for e.g. Japanese style lean-production system in the 1980s and 1990s. Moreover, these pressures towards convergence stem in part from the influence of MNCs themselves through their ability to transfer practices across borders and erode country-of-origin effects. Finally, the formation and development of like-minded international cadres mostly from American or European business schools may have contributed to homogenised international HRM policies and practices. Since the early 1990s, the international HRM literature has been dominated by models and typologies aimed at identifying how international HR fits with organisational strategy. Bartlett and Ghoshal (1998) argue that the main issue for all multinational companies is the need to trade-off the advantages global efficiency namely the coordination of its operations to achieve economies of scale and scope as opposed to the need to differentiate its products and services to meet the local demands. They also identified a third pressure, namely worldwide innovation and learning, whereby firms are encouraged to support innovation and learning across their network of subsidiaries rather than simply relying on research and development at the headquarters. MNEs then follow the appropriate HRM policies and practices according to the structure of the organisation, the competitive strategy chosen or stage of corporate evolution reached. Below, the Taylors (1996) model of strategic international HRM has been described. Exportive This is essentially a model where the HQ management takes home country management approach and try to implement them in their foreign subsidiaries in order to achieve economies of scale. In this model, there is a system of hierarchy and a centralised control. This is especially useful in instances of uncertain political environment and high risks demanding greater control from corporate parents. Given this pattern of centralisation, there is a considerable amount of forward policy transfer and less reverse transfer from subsidiaries to the HQ, i.e. they rely mainly on the technical know-how of the parent company. Global firms offer products or services that are standardised to enable production to be carried in a cost-efficient way. Their subsidiaries are not subject to rigid control except over the quality and the presentation of the product or service. This structure is normally associated with the American firms with their formalised, bureaucratic control and a dominant finance sy stem to internalise risks. Adaptive Differences in the host environment demands and conditions mean that overseas subsidiaries have to operate independently. This is common where departing from established practices in host environments is unlawful. For example, in some Germany, there is a legal obligation to negotiate with employee representatives concerning major organisational changes. In other cases, transferring practices may be legal but would go against traditional practices at the risk of losing goodwill from staff. Firms may decide to forgo HQ control if there is the possibility to exploit most efficiently the local labour markers. For example, MNCs which origin from high-cost highly regulated economies such as Germany may well choose not to transfer important elements of their HR systems such as collective bargaining or apprenticeship if they move to lower wage, lightly regulated economies such as China. Integrative It is also argued that the more management processes and activities can be integrated across geographical boundaries, the easier it is to share resources and knowledge. They can identify and best use the skill and management talent that exists across the MNC network allowing for both global integration and local differentiation. As mentioned previously, international HRM processes consist of the same activities as domestic HRM but applied in an international context. These include an accurate human resource planning to ensure that the MNCs have the right people at the right place around the world, good staffing policies that capitalise on the world-wide expertise of expatriates and locals, performance appraisals that fit with the competitive strategies of the HQ, adequate training and development to ensure that expatriates do not suffer from culture shock and compensation policies that are strategically and culturally relevant. The focus in international HRM strategy is how MNEs coordinate their geographically dispersed operations strengthening the organisational culture, promoting commitment and encouraging willingness in employees to act in the interests of the firm. Recruitment and selection of international managers Employees play a crucial role in sustaining and coordinating their geographically dispersed operations. The challenge is that of resourcing international operations with people of the right calibre. Traditionally, MNEs sent expatriates, i.e. a parent country national abroad to ensure that the policies and procedures set by the parent -company were being followed as well as to bring expertise to the local employees. However, the high number of expatriate failures has meant that more and more MNEs are turning to host country nationals to satisfy the international staffing needs. The prominent reason to explain international assignment failures was the inability of the expatriate or his family to cope with the culture shock. Researchers revealed that international business travellers faced problems in their personal lives and were victims of stress. Moreover, changes in legislative conditions affecting labour relations combined with security issues have made it more costly to use expatr iates at senior management positions at subsidiary level. The advantages of employing local nationals are that they are familiar with local markets, the local communities, the cultural setting and the local economy. They speak the local language and are culturally assimilated. They can take a long-view and contribute for a long period (as distinct from expatriates who are likely to take a short-term perspective). Expatriates are only used as technical troubleshooters and general management operatives. This means academics need to find the best ways to recruit and select local managers and help them cultivate a global perspective rather than a narrow outlook on how to conduct business in the local environment. International pay and reward and performance management The concept fair pay and reward is also subject to different interpretations depending on the national business system. Triandis (1998) differentiated between vertical cultures which accept hierarchy as given whereas horizontal cultures accept equality as given. In individualistic cultures, there are few rules and norms about correct behaviour and employees expect to be rewarded on their own merits and performance. Countries like US feature at the higher end of the individualistic spectrum. On the other hand, collectivism emerges in societies that have many rules and regulations about correct behaviour. In these societies, employees accept rewards or recognition on the basis of their seniority, efficiency and conformity with the organisational values rather than on the basis of their creativity or professionalism (Pascale and Athos, 1981). China is an example of a collectivist society. In such societies, rewards for individual performance or differentiating between employees are not acceptable. Indeed, the prevailing view is that it takes the contribution from everyone to achieve continuous improvement (kaizen) in Japanese enterprise. Singling one employee may cause him to lose face and consequently a loss of goodwill for the expatriate manager. Moreover, an understanding of the body language is vital for senior expatriate managers when providing feedbacks. While in individualistic society, it is perfectly acceptable for a subordinate to participate in a discussion with his senior, in collectivist societies such as India, disagreeing with ones supervisor is considered disrespectful. Furthermore, countries like Korea and Taiwan prefer more subtle ways of communicating feedbacks. Up-front reprimand or performance appraisal is likely to clash with the societys norms of harmony and the employees may view it as a personal affront. Understanding these local customs and mapping them across countries is an exciting field of study for researchers interested in global performance management systems. Training and development Training and development is vital to ensure that the workforce remains competent and flexible by developing the know-how thought necessary for success in the company and on the job. Scholars have highlighted the importance of national culture on training and development in terms of the hard and soft approach. The hard approach views employees in the organisation as a mere resource to achieve goals of the organisation while the soft approach views them more as valued assets capable of development (Tyson and Fell, 1986). This approach obviously influence the level amount of institutional (percentage GDP) spent on education. The German tradition adopts the soft approach and relies on formal apprenticeship, functional rotation and career path where technical expertise is gradually developed. UK which support the hard approach, believes that the individual is responsible for funding his own education and career advancement. This difference in national training and education systems will m ean that the skill and competence profile of the workers available on the labour market will vary from one country to another. Comparative studies have also shown that there are national differences in the way that managerial careers and management development are organised. Both Japan and France rely on elite recruitment, that is, future managers are decided at the point of entry based on their exceptional qualifications. This contrasts with the American belief of self-improvement where the philosophy is its never too late to change. Also, there are also noticeable differences in the teaching and learning style across countries. The idea of working in groups is more natural to Asian than individualist Anglo-Saxon managers. German and Swiss managers favour structured learning environments and coming to the right answers and are tolerant of confrontation. Asian countries, in contrast, are more concerned about status differences and may be unwilling to exchange ideas against their mentors. This will consequently impact on the format of delivering training for the practitioner, whereby the Asian employees might prefer lecture-type training and German and Swiss might prefer the seminar-type interpersonal interaction. Employment relations Finally, the type of employee relations pursued by the MNE depends principally on the national business systems characteristics of the both the home and host countries. According to Hall and Soskice (2001), there are two varieties of capitalism: Liberated market economies and coordinated market economies. In liberal market economies, firms coordinate their activities primarily via hierarchies and competitive market arrangements. Market relations are characterised by arms length exchange of goods and services and formal contracting. The demand and supply of goods and services are regulated though market mechanisms. There are comparatively fewer state controls. Nations like US and UK fall under this category of market. Consequently, US MNEs adopt a short-termist shareholder value mentality which means they are less willing to offer secure employment to their workers. Therefore, management of labour in the US mirrors the economic model of demand and supply, with market determined wages, hire-and-fire practice and many workers employed on a temporary basis. Employers in US are also more resistant to trade union organisations than in other developed industrial democracies and the legal support for trade union organisations and collective bargaining are relatively weak in the US compared to those in other countries. In contrast, in coordinated market economies, firms depend more heavily on non-market relationships to coordinate their activities with other economic actors. These non-market modes means there is greater reliance on private information inside networks and a greater reliance on collaborative relationships. Coordinated market economies are also characterised by a higher degree of government intervention. Countries such as France, Italy and China are examples of such economies. To illustrate, countries like Germany and Japan have adopted the long-termist approach whereby the interests of stakeholders are considered rather than simply of shareholders. This means these MNEs can offer its employees long-term employment. German trade unions are considered as a powerful stakeholder in the labour market and have the right of collective bargaining, i.e. employers need to so consult their workers before any major changes are carried out. To conclude, the basic purpose of examining human resource from a comparative and international perspective is that it contributes to an understanding of the extent to which there are differences between organisations and their subsidiaries located in different countries. The main difference between comparative and international HRM is comparative HRM seeks to explain the differences arising between different business systems while IHRM downplays the importance of host and home country differences. The greater cultural distance between home country and host country, the harder it will be for the MNCs to transfer home country philosophies and practices. This impact on the way HR practitioners have to implement their policies but opens up new avenues for research for the academics.

Merchant Of Venice by William Shakespeare :: Free Merchant of Venice Essays

â€Å"Modern Humanitarianism has run riot on Shylock.† Discuss. â€Å"The Merchant of Venice† is concerned with two issues that were of importance in the Elizabethan Age: Jewry and Usury. It is generally assumed that the Elizabethan attitude to Jewry was hostile and that the execution of Roderigo Lopez in 1594 was characteristic of the Christian rejection of all ‘Jews, Turks, Infidels and Heretics’, who were considered to be â€Å"misbelievers†. But this could also be a false assumption, for although the Jews were forced to convert to Christianity to live in England, once they did they were generally left alone. Marlowe in â€Å"The Jew of Malta† portrays a Machiavellian Jew, but one who is ‘rarely mean’ in his villainy. Usury was a contemporary and important issue during Shakespeare’s time. Shylock is the negative and stereotype picture of the usurer that most of the Elizabethans had- one who was seen as a ‘greedy dog’, ‘a leech’. The interpretation of Shylock’s character is difficult and also to some extent ambiguous. He was earlier portrayed as a comic character but later on could be interpreted as a malevolent villain. But if Shylock is taken as a comic character the whole power of the play is lost. He would almost become a ridiculous villain. It could also be that Shakespeare created Shylock as a match for Marlowe’s Jew- one that was terrible, imposing but also human. Shylock is one of the main characters of the play but this also depends on the way that his character is played. He has mostly been portrayed as a comic character but when he is the tragic protagonist he ‘usurps the center of the stage.’ Shylock â€Å"represents the killjoy against whom the pleasure-loving characters unite.† He represents a â€Å"a-social miserliness† and thus his villainy is somewhat mitigated and brought within the scope of humanist debate. Shylock exists as a visible complication to the smooth running of Bassanio’s friendship with Antonio and his courtship of Portia. One can almost say that is the character that makes the plot possible. As John Palmer has said, Shylock is â€Å"An imaginative realization of what it means to wear the Star of David.† Shylock is a Jew in a Gentile Society, an alien who is never accepted. He is proud of his race, his religion but he is up against a Venetian society that is insufferable to the outsider. Even his daughter attacks all that he holds dear. Merchant Of Venice by William Shakespeare :: Free Merchant of Venice Essays â€Å"Modern Humanitarianism has run riot on Shylock.† Discuss. â€Å"The Merchant of Venice† is concerned with two issues that were of importance in the Elizabethan Age: Jewry and Usury. It is generally assumed that the Elizabethan attitude to Jewry was hostile and that the execution of Roderigo Lopez in 1594 was characteristic of the Christian rejection of all ‘Jews, Turks, Infidels and Heretics’, who were considered to be â€Å"misbelievers†. But this could also be a false assumption, for although the Jews were forced to convert to Christianity to live in England, once they did they were generally left alone. Marlowe in â€Å"The Jew of Malta† portrays a Machiavellian Jew, but one who is ‘rarely mean’ in his villainy. Usury was a contemporary and important issue during Shakespeare’s time. Shylock is the negative and stereotype picture of the usurer that most of the Elizabethans had- one who was seen as a ‘greedy dog’, ‘a leech’. The interpretation of Shylock’s character is difficult and also to some extent ambiguous. He was earlier portrayed as a comic character but later on could be interpreted as a malevolent villain. But if Shylock is taken as a comic character the whole power of the play is lost. He would almost become a ridiculous villain. It could also be that Shakespeare created Shylock as a match for Marlowe’s Jew- one that was terrible, imposing but also human. Shylock is one of the main characters of the play but this also depends on the way that his character is played. He has mostly been portrayed as a comic character but when he is the tragic protagonist he ‘usurps the center of the stage.’ Shylock â€Å"represents the killjoy against whom the pleasure-loving characters unite.† He represents a â€Å"a-social miserliness† and thus his villainy is somewhat mitigated and brought within the scope of humanist debate. Shylock exists as a visible complication to the smooth running of Bassanio’s friendship with Antonio and his courtship of Portia. One can almost say that is the character that makes the plot possible. As John Palmer has said, Shylock is â€Å"An imaginative realization of what it means to wear the Star of David.† Shylock is a Jew in a Gentile Society, an alien who is never accepted. He is proud of his race, his religion but he is up against a Venetian society that is insufferable to the outsider. Even his daughter attacks all that he holds dear.

Linear Equality Applied in Real Life Essay

From the real life situation described in the prior DQ 1, I found out the form of the equation that can be used to analyze situations wherein decisions have to be made. This linear equation is that of the slope: y = ax + b, wherein x is the independent value and its value is fixed. In the problem 40, the x denotes the fixed rate for each minute used. The variable a is the number of minutes consumed for the call and b is the fixed amount the company charged just for using the service. The variable y is the dependent variable and the total amount for the whole service, depending on the number of minutes used. Figure 1, based on problem 40 (McGraw-Hill Companies, 2005) will help to further illustrate the use of the equation. Based on the graph, Company A costs more than Company B up until a certain point, which is when the sum of the calls Rafaella made in one month was 45 minutes. On the other hand, when she made 60 minutes worth of calls in one month, it is seen that Company B started to become a bit more expensive than Company A. Thus, based on the results, Rafaella should choose based on her own estimate of her usage of long-distance calls. If she’ll rarely make calls or call for only a few minutes each month, she should stay subscribed at Company B. However, if she thinks that her total calls would exceed 60 minutes per month, then it is advisable for her to subscribe to Company A. Table 1. Total charges for total minutes of of long-distance calls in one month for Company

Hunters in the Snow Essay

It’s really thrilling to read the short story â€Å"Hunters in the Snow† since it deals with three amazing characters namely Kenny, Tub and Frank. This short story is very interesting to read because these three hunting buddies’ characters appear as the story goes. At first, you will think if there is friendship among them, since one part of the story shows that Frank and Kenny could have helped Tub to get through the fences but they didn’t. However, in the end, you can actually see that there is more than friendship in their relationship as the story unfolds. It has been clearly seen that depending on circumstances, the three men who has balance of power among them could shift anytime since because of human nature. The story also suggests that whenever human being has been isolated in a natural setting, it is possible that they can be like animals which are primitive and predatory. The funny tragicomedy ending of the story made me laugh since they routed to a different way instead of heading to the hospital where they have to bring Kenny. Another related short story entitled â€Å"The Most Dangerous Game† which is also about hunting and human nature. Here, Sanger Rainsford is the main character who has a hard heart towards the animals he hunts and for him, hunting is the best sport in the world. Zaroff, a Russian aristocrat, on the other hand is called a civilized savage since his favorite prey is man. The setting is very interesting since it has always been mysterious to go to Caribbean  island. It’s been terrifying to know that there are humans who hunt for human. I felt sad about the frightened creatures that are being killed by hunters but the worst part of the story is when Rainsford killed Zaroff as he says â€Å"I am still a beast at bay†. The story is very inhumane as I read it, because aside from killing wild animals, human has been also a target for hunting in this story. This is really the most dangerous game so to speak because it seems that killing and hunting is just their hobby. However, I have learned that the purpose of the story is to teach us that game has its own rules but when you think that it would not be fair at all, you have to think twice especially when your life is at risk.

Solving the Lifeboat Dilemma Essay Essays

Solving the Lifeboat Dilemma Essay Essays Solving the Lifeboat Dilemma Essay Paper Solving the Lifeboat Dilemma Essay Paper Essay Topic: Emma In the instance presented. I believe there is no right thing to make but I am morally compelled to move upon the state of affairs that confronts me. I choose to utilize my strength to throw person overboard to salvage four lives. including my ain. In asseverating that there is no right thing to make. it is because in taking either of the options presented. human life is sacrificed. It is a authoritative instance of â€Å"damned if I do. curse if I don’t† . Whatever pick I make. I will stop up making the incorrect thing. By taking to utilize my strength to throw person overboard and kill him. I am go againsting his right to life. If I do nil. I would be responsible for the deceases of five people. Although done without purpose. throwing that one individual overboard would be the lone solution. all things considered. for continuing the greater good. In so making. I am reprobating myself to guilt and remorse as determinations that terminate lives are the most intolerable 1s. From a purely useful point of position. I would be taking the option that would account for â€Å"greater felicity for the greatest figure of people. † felicity qualified in this instance as endurance ( Greenspan 119 ) . Clearly. my pick is the lesser of two immoralities. In this instance. although there is a moral quandary presented. such a quandary could be resolved because one duty overrides the other in footings of the figure of lives that could be saved. This is non similar to the phenomenon in Sophie’s Choice wherein Sophie is presented with two symmetrical duties. In her instance. she had to take between her two girls or reprobate both to decease. In my instance. I am non compelled with emotional fond regards to any of those present in the lifeboat that would do my struggle incapable of deliberation. These people are aliens to me and so. the weight of the duty can be measured in footings of how many lives I could salvage which in the greater strategy of things. intent to the more moral determination. Clearly. this determination would be criticized by many. Advocates of the philosophy of the dual consequence would see my determination as morally incorrect and indefensible. While the dual consequence logical thinking may acquit those who take action that has negative side-effects. when that action involves something intentionally intended in order to transport out a solution ( in my instance. utilizing my power to throw person overboard ) . it becomes incorrect. Even if the cause ( in order to salvage five people ) is good. the fact that I did something harmful to convey about the cause would render the full determination immoral ( McConnell 412 ) . Utilitarian oppositions would besides reject my impression of taking the lesser of two immoralities. Extremist moralists would state that human lives are incommensurate. and giving one in stead of a greater figure does non do it moral ( Hill 215 ) . Others would impeach me of being an ethical egotist for taking personal endurance above all else. Greenspan. Patricia S. â€Å"Moral Dilemmas and Guilt. † Philosophic Surveies 43 ( 1983 ) : 117-125. Hill. Thomas E. . Jr. â€Å"Moral Purity and the Lesser Evil. † The Monist 66 ( 1983 ) : 213-232. McConnell. Terrance. â€Å"Moral Dilemmas and Necessitating the Impossible. † Philosophic Surveies 29 ( 1976 ) : 409-413.