Article Review- info enclosed Essay Example | Topics and Well Written Essays - 500 words

Article Review- info enclosed - Essay Example The fire fighters and Hazardous material (Hazmat) response teams who reached the scene evacuated about 200 students from the building. It took some time for the Hazmat team to organize its decontamination set up after which they entered the building for the clean up process. The team reported that less than 1 ml of the chemical had spilled inside the lab and that the spill occurred only within the lab. However due to the hazardous nature of the chemical it took some time for the clean up process to finish and the spill was neutralized at about 5 pm. The surrounding premises were closed for safety reasons between 3 and 5 pm and classes in the building were also cancelled. It was only after the cleanup was complete students were allowed back inside the building. The prompt reporting made by the researcher immediately after the spill was crucial for the quick rescue and cleaning up process. In addition, putting the chemical container under the exhaust hood prevented further spill and inhalation of the chemical, which could have led to serious consequences if inhaled. These steps followed by the researcher without getting panicky are noteworthy. It would be a good example for other students to follow the procedure incase such incidents occur again. The Hazmat team also did a commendable job given the fact that the chemical was potentially hazardous if inhaled accidentally. The neutralization of the spill was carried out by careful planning by the team and only after the entire safety set up was in place in order to avert any mishap during the clean up. The entire process of the rescue operation was done in a planned and efficient manner due to which there was no injury reported. The fact that the Hazmat team performed the set up without any hurry is an indication of their commitment and dedication to the work as any job done hastily without prior planning would not

Exploring the Logic of Experimental Design Assignment

Exploring the Logic of Experimental Design - Assignment Example Experiments are conducted by carrying out research studies, which attempt to put together information that is pertinent to the aims of the experiment. According to Jackson, the accomplishment of an experiment’s purpose is determined by its design and the way it is executed. Formal experiments evaluate physical entities while other modes of experimentation involve carrying out studies that involve observation and statistical surveys. The design of an experiment determines the feasibility of the intended results to the subject of the experiment, which makes experimental design a crucial factor in all analytical work (Scott, 2010). This paper seeks to highlight and explore the logic of experimental design, and how to apply them to create designs used in analytical research. Question #2 Experimental design is closely associated with methodology which are the steps taken to accomplish the task set out by the experimental design. An experiment is an inquiry into the intrinsic featur es of a subject, and it this inquiry requires a predetermined process of execution for it to serve its purpose (Jackson, 2012).The development or creation of an experiment stems from lack of information pertaining to the nature, function or purpose of an entity. Thus, this uncertainty and lack of knowledge prompts activities that are geared towards establishing and information concerning the unknown. Methodologies are ways of carrying out these activities, and they give rise to experimental designs that ensure these activities are purposely oriented. All endeavors that are carried out by man in an effort to gather information about a subject can be considered experiments or studies. This is because the sole purpose of an experiment is to account for or discount the nature and existence of a phenomenon. An experimental design accomplishes its purpose by ensuring that the methodology adhered to in an experiment is geared and oriented towards garnering the appropriate results in accord ance to the research hypothesis. Research hypotheses are the questions that experiments seek to answer by confirming their assumptions or disapproving their postulates. Question #3 The major advantage of experimental designs is that when they are properly conducted, they have the ability to illustrate causality. This is achieved by the degree to which the experiment’s parameters manipulate exposure to independent variables and elimination of confounding variables. For a study to qualify as a true experiment, the methodology should be designed in such a way as to exclude dependent variables (Scott, 2010). This is an aspect of experimental design that can be applied in educational studies to determine the cause and effect of both external and internal factors in an educational system. A disadvantage associated with experimental designs in an educational study is that they are difficult to design because they require a lot of human energy and resources. To effectively design an experiment focused on an educational system, it requires taking the behavior of the concerned parties, and in this case students, into the context of the experiment. This raises some hard to answer questions based on the ethical and moral consideration of the experimental group (Trochim, 2008). Question #4 Experiments are conducted using independent and dependent variabl

Connecting the local with the global Essay Example | Topics and Well Written Essays - 1750 words

Connecting the local with the global - Essay Example On the other hand, economies are exposed to the risk of the spread of economic crisis, for example the current financial crisis in the United States which spread to several other economies due to globalization. However, the benefits of globalization surpass the adverse effects since economies continue to thrive despite the negative aspects of globalization (John and Thomas 1997). For example, the East Asian economies are amongst those that have reaped much benefit from changes in the global scale. Once a peripheral economy, even with the devastating outcomes from the Korean War, Seoul, the capital of Republic of Korea, has become the worlds 11th largest economy in the world and has overcome the world economists expectation by developing into a semi-peripheral economy in a short time. This essay is a critique of events that have occurred as a result of globalization in South Korea. It offers an overview of the benefits that the community has reaped from globalization, as well as some hitches that have affected the people due to the globalization phenomenon in Seoul. It also gives the impression that the benefits that the benefits of globalization to the community surpass the few hitches tha t have been experienced. In the conclusion, it highlights the world-system theory of globalization that is reflected by the ideas that have been discussed. Globalization is one of the occurrences in the Republic of Korea that has had extensive effects on the country’s economy. The community in Seoul, which is the capital city, has been affected by the shift from protectionism to a liberalized economic system. The proliferation of foreign direct investment is as a result of globalization. The United States leads in the number of foreign companies investing in the country, which is focused towards more import liberalization in order to encourage consumption of foreign products in the country. This was meant to encourage foreign investment in the country (Noland 2009). The

Abandoned Friendship Essay Example | Topics and Well Written Essays - 500 words

Abandoned Friendship - Essay Example I told him to be strong and remain contented with what little you have. In essence I gave him the shoulder to sob upon. Then he told me the unfortunate mission behind our going to the mall. He told me we were there to steal a few things which were important for him at that stage of his life. I was shocked to hear that and could not believe how I could be a part of such an activity. I told him this was amazing and I could have never thought of doing anything like that. He told me to help him otherwise he would stop calling me as a friend. My morals did not allow me to do such a thing. He forced me by hand to go to the mall and help him steal some stuff for him. I shrugged off completely and quickly. I made my way to my place without even looking backwards. That was the day this friendship came to an end. I was utterly shocked by his aggressiveness and I cannot believe, to this day, how I could have befriended such a human

Life of Muhammad Essay Example | Topics and Well Written Essays - 500 words

Life of Muhammad - Essay Example The past scriptures are the most accurate sources of information about the history of the Muslim community. The writings found in the books such as the Quran adequately inform about the history of early Islam and related practices. The Muslim holy book is comprehensive in tracing the events that Muslims went through, the practices they engaged in and their lifestyles (culture) capturing the changes experienced from Mecca to Medina (Deen 126). It is regarded by the Muslims as the true word of God. The fact that it addresses some of the difficulties the Muslim community of that time went through makes it a valuable tool for digging the occurrences that the people experienced. Consequently, Hadith is another essential source of information about the history of Islam. The abundant information about the history of Islam today has been sourced from hadiths. Muslim laws that are still practiced today are based on the writings inscribed in the hadiths. The fact that hadiths were written during the ancient times makes them reliable. They provide factual information about the practices and lives lived by the Muslim community in the early times. For instance, Muhammad himself wrote a hadith about the interpretations he had about the religious life of the Muslims. Significantly, the Muhammad’s biography written to unfold the life of Muhammad both found in the Quran and Ibn Ishaq’s work reveals more deeply the history of Islam. The struggles and challenges Muhammad went through and the works he carried out are well documented in various works. For instance, Ibn Ishaq lived in the ancient times when Muhammad was still alive and his reports are believed to be an accurate reflection of what exactly constituted Prophet Muhammad’s life. The Dome of the Rock has also explored the practices and movements of the Muslim community extensively (Lings 110). There are also secondary sources that attempt to demonstrate the history of Islam. Films such as Life of Muhammad have

Childhood and Young People Essay Example for Free

Childhood and Young People Essay Describe ways in which discrimination may deliberately or inadvertently occur in work? The ways in work that this would occur would be if you have a policy where you will employ anyone without discrimination but without having disabled access that would be inadvertently. Describe the sorts of behaviour problems that should be referred to other and to whom these should be referred? The sorts of behaviour problems that should be referred are if a problem keeps re-occurring such as hitting, biting, and swearing. This should be referred to your manager and then that’s for the manager to take further or not. Describe the different transitions children and young people may experience? There are different transitions that children and young people may go through can be planned for such as moving to a primary school but the transitions that you cant plan for will be a sudden death in the family which this could be traumatic for the child. Explain how to give adult support for each of the transitions? The most important part of giving adult support to a child when going through these transitions would just letting the child know that there is someone for them to rely on. Explain how a work setting can encourage children and young people’s positive behaviour? Depending on the age of the child the encouragement doesn’t really change for example 1-2 year old you would distract the child if they aren’t displaying good behaviour and then praise them while keeping calm and patient and make sure you stay being a good role model. For a 3-4 year old you would praise and encourage the child and then next explain while keeping patient and then supervise the child and then make sure that you continue to be a role model. Reflect on own role in promoting positive behaviour? In my role I think promoting positive behaviour is important so you build a bond with that child so when they do go through a stage of bad behaviour they respect you and listen to you when you guiding them in the right direction. Also praise is the most important when promoting positive behaviour this would be a case of reverse physiology. Review effectiveness of own contribution to the assessment of the development needs of a child or young person? Review effectiveness of own role in supporting the child or young persons development? Identify changes that can be made to own practice in supporting child and young person development? Outline own role and responsibilities in the event of a child or young person requiring urgent medical attention? When a child needs urgent medical attention the first thing that you should do is find out how bad the injury in to determine what you need to do to help the child then you need to react and provide first aid on the child if more serious ring for an ambulance. Then next monitor the child for further re-occurring effects, this is mainly for a head injury. Then you will need to record the injury and what happened and what first aid you carried out on the child. Outline procedures for infection control in own work setting? The procedures that we have in place in the work setting are cleaning charts and professionals that come in and check over the setting to make sure that it is clean. Also we make sure the toys are clean for the children to play with to reduce infection and cleaning the nursery every night. Also if there is a spill of any kind such as blood or sick, we have different coloured buckets to clean it up to reduce contamination. If you were to be in the kitchen we use different coloured chopping boards to stop the risk of cross contamination which could lead to infection. Explain how the procedures of the work setting protect both children and young people and practitioners? This protects everyone in the setting from infection such as illness for example the common cold. This protects everyone because the cleaner the better, if the rooms were never cleaned or tidied that’s how infection would built because when you clean you kill any type of infection. Describe what is meant by a positive environment? A positive environment would be where staff and children are happy at all times, where everyone gets on well and keeps the setting positive. Making sure that the children have enough the play with both indoor and outdoor to keep them happy, when there is enough space for the children to play it keeps them positive. Although we need to make sure that the setting is fun and attractive it needs to be safe and secure. Identify regulatory requirements that underpin a positive environment for children and young people? The regulatory requirements that underpin a positive environment for children must be safe to work in, so this is why there are ratio’s to children to staff. Also yearly Ofsted will visit the setting to make sure you are sticking to these requirements, a few examples would be the heating, making sure it’s always at the right temperature which is 15-18 degrees or for babies 20-22. Another would be radiators and pipes to be covered and smoke alarms fitted in the setting and making sure that emergency equipment is always available. Explain how to effectively care for children and young people’s skin, teeth and hair? It is always important that children’s skin teeth and hair is looked after. Skin – children are encouraged to wash hands after using the toilet or before they, also as they get older they should be encouraged to wash their own bodies when they wake up and before they go to bed for example letting the child have their own flannel will encourage this.

History Of Fairness And Ethics Business Essay

History Of Fairness And Ethics Business Essay Fairness is a very broad concept which requires scholars to define the term fairness comprehensively and clearly because the term fairness is a dimension, meaning it is conceptual and we cannot use our senses to know what does the term actually means or set the boundary of the term. Therefore, we need to scholars to define the term and as more scholars define the term, the clearer or precise the definition will be. Taylor (1975, p. 109) defined fairness as inquisition into the character and area of morality which included rules of conduct, moral judgments and standards. Rawls (1971, p. 194) define fairness as the understanding of other peoples need. Aristotle (1968, p. 140) defines as equals should be treated equally and unequally. Plato (1974, p. 181) defines as à ¢Ã¢â€š ¬Ã‚ ¦ the requirement we laid down at the beginning as of universal application when we founded our state, or else some form of it. We lay down; if you remember and have often repeated that in our state, one man wa s to do one job, he was naturally most suited for. Cooke (2011, p. 84) defined fairness as peoples position in society which able to determine by factors within their control. From the definitions above, we can conclude that fairness is derived from several variables. Therefore, fairness consists of variables where the single variable is unable to define the term as a whole. Therefore, when the variables add up, it forms or creates the term. We can observe that the dimensions of fairness consist of needs, equal and morality. Hence, we can conclude that fairness requires the equality in the way peoples are treated and the difference in treatment are based on morally justifiable reasons such as need, effort or merit (Velasquez, Andre, Shanks Meyer, 1996). There are several types of fairness from the concept of fairness which are distributive fairness, procedural fairness and interactional fairness and Hornibrook, Fearne and Lazzarin (2009) suggested that if these three aspects of fairness are perceived positively, it will reflect to the organizational outcomes. Types of fairness 1.1 Distributive fairness Distributive fairness, a theory based on writings of John Rawls, has a major focus of distributing assets fairly among a dynamic and diverse group of members from a community. Rawls argues that everything must be done in an act of achieving fairness throughout and he did not want anything to be done that may hurt or damage another person. For example, Rawls (1971) felt that throughout a society, every demographic should be allowed the same treatment and goods as any other. Issues of distribution are pervasive in society, existing in any situation where there is an exchange type of relationship (Deutsch, 1985). Velasquez et al. (1996) refers distributive justice as the extent to which societys institutions ensure that benefits and burdens are distributed among societys members in ways that are fair and just. When the institutions of a society distribute benefits or burdens in unjust ways, there is a strong presumption that those institutions should be changed. For example, the American institution of slavery in the pre-civil war South was condemned as unjust because it was a glaring case of treating people differently on the basis of race. There are four specific principles of distributive fairness that can be considered in situations involving the distribution of material goods and resources, especially those that are scarce (Munson, 2004). The principle of equality requires that all benefits and burdens be distributed equally. The advantage to this concept of fairness is that everyone is entitled to an equal share of resources. However the principle becomes problematic when not everyone is perceived as equally deserving of an equal share. The second principle is the principle of need, which suggests that resources should be distributed based on need so that those with greater need will receive a greater share. In theory, this supports the principle of equality in that everyone will end up with the same share of goods. A problem occurs from this principles is the question of exactly what material goods and resources we are entitled to. Definitive agreement has not been reached in this society as to whether health care is such a good although Lamont (2002) argued that the poor should receive the same health care as the rich. The third principle is the principle of contribution which maintains that persons should benefit in proportion to their individual contribution. Those who contribute proportionately more to the production of goods should receive proportionately more goods in return. Finally, the principle of effort similarly recognizes the degree of effort made by an individual as the determining factor in the proportion of goods to be received. Obvious difficulties with these principles lie in defining the exact nature and impact of a contribution and accounting for the inherent differences in the outcomes of individual efforts regardless of the amount of effort spent. In organizations, distributive fairness affects performance when efficiency and productivity are involved (Charash Spector, 2001). According to Honans (1961) fairness in organizations concerns with distributive fairness that is, the manner in which organizational resources are distributed among personnel (Freedman Montanari, 1980; Leventhal, 1980) and on employees reactions to those resource distributions (Greenberg, 1982). Furthermore, performance appraisal and salary are some of the important determinants of employees perceived fairness (Lawler, 1971). Similarity, Chang and Hahn (2006) define distributive fairness as the perceived fairness of the quantity of compensation that employees get. Hence, in a business relationship, distributive fairness is based on the evaluation of the outcomes or results (Ferrell, 2010). The outcomes or results in distributive fairness may be tangible such as salary as well as intangible such as praise. Perceptions of distributive fairness can be fostered when outcomes are perceived to be equally applied (Adams, 1965). According Adams (1965) people compare the ratio of their own outcomes such as salary or promotion and inputs such as effort or qualification and make compare with others (Greenberg, 1982). On the other hand, when people perceive or expect fairness to occur, they may react positively towards the organization and recommend the organization to others, thus building on the positive image of the organization as a potential employer as well as an organization as a whole (Hà ¼lsheger Anderson, 2009). When an organization is perceived to be distributively just, employees tend to support of the organization by doing tasks outside the scope of their job description (Charash Spector, 2001; Karriker Williams, 2009) or in other word, improving perceptions of fairness increases performance (Karriker Williams, 2009). On the other hand, perceptions of distributive fairness are also strongly related also to the withdrawal of employees from the organization (Charash Spector, 2001) and the relationship between effort invested and outcome received often results in legal issues which can damage an organizations image (Anderson, 2004; Anderson, 2011; Anseel, 2011). If employee found out that he or she is being treated unfairly, he or she will be unmotivated to do the work. Suliman (2007) once said that, organizations that distributed the resources unfairly will create argument, disrespect and mistrust among them. It is because employees perceptions on distributive fairness are mainly based on comparisons with colleagues. If the comparison comes out with positive result, they will feel positive toward the organization management. Hence, the organization performance will be improved. However, if the comparison is negative, the outcome will become negative too. Therefore, managers must notice employees perceptions on distributive fairness as well as procedural fairness since these two dimensions play a main role related to intentions to quit and job dissatisfaction (Dailey Kirk, 1992). It is very important to make employees feel in part of the decision making when amending appraisal and reward systems. Organization can seek for employees opinion when making the changes to show respect to employees. 1.2 Procedural fairness According to Leventhal (1980, p. 156) procedural fairness is define as ones perception of the fairness of procedure components of the system that coordinate allocation process. Rawls (1971) argues that the procedure used is pivotal to the outcome reached and if fair procedure is utilized, principles of justice based on fairness and equality will be an inevitable result. The procedure is referring to the means whereby various ends are attained. Whether the outcomes are pay raises to be distributed to employees, labor disputes to be settled, or performance evaluations to be recorded, a key determinant of these decisions involves how they are made (Folger Greenberg, 1985). In short, procedural fairness concerns about the processes through which decisions are made from (Thibaut Walker, 1975). Thus, this concept is opposite of distributive fairness, which is concerned with the perceived fairness of the content and consequences of those decisions (Walker, Lind Thibaut, 1979). Forret and Love (2007) define procedural fairness as the perceived fairness of an organizations procedures and policies used to determine an individuals outcomes. It influences a wide range of human behaviors, perceptions, emotions, and across diverse social settings. Leventhal (1980, p. 160) define procedural fairness as ones perception of the fairness of procedure components of the system that coordinate allocation process. Leventhal (1980) and Forret and Love (2007) have identified several similar criteria and perception of procedural fairness. Viewpoints of procedural fairness are related to employees morale and trust and they are characterized by solidity in the procedures, accuracy of the information, and free of bias (Forret Love, 2007). Leventhal (1980) classify six criteria of perception of procedural fairness which are procedures are fair when they are consistency, bias minimization, accurate information, consist of technology gadget for wrong decisions correction, maintain usual concept of morality and the last is it is representative. Procedural fairness has been found that it able to increase the feelings of being appreciated. Hence, it is very important that procedural fairness is perceived positively in order to an organization to achieve maximum productivity and its strategic goals (Prooijen, 2009). If there is unfair procedures occurred, trust between the employees and company will be low, and therefore employees will have low commitment and motivation (Cremer, 2005). An organization who wants to have positive outcomes should have a good perception of procedural fairness. Research has showed that there are few benefits of procedural fairness for organizations. A good perception of procedural fairness creates positive attitudes toward management control and hence produces a number of good behavioral reactions (Collett, 2008). It is important for an organization especially in performance appraisal to create harmony among employees in order to increase organization performance. Organizational researchers found that procedures are perceived to be more fair when affected individuals have an opportunity to either influence the decision process or offer input (Thibaut Walker, 1975; Gilliland, 1993; Muhammad, 2004). The decision making can be included in salary determination or promotion of employees. If procedural fairness is used in salary determination, it will eventually improve the ability of organization to manage the salary determination process effectively (Cloutier Volhuber, 2007). Bagdadli, Roberson and Paoletti (2006) said that fair promotion decisions influence feelings of organizational commitment of employees. By other words, organizations are able to keep employee commitment when promotion decision making involve procedures fairness and employees will perceive it to be fair. For example, Wainwright Bank and Trust Corporation in Boston have made a commitment to promoting fairness to all stakeholders by providing a sense of inclusion and diversity that extends from the boardroom to the mail room. In other words, the bank uses method of procedural fairness to establish positive stakeholder relationships by promoting understanding and inclusion in the decision making process. Furthermore, Gilliland (1993) states that perceptions of procedural fairness are influenced by the extent to which procedural rules are satisfied or violated. Procedural rules, listed by Leventhal (1980) suggest that in order to be fair decisions should be made consistently; without personal biases, with as much accurate information as possible, with interest of affected individuals represented in a way that is compatible with their ethical values, and with an outcome that can be modified. Other researchers have suggested additional rules such as the importance of two-way communication (Greenberg, 1986). . 1.3 Interactional fairness Interactional fairness is defined by sociologist John R. Schermerhorn (2006, p. 140) as the degree to which the people affected by decision are treated by dignity and respect when executing procedures and determining outcomes. Therefore, the quality of interpersonal treatment that people receive from authorities during the decision-making procedures is very important (Bies Moag, 1986; Greenberg, 1993). In other word, interpersonal fairness reflects the degree to which people are treated with politeness, dignity, and respect by authorities and third parties involved in executing procedures or determining outcomes (Colquitt, 2001; Kickul Troth, 2003; Janssens, Sels Brande, 2003).This concept focuses on explanations provided to the people that convey information about why procedures were used in a certain way or why outcomes were distributed in a certain fashion (Greenberg, 1993). The assessment of organizational practices and behavior of authority in terms of fairness does not usually depend on how fairly the employee was actually treated, but rather on how fairly the employee perceives that he or she was treated (Greenberg, 1990). Perceptions of interactional fairness play a role in the determination of employees work attitudes and behavior (Cohen Spector, 2001; Colquitt, Conlon, Wesson, Porter Yee, 2001). According to Greenberg (1993) interactional fairness can be broken down into two fairness which are interpersonal fairness and informational fairness. Interpersonal focuses on treating people with dignity and respect while informational fairness deal with the justifications provided to people. There are four factors that affect perception of employees on fairness of the interpersonal treatment get from the organization (Narcisse Harcourt, 2008). These factors are the organization is unreliable, interfere employee privacy, make offensive judgments and disrespectful to employees (Narcisse Harcourt, 2008). The explanation for interactional fairness in the workplace is grounded in social exchange theory and norm of reciprocity (Cropanzano Mitchell, 2005). From the social exchange perspective, employees expect fair, honest, and truthful treatments from the organization or its agents. Based on the norm of reciprocity, employees who perceive fair treatments by authorities are more likely to evidence positive actions through greater commitments to the values and goals of the organizations, exhibit increased job satisfaction, organizational citizenship behaviors, improved job performances and reduced withdrawal behaviors (Cohen Spector, 2001; Colquitt et. al., 2001). Research on psychological contract indicated that employees expect their employers to provide pleasant work environment that supports harmonious working relationships (Kickul Troth, 2003). Because of the importance of good quality social exchange relationships in workplaces, organizations strive to encourage supervisors and employees to willingly interact with each other. However, regular supervisor-subordinate social exchange relations are important in influencing desirable individual and organizational outcomes (Becker, Billings, Eveleth Gilbert, 1996; Zdaniuk Levine, 2001; Raabe Beehr, 2003). Muzumdar (2011) found that the organizational commitment (loyalty) and work satisfaction are the most affected variables of the interactional fairness system. This showcases that the treatment by a supervisor directly influences the variables of loyalty and work satisfaction of an individual employee. Reward satisfaction is the least affected variable by the treatment by a supervisor. As such, being rewarded could be a reduction in the influence of the treatment given by the supervisor on the employee. In the business relationship, interactional fairness is based on evaluating the communication processes used. Because interaction fairness is linked to fairness in communication, it often involves the individuals relationship with the business organization through the accuracy of the information the organization provides. Employees can also be guilty in interactional fairness disputes. For example, many employees admit that they stay at home when they are not really stick if they feel they can get away from it. Such workplace absenteeism costs businesses millions of dollars each ear. Being untruthful about the reasons for missing work is an example of an interactional fairness issue. Part B: Origin According to Dr. Angie Hobbs (2010) fairness started to appear in the ancient Greece where Plato raised the debate on justice, but a lot of issues that were raised are the same issue with fairness. In the dialogue, Plato challenged the Athens democrats by saying that it is fair or just by having the same equal voices in the democratic Athens and also goods and power should also be shared equally. However, against Platos concept is the oligarchy thinkers who debated that equal voices, goods, or power should be shared proportionally, whether proportional to marriage or statuses in the society. Thus, there should be no equal shares exist in the oligarchys concept. There are several scientific researches on fairness to date. Dr Waal found that the sense of fairness might be developed in our genes naturally. Primatologist Frans de Waal and his team found that our closes mammal, chimpanzees do have the same human senses of fairness. This is because there are concrete evidences in evolution that argues chimpanzees are sensitive to unequal distribution of outcomes. Teamwork is shown during hunting, defending territory and distributing foods (Boesch, 1994; Muller Mitani, 2005). A clear illustration of sensitivity of chimpanzees in fairness is when the chimps refused to participate in an experiment where their partner received more rewards for the same accomplishment and also refused to accept better rewards when partner receive less (Brosnan, Schiff Waal, 2005). The advantage of using chimpanzees is humans cannot ask questions to them, thus by observing their behavior, we can know their decision. In animal kingdom, fairness and reciprocity elements are also found, not just in human societies. There are many animals such as zebras, deer, and wolves survive in groups by unity or reciprocity where empathy and teamwork is essential survival mechanism, just like humans as humans are highly cooperative species. (Waal, 2012) The second scientific research on fairness is done by archaeologist  Brian Hayden who  excavated an ancient settlement in British Columbia near Keatley Creek and  uncovered evidence indicating that two distinct classes lived within large  pit houses  that sheltered several families under one roof. Hayden supports Waals research by showing that inequality grew out of the natural variability in human personality traits, among which are inclinations to be greedy or to share. He found that self-serving individuals were presented with new opportunity with the availability of surpluses of resources in Keatley Creek. They exploited the extra resources to their favor, raising the survival odds of themselves and their successors and simultaneously accumulate wealth and power in societies. Thus, phenomenon enables the rich to redefine the meaning of fairness in the society economically and politically and this process is the repeating itself around the globe, explaining how power has been distributed (Hayden, 2012). The importance of fairness and ethics to organization and its effects on the organization performance Fairness is important in organizations because there are a lot of benefits by practicing the concept in the organizations. The first benefit is the practices of fairness are proven to be able to increase profitability. This is because the connection between fairness and profitability is proven to have positive correlation with each other (Donaldson, 2003). Research found that fairness in organization responsibility is able to increase corporate financial performance (Allouche Laroche, 2005). Thus, it can be considered as one of the manipulative variable on profitability because fairness and profitability can be the source of major competitive advantage (McMurrian Matulich, 2011). The competitive advantage is referred to higher levels of efficiency in operations, having firm relationship with the stakeholders and higher levels of customer loyalty and retention (Ferrell 2004). Another importance and effects of fairness in organization is able to produce high quality of employees as the role of fairness in the workplace can impact heavily on the employees attitude and behavior (Greenberg, 1990; Cropanzano Greenberg, 1997; Colquitt, Conlon, Wesson, Porter, Ng, 2001). Hence, organizations that practice high value of fairness and justice are able to produce better individual work performance (Cohen Spector, 2001; Colquitt et al., 2001). Furthermore, these individuals tends to have greater job satisfaction which is very important to increase revenue growth and profitability (Heskett, James, Earl Leonard, 1997) as high level of job satisfactions are able to generate higher levels of loyalty and subsequently showed by the customers behavior such as repeat purchases and referrals of additional customers (Robert Erika, 2006). The importance of the fairness and ethics and its effects on society and in general According to Al-Hassar (2010) found that fairness is the final outcome of the process of the law, whereby fairness is distributed by the State. Based on this definition, fairness is the mechanical process of the structure of law which mean set in place and agreed to by the people of the State. Another definition is concerned with the value inherent in fair behavior. One distinction between these two definitions is the difference between an individual viewpoint and the larger view of the society. Either view incorporates the concept of moral judgment: good as opposed to bad (Al-Hassar, 2010). Unfairness in our society can be seen in the execution of criminals and whenever there is an execution, the morality of capital punishment usually causes heated debate (Al-Hassar, 2010) although many people believe that the death sentence discourages those who might commit horrible crimes. To these people, they feel that since life is precious, the death penalty helps to affirm this fact. However, Richard (2011) define that a majority of countries in the world has now abandoned the use of the death penalty and he state that a civilized society has no right to put another person to death especially when there is a lack of strong evidence. Most of the industrialized world has abolished the death sentence, because they consider it barbaric. Instead, barbaric or not, the law of the land must be followed even if we do not like the death penalty. Moreover, the officers of the law must always avoid errors of sentencing based on skin color, poverty, class, and political gain. If we create a society in which fairness is not tolerated and racism at play then more incidents of state killing will continue and the law of jungle will take place (Al-Hassar, 2010). In ancient Greece, fairness was believed to be derived from the order of society-a good society fostered fairness, and fairness fostered a good society. According to Plato (2000) fairness is the bond that holds a society together. Both individualism and personal rights had little to do with the Platonic conception of fairness those appeals even today to collectivists who emphasize the social context of fairness. Fairness was seen as the supreme virtue with respect to our relations with others. Al-Hassar (2010) also state that fairness must be distributed equally to all members of society in order to live in harmony and peace. Judicial and police officers must not use the law as a shield to insulate their racism, hatred, and political gain. In the eye of the law, fairness must not differentiate between the poor and rich, the weak and the strong. To solve the poverty problem, the state should spend more money on education, employment, and child welfare. The state must give the individual his rightful place of dignity as a free man equal to all his fellow men where he shall have the right to live under a rule of law based on a sense of obligation. In that society, respect for law must be the cohesive force holding it together and not mere obedience based on surrender to the weapons of state power. Relevant Theories Ethics is closely related to fairness. Ethics studies are focused on how an employees beliefs influence their perception of fairness in the organization. Research on fairness is also concerned with how the situation will influences an employees perception in the organization (Schminke, Ambrose Noel, 1997). According to Greenberg (1990) people who have experienced being treated unfairly would be more likely to taking some unethical behavior to the organization. For example, if employees perceived that they are being treated unfairly such as pay cut and they will probably taking some unethical behavior such as steal from the organization. Employees who perceive unfairness in the workplace will look for opportunities to increase their own benefit in their own ways and may shift to unethical conduct in order to balance the unfairness that have been done to them (Trevino Weaver, 2001). According to Gartenstein (n.d.) ethical human resource policies are also vital when creating and maintaining an ethical culture in an organization. Employees who are treated fairly are more likely to be satisfied with their works. When employees feel that they are being treated unfairly, they will prone to explicit some unethical behavior such as using company resources for personal gain. However, when they are fairly compensated for their work, they will contribute more to the organization and less taking opportunities to exploit situations for personal gain. On the other hand, when employees perceived that they are being treated fairly such as when top management fairly distribute the resources, they have the intension to preserve well-being of their organization (Manrique, 2010) and reduce their own interest to the organization (Lind Tyler, 1998). Furthermore, their behaviors also tend to be ethical and in line with the organizations expectations (McCain, Tsai Bellino, 2010). Trevino and Weaver (2001) agree that there is a strong relationship between employee perceived general fair treatment and ethics-related outcomes in an organization. Their study shows that if employees believe that their organization generally treats them fairly, those unethical behaviors will significantly decrease. According to Trevi (2001), employees perceptions of being treated fairly not only reduce a broad range of unethical behaviors that may harm the organization, but it can also increase their positive behaviors. For example, employees are willing to cooperate with organization to achieve the organizations goals by reporting ethical problems to management. The values that shape an organization to be ethical will influence the relationships between the organizations with its customers. An ethical organization will train employees to treat their customers with respect and to be fair with them. For example, when employees know that such ethical behaviors as an important part of customer services, they will understand the strength of the organizations obligation to those behaviors. Hence, they will more likely to perform their work accordingly because ethical behavior can inspire fairness (Gartenstein, n.d.).