Women in Euripides Alcestis, Medea, Andromache, and...

Euripides portrayal of women in his plays has been somewhat bizarre. His female characters kill out of revenge, kill out of jealousy and kill because a god possessed them too. In Alcestis and Andromache Euripides does produce classic heroic female characters. The women in Medea and The Bacchae are not your typical heroines but serve to show the same theme of female liberation as the women in Alcestis and Andromache. While Alcestis is straight forward with its message, the other three plays mask their true intentions from the people they are created to oppose. Euripides might have been misinterpreted by his society because it was dominated by the very people he wrote his plays against. Euripides disguises some of his radical ideas to those†¦show more content†¦She dies graciously with all the people in the play mourning for her lost. Even her servants claim she was like a mother to them. Alcestis even volunteered to be a sacrifice for Admetus because of her strong devotion to him. Admetus now deeply regretting her choice lashes out at his father, Pheres. In this exchange that goes on between a father his son, Alcastis is seen being put ahead of Admetus own father. Admetus now wishes his father were the sacrifice instead of his wife. He reviles his own father because he did not choose to die for him, leaving the task to his now so perfect wife. Admetus says I count myself as not your son. Oh, you are a master coward! (Roche, 1974, p. 19), and disrespectfully calls his father a coward for prolonging his own life over his sons. Admetus does this even though it is painstakingly clear that he did not do the same for his wife. His irrational actions and blatant disrespect for his own father are all done in the name of Alcestis, and show what a woman is capable of becoming and meaning to her husband. Throughout Apollos talk with Death, Death is as cold and uncaring as can be. Euripides uses the personification of Death to enhance its cold character. From the beginning of the play Euripides shows that not even a God can reason with death, and so the most perfect female wife of Admetus must die because of it. Apollos futile efforts make the situation even more hopeless. It looks as if Euripides hasShow MoreRelated Euripides Support of Women’s Rights Essay4032 Words   |  17 PagesEuripides Support of Women’s Rights      Ã‚  Ã‚   One can hardly deny that in Euripides’ plays women are often portrayed as weak, uncertain, and torn between what they must do and what they can bring themselves to do.   Other women appear to be the root of grave evils, or simply perpetrators of heinous crimes.   In a day when analysis of characters and plot had yet to be invented, it is easy to see why he might have been thought to be very much against women.   However, when looking back with current

Crime Are We Becoming Too Sensitive - 1467 Words

Crimes; Are we becoming too Sensitive? As an ever growing nation many of our cultures are expanding to fit in with the new trends. However, with these new trends are we becoming too sensitive to different matters such as what we consider to be a crime or violent? According to Janne Kivivuori’s article Understanding Trends in Personal Violence: Does Cultural Sensitivity Matter he discusses how we, as a society, have become more sensitive to what is defined as being violent or a criminal act. In one of his opening lines he quoted Emile Durkheim as saying that as the crime rates decrease people adjust their views to make room for alternative crimes; He believes that society needs a certain amount of crime in order to remain balanced. In Kivivuori’s article he explains how different nations react to crimes such as domestic abuse, and public disorder, as well as how likely someone is to report propensity; then finally how they relate to the different cultural changes. Althou gh it proved difficult to find anything about this author he is a research director at the Institute of Criminology and Legal Policies; he is a sociologist, and criminologist as well as being an author (Twitter). Most of his books are written in other languages; presumably Finnish. However, besides his article, one of his books is written or translated into English and is titled Discovery of Hidden Crime: Self-Report Delinquency Surveys in Criminal Policy Context. Written in 2011 it explores theShow MoreRelatedThe Issue Of Hate Crime1284 Words   |  6 Pagesare becoming more trigger inducing and there has been an uproar of hate crimes across the nation. While both sides have contributed to the hatefulness, the way that the hate is manifested is more rampant among supporters of Trump. This is seen through the way that the hate crime rate has gone up since November 8th. 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A Personalised Induction Will Always Be More Effective Free Essays

string(61) " comply with suggestions that do not conform to their likes\." Introduction A personalised induction is a type of hypnotic induction that is designed to suit a certain individual. As humans, we appear to share the same traits, but in reality, we are different in various ways. This is because we have different likes, dislikes, perspectives, values, and we have diverse cultural backgrounds. We will write a custom essay sample on A Personalised Induction Will Always Be More Effective or any similar topic only for you Order Now Because of these unique differences, everyone has his or her way of handling various situations, and every individual has a different level of openness and resistance (Chapman 2006, p.113). Consequently, during hypnosis, it is worthwhile for the hypnotist to adopt a personalised approach because each participant has unique traits, and people normally respond to the hypnotic process in different ways. The personalised approach takes into account the client’s desires, perceptions, likes, dislikes, as well as their cultural background (James 2006, p.30). Thus, by personalising the induction, hypnotherapists can help their clients to realize better quality results that are in line with each of the client’s goals. . In this essay, I argue that a personalised induction approach will always be more effective. As humans, we communicate with each other in various ways including gestures, facial expressions, body language, as well as tone of voice and intonation. However, during hypnosis, the hypnotist has limited techniques of communication available since the clients have their eyes closed. For instance, he or she cannot adopt non-verbal communication techniques, and this makes the message or the instructions he or she is sending to weaken. Thus, it is necessary for the hypnotist to adopt other appropriate techniques of strengthening the message being conveyed to the clients. In order to do this effectively, the hypnotist can personalise the way he or she speaks to the clients by adopting different words, tone variation, volume, and pace, but ensuring the message remains unchanged (Erickson, Rossi Ryan 1998, p.37-59). Milton H. Erickson commonly referred to as the father of contemporary hypnotherapy recognised that people have different beliefs, values, perceptions, and cultural backgrounds, and consequently, throughout his career as a psychiatrist, he adopted the personalised induction as the best tool for hypnosis. Erickson differed with Hull’s opinion that the subject should always be a passive participant. According to Hull (1933/1968), adoption of a standardized induction would have the same effect on all the subjects (Hawkins 2006, p.36). Difference of opinion between these two great psychiatrists fuelled Erickson’s quest for a valid understanding of the best approach to the hypnotic induction. Later on, Erickson concluded that it is what the subjects do and understands that matters most, not what the operator wishes. In other words, he believed that in order to realize quality results of the therapy, the subjects must be active participants, and the suggestions given by the th erapist ought to concur with the client’s desires, perceptions, values, and goals of the therapy (Zeig Munion, 1999, p.48-51). Permissive and the authoritarian technique Erickson developed the idea that hypnosis is a natural process that needed a more viable approach such as the permissive technique, because it enhances the client’s responsiveness and cooperation. The permissive technique acknowledges that every individual has unique traits, values, perceptions, and desires. It is normally based on the assumption that every person has a unique way of entering into a trance state and receiving suggestions. In this approach, most of the clients know how to relax and enter a trance state, since the hypnotist briefs every client on how the process takes place at the start. As a result, the hypnotist simply acts as a guide as the subjects enters into a hypnotic state (Simpkins 2001, p.53). Before Erickson pioneered the permissive technique, the authoritative technique was the only available technique that was deemed effective. . The authoritative approach is commanding and direct, and its main objective is usually to establish control over the clie nt and modify his or her behaviour through adoption of repetitive commands. Pioneers of this approach believed that by establishing control over their clients, they would be able to increase the chances of getting remarkable results. However, this approach does not produce effective results as asserted by its pioneers since the subjects, who respond in a positive way to it, are only those who respect their authoritarian figures in their daily lives. As a result, authoritative technique can fail to produce quality results if the participant believes in being at the same level with all the authoritarian figures in his or her live (Sheehan 2005, p.67-70). Unlike the authoritative approach, the permissive technique mainly involves adoption of a soft tone to lull the client into relaxation. Throughout this approach, the client and the hypnotist are usually equal partners. Furthermore, more imagery is employed to increase the magnitude of the suggestions. The subject is also given greater responsibility. Since personalised imagery is incorporated in this technique, the induction becomes more real and viable than in the authoritative approach, since the suggestions used by the hypnotist conform to the clients likes and expectations (Sheehan 2005, p.70-72). Clark Hull and Sigmund Freud’s research on hypnosis Despite Erickson’s insistence on the value of the permissive technique, some people object the personalised induction approach. They claim that the personalised induction approach takes more time than the authoritative approach. Moreover, they support their stance by citing some of the works of the great traditional researchers such as Clark Hull and Sigmund Freud. Arguments involving state and the role theory are also used to analyze Erickson’s position. Hull differed with Erickson’s perspective and on the contrary, he proposed the authoritarian technique, which makes the subject a passive participant (Pintar Lynn, 2009, p.112). He believed that adoption of a standardized approach would yield the same results on all the subjects. In 1940, Jung (1902/1957) backed him in his research, but Jung was not comfortable in using the authoritarian technique, because it involved commanding clients to do according to their therapist’s expectations. According to Jung ’s perspective, participants ought to be involved throughout the process instead of directing then to comply with suggestions that do not conform to their likes. You read "A Personalised Induction Will Always Be More Effective" in category "Essay examples" Consequently, Jung broke away from Hull’s research (Hamill 2012, p.24). Based on this, it is clear that the authoritarian approach is not viable, and as a result, it is not logical to oppose the personalised approach based on Hull’s perspective since he does not take into account preferences and expectations of the participants. In addition, Freud’s research asserts that the process of hypnosis would give better results when the subject was on deep trance. Like Hull, Freud adopted the authoritarian technique in a more assertive manner hoping that he would get better results (Sofroniou 2010, p.12). He was particularly interested in the technique because he believed that it was the perfect way of accessing forgotten events and emotions, a cathartic process, which gave relief to his clients. However, Freud became uncomfortable with hypnosis because his patients did not respond uniformly to the process. He was also afraid that the direct suggestion technique might do away with symptoms that were important for the clients to retain. In addition, Freud had worries over the sexual perceptions that surrounded the hypnotic process, which labelled a client as ‘giving herself’ emotionally to the psychiatrist. Because of these reasons, as well as lack of sufficient experience with hypnosis both throu gh research and clinically, Freud decided to quit hypnosis (Zeig Munion 1999, p.48-49). If Freud had adopted the permissive approach, he would have succeeded because the personalised approach relies on suggestions that are in line with the client’s expectations, desires and likes, and as a result, the clients could not lose any important symptom. The permissive technique would also help him to eliminate the ill-sexual perception, since it gives the client greater responsibility unlike the authoritarian technique. State and the role theory Advocates of the state theory, which asserts that hypnotic induction arouses a unique modified state of consciousness in the patient, base their argument on the notable changes that occur to the brain during hypnosis, and to the dramatic effects, which hypnosis can cause such as the disappearance of warts and insensitivity to pain. They also claim that sometimes, both hypnotised and non-hypnotised participants take instructions differently. For instance, in a certain study, both the hypnotised and non-hypnotised were told to run their hands through their hair once they heard the word ‘experiment.’ The pretenders carried out the suggestion only when the psychiatrist said the word, but the hypnotised participants complied regardless of who gave the suggestion (Coon, Mitterer, Talbot Vanchella, 2010, p.194). Based on this, opponents of the personalised induction claim that the authoritative approach is as effective as the permissive approach. They support their claim by as serting that participants who do not respond to the permissive technique can respond to the authoritarian technique effectively, particularly those who respect authoritarian figures in their life. Moreover, advocates of the role theory assert that hypnosis is not a special state of consciousness. They argue that some of the changes linked with hypnosis can also take place without it. They claim that hypnotised people just comply with the demands of the situation, and act in conformity with a special role. From this point of view, hypnosis provides a socially logical reason to comply with someone’s suggestions, in the same way as a physical exam, which provides a logical reason of removing clothes on request. Supporters of the role theory justify their claims by arguing that non-hypnotised participants sometimes exhibit behaviours that are usually linked with hypnosis (Bernstein Nash, 2008, p.153). Based on this, I disagree with the opponents of the personalised induction who adopt the role theory to support their stance, because the theory rejects the idea of hypnosis without providing concrete reasons. The dissociation theory The dissociation theory provides substantial reasons why the personalised inductions should be adopted during the hypnotic process. The theory suggests that hypnosis is not a single specific state, but the general condition, which temporarily reorganises our normal control over actions and thoughts. Dissociation allows body movements to occur under voluntary control and the involuntary processes to be controlled voluntarily. As Hilgard proposed this theory, he asserted that the relaxation of control occurs because of the social agreement between the hypnotist and the hypnotised person to share control (Bernstein Nash, 2008, p.153-154). In other words, the theory supports the idea that for the process to be effective, the participant should be an active participant, something advocated in the personalised induction approach. Modern hypnosis Based on contemporary hypnosis, a personalised induction seems to be the most effective approach in hypnosis. The approach takes into account the client’s values, desires, and it views the subjects as active participants. It also supports the idea that it is imperative to have the patient as relaxed as possible, get them involved in the in the process, and discuss the expectations and goals of attending the therapy with the client. Furthermore, the modern hypnotherapist starts the therapy session by establishing a rapport with their patients, which is a key aspect of the personalised induction approach (Gaschler 2009, p.21). In the course of the personalised induction, strong relationships between the clients and the therapist are necessary in order to ensure the client is fully involved in the process. Learning Modalities Overtime, personalised induction has stood out as the best because it takes into consideration learning modalities, which are key channels through which people receive, store, and give information. Modality is comprised of perception, sensation, and memory and the key senses include smell, taste, visual, auditory, and kinaesthetic. Knowledge of modalities enables therapists to personalise screeds for each client. When a patient’s modalities are ascertained, it becomes easy to discuss with them in a way that makes them feel comfortable and relaxed (Hogan LaBay 2007, p.226-239). As a result, it becomes easy to achieve the objective of the therapy. Conclusion The above discussion has suggested that personalised induction is more effective than the authoritarian approach. This is because we have different likes, dislikes, desires, perceptions, and we come from different cultural backgrounds. Consequently, to achieve remarkable results in the process of hypnosis, the hypnotist should take into consideration all this aspects. Although a standardized approach (authoritative approach) can be effective in some instances, it only works on subjects who respect the authoritative figures. Moreover, the authoritative technique assumes that all people react in the same manner to suggestions. However, this should not be the case since we possess different traits. Thus, the personalised induction or the permissive approach is the only method through which noteworthy results can be achieved during the hypnotic process, since it acknowledges that we have different likes, dislikes, perceptions and that we come from diverse cultural backgrounds. References Bernstein, D. A., Nash, P. W. (2008). Essentials of psychology. Boston, MA, Houghton Mifflin. Chapman, R. A. (2006). The clinical use of hypnosis in cognitive behavior therapy a practitioner’s casebook. New York, NY, Springer Pub. Coon, D., Mitterer, J. O., Talbot, S., Vanchella, C. M. (2010). Introduction to psychology: gateways to mind and behavior. Belmont, Calif, Wadsworth Cengage Learning. Erickson, M. H., Rossi, E. L., Ryan, M. O. (1998). Mind-body communication in hypnosis. London, Free Association. Gaschler, T. (2009). Modern hypnosis techniques Pt. 1. Pt. 1. [Bad Sachsa], Steiner. Hamill, D. (2012). An Introduction to Hypnosis Hypnotherapy. Bolton, MA, eBookIt.com. Hawkins, P. (2006). Hypnosis and stress a guide for clinicians. Chichester, England, Wiley. Hogan, K., LaBay, M. (2007). Through the Open Door: Secrets of Self-hypnosis. Gretna, Louisiana: Pelican Publishing. James, U. (2006). Clinical hypnosis textbook: a guide for practical intervention. Oxford, Radcliffe Publishing. Pintar, J., Lynn, S. J. (2009). Hypnosis a Brief History. Chichester, John Wiley Sons Sheehan, L. (2005). Basic Hypnosis Manual. Raleigh, North Carolina: Lulu. Simpkins, C. A. (2001). Self-Hypnosis: Plain and Simple. Tuttle Pub. Sofroniou, A. (2010). The misinterpretation of Sigmund Freud. [Raleigh, N.C. ], Lulu Com. Zeig, J. K., Munion, W. M. (1999). Milton H. Erickson. London, Sage Publications. How to cite A Personalised Induction Will Always Be More Effective, Essay examples

Foxconn free essay sample

Hence, the interplay of high unemployment levels and limited capital investment has caused the phenomenon of sweatshops. Although no set definitions of sweatshops exist, they are effectively the consequence of developing nations suppressing wages and sacrificing working conditions to compete to attract foreign investments (Arnold Hartman, 2003). Notable characteristics are extreme exploitation (wages and work hours), poor working conditions, military-like discipline and intimidation of employees (Radin Calkin, 2006). These characteristics have often been associated with Foxconn, the world’s largest contract electronics manufacturer (40% of world’s electronic items) for brands such as Apple, Dell, HP and IBM (Wagstaff, 2012). However, the focus of our report is on the fourteen committed suicides, four failed suicides, and eligibly twenty additional attempts during eight months in 2010 (SACOM, 2010). This report will attempt to analyse the unethical practices that lead to these horrendous outcomes. This report will use Utilitarian, Kantian and Rights ethical theories to analyse wages, working conditions, management style and development/training in Foxconn. Recommendations will made in light of this research. 1 Background Alternating ethical views can be applied to sweatshops to recognize different facets and levels of unethical practices. Firstly, utilitarian theory focuses on the outcomes and argues it is ethically acceptable if an action can produce more good than harm. Secondly, virtue ethics focuses on the innate qualities of the decision maker or manager (Beauchamp, Bowie, Arnold, 2009). Thirdly, Deontology ethics focuses on the motivation of the action for ethical judgement. However, Radin and Calkin (2006) suggested these theories lack the robustness to make strong moral arguments against sweatshops. However, Arnold and Bowie (2005) argues that Kantian’s second categorical imperative to never treat others as a means but always as an ends portrays strong foundations for employee actions. Also, human rights ethics is an extension of Kantian views from the perspective of the employee, in that employees have rights to freedom and subsistence (Arnold and Bowie, 2005). These two ethical theories will be the focus of our report. Dignity is explored heavily in Kantian and human rights ethics. Kim and Cohen (2010) identified in Asian cultures dignity is primary defined by what people thinks of you, given that Foxconn is an Eastern company, an examination of dignity is strongly encouraged. Furthermore, Lucas, Kang and Li (2012) identified that Foxconn employees suffered from mortifications of their self-worth and self-value (loss of dignity) as a result of working under a total constitution system. There has been growing consensus that stakeholder theory can be used as a normative ethical theory (Palmer Stoll, 2011). Freeman’s stakeholder (1984) theory suggests it is unethical to ignore consequences of a firms’ actions on other stakeholders, namely employees. Why not just increase wages and improve conditions? Maitland (2005) suggested if supplier companies were to bear these costs, it would in turn make them competitively disadvantaged, reducing their foreign investments and hence required to reduce employment; a vicious cycle. Similarly, if a Multinational Corporation (MNC) increased wages without respecting local social factors such that a person working for Nike could earn more than a professor in Beijing University, this will severely damage social dynamics. A counter-argument to Maitland’s case was proposed by Arnold and Bowie (2005) who contents that increasing wages and conditions do not have to be associated with overall decreases in welfare. Arnold and Bowie contents that MNC’s can bear the costs without causing hardships in communities they operate in and increasing wages and conditions can subsequently boost employee morale and increase productivity. This idea is consistent with Arnold and Hartman (2005) where companies can obtain strategic advantages when enforcing ethical practices. Arnold and Hartman found that better working conditions and wages were associated with reduction in absentees, staff turnover and in turn, recruitment and training costs. 2. 0 Explanation Firstly, Utilitarian perspective proposes the† greatest happiness principle† (Beauchamp, Bowie, Arnold, 2009) which aims at maximizing good and minimizing harm. According to the theory Utilitarian ethics bases ethical judgment on consequences of action, therefore it is considered ethical action if the outcome is able to provide the greatest good for the greatest number people. There has been debate regarding the meaning of â€Å"good†, but for our report, let us use individual preferences, which is largely supported by actions, as the meaning of â€Å"good†. For example, within our context, it is considered satisfying one’s preference if one choses to work. Another element of utilitarian is that everyone is to count for one and no one countered as more than one. Kant’s ethical theory more specifically his second imperative (â€Å"Act so that you treat humanity, whether in your person or in that of another, always as an end and never as a means only) sets a great foundation of the duties of an employer to one’s employee. Kantian view states one has an â€Å"obligation† to always treat an employee as an end and never exclusively as a means, because by not doing so, one would be ignoring their dignity, and ignoring one’s dignity is equivalent to treating them as capital or mere machines (Beauchamp, Bowie, Arnold, 2009). According to the Kantian View, an employer must respect their employee’s moral dignity beyond the value of price alone (negative obligation) and also, to support and develop their rational and moral capacities (positive obligation). There are some correlativity between the Kantian’s obligation theory and rights theory. Kantian suggests that the manager has the right to respect the employee’s dignity, while the rights theory argues the employee has the right to freedom and subsistence (minimal economic security) which according to Arnold and Hartman (2005) are the basic human rights. Therefore, this report will apply Kantian views to management and rights ethics from employee perspective. Moreover, Arnold and Hartman (2005) have compiled basic rights and universal codes that are applicable within the business context (Table 1). Simply put, human rights are natural rights must be free from interference from other parties given the appropriate justifications. Table 1: Arnold and Hartman (2005) The average wage of Foxconn employee in 2010 was around $143 per month (Moore, 2010), although low, it is relatively higher than its competitors, Seven wolf the famous cloth manufacturer in china offers $120 and YIQI, which is a largest car manufacturer, earn $115 per month. Evidently, based on wages alone, Foxconn appears to be the best option. Hence, there are huge numbers people, with limited skills willing to work which effectively produces over supply of wrokers for limited positions. Effectively, application for work at Foxconn is voluntary and made by the individuals. According to preference utility, action represents preference which represents increase in utility, with this in mind, Foxconn increases utility for its workers. From this interpretation Foxconn has not comprised ethics. This becomes more apparent if hypothetically Foxconn was not to exist, Foxconn employees would be subject to no work or lower work wages. 3. 1. 2 Marginal Utility However, when comparing the marginal benefits of a worker and Foxconn owners, utilitarian views condemns these actions. Figure 1 illustrates the steep revenue increase experienced by Foxconn, yet the employees are not compensated as proportionally. According to Utilitarian theory, everyone counts as one, and the having majority good given to the lowest numbers (CEO and management) is unethical. Similarly, stakeholder theory suggests that Foxconn’s actions should considered employees because they are affected by these prices. [pic] Figure 1: Foxconn Revenue: Chan Pun (2010) 3. 2 Kantian Views As previously stated, Kantian views will largely be explored from the managerial standpoint. 3. 2. 1 Means not Ends Kantian’s second categorical imperative clearly states to treat one as an ends and never as a means. Pratap and Dutta’s (2012) reports that Foxconn workers are being treated worse than machines, because it costs to replace machines but workers can be replaced by another one without any cost (Figure 2). Furthermore, Chinese Labour law states that employees are to work no more than eight hours a day, and forty four hours a week, and no more than three hours overtime a day or thirty six hours a month, but Foxconn employees regularly exceed these legal limits. SACOM (2010) indicated it was cheaper to uses human capital than machines, a rarely phenomenon in Western society. Notably, one of the victims of suicide allegedly worked one-hundred-and-twelve hours overtime a month. Evidently, Foxconn compares human capital directly with machines clearly violated the Kantian principles. Moreover, in 2010 it was independently confirmed that 137 workers were poisoned by a chemical called n-hexane which was used to clean iPhone screens. N-hexane is known to cause eye, skin and respiratory tract irritation, and leads to persistent nerve damage (Damon, 2011). It was later noted that Foxconn intentionally used N-hexane for cleaning because it was cheap and not listed for prohibit use in China laws (Charles, 2012). Kantian views argue that human life has dignity and should not be valued based on price alone, it appears Foxconn has made decisions based on costs. This is clear violation of Kantian ethics. [pic] Figure 2: Not Machines (SACOM, 2010) 3. 2. 2 Respecting one’s dignity According to Kantian views dignity separates humans from machines, humans have dignity because they are capable of moral activity and autonomous self-governance. Dignity arises from self-worth based on respect and honour. Kim and Cohen (2010) and Lee (2008) found differences between dignity in Asian and Western cultures, in that Asian dignity is earned, derived from relations of and focus on duties, while Western dignity is more inherent and individually based and focused on rights. Also, unlike Western cultures where dignity is absolute and equal amongst people, in Asian cultures dignity is hierarchical where one could have more dignity than another simply based on job status and wages. Lastly, within the Chinese context, dignity is associated with the term â€Å"face† which incorporates personal integrity, family honour and social respect (Lee, 2008). Coupling these with Kantian views, it accentuates that Foxconn employees derive dignity more from treatment from management and work responsibilities. It was found that managers from Foxconn were not qualified and used militarization management procedures for theft (David, 2010). Workers were forced to sign confidential agreements that consented bag checks. Moreover, workers were often prone to bag checks before leaving factories and random apartment checks if stock was missing. Also, any bad behaviour were publically scrutinized on noticeboards to be seen by peers. According to SACOM (2010), these humiliating checks and inhuman punishment (toilet and floor cleaning) were factors that cause suicides in from workers. Clearly there is a lack of trust by management, according to Kantian views it also suggests a lack of respect for employees as moral beings. Furthermore, Foxconn workers are largely objectified to repetitive labour intensive work. More importantly, Foxconn has no intentions to train, develop or promote these workers. Due to the huge extra costs, employees’ training and development are regarded as an unconsidered question for Foxconn’s senior management (Savitz, 2012). As long as the workers on the assembly line can operate the machines which is needed for the working position (Su, 2010), the employee training is ended. Simply put, their missions are to complete their works, and it is impossible to have any further improvement space. This case effectively encapsulates the main Kantian unethical actions of Foxconn. Firstly, employees are given the same degrading work until they quit or becomes customary. Secondly, no development or training is given to either develop their moral and employability capacities (beyond that of required) clearly compromises the Kantian ethics. 3. 3 Rights Ethics This section will investigate the degrading of basic human rights such as dignity, freedom and subsistence. Foxconn as a total institution is a pervasive theme in this section. 3. 3. 1 Total Institution causes loss of control and dignity According to Lucus, Kang, and Li (2012), Foxconn operates as a total institution. By definition, a total institution is a place of residence and work where a high number of individuals live an enclosed and formally administered life, separated from society for an extended time. Sayer (2007) states that one is dignified with the ability to control oneself, competently and appropriately exercising one’s power (Autonomous control). However, one of the main characteristics of Total Institution is the high degree of control. For example, by living within close proximity to production plants, it meant that workers were made to work at untimely hours. Furthermore, food, drink, sleep and even washing routines were all scheduled like production lines. According to Chan and Pun (2010) this reduced employee’s sense of control, and in turn freedom and dignity, which are innate human rights (Arnold and Hartman, 2005). Moreover, SACOM (2010) identified a number of CEO Terry Guo’s maxims displayed to indoctrinate employees. Such slogans included, â€Å"Hungry people have especially clear minds†, â€Å"Work itself is a type of joy† and â€Å"Work hard on job today or work hard to find a job tomorrow†. Although these messages are not clear obligations enforced by Foxconn, however these messages imply the subtle threat of losing their jobs, which jeopardizes employee’s ability to make decisions free from external influences. 3. 3. 2 Lack of Meaningful relationships reduces Dignity According to Kim and Cohen (2010) and Lee (2008), dignity in Asian cultures are built by value of self-worth given by others, simply put, social relationships facilitates dignity. While it is illogical to suggest that no social interaction means no dignity, social relationships clearly adds incremental value to dignity. Lucas, Kang, and Li (2012) discovered during work hours employees are to reframe from communicating to one another and must wear mask. This effectively creates conditions of anonymity to the extent that in a room of ten, most individuals do not even know each other’s names. Combining multiple theories together it suggests that lack of social interactions reduces dignity, which reduces one’s self-esteem and inevitability reduces one’s ability to self-governance (control). Effectively, both Kantian and rights ethics are worthless here. 3. 3. 2 Subsistence With reference table 1, working conditions, freedom from forced labour and right to bargain wages collectively are rights that have been unfulfilled. In addition, Figure 3 clearly identifies the unethical wages of Foxconn workers. This coupled with excessive unpaid overtime wages, demonstrates that an employee’s subsistence (human right) is not satisfied. [pic] Figure 3: Wage rates of Living Wage, Minimum Wage and Foxconn wage (SACOM, 2010) 4. 0 Recommendations I acknowledge that sweatshops and unethical standards exist as a consequence of globalization and economic development which causes asymmetry of power, but I contest that unethical standards can be avoided, if not reduced. Therefore, my recommendation includes a two part approach that empowering the workers and making it strategically advantageous to be ethical. I hope these policies will reduce the supply of lowly-skilled labour force, increase the competitiveness of workers and align the interests of organizations and ethical behaviour. Firsty, rather than focusing on increasing wages and working conditions, Foxconn should adopt training and development programs for its employees to improve their current dignity, employability and skill set. Consistent with Kantian view one should develop employees as moral beings, but also extents Kantian view by developing their mind and skills. Morally, I believe both counseling and social interactions within Foxconn can hugely benefit self-esteem and dignity within workers. Also, trade unions independent of Foxconn and government are required to give employees power of speech. Furthermore, by educating and developing skills for existing employees, it gives them the opportunity to either promote internally or strive for more skill based job elsewhere, while also giving opportunities for new employees. Arnold and Hartman (2005) suggested improving labour-related standards can be associated with increased productivity, employee morale and loyalty and brand reputation. I believe it is very important to make these benefits salient and replicable. The World Trade Organisation can play a vital part not only by enforcing laws, but making these unethical practices more observable by consumers. As a result of public scrutiny, it forces MNCs to act ethically by improving or changing their suppliers. This will produce a domino effect on the suppliers to either improve working conditions and wages or lose foreign investments. Effectively, my goal is to change the market in that suppliers are competing for foreign investment with favourable working conditions rather than low prices. 5. 0 Conclusions This report has demonstrated how sweatshops have failed ethical standards from an Utilitarian, Kantian and Rights perspective. Utilitarian views have portrayed the disproportional marginal benefits received by Foxconn over its employees. Kantian ethics has illustrated unethical management techniques such as treating workers as machines by forcing excessive workload and ignoring their rights for dignity. Rights ethics has extended on Kantian ethics by focusing on the employee. It was reviewed that under the Total Institutional characteristic reduced worker’s sense of freedom, control and in turn dignity. Recommendations were made to empower employees and marketing positive strategic advantages for ethical standards. It is hope these recommendations will not only reduce low skilled labour, but also improve employability and morality amongst workers The ethical views in this report accurately highlighted unethical practices of Foxconn, however this approach is too passive and reactive to company actions. More research is needed to develop a more comprehensive and robust theory that actively sets guidelines and codes of conducts that can be used by management. Future research is required to provide a clear definition of sweatshops before laws and codes of conduct can be used to condemn them.