Men vs women Free Essays

Men vs.. Women Along the last centuries women have fought to be treated as equals to men. We will write a custom essay sample on Men vs women or any similar topic only for you Order Now They have tried to have the same opportunities, the same rights and to fulfill the same roles. The battle between sexes seems to have ended some decades ago. As a result, in modern times the lives of women and men are similar as regards responsibilities and privileges. But being born a woman I have always thought that the sole fact of being a man could make my life easier in different aspects. To start with, men grow old with more dignity than women. Wrinkles, grey hairs and beer bellies are signs of aging which men accept and which look well on them while women, on the other hand, will make everything possible to look younger since beauty, for most of them, is related to youth. For this, they will starve week after week to look slimmer; they will use any kind of cream that promises effective results and they will even undergo painful surgeries to change their appearance. What ‘s more, to look good women need more time than men. Choosing the perfect outfit, wearing a natural make-up, axing their whole bodies and doing their hair takes a lot of effort and preparation. Men only need to grab any clean shirt at hand, shave and wear a nice perfume and they are ready to go out. But the most important advantage of being a man, as regards physical differences, is none of the ones mentioned up to this point. Men do not need a toilet when they feel the need to pass water; any bush, tree or corner is enough for them to do so. At any moment, they may relieve themselves in the road while traveling, In the street or at any place they feel like. For women It Is not so ass. Women need toilets. The main problem Is that. At public places. Staterooms are always full and do not usually have toilet paper or clean seat covers. Besides all this, men have more freedom than women. They do not usually take care of the children or change their schedules because one of them has a high temperature. They do not worry about their meals, homework or daily activities because they have a wife that does so. They just go out with their couples or friends having their minds in peace because someone else has taken care of everything before they left the house. In addition, they do not even need company to go to a bar to have a drink or to any other social event. It is very common to see men alone enjoying to be by themselves. In contrast, although women socialize more than men because they are more talkative and open to meet new people, they generally do not go out alone to relax or have fun. They try to plan a get-together with friends whenever their nannies are available to keep an eye on their children. Another reason for women to go out In groups Is that there Is an Implicit knowledge among our society that women alone In social events are not just enjoying the moment but looking for something else, for example men. Socially speaking, men have been benefited over women. Finally, much has been said about women s and men’s intelligence. Men have simple minds and use better thinking strategies. One clear example of this is that they have made women believe they are useless in chores related to the house. But it is not true that men cannot do the cleaning or the laundry In the same way women do. Fact, do things wrongly on purpose to avoid offering help again in the future. Moreover, they can only handle one task at a time. So while they lay the table, with a stroke of luck, a woman is cooking with the four hobs turned on with a boiling pot on each of them and at the same time watching a TV show and answering her children s demands. For men being â€Å"useless† ends being a benefit. Another point to take into account as regards men’s and women’s intelligence is that the first usually speak using short sentences to get to the point and avoid details. This has been proved to be a very effective technique in many fields, as for giving instructions, explaining one’s ideas or scold the children. Women instead need the double of words to express the same and end being criticized or laugh at. To sum up, life would be much easier if I were a man. I would not have to work so hard every day to look beautiful, I would have plenty of free time to do whatever I like and I would not complicate my life trying to explain ideas that would never be understood. This may not sound well to the ears of feminists but men are still enjoying the benefits of their gender and they will keep doing so for many years to come. How to cite Men vs women, Papers

Case Study Atkinson Generation

Questions: Case Study Atkinson Generation Atkinson Generation (AG) is a leading distributor of engines and equipment. The company has main dealer status with Watson Engines, the UKs principle producer of power engines. There are 35 staff based at its location in Banbury, Oxfordshire. After several years of profitable trading, the company has, for the past two years, been faced with a significant loss. There is a sense of lack of direction and a need to change quickly and dramatically in order to survive. A recent meeting with Watson Engines has presented AG with a stark choice: it had to shape up or ship out. As the dealer status with Watson Engines accounted for 80% of its business, managers at AG realized that radical changes were needed. A shared purpose and vision, combined with training that met a nationally recognized benchmark, was required. The four AG managers attend a series of workshops organized by a local chamber of commerce, where they could share experiences and learn from other companies. They were the able to produce a strategic plan incorporating key performance indicators and a breakdown of the skills necessary for its delivery. More important would be the style of managing change and the provision of learning opportunities for all staff to meet their desires. As indicated by the Managing Director John Atkinson: I fundamentally believe that everyone at AG should be able to identify what they need to learn and get on and do it. The following were considered to be key elements: A learning and development-oriented appraisal system needs to be established for everyone in the company so that individual needs can be identified. All managers must become learning managers so that they can coach and support others. Communication needs to provide full information on company results and the budget, as well as allow feedback from staff. The company should seek support from its local business advisory service regarding a national benchmark for training and development, qualifications and financial support. Source: Bratton, J Gold, J, 2009. Human Resource Management, Theory and Practice. 4th ed. New York: Palgrave Macmillan. Tasks a) How can appraisal be utilized to identify individual learning needs, and how can the company ensure that such needs link to the strategic plan and key performance indicators? b) What are the skills required by learning managers? What training do such managers need? c) What are the requirements for effective two-way communication? d) What help can be provided for this small company regarding benchmarking, qualifications for its workforce and finance for its training? Answers: Abstract Atkinson Generation is a leading engines and equipment distributor. The organization has key dealer status with leading organizations of power engine known as Watson Engine. No matter if an organization is a global leader or a small organization, every organization requires to maintain and sustain themselves through employee motivation and training needs fulfillment. This report has been addressed on AG (Atkinson Generation) to focus on 4 key elements that have been identified by the organization. The scope of this paper lies in studying the learning needs through appraisal use, skills needed for learning manager, effective two way communication requirements and benefits for benchmarking, qualification and finances related to workforces and their training. This report provides several recommendations to the company such as using appraisal to motivate employees. This will help them understand why they need to be individually trained and the relevance of their training needs. Introduction Performance appraisal, general feedback of employees and understanding the requirement for training and development are crucial for organizations in the 21st century. Organizations such as AG, need to understand the way in which learning needs are identifies and related or linked with organizational strategy and key performance indicators. After year of profitable trading, AG has faced essential losses especially because of the missing direction sense of the company and a requirement of implementing change in a quick and dramatic manner to make the company survive competition (Hatim, 2015). As per the case study, the organization requires to focus on developing an appraisal system oriented on learning and development, making managers learners, communicating through a two way process and organization should look at supporting advisory service with regard to training and development national benchmarking, investment in qualification and support. This paper addresses these issues and tries to find the benefit behind them that AG will gain through their implementation. Discussion a. How appraisal can be used for identifying learning needs and how company ensures that such needs link to the strategic plan and essential performance indicators Performance appraisals or reviews from employees are essential tools for initiatives to develop employees. Performance appraisals help in identifying the top performers of the company in order to make sure that pay raise and promotions result in maximum productive delivery. Reviews from employees also can help in revealing areas of potential weaknesses and improvements within the workforce that can help in identifying learning needs or training needs of workforces (Parmenter, 2015). By using appraisal, AG can benefit from the following roles in recognizing its learning needs- Trends of Company and department: Results of employee appraisal, taken collectively, can be sued to spot trends in performance across the whole organization and even within specific departments. This helps organizations to finely tune their learning programs for current employees to address these concern related areas (Greenaway et al. 2015). Identifying issues in the company and across the department as well as addressing them in its initial stages can help in preventing workforce from becoming stagnated. Training new hires: The first appraisal of performance in new hires can result in shedding some light over new recruits operational effectiveness and programs of training. The performance of new employees during their initial year over job is impacted through a mix of personal features and the thoroughness of personal characteristics mixture and the first year training programs thoroughness (Smith, 2015). If employee reviews in the initial year of training reveals that the employee is struggling in a particular place, then AG can consider to place more focus on that area within training programs for newly hired individuals Individual learning needs: Additionally to reviewing problems across the organization, appraisals can shed light over the areas of required improvement within employees at individual level. Managers can select to work in a direct manner with employees in order to help them address their individual blinded regions. Feedback of employees: Appraisal systems for collaborative employees helps them and the managers to work collectively and set goals by monitoring progress towards the aim and the required improvement based areas. In a system to review, the true goal should be to motivate growth and honesty in employees and allow them to speak up about their individual areas where they feel learning is needed. Part of performance management lies in setting of goals with team members. This can be done at AG through a formalized appraisal process. The essential factor here lies in ensuring that the goals are set in a manner that aligns them to strategy of the department which in turn is aligned with organizations overall strategy. This follows a general adage within management that illustrates what can be measured can be done (Pulakos et al. 2015). If goals around a specific outcome are set then the chances of that outcome taking place is much high especially because AG would have committed itself to results management and measurement. When goal of an employees is defined with regard to organizational key performance indicators then it helps in ensuring that what employees are doing at AG, is properly aligned with organizational goals. This is the essential relationship between performance of employee and success of organizations. (How individual needs are linked to KPI through organizational strategy) (Bratton and Gold, 2009) In order to ensure that activities as mentioned are aligned with the strategy of AG, the company needs to focus on what employees are doing actually. This is done through management of performance (Jamali 2015). Through application of the principle of key performance indicators to goals and performance of employees, AG can create a direct connection between all of the essential factors of success that have been derived from the complete strategy. The consequence is that team members will actually do what they need to be doing and that the measurements to determine how properly they are doing their work is clearly connected to success of an organization. Individual goal needs to have at the least one linked performance indicator. Difference between weekly percentages in handling complaints resulting in customer satisfaction versus unsatisfied clients is possible through team member KPI. b. Skills needed by learning managers: What training do such managers need? Learning managers are those individual of a learning organization that help in facilitation of learning for their team members and continuously believe in transforming themselves as well as their organization. Such managers have employees training and development at the core of their philosophy with an overall aim to gain competitive position for the firm they are working for (Pinto and Chheda 2015). Learning and making others learn is a key responsibility and requires motivated and highly skilled people or managers to take care of it. Therefore, there are specifically essential skills that learning managers need to maintain and these are described below: Deep and consistent understanding of the business one is part of and this is one of the most essential assets that learning managers should possess. A good rule to follow here is to understand whether the learning manager can articulate what company is doing and how it is doing it. Ability of measuring and assessing needs for staff learning: Awareness on how the training requirements of employees is carried out or should be developed is essential to team development. Professional learners are expected to conduct a thorough analysis of learning needs prior to taking up an assignment of training (Ammons, 2015). This process helps in determining the learning needs of the team and the way in which this needs to be prioritized. Maintaining strong personal and inter-personal communication skills Show a passion towards consistent learning Bringing forward innovative ideas by innovative thinking. A training managers training needs or learning needs are also brought forward and managed by using the tool to analyze their training need. These managers also require consistent training in order to ensure the trainer is fruitful in delivering learning and knowledge to others. c. Requirements for effective two-way communication There are various reasons due to which 2 way communication is regarded essential. These reasons are inclusive of dynamic process, direction implementation, satisfaction of job, giving feedback, creating democratic environment, enhancing relationships as well as accuracy in terms of understanding and interpreting the message (Serafini, 2015). In two way communication message reaches the listener and the listener replies to the sender. After message is received, there is feedback for the sender. This is a dynamic approach which makes communication not only complete but also effective. AG as an organization needs to adopt a two way communication process that helps in enhancing effectiveness. Managers at distinct levels within an organization need to advise, inform and instruct over several problems. Adequate understanding of these messages and clarification in future is possible only when two way communication is present (Ali et al. 2015). This dual communication at AG will act as bridge that connects the destination and the source. Satisfaction of Job is also gained through effective two way communication. Managers can exchange data on their specific issue through a dual communication method. Issues faced by AG subordinates can be reached to the top management through feedback and reviews. This allows for better enhancement of communication process by furthering the organization into becoming effective learning organization. Within the managements bottom up approach, employers get chances to deliver feedback and take part within the process of decision making (Meijering et al. 2015). This makes activity to be completed in a proper way. In a process for two way communication, AG will be possible to gain feedback from the subordinates as well as the managers with regard to different job aspects if and as needed. AG will further be able to create a democratic environment wherein employees are free to tell of their needs and suggestions. d. Help that can be provided for this small business with regard to benchmarks, workforce qualification and training finances Benchmarking, qualification and investing in training are some recommendations that should be offered to AG considering its issues related to its workforce (Nugent and Lindburg, 2015). Benchmarking- There is no set methodology for benchmarking. The following is a 12 stage benchmarking methodology that has been developed for AG and are provided as below: Identification of learning program problematic areas. Identifying same learning programs: similar profiles of learners, content and methods of training. Identifying best practice learning programs: Using methods of evaluation to compare the programs by looking at the best results that can be achieved by a particular learning program identified by AG (Zwick, 2015). Establishing differences: Identifying the best practice processes that can be adopted by future learning programs. Developing plans and targets for performance in future: Allowing best practices inclusion into future learning development and delivery and setting performance targets depending upon outcomes of best practice. Communicating: Ensuring that each person involved in the learning development program is included and processes to deliver have set plans and targets for implementation (Basu and Ray, 2015). Implementing: Putting the plans of implementation for practices when new learning programs are delivered and developed. Reviewing and recalibrating: Reviewing the way in which successful processes have been considered and whether targets have been appropriately met. Workforce qualification Why invest in learning and development to ensure workforce qualification? There are wide variety of benefits from investments made on gaining workforce qualification. As a learning organization, AG requires to raise their aspirations for a skilled workforce demonstrated through achievements in qualifications. Business benefits from this perspective, on the other hand are inclusive of quality in service, enhanced marketability, workers retention and enhanced safety. Training presents a key opportunity for expanding the knowledge base of every employee but most employers find training and development opportunities are expensive. However training and development based investment results in providing benefits not only to an individual employee but also the entire organization. The benefits are as follows (ZakareviÄ ius and Ã…Â ½uperkienÄ—, 2015): Gaining the ability to address weaknesses: Most employees have certain weaknesses within the skills of workplace. A program to train them allows in strengthening their skills that every employee requires improving. A program for development helps in bringing all the employees to a high level so that all can have same knowledge and skills. This in turn helps in reducing a weaker link in AG that depends more on complete basic tasks (Stahl et al. 2015). Improvised performance of employees: Employees can receive the needed training and will be able to better perform. Employees become consistent: Structured program of training and development helps to ensure that employees have consistent experience and knowledge on what they are doing. Satisfied employees Conclusion Performance management within organizations is essential and this will offer further benefit to AG organization under investigation in this paper. Through performance management, organizations are able to convert their workforce into learning organizations which believe in consistent training and development. Training in turn offers diverse benefits such as satisfied and motivated employees. These satisfied employees learning needs are tackled through performance assessment and needs analysis that helps in ensuring the employees are aligned with the organizational goals and objectives (Gustavssen and Stahl, 2015). Several critical additions were gained in knowledge through an attempt made in this assignment. The skills for learner managers was a new learning that I gained. The training needs of these managers was also an essential addition to my knowledge as I did not know how essential consistent knowledge development is from the perspective of learner manager. Investing in developing employees and managers is an essential necessity that AG should not sideline.- References Bratton, J., and Gold, J. (2009). Human Resource Management: Theory and Practice. 4th ed. New York: Palgrave Macmillan. Greenaway, Karl Hamlet, Wright, Ron Geoffrey, Willingham, John Reynolds, Krougar Jack and Haslam, Salma Ahmed. Shared identity is key to effective communication. Personality and Social Psychology Bulletin, 41(2), 2015. pp. 171-182 Hatim, B. (2015). Communication across cultures: Translation theory and contrastive text linguistics. The Hague: Royal College of General Practitioners. Parmenter, D. (2015). Key performance indicators: developing, implementing, and using winning KPIs. The Hague: John Wiley Sons. Smith, John Maynard. The origin of altruism, Nature 393, 1998, pp. 639-40. Pulakos, Earl David, Hanson, Ron Mayward, Arad Siddique and Moye Noor. Performance management can be fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and Organizational Psychology, 2015, 8(01), pp.51-76. Jamali, Dark. Exploring human resource management roles in corporate social responsibility: the CSRà ¢Ã¢â€š ¬Ã‚ HRM coà ¢Ã¢â€š ¬Ã‚ creation model. Business Ethics: A European Review, 24(2), 2015, pp.125-143. Pinto, Frieda and Chheda, Fiona. Training Need In Human Resource Development. International Journal of Theoretical and Experimental Research (IJTER), 1(2), 2015, pp.9-12. Ammons, Diana. Measuring and Benchmarking human resource management. Public Human Resource Management: Problems and Prospects, 2 (1), 2015, p.208. Serafini, Elizabeth. Needs analysis for specialized learner populations: Essential methodological improvements. English for Specific Purposes, 40 (1), 2015, pp.11-26. Ali, Nina. Wilson, Peterson and Yazmin, Indiana. Symptoms versus problems analysis on job dissatisfaction and managing employee turnover: A case study in Malaysia. Journal of organization behavior, 2(3), 2015, pp 101-211 Meijerink, John George. Bondarouk, Theresa. and Lepak, Donward. Employees as Active Consumers of HRM: Linking Employees HRM Competences with Their Perceptions of HRM Service Value. Human resource management. 1(2), 2015, pp 201-242 Nugent, Kiara and Lindburg, Lonelyman. Life sciences workforce trends evolve with the industry. Organizational biotechnology, 33(1), 2015, pp.107-109. Zwick, Trick. Training older employees: what is effective?. International Journal of Manpower, 36(2), 2015, pp.136-150. Basu, R. and Ray, N., 2015,ISO-9000: A tool for achieving success of the training function. International Journal of Research in Management Social Science, 3(1), p.43. ZakareviÄ ius, P. and Ã…Â ½uperkienÄ—, E., 2015. Improving the Development of Managers Personal and Professional Skills. Engineering Economics, 60(5). Sthl, Albert, Gustavsson, Mariam. 2015. Lean production tools and decision latitude enable conditions for innovative learning in organizations: a multilevel analysis. Applied ergonomics, 47, pp.285-291.

Duncan L. Niederaueriss Leadership

Element of art essays

Element of art essays The elements of art in The Guitar Player are that it is a realistic and ancient painting. This painting, as well as all of Vermeers paintings looks realistic. His shading and color choice are so real and human like. The facial expression gives the character, life and personality. It has certain qualities that make it look ancient, such as the dress the girl is wearing and the way her hair is put up and the old fashion guitar that she is using. The medium of the artwork is an oil painting done on canvas. Vermeer excelled in portraying comfortable interior scenes that are created with mathematical clarity and symmetry. He worked well exposing light to his artwork and directing attention toward a specific person or object using tonal values. The design is organized by having the main focus, the girl playing the guitar to the left of the painting, drawn the biggest with the most light shining on her. All attention is drawn to her. The right side of the painting is dark and empty. It is shown as being further off in the distance. Vermeer works very well with space and fills up the entire canvas. The distance is closely limited focusing mainly on the girl playing the guitar. There isnt much more going on in the artwork. Vermeer is great on detail and has another painting hanging on the wall along with books on a desk and a coat hanging over a chair. Everything is drawn big and close up and you can notice even very little details. It is drawn from the perspective that he is watching this girl play the guitar. The Guitar Player has both dark and light accents. The girl is illuminated by the light accent, and the dark accent shows the back corner of the room, where it is quiet and empty. Vermeer paints with such a fine touch that the transition between color and shading is not noticeable and does not prod ...

Short Response Paper Essay Example | Topics and Well Written Essays - 250 words

Short Response Paper - Essay Example Connie tries a split personality with hope that, she will fit both at hope and elsewhere. She does this by having a selected smile, walking style, hairstyle, and even laughter style one meant for home and the other meant for elsewhere. The short story is from a potential victim’s view where Connie is a victim while Arnold Friend is a killer who seduces Connie and gives her promises of security (Oates 1-7). Indeed, Arnold Friend depicts a strange and mismatched appearance that represents danger (Oates 4). He also seems to conceal threat by depicting a calm voice, gentle coaxing, and convincing voice (Oates 3-7). When Arnold visits her home in her parents’ absence, he is a hard character for Connie to define, he lies somewhere between young and old, human and non-human, calm and strange. She is unable to figure him out and his intentions. The author asserts, â€Å"She couldnt decide if she liked him or if he was just a jerk, and so she dawdled in the doorway and wouldnt come down or go back inside (Oates 3).† Connie’s teenage rejects the role of daughter to her mother, sister to June, and â€Å"nice† girl to the family to cultivate her sexual persona, which flourishes only when she is away from her home and family. The music Connie listens to draws her into the world of fantasies. It paints an ideal love world and love life, which makes her daydream about boys (Oates 5-7). The author does not make it clear however whether Connie is just day dreaming busking in the sun while listening to her music from the radio or Arnold was at her home in reality. This aspect of the story leave the reader with no clarity of Arnold and Connie escapade. Did it happen in reality or was she

Decision-Making Essay Example | Topics and Well Written Essays - 1500 words

Decision-Making - Essay Example The soft information is defined as the information that is unverifiable and private. The private information is the one that is not available to the public and can only be sourced from the primary source of the information. Among the soft information real-time flow, real-time-accounting personal assets and debts, career history or family matters are only verifiable by the third party by quantifiable information or objective or by use of legal documents. Valid information can be accessed by the financial institution in a credible way but the unverifiable information can be transmitted in a credible way, and it requires some effort from the firms and the shareholder. The private information can hardly be transferred even within the firm. In the firm's lending decision to another small firm, the branch officials typically collect the required information for the decision to be made. After the collection of the relevant information, the decision is made by the decision-making authority. In cases like this, the firm's staff are not allowed to collect the information required for the decision-making. Thus, the hierarchical, allocated decision authorities are mandated to make the decision of the firm. The statistical evidence showed that the asset size of a financial institution is positively correlated with the soft information usage. The result is more contradicting as compared to the intuition that financial firms are less likely to apply to soft information and cast doubts on the empirical strategy.

Analysis Of Traditional Utilitarianism

Analysis Of Traditional Utilitarianism Traditionally, utilitarianism principle holds that any action is ethically right if and only if the total outcomes of the same act are more than the outcomes produced by any other action an agent could have done in its place. According to utilitarianism only one action is right in the final analysis: the action whose net benefits are much more when compared to the ultimate benefits of other alternative possibilities. Both the foreseeable future and the immediate costs and benefits provided by each alternative to each individual need to be taken into consideration together with other indirect consequences. The purpose of this paper is to analyze the problem of measurement as one of the traditional problems of utilitarianism. An individual must determine what alternative policies or actions are there for him at any occasion, for every alternative action an individual must estimate both the direct and indirect costs as well as benefits produced by the action on every affected individual by the act on the foreseeable future. Any alternative that gives the biggest sum total of utility need to be chosen as the ethically correct course of action (Paul and Dycus 38). The advantage of utilitarianism is its ability to explain that having some certain types of actions (lying, killing and cheating) are generally wrong in a moral perspective whereas others are ethically right (telling the truth). Traditionally, utilitarians would deny that any form of action is always right or wrong. The utilitarian perspective has been used widely in economics especially in economic techniques such as cost benefit efficiency and analysis. One main set of problems with utilitarianism is centered on the difficulties met in an attempt to measure utility. If we cannot manage to have basic knowledge on which kind of activities will give us the greatest amount of utility, then it will be hard to apply the utilitarian principle. Anything considered valuable is part of the instrumental things because they pave way for other good things. On the other hand intrinsic goods are those that are desirable and independent of other benefits they can produce. Money for instance is an instrumental good while health is an intrinsic good. To effectively compare two actions, there must be some common measure of outcomes. How can one for instance measure child labor? To begin with, it must be noted that the information on the incidence of child labor are very reliable to a point where the exact comparison between the two sources of information is not possible (Weiner 155). According to Bentham, not all individuals are similar when it comes to the issue of capacity to enjoy pain and pleasures. Strength, firmness of mind, health, education lineage, climate, occupation, income, sex among many other things affect individuals sensibility to register and experience pleasures of pain. Actually, Bentham found out that social utility measurement was approximate at its best. It is useless to talk of adding quantities which afterwards after the addition will be distinct as they were before. It is a fact that one mans happiness will not be another mans happiness and a benefit to an individual will not be reflected in a totally diff erent individual. One might pretend to add 20 oranges to 20 lemonsà ¢Ã¢â€š ¬Ã‚ ¦.this addibility of different forms of happiness may appear false when rigorously considered (Rima 66). Because there was no way to measure happiness or social welfare exactly, some attempt was needed by expediency on the approximate measurement of the net balance. Mill just like Bentham found out that then unifying principle of public policy was the proportion of the good to the number. This means that there should be the greatest good for the greatest number. Mill was very concerned on the exact nature of the general rule in particular with what utilitarianism include in terms of pleasure and pain (Stuart 210). It is very hard to rely on utilitarianism as the only method of making a decision because of the need to assign values to benefits and negative consequences of our actions and compare with the positive and negative consequences that might come up as a result of other actions. It is often impossible or very difficult to measure and compare the values of some costs and benefits. How can we for instance go about assigning a value to art or life? And how can one compare the value of life with that of life, time or human dignity? In addition, can we be ever certain on all of the outcomes of our actions? Our ability to predict and measure harms and benefits as a result of certain moral rule or cause of action is dubious to say the least (Habibi 98). May be the biggest challenge with utilitarianism is that it does not consider justice. Like in the case of doctor/innocent man, such course of action can produce great benefits for the society but the truth is that the action is unjust. When a doctor decides to compromise the life of one healthy who has some organs which can save the lives of five of unhealthy patients, the act appears to be unjust but the benefit is greater. After all one life has been used bring back five other lives that would have otherwise been lost. Utilitarianism argues that it is better to lose one life and save five other lives. Mill found it hard to define whom to include in the Maximand although he managed to answer it on pragmatic perspectives. Also, Mill found it hard to define an individual not to mention social happiness. In his strongest reactions to Bentham, Mill managed to differentiate between an individuals good and happiness. The biggest happiness of the biggest number is to become our invariable guide, and the greatest happiness of living men is not of men to come; for if there is posterity, who can be our guide? Who has the capacity to prejudge our future of men living by that time and how frequent would their biggest form of happiness consist in regard to their biggest errors? (Lacey 210). Utilitarian goal was then reformulated by Mill and in the process rejected what he perceived to be a narrow and excessive definition of utility by Bentham. On his emphasis on spiritual nature, Mill managed to argue that any gain of material nature is not the final goal for any society. A broader notion of improvement and moral tone were then integrated into utilitarian goal. He maintained that utility is part of the ultimate basis for moral obligations. These dimensions had a lot of implications on the economic policy which according to Mill in the minimum terms was to suit and at best improve the publics moral character. Mill however on various occasions questioned the effectiveness of institutional changes that did not intend to bring a moral improvement and eventually not achieve lasting effects (Bay 39). Mill insisted that in utilitarianism the same amounts of happiness are equally needed whether felt by different individuals or the same individual. Mill Championed for equality and impartiality freed both popularly and the enlightened as not corollary individuals of utilitarianism but part of the very meaning of utilitarianism: a principle that is seen to be lacking actions and rationale signification, unless an individuals happiness supposed same in status is counted for precisely as much as someone elses. However, every one has equal claim to all means to happiness. The greatest happiness perception remained problematic nevertheless, because the amount of was not directly measurable as Mills put it supposed equal in degree. The anterior principle of Utilitarianism it is permitted is that the arithmetic rule is applicable to the value of happiness just like all other quantities which can be measured. Mill argued that the only measure of quantity comprised of the verdict of individuals who had encountered different quantities of pleasurable sensations. Infact on a serious point, Mill argued that pleasures differed in type and amounts; but unable to give a clear-cut means of either ranking types of pleasures or measuring total pleasure (Lueck and Allen 66). If our decisions based on morals are to take into account issue of justice, then utilitarianism apparently cannot be the only guiding principle in our decision making process. However, it can play a significant role in the process. Utilitarianism principle invites us to take into account the immediate as well as the long term outcomes of our actions. Provided its insistence on summing harms and benefits of different people, utilitarianism needs us to project our vision beyond our personal interest to avoid favoritism on people affected by our actions. On the issue of perverse pleasures, Mill managed to come up with a very strong conception of ethical values on the basis of consequences of a particular action. He defined in a clear manner the kind of consequences that would count in determining whether the action is right or wrong as pleasure and pain. All living things are trying to avoid pain and seek pleasure. Because the main aim of ethics is to come with the best world, the purpose is to maximize the total pleasure available in the world and minimize the any pain as much as possible. The creed which accepts as the basis of morals, greatest happiness principle or utility, holds that actions are proportionally right because they tend to promote happiness and proportionally wrong when the result is sadness. By happiness is purported pleasure with no pain; by sadness is intended pain and lack of pleasure (wood 100). Initially, it sounded perverse or even trivial to some individuals who believe that pleasure is usually connected to an immoral act. Mill considered pain and pleasure in their most basic stages. For instance hunger is an evil because it causes pain. Mill also pointed out that preventable death is a way of denying one pleasure hence forms part of an evil. The main moral point that Mill is trying to present is that there is need to judge the ethical value of our actions on the general consequences it has for individuals in terms of pain and pleasure. The greatest principle of happiness holds that the less pain and the more the pleasure an action causes, the better it is in moral perspective. We should therefore seek to participate in those activities and be part of policies that lead to greatest happiness.