On Existence and Value

It may be a deep, yet often ignored, human need for a human being to have value. In this paper, I firstly point out the problem of value, which is, roughly, how to find a way for a human being to have value. Then, I point out the problem of existence, which is a related problem, which is, roughly, how to affirm existence in an absolute manner. After that, I propose a solution to the problem of existence, which is a new way of thinking, which starts with a pure concept of existence, or in other words, a pure concept of "there be". This new way of thinking itself may be worthy of further philosophical research, especially metaphysical research. Finally, in this new way of thinking, I propose a solution to the problem of value, of which the main part is a metaphysical argument for that every entity has value. This paper may help to address the deep, yet often ignored, human need for a human being to have value

Value creation through HR shared services: towards a conceptual framework

Purpose – The purpose of this paper is to derive a measure for the performance of human resource shared service providers (HR SSPs) and then to develop a theoretical framework that conceptualises their performance.\ud \ud Design/methodology/approach – This conceptual paper starts from the HR shared services argument and integrates this with the knowledge-based view of the firm and the concept of intellectual capital.\ud \ud Findings – We recommend measuring HR SSP performance as HR value, referring to the ratio between use value and exchange value, that together reflect both transactional and transformational HR value. We argue that transactional HR value directly flows from the organisational capital in HR SSPs, whereas human and social capitals enable them to leverage their organisational capital for HR value creation. We argue that the human capital of HR SSPs has a direct effect on transformational HR value creation, while their social and organisational capitals positively moderate this relationship.\ud \ud Originality/value – The suggested measure paves the way for operationalising and measuring the performance of HR shared services providers. This paper offers testable propositions for the relationships between intellectual capital and the performance of HR shared service providers. These contributions could assist future research to move beyond the descriptive nature that characterises the existing literature

VALUE-BASED EDUCATION FOR HUMAN DEVELOPMENT – ERITREAN PERSPECTIVE

Education is important in any country since it promotes the knowledge, skills, habits, and values. The learning does not solely come from the teacher. Hence the educator for the child is both the teacher and his peer group. The societal values have been diminishing over the past few decades. Therefore, it is necessary develop the holistic citizenship education. The problem of value education of the young African nation Eritrea is gaining prominence in educational discussions during the recent times. Hence, Eritrea emphasises on values in education and attempted to incorporate its National Curriculum Framework for School Education-2003. An attempt is made in this paper to discuss the Eritrean societal values in fighting for their freedom and it provides some conclusions and implications to develop the value education in Eritrea.Value Education, Human Development, Eritrea, Teachers and students, Good citizen

Neural computations underlying action-based decision making in the human brain

Action-based decision making involves choices between different physical actions to obtain rewards. To make such decisions the brain needs to assign a value to each action and then compare them to make a choice. Using fMRI in human subjects, we found evidence for action-value signals in supplementary motor cortex. Separate brain regions, most prominently ventromedial prefrontal cortex, were involved in encoding the expected value of the action that was ultimately taken. These findings differentiate two main forms of value signals in the human brain: those relating to the value of each available action, likely reflecting signals that are a precursor of choice, and those corresponding to the expected value of the action that is subsequently chosen, and therefore reflecting the consequence of the decision process. Furthermore, we also found signals in the dorsomedial frontal cortex that resemble the output of a decision comparator, which implicates this region in the computation of the decision itself

The Effects of Human Resource Management Decisions on Shareholder Value

We examine the effects of selected human resource management decisions on the abnormal change in total shareholder return. Announcements of human resource decisions are classified into five types--general HR system announcements, compensation and benefits, staffing, shutdowns and relocations, and miscellaneous. Using an event study methodology we investigate whether any of these HR decisions had a discernible effect on either the level or variation of abnormal total shareholder return. We find no consistent pattern of increased or decreased valuation in response to the different types of HR announcements, even after controlling for the likely effect of such announcements on total compensation costs. We do find substantially increased variation in abnormal total shareholder return around the announcement date, which indicates that HR decisions do provide information to the stock market. The events associated with increased variation in total shareholder value are permanent staff reductions and shutdown/relocations. The absence of consistent valuation effects combined with the evidence of increased variation in shareholder value may be attributed to uncontrolled firm-specific factors, the categorization of the HR events or, simply, to the unique interpretations the market placed upon these events

Good, Bad or Ugly? The Social Impact of Leisure

This paper addresses the links between human values and the political imperative for 'Best Value

A Sketch of a Humane Education: A Capability Approach Perspective

Poverty, understood as basic capability deprivation, can only be solved through a process of expanding the freedoms that people value and have reason to value. This process can only begin if the capability to imagine and aspire for an altenative lifestyle worthy of human dignity is cultivated by an education program that develops both the capability to reason and to value. These two facets play a major role in the creative exercise of human agency. This program of humane education can only come from an adequate description of the human agent as a persona that seeks to actualize itself based on his/her understanding of the good. Education must therefore seek to cultivate the capability to have an adequate conception of the good (normative) as well as the capability to constantly re-evaluate one’s conception of the good (evaluative) in order to freely and reasonably choose a life that one values and has reason to value. Education must therefore entail not merely the development of skills nor specialization in a particular field but must concentrate on the integration of the human person as a whole which leads to self-creative praxis

Qualifications, Employment and the Value of Human Capital, 1986-2001

This paper summarises the changing nature of qualifications across the working age population in New Zealand over the period from 1986 to 2001, and investigates the relationships between the changing qualification distribution and employment and income. First, the results confirm that there was a general upskilling of the population, as measured by formal educational qualifications. Second, we examine patterns of qualification change and employment growth measured in job groups, and find that the upskilling of the population occurred across a wide range of job-groups. Also, although the results show the employment growth was strongest in job-groups with high initial levels of skilled workers, employment growth is only weakly related to upskilling. Third, we decompose the change in the value of human capital into contributions due to changes in the qualification mix, changes in the (economic) returns to qualifications, and the interaction between these two factors. The value of human capital increased by 20% over the period: about 75% of this increase can be attributed to increasing incomes holding constant the mix of qualifications, 15-20% to an increasing skill mix, and the residual to interaction effects.Qualifications, Upskilling, Human Capital, Employment Growth, Incomes, New Zealand