Human Development Paradigm and Human Happiness Paradigm

Human Development Paradigm and Human Happiness Paradigm ANALYZING THE HUMAN DEVELOPMENT PARADIGM AND THE HUMAN HAPPINESS PARADIGM FROM THE PERSPECTIVE OF THE CONCEPT OF INDIVISIBILITY OF HUMAN RIGHTS INTRODUCTION The term development is determined in different aspects. One could say that rich countries having high financial capabilities are developed whereas another would say that a country with social values is developed whereas Recent United Nations documents emphasize â€Å"human development,† measured by life expectancy, adult literacy, access to all three levels of education, as well as people’s average income, which is a necessary condition of their freedom of choice. (Worldbank, 2004) With advances in development presently development is not only economic development it should be development of social factors, environmental factors, human development and economic factors. The World Bank report further expands to refer to sustainable development and the relationship of equity to sustainable development. â€Å"Sustainable† development could probably be otherwise called â€Å"equitable and balanced,† meaning that, in order for development to continue indefinite ly, it should balance the interests of different groups of people, within the same generation and among generations, and do so simultaneously in three major interrelated areas–economic, social, and environmental. So sustainable development is about equity, defined as equality of opportunities for well-being, as well as about comprehensiveness of objectives. (Worldbank, 2004) According to the reports definition sustainability covers every aspect including human rights. But the issue arises where human rights are neglected in the development process because sustainable development is a new term which is not much practiced. Human rights development paradigm and Human happiness development will be discussed in depth separately. Looking further to what human rights are, Human rights are rights inherent to all human beings, whatever our nationality, place of residence, sex, national or ethnic origin, color, religion, language, or any other status. We are all equally entitled to our human rights without discrimination. These rights are all interrelated, interdependent and indivisible. (Rights, 1996-2015) Human rights have the qualities of universal and Inalienable, interdependent and indivisible, equal and non-discriminatory, and they are both rights and obligations. When considering human rights it clearly shows that human rights are indivisible. Whether they relate to civil, cultural, economic, political or social issues, human rights are inherent to the dignity of every human person. Consequently, all human rights have equal status, and cannot be positioned in a hierarchical order. Denial of one right invariably impedes enjoyment of other rights. Thus, the right of everyone to an adequate standard of living cannot be compromised at the expense of other rights, such as the right to health or the right to education. (UNFPA, 2005) Next will consider the human development paradigm and the human happiness paradigm in the light of indivisibility. HUMAN DEVELOPMENT PARADIGM When considering the human development it mostly consider the aspect of economic development keeping other development factors ranked lower. The question arises whether human development should be mainly backed up by economic development. With the recent concept of sustainable development other aspects of human development should be given a similar rank but does this happen in reality and is sustainable development so widely grown among the world population. Amartya Sen comes up with the capabilities approach to answer the following complication in the development process. We would say before Amartya Sen’s capability approach it was a basic needs approach but Amartya Sen has come forward with the capabilities approach in order to achieve the human rights of people. The people’s freedom should be provided and they should be given space and access to opportunities. The concept of a capability has a global as well as local character such that its definition abstracts from particular circumstances, but its realization depends on specific local requirements. For example, the same skill can be compared for different people although it may require different amounts and kinds of food depending on one’s age, state of health, and so on. This makes the Capability Approach applicable across political, economic, and cultural borders. For example, Sen points out that being relatively income poor in a wealthy society can require ab solute povertyin some important capabilities, because they may require more resources to achieve. For example, a richer society may require more years of education for better employment. Many capabilities will have fundamental requirements that vary strongly with social circumstances. For example, a capability that people might generally be said to have reason to value such as the ‘ability to appear in public without shame’, but its requirements vary significantly according to cultural norms from society to society and for different groups within each society (such as by gender, class, and ethnicity). For example, Presently in Saudi Arabia, women must have the corporation of a close male relative to appear in public, and require a private car and a chauffeur to move between private spaces (Saudi Arabian women are not allowed to use public transport or drive a car themselves). The Capability Approach leaves open whether such ‘expensive’ capabilities, if well thought-out significant enough to be assured by society as a matter of justice, should be met by making more resources available to those who need them (chauffeurs and subsidized cars), or by reviewing the relevant social norms. The Capability Approach only identifies such capability failures and identifies their causes. However, if there is general agreement that such capabilities should be in the same way assured for all, there is a clear basis for disapproving undoubtedly unfair social norms as the source of relative denial and thus as inconsistent with the spirit of such a assurance. The capability approach takes a multi-dimensional approach to assessment, thus it is more sustainable and provides space for human rights. Time and again it may seem that people are generally well-to-do, yet a closer study reveals shortfalls in particular capabilities, for example, the sporting icon who can’t read. Capability analysis discards the belief that unusual attainment in some dimensions pay off for gaps in others. The capability approach’s relevance here is to argue that if people are falling short on a particular capability that has been collectively agreed to be a significant one, then justice would require addressing the shortfall itself if at all possible, rather than offering compensation in some other form, such as increased income. Capability assessment is informational demanding and its precision is narrow by the level of arrangement about which performances are appreciated. However, Sen has presented that even where only basic assessment of quite basic capabilities is possible (for example, life-expectancy or literacy outcomes), this can still provide more, and more relevant, action-guiding information than the normal changes. In particular, by making perspicuous contrasts between successes and failures the capability approach can direct political and public attention to neglected dimensions of human well-being. For example, countries with similar levels of wealth can have dramatically different levels of collective achievement and inequality on such non-controversially important dimensions as longevity and literacy. And,vice versa, countries with very small economies can sometimes score as highly on these dimensions as the richest. This demonstrates both the limitations of relying exclusively on economic m etrics for evaluating development, and the fact that national wealth does not pose a rigid constraint on such achievements (that GNP is not destiny). (Wells, n.d.) Amartya Sen’s capability approach has some draw backs such as information gaps and It contains only three dimensions – longevity, literateness (average years of schooling), and Gross National Income per capita – which are weighted equally. The Capability Approach is supposed to be concerned in evaluating how people charge on many magnitudes of life including some which seem very difficult to obtain information about, such as people’s real choice sets or such complex competences as the capacity to appear in public without shame or to form relationships with others. Human development paradigm shows well the concept of indivisibility in human rights. All rights should be given equal importance and it depends upon cultures norms and countries of different countries, there cannot exist tradeoffs for example a country having high economy does not mean that law literacy rates could be acceptable. Equal importance should be given to all human rights and human rights are always interrelated such that neglecting one human right would lead to a decline in the development of a country. HUMAN HAPINESS PARADIIGM Human happiness is considered as a new aspect of development and also it concerns with the human rights. People would be happy if there human rights are fulfilled, therefore happiness seem to have a direct relationship with human rights. The human happiness could be fulfilled when all the needs are fulfilled rather than only the wants. With the more accurate focus on actual needs, the human happiness paradigm is able to identify the devices that can help protect Mother Nature, achieve unbiased and sustainable socio-economic development, promote culture, and ensure good governance. To achieve these goals the policies must draw on existing natural, human, social and economic resources, which then have to be managed sustainably and responsibly to ensure this wealth remains available for used by future generations. Societal wellbeing as the desired outcome of these structures and policies. That certain skills and processes are also needed to transform these wellbeing outcomes to the higher goal of human happiness which will enhance satisfaction of the needs identified as the basis of development. (Bhutan, 2013) Human happiness considers wants and needs and these are also components of the human rights. In my opinion if human rights are fulfilled most people would be happy, therefore human rights are indivisible. In conclusion the human development paradigm and the human happiness paradigm are two paradigms which go in line with the human rights. When we talk about human rights as discussed above human rights are indivisible they are interrelated and if one human right is given less importance and if it is violated with the opinion it would not affect development that would give an adverse impact on the development process. Human happiness paradigm is a new aspect of the human development paradigm and it is also an improvement to move towards sustainable development in the development process. Therefore, I would conclude that the new human happiness paradigm which is and addition to the human development paradigm along with the indivisibility of human rights would support sustainable development to reach higher and make the sustainably developed rather than economically developed. Bibliography Bhutan, R. G. o., 2013. HAPPINESS: TOWARDS A NEW DEVELOPMENT PARADIGM, s.l.: s.n. Rights, O. o. t. H. C. f. H., 1996-2015. United Nations Human Rights. [Online] Available at: http://www.ohchr.org/EN/Issues/Pages/WhatareHumanRights.aspx [Accessed 26 06 2015]. UNFPA, 2005. United Nations Population Fund. [Online] Available at: http://www.unfpa.org/resources/human-rights-principles [Accessed 26 06 2015]. Wells, T., n.d. Internet Encylopedia of Philosophy. [Online] Available at: http://www.iep.utm.edu/sen-cap/ [Accessed 15 06 2015]. Worldbank, 2004. What is Development , s.l.: s.n.

Shakespeare :: essays research papers

Personal life His life was a good one for the times, no money struggles or divorced parents. His father didn’t expect him to fallow in his footprints like most parents, but, he would have liked it. Instead his father wanted what was best for him. In turn he fallowed his dreams of acting, writing and producing plays. His childhood was hard working; he went to the king’s new grammar school. He also studied Latin and Greek which he incorporates in his plays. When he was 18, he was married to Anna Hathaway, aged 26. Their kids names were Susanna, Hamnet and Judith. Burbage’s influence on Shakespeare Both Shakespeare and Burbage were 20, interested in theater, both part of the lord’s chamberlain’s men and both seeking success. Burbage invented the actual name â€Å"theater† and paying at the doorway of the theater instead of in it. The Theater had to be taken down so they took it apart and set it back up on the bank side of London and named it the â€Å"Globe†. For the observers eye of Shakespeare’s plays in the Globe The performances would start at approximately 2 o clock in the after noon unless the flag was up, which meant that the weather was too bad to host the play. Part of the Globes roof was open and the rest was thatch making it easy for the weather to cancel performances. Its octagon, kind of circular shape and being 3 stories tall helped to create its name, the Globe. Up too 3000 people could fit in the Globe and payments went 1 penny for a ground view and 2 pennies for a gallery seat. The stage was a thrust stage with secret entrances and great performances until it burned down from a shot of clothe in a cannon that landed on the roof. The Globe was no longer a Theater. Life as an actor There are 10 key points to the life of an actor. 1. It was a long day 2. You had to repeat shows lots 3. Memorizing your lines 4. You had to be very skillful in portraying different personalities 5. Had to be entertaining for the audience

Work force Up-skilling

Organisations usually view its work force as their driving force. The work force is believed to be the determinant of how far the company will go in terms of achieving its objectives. Organisations usually formulate strategies aimed at upskilling this workforce. This is usually done through methods aimed at improving the skill possessed by its workers. Organisations usually formulate strategies, which are aimed at achieving their workforce level objectives (Argyris, 1976p. 34-56). Since the organisations are required to try and create a team that possess high skills the process of coming up with a workforce of higher skill need not be universally accepted. The companies are supposed to adopt a way of moving towards higher skill that fits its requirements (Terry, 1960p. 104-109). This method of creating a workforce of higher skill should be formulated the best way possible an organisation can manage considering its requirement in terms of organizational strategy (Torbert, W. 2004p. 41-42). Workforce structure. Work force in organisations is usually composed of two categories depending on the type of workers. These categories are: – (i) Skilled workers (ii) Unskilled workers Skilled workers refers to workers of organisations who are believed to possess qualities such as possession of a certain level of good education in their field of specialisation. The Skilled workers are also believed to have acquired experience in their fields of specialisation. Skilled workers are required to have other features that enable them to be termed as efficient in their duties. Examples of these features include good communication skills and also interpersonal skills which aid incase one has to work in a group. Skilled workers are also termed as having broad level of general knowledge which is a factor in efficiency in their duties. Examples of skilled workers include Mechanical engineers, doctors, management accountants, finance officers and also civil engineers. Unskilled workers are workers in organisations who do not need to have any educational (formal) background. These workers need not have any experience to get jobs in an organisation. Unskilled workers are believed to have no skill for the jobs they carry out for organisations. These are the workers in an organisation who are believed to be at the bottom under the consideration of the level of qualifications. Most of the employees who are unskilled in organisations include cleaners and also loaders in stores. According to statistical data in the UK the skilled workers usually get the task of seeking employment easy. This is because most of the employment vacancies available are skilled occupations. It has been found that out of every 1,000 skilled job seekers, 75% end up succeeding. The statistical data has also revealed that the organisations in the UK give better working conditions to the skilled employees. It has been found that this preference in terms of better working conditions to skilled workers is usually an attempt by the organisation to maintain skilled teams in their organisation. This is not the case with unskilled workers. These workers find it hard to get good working conditions in organisations (Bass, & Avolio1995p. 100-123). The reason deducted for this occurrence is the fact that unskilled workers are readily available and incase their turnover tends to be high, there is no actual loss to the organisation. Human resource management refers to the process of handling matters concerning work force in an organisation. Each organisation usually has a department overseeing the efficiency of its work force. The human resource management is done by application of various models such as the goal Management Model. This human resource management model emphasizes on the need for organisations to handle their human resource in a manner likely to lead to the goal achievement. In the even of workforce upskilling a company should create a team of higher skill through assessment of the company’s goals. The organisations should use strategies likely to incorporate the needs of the organisation in terms of employee level of skills. The organisation should apply a strategy based on the level of skills required in achieving given goals. Another example of these models is the Culture change Model this is a model in human resource management which emphasizes that organisation changes their culture (House, 2004p. 23-31), and therefore the employees / workers should be upskilled to match the changes. Kurt Levin developed this model. Open systems Model is another model, which emphasizes that the human resource in an organisation should be managed as per the open system concept. This concept views systems as units that exchange requirements. The model argues that in employee upskilling the organisations should be able to get new employees from outside but not just develop the existing workers (Lowman, 2002p. 54-61). This model gives an organization option of acquiring workers of higher skills. All the three models described above show that there is no generally accepted way of upskilling an organisation workforce. The models suggest that an organisation should adopt a movement, which will be in agreement with the events at the organisation. For example when the organisation is faced with a change in its organizational culture, Lewin’s human resource management model should be adopted. When an organisation finds out that it cannot get the level of skill in the current workforce the open system human resource management model should be adopted, or just develop the existing workers to the level required, a characteristic of the Path Goal leadership model. Organisations usually emphasise on employee development in the attempt to reach a higher skilled work force. Employee development refers to the process in which employees of an organisation are involved in training in the organisation. Employee development involves a programme whereby the employees participate in their own will, the employees schedule their learning hours, the content to be learned is usually extra of what the job training requires and the workers select the content to learn without the influence of the organisations. Most companies in the UK emphasize on employee development since it is believed to give higher skilled employee workforce. Some of the companies in the UK, which emphasize on employee development, include Siemens UK and also Roll Royce Cars. These companies give a given level of provision in terms of sponsorship for employee training in the employee. The personal development theory in employee development argues that workers should be in a position to enhance the programme of employee development. The workers are required to be willing and interested in developing as employees of a given organisation. The employee motivation theory argues that the organisations should put efforts in the process of employee development. The organisations efforts should be in the form of programmes likely to boost the morale of employees (Stacey, 1992p. 31-39). The Benziger theory also provides directions on the employee development programmes in an organisation. In the process of employee development the organisations can create programmes bearing in mind that workforce usually consist of skilled and unskilled workers. The organisations should create programmes likely to give formal education, experience, skills and also general knowledge to the unskilled workforce. This is likely going to improve the skill of employee team hence likelihood of a success towards organizational strategy. The organisations should create programmes which will enable the skilled workforce improve their efficiency and also make them acquire certain level of vital attributes such as confidence and self-initiative (Warneka, 2006p. 23-29). Employee development should be structured in a way likely to make the organizational strategy give desired results. The employee development should be done in a way likely to put all the levels of the work force at a higher level of skill (Burns, 1978p. 65-71). Organisations should not copy the programmes adopted by their competitors or other comparable organisations. Copying of employee development programmes would not help organisations in the process of up-skilling its workforce since it might not suit the organisation. The organisations should structure these programmes as per their workforce requirement bearing in mind that the best workforce is that which is at a higher level in terms of suitability to a specific organization. Conclusion. Organizations should try as much as possible to avoid the perception that, workforce up-skilling is standardised (Heifetz, 1994p. 12-19). Organizations should formulate organizational strategies aimed at effective teams’ suited to the needs of specific company. The above is only possible if the right human resource models are applied and practiced.

The, The Sensation Of Happiness Essay - 1851 Words

Kraut’s Objections to Happiness The sensation of happiness is something that has undeniably been argued about for many years by a wide range of philosophical individuals. Questions about the true meaning of being happy are very common, as there are many different viewpoints that have very different opinions on the matter. A well respected analytical philosopher, Richard Kraut, attempted to differentiate a few of these viewpoints, as well as his own standpoint in comparison with Aristotle, who had his own definition of happiness. Aristotle defined happiness in his Nicomachean Ethics as â€Å"eudaimon†, which has roughly been translated as â€Å"human flourishing†. The term does not directly mean happiness, rather, he implored that the term differentiates between the notion of feeling happy, and the act of leading a happy life. Aristotle argued that these happy feelings only pertain to one’s internal identity and are only experienced by that particular individual. Leading a happy life is also exp erienced internally, but it is subject to external criticism, thus giving meaning to a similar, yet different idea. One may argue that a person’s life is full of happiness and joy because they have experienced these emotions, while another, who may have witnessed a large portion of their life, might say they have not had a happy life, despite some of the happy instances had by the person. According to Aristotle, everyone lives for a certain goal of happiness through self-accomplishment andShow MoreRelatedThe Spiritual Experience Of Living Every Moment With Love1400 Words   |  6 Pagesâ€Å"Happiness cannot be traveled to, owned, earned, or won. It is the spiritual experience of living every moment with love, grace gratitude.† –Denis Waitley What is happiness? People have agonized over this question for centuries, but only recently has science begun to measure in on the debate. 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