Sustainable Growth and Ethics: a Study of Business Ethics in Vietnam Between Business Students and Working Adults

Sustainable growth is not only the ultimate goal of business corporations but also the primary target of local governments as well as regional and global economies. One of the cornerstones of sustainable growth is ethics. An ethical organizational culture provides support to achieve sustainable growth. Ethical leaders and employees have great potential for positive influence on decisions and behaviors that lead to sustainability. Ethical behavior, therefore, is expected of everyone in the modern workplace. As a result, companies devote many resources and training programs to make sure their employees live according to the high ethical standards. This study provides an analysis of Vietnamese business students’ level of ethical maturity based on gender, education, work experience, and ethics training. The results of data from 260 business students compared with 704 working adults in Vietnam demonstrate that students have a significantly higher level of ethical maturity. Furthermore, gender and work experience are significant factors in ethical maturity. While more educated respondents and those who had completed an ethics course did have a higher level of ethical maturity, the results were not statistically significant. Analysis of the results along with suggestions and implications are provided

Simulation of boron rejection by seawater reverse osmosis desalination

yesBoron is a vital element for growth of creations, but excessive exposure can cause detrimental effects to plants, animals, and possibly humans. Reverse Osmosis (RO) technique is widely used for seawater desalination as well as for waste water treatment. The aim of this study is to identify how different operating parameters such as pH, temperature and pressure can affect boron concentrations at the end of RO processes. For this purpose, a mathematical model for boron rejection is developed based on solution-diffusion model which can describe solvent and solute transport mechanism through the membranes. After a wide and thorough research, empirical correlations developed in the past are filtered, adopted and calibrated in order to faction with reliability as part of the solution-diffusion model of this work. The model is validated against a number of experimental results from the literature and is used in further simulations to get a deeper insight of the RO process. The general findings of the boron rejection model are supporting the case that with increasing pH and operating pressure of the feed water, the boron rejection increases and with increasing feed water temperature the boron rejection decreases

Integrating modern business values and cloning: The legality, morality, and social responsibility of somatic cell nuclear transfer

Science and technology have catapulted the possibilities of cloning into reality. Over the past few decades, cloning has given rise to aggressive research and business opportunities that have transformed society's views on the scientific andcommercial uses, as well as abuses, of cloning. The advent of cloning, therefore, has engendered a multitude of implications and consequences that our society, legal system, religious, and scientific communities continue to struggle with. How does the public embrace, laws protect, religion condone, and morality support the research, science, and implementation of cloning? The worldwide involvement in cloning, moreover, is an indication that this practice has secured widespread recognition and influence. This paper will explore the science of cloning, the companies involved, the laws that affect it, the ethics that guide it, and the social responsibility of its participants and presence in our global society's future

Diversity Awareness And Management In Adult Education

Effective education to all students is a moral imperative in today’s diverse environment of adult learning. Educators are obligated to avoid all issues that present a conflict of interest in order to create a healthy learning environment for all students. This document provides a review of diversity related issues such as sexual harassment, self-fulfilling prophecy in relation to the diverse environment of education, diversity management concerns in learning, and adult teaching practices geared toward new adult educators of diverse student populations

Development of Kinetic and Process Models for the Oxidative Desulfurization of Light Fuel, Using Experiments and the Parameter Estimation Technique

YesThe oxidative desulphurization (ODS) of light gas oil (LGO) is investigated with an in-house designed cobalt 11 oxide loaded on alumina (γ-Al2O3) catalyst in the presence of air as oxidizing agent under moderate operating 12 conditions (temperature from 403 to 473 K, LHSV from 1 to 3 hr-1, initial concentration from 500 to 1000 13 ppm). Incipient Wetness Impregnation method (IWI) of cobalt oxide over gamma alumina (2% Co3O4/γ-14 Al2O3) is used for the preparation of the catalyst. The optimal design of experiments is studied to evaluate the 15 effects of a number of process variables namely temperature, liquid hourly space velocity (LHSV) and 16 concentration of dibenzothiophene and their optimal values were found to be 473 K, 1hr-1 and 1000 ppm 17 respectively. For conversion dibenzothiophene to sulphone and sulphoxide, the results indicates that the 18 Incipient Wetness Impregnation (IWI) is suitable to prepare this type of the catalyst. Based on the 19 experiments, mathematical models that represent a three phase reactor for describing the behavior of the ODS 20 process are developed. 21 In order to develop a useful model for simulation, control, design and scale-up of the oxidation process, 22 accurate evaluation of important process parameters such as reaction rate parameters is absolutely essential. 23 For this purpose, the parameter estimation technique available in gPROMS (general Process Modelling 24 System) software is employed in this work. With the estimated process parameters further simulations of the 25 process is carried out and the concentration profiles of dibenzothiophene within the reactor are generated

Distinguishing Implicit from Explicit Biases in Modern Workforce Management: Mitigation Strategies to Prevent its Negative Impact and Promote Meritocracy

This paper explores the pervasive and insidious nature of bias in the modern workplace by examining the intricacies of unconscious bias, implicit bias, and explicit bias. Despite attempts to promote meritocracy, fairness, and inclusion in modern workforce management efforts, biases continue to affect employment decisions, collegiality, civility, and organizational cultures. This paper delves into the nuances of each type of bias to distinguish between them, while discussing how they manifest, intersect, and impact individuals and organizations. Topics explored include affinity bias, halo effect, confirmation bias, association bias, disability bias, anchoring bias, name bias, etc. Specific cases and examples relate to the hiring of women and other disadvantaged workers in places such as the United States and Afghanistan.  Through a comprehensive and multifaceted methodological review of existing literature and case studies, this paper provides insights into the strategies and interventions that can mitigate the effects of bias in the workplace. It highlights the importance of awareness, education, periodic training, and accountability in addressing biases, and emphasizes the need for ongoing efforts to create a culture of inclusion and respect. The paper concludes by offering recommendations for organizations seeking to create a fair, merit-based, and inclusive workplace where all employees can thrive. Specific suggestions, implications, and recommendations are provided to prevent unconscious, implicit, and explicit biases from negatively impacting collegiality, camaraderie, and teamwork

The “Hate Wall” Project to Eradicate and Dismantle Discrimination in Higher Education: Lessons learned from the Well-Intended Initiative Gone Awry!

Deeply rooted prejudices and hatred of others based on people’s ethnic backgrounds, disabilities, or religious affiliations are realities of every society. To allow students, faculty, and staff on campus to de-stress by metaphorically destroying experienced hate, the Diversity Student Council of Nova Southeastern University built a “Hate Wall” so everyone can write negative biases they have heard to then dismantle it physically and symbolically. During the day, people wrote comments on the wall, and some were antisemitic regarding the Jewish community. Within a few hours, it turned into a publicity failure while deeply stressing many. This case study discusses what went wrong and how to prevent it from happening in the future. A project that was meant to create a more inclusive campus resulted in much negative publicity and stress among some students, faculty, staff, parents, and academic administrators. In this case, we review the “Hate Wall” purpose, and how the project went awry. Suggestions, recommendations, and implications for the creation of inclusionary decision-making and diverse teams are presented. Discussion questions are provided to reflect on what could be done better in future projects

Leadership Orientation of Afghan and Japanese Respondents: A Study of “Guzaara†or Getting Along in Asia

The purpose of this paper is to analyze the leadership tendencies of Afghan and Japaneserespondents by exploring their task and relationship orientations. While there are many published studies onthe Japanese work culture and leadership practices, research about Afghan working adults is limited. Usingthe Style Questionnaire, this research collected and compared the leadership orientations of 400 respondentsfrom each country based on national culture on the task and relationship-orientation continuums. To deepenthe understanding of Afghan leadership tendencies, we explore their culture of “guzaara†(getting along)practices. Similarly, we discuss the Japanese concept of “ba†(interactive knowledge creation) as one exampleof a best practice that can be benchmarked by others in society. Both Afghanistan and Japan are high-contextcultures; therefore, people are expected to be more relationship-oriented. While respondents from bothcountries do have a stronger focus on their relationships, data shows that Afghans have a significantly higherscore on both the task-orientation as well as relationship-orientation continuums, compared to their Japanesecounterparts. Implications, recommendations and limitations of the study are provided. The findings thatJapanese and Afghan employees are indeed focused on their relationships, and that they have a moderatelyhigh task orientation scores, are useful for managers and expatriates working in these two Asian countries

McDonalds Success Strategy And Global Expansion Through Customer And Brand Loyalty

The McDonalds Corporation is one of the most successful global restaurant chains around the world. They have used effective management and global expansion strategies to enter new markets and gain a share of the foreign fast food market. This case presents how McDonalds has achieved this enormous success, its best practices in the global food industry, international growth trends and challenges, and various lessons that have been learned from their expansion in foreign countries. Overall, the case provides a discussion of how McDonalds creates both customer and brand loyalty for their products and services. This case focuses on McDonalds international success, challenges and strategies

Leadership Tendencies of Pakistanis: Exploring Similarities and Differences based on Age and Gender

The management styles of people are influenced by their cultural contexts and urgency of completing tasks. For example, it is expected that people will get things done in a speedy manner when their jobs are on the line, but they will still try to minimize the negative impact to their relationships. To explore the leadership tendencies of working adults in the Pakistani workplace, this paper focused on comparing the leadership orientation of 232 respondents based on their age and gender. Pakistanis have a significantly higher score on task orientation. Their relationship orientation score is also on the moderately high range. The high score on both leadership dimensions reflects on their cultural orientation. Practical suggestions for expatriates and implications for future studies are presented