Philosophy Paper Essay Example | Topics and Well Written Essays - 1250 words

Philosophy Paper - Essay Example Hume is representative of skepticism in the search for Truth, skepticism of the mind itself in its ability to make valid judgments devoid of connection with material reality. Only when mental deductions were tied directly to â€Å"objective fact† through material measurements and statistical replicability would they be validated by the scientific method. Thus, the foundations of epistemology are revised with Hume in European thought, and Kant’s â€Å"Critique of Pure Reason† is an example of this in German philosophy of the same period. Kant’s polemics against metaphysics served to promote their devaluation in Western thought from the early 18th century, and metaphysics with its subjective methods that could not be proved or measured empirically were no longer considered objective knowledge. Hume’s writings on the biases, and the manner that logic reasons from the biases awoke Kant to writing his â€Å"Critique of Pure Reason† and other treatises. What Hume wrote of in the biases Kant would formulate more clearly in a conceptualization of a priori knowledge. In Kant’s philosophy, the logic of the biases was transformed into a type of integral essentialism, where the logic governing a process was held by the observer to be simultaneously its own nature, cause, and identity. This is based in an analysis of materialism that, like Hume, was based on substance and empiricism as indicative of the factuality of truth. In Kant, the application of moral awareness is limited to experience in the w orld as such, and therefore cannot be extended beyond being through speculation to places where the individual had no experience, thus limiting metaphysics to physics in the academic context of knowledge construction and validation. Kant’s model of consciousness was based on the preservation of the moral consciousness within logical thought or as its greater context of understanding. Thus, through this application, the biases in the

Cultural diversity in human resource management within hospitality Essay

Cultural diversity in human resource management within hospitality industries - Essay Example The literature published on the particular issue is explored. It seems that the forms of cultural diversity as part of the HRM in hospitality industry can be differentiated across firms in accordance with the local social and cultural principles; the ethics of each organization in regard to this issue have also an important role in choosing the HRM strategies of firms operating in the hospitality industry. The aspects of HRM in three major organizations in the hospitality industry, Hyatt, Hilton and Marriott are presented in order to show the common forms and effects of cultural diversity for HRM in organizations operating in this industry. It has been proved that the practical forms and implications of cultural diversity in the workplace can be differentiated from their theoretical context, at the level that market conditions tend to change continuously requiring different approaches when developing critical organizational decisions, such as decisions related to the level of cultura l diversity accepted within each organization. In order to understand how diversity can impact human resource management it would be necessary to refer to the role of HRM within modern organizations. Human Resource Management (HRM) can be characterized as a framework for managing employee issues across organizations. The role of HRM, even if seems simple, it could be described as quite complex, having to align the needs and the skills of individuals with the needs and the resources of the organization. The above view is verified through the following fact: HRM is divided into many categories, i.e. forms, each of which aims to address specific organizational problems, for instance, hard and soft HRM, the strategic HRM Management and so on (Talwar 2006). In accordance with Lee-Ross et al. (2010) HRM aims to support the relationships between employer and employees; it is explained that these relationships are often difficult to be managed, due to the lack of communication skills of HR managers but also due to the lack of willingness by the employees to support innovation and change. From a similar point of view, Saee (2006) supports that HRM is used for resolving disputes between the employer and employees especially in regard to the methods and the time framework related to the completion of various organizational projects or the alteration of existing business practices. It is also noted that HRM is a framework indicating the level of capabilities of managers involved in the relevant activity. On the other hand, Riley et al. (2002) supports that HRM is a mechanism/ framework reflecting primarily the interests of the organization; it is for this reason that HRM policies are usually based on the organizational aims and targets, either in the short or the long term. The level at which cultural diversity is promoted by HR managers within a