Step 1: Estimate your own ecological footprint
To support my lifestyle it take 3 global hectares of the earth productive area
Step 2 Write a comment about your foot print
Part A
If everyone lives in a same lifestyle as me we would require regenerative capacity of 1.7 planet each year and based on what I’ve learned about sustainability is that the Earth’s ecological footprint can only support an average of 1.8 hectares per person and mine is greater than 1.8 ha which means that I’m using more than my share and I’m unsustainable. According to Brundtland report I fall under quadrant II and the group is not really meeting the needs of people and is compromising the ability of future generations to meet their needs.
I wasn’t aware that I put pressure on the environment by the way I live my life but I can still reduce my ecological footprint by not wasting electricity and water, cycling or walking to places close by rather than taking a taxi or driving, and eating locally produced rather than imported food.
Part B
Next we want you to think back to your previous assignment – assignment 06. In that assignment we asked you to actually answer the virtue ethics questions of:
Do I practice the values I am describing?
Yes I do practice this values
Can I really claim that these are my virtues?
Yes
Is what I’m saying really what I do?
Yes
In light of what you have discovered in this assignment in relation to your own ecological footprint, we want you to critically reflect on the answers that you submitted in assignment 06. Do you think that they might need some adjustment or are you still happy that they are an accurate reflection?
I’m still happy with my answer provided in assignment 6 even though I realized that I need to make lifestyle changes and need to make better choices in what I consume and how I produce and use energy.
Part C
“It’s all in the outcome – Consequentialism”
Utilitarianism states that something is moral, or good when it produces the greatest amount of good for the greatest number of people and the ecological footprint informs us about the human pressure on the earth’s resources and allows comparisons between the demands placed on nature and the earth’s capacity to meet these demands therefore to be able to be sustainable, humanity needs to know where they are now and where they need to go in respect of their impact on earth and its resources. Every day we make choices in our lives that affect the environment, the climate and other species. From what we eat to how many children we decide to have so there’s a lot we can do to choose wild and reduce our environmental footprint to leave more room for economic growth that provides fairness and opportunity for all the world’s people, not just the privileged few, without further destroying the world’s limited natural resources and without compromising the world’s carrying capacity.
Fair is Fair – Distributive Justice
According to the research by the World Wildlife Fund they’ve calculated that South Africans have an average ecological footprint of 2.8 hectares which means that we are spending more resources than the Earth can sustain us and the way we use the planet’s resources makes up our environmental footprint hence If we continue living the way we do, by 2030 we will need two planets to sustain us. I believe that what keeps us fighting for a healthy world is the future of our children and they should not have to inherit our environmental problems and in order to keep their future bright, spreading awareness is imperative not only for us but children as well and they must be educated about saving the environment at a young age itself. In this way, the awareness is created early and they can also influence other kids to do the same. Global warming, pollution and other environmental concerns are on the rise which is greatly harming the environment. If kids can play a role in helping to save the earth, it will be great and we can together strive towards a cleaner and greener Earth.
Greenies-Environmental Ethics
According to Wikipedia, “Environmental ethics is the part of environmental philosophy which considers extending the traditional boundaries of ethics from solely including humans to including the non-human world. The major environmental issues include pollution, overpopulation, Industrial and household waste, climate change and global warming and these environmental issues have taken toll on our environment and we’ve already started seeing some disastrous effects in the form of health on humans. We need to ensure that we doing our part to keep the environment safe and protected as it is essential to keep the environment protected and free from danger so long as we willing to make a few simple and easy changes like cutting down of trees is something that we do for our own benefit, without any concern for the animals which are dependent on trees for survival because we are in possession of all of these natural resources does not mean that we can use those resources in any manner in which we choose without keeping anything for the future generations.

Step 1: Identify the problem: The problem is both internal and external. MOH must maintain their “world-wide” leader status of hospitality with growth and innovation while supporting their staff. MOH understands that bridging management goals and employee satisfaction can increase employee satisfaction of their work environment, which reflects in their performance and thus progresses the organizations development to its future goals (Heathfield, 2004).
Step 2: Describe the root cause for the problem. MOH must find the correct balance of intrinsic and extrinsic practices that retains employees, while increases their satisfaction and motivates their performance.
Step 3: Prescribe possible alternatives: MOH developed the O-zone, I am certain MOH incurred a cost to complete this (supplies, R&D) but they could have motivated their employees without spending money. Pozin (2011) expresses ideas like: appreciation recognition-giving a certificate, throwing a recognition party inviting their family and removing front-line management- trust the team to make and lead with correct judgement and decision, if they don’t, invest in the employee and train them.
Another alternative would be for MOH to reduce the staff daily work hours to seven, with 2-paid 20-minute breaks. Consider working the employees at seven-hour shifts eliminating that traditional 30 minute of unpaid break-time – this would encourage employee family time and thus increasing employee motivation. This may reflect in happier, more committed staff to ensuring the quality of the guest needs.
Step 4: Recommend a plan of action (decision/implementation):
Internal Decision 1: Build the O-zone/successful: To build an area in the hotel where employees can “get away” from the stresses of their work environment—a happy place to have fun and relax. This area will foster relations, motivate performance, and recognize development. “Because of the good environment, it helps me enjoy working more” (Marshall, Mottier ; Lewis, 2015). Although, currently successful, ongoing assessments will need to be completed.
Internal Decision 2: Invest in their employees/successful: Investing to retain and acquire the best, quality employees is, of itself, the best competitive edge. Halvorson (2015) states investing in employees “builds loyalty, creates promotable staff, keeps employees engaged and saves money (no turn-around)”. There is no evidence to suggest they have started internal training, but the results of the O-zone report the employees are ready and eager to begin.
Internal Decision 3: Management to develop HRM practices/successful: Training will encourage management to be positive, have a flexible environment, and encourage an employee’s growth (Bianca, 2012). Management will support the employees by allowing “adequate breaks, staff functions that involve family, and provide health/well-being opportunities” (Marshall, Mottier & Lewis, 2015).
External Decision 1: R&D/Develop a questionnaire/successful: To determine the employee’s reaction to facility changes and their effect on motivation. This questionnaire help management use McGregor’s Y Theory which suggests that management must know how to motivate and lead each employee based on the individual needs to gain the employee’s full potential. Based on these results the MOH constructed the O-zone to so that all employee based on– gender, work environment, and age felt valued and trusted (Theory X and Theory Y: Understanding People’s Motivations, n.d.).
Step 5: Why is this case important and relevant to a study of business? HRM must see employees as assets and find balance between management and staff needs. They can encourage and develop a team environment, grow skills and knowledge of the employees while supporting the business model of management. This fosters a win-win for the retention of the best qualified employees and over-all organizational performance (Burma, 2014).

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