Which Is More Important: Security Or Freedom? University Essay Example

Introduction

Freedom and security are two essential elements of society but guaranteeing one is often associated with violating the other. Considering the threats that the US is facing, security appears vital to some. However, others argue that freedom is more important for the success of the nation. This paper aims to discuss two opposite views on which is more important: security or freedom, and provide examples of violations of both aspects.

Main body

Given the multidimensional nature of security that includes physical, economic, and political aspects, one should consider its importance for the nation. According to Farrell and Newman (2019), after the September 11 attacks, security in the US was taken to another level, and more protective measures were implemented in terms of border control and airport safety. Guaranteeing the citizens’ welfare should be a priority to prevent life losses and threats. On the other hand, an issue of personal information misuse arises as the technology develops, and more data is collected and stored by the government and various companies. Invading freedom can be considered a violation of human rights. Facebook – Cambridge Analytica scandal of 2018 is an example of an outrageous data breach that caused a big debate on personal information and freedom. In this regard, while the government should improve the nation’s security, the citizens’ liberty should not be taken away. I believe that freedom is fundamental and more enduring as there are always new threats arising that need to be dealt with.

Conclusion

To sum up, security is essential, but freedom is just as important for the nation’s thriving. While the government is tasked with providing a safe environment for the citizens, it should not abuse their fundamental rights. Doing the opposite and overusing the power the government upholds means betraying its essence of ensuring the nation’s well-being. Therefore, there is a need to find a balance between the two elements.

Reference

Farrell, H., & Newman, A. L. (2019). Of privacy and power: The transatlantic struggle over freedom and security. Princeton University Press.

Essay Voice-over

Abigail Advice To Her Son John Quincy

To mold her son into a successful and virtuous man, Abigail Adams wrote many letters to John Quincy Adams, who was always on the road with his father. In her letters, Abigail Adams often reminds John how he has been endowed with special privileges. She explains that the easy passage does not make a proper man, but it makes the person better when they undergo difficulties. Abigail believes that hardships help build a person’s character, so she tries her best to encourage him to put extra effort into whatever he does. At some point in the letter, she asks her son always to pay attention, be steady and diligent. She is trying to instill a mentality of being patient always. Besides, Abigail is setting her son the standards of not engaging in the dangers of sin and vice and adhering to moral rules.

Using a pressuring undertone voice, Abigail encourages her son to be keen while moving around the world, experiencing different issues that will also build his character. When she talks about the “instructive eye of a tender parent,” she tells her son that she will always be there for him; however far he travels (Adams, 137). Abigail is brilliant on her word choice, and even when she stresses some point, it sounds as though she is commanding but still being tender. For instance, when she writes, she ends the sentence forcefully, saying, “Your improvements should bear some proportion to your advantages” (Adams, 138). The tone might be motherly, but her word choices show the kind of expectation John’s mother Abigail has on him. It shows the kind of mother Abigail is, one who does not like to be disappointed and has full belief that her son can achieve great feats with just a little if he does not lose focus of the end goal.

The woman I can remember from my childhood is Mrs. Keagan, my neighbor, who was also my music teacher while I was in junior school. Being a single mom, she had a duty of taking care of her three sons: Mark, Trevor, and Scott. Even though the boys were older than me, they liked me, and I would spend lots of time with them. It is during that period that I had seen the kind of woman Mrs. Keagan was. First, she was strict when it came to the discipline of her children; commanded an unwithering respect from them. The sons always had to maintain a respectful demeanor because of the fear of being punished whenever they made mistakes.

Second, Mrs. Keagan expected each of her children to have an attainable goal in life. Her firstborn Mark had always envisioned to be like his late father by joining the Army. Trevor wanted to be an astronaut while Scott was targeting of being a soccer star. Their mother never deviated from what her children wanted to be but rather pushed them into better versions of themselves. She always kept reminding them of the fruits of hard work and its rewards. That frequent reminder by their mother may have been their drive to whatever they were doing in achieving their goals. That is the same mentality she would try and instill in us even at our younger age. She always talked of the value of hard work and having a winning attitude in everything we did.

Today, as I look back at her teaching and how she pushed her boys, I think it is the best formula to implement: always keep pushing people towards their goals. Nowadays, Mark is a general in the army and has served many tours. Scott plays in La Liga, Spain’s top football division, while Trevor just graduated as a pilot. I look at Mrs. Keagan and see her teachings similar to those of Abigail Adams.

Work Cited

Adams, Abigail. Letters of Mrs. Adams, the Wife of John Adams. C. C. Little and J. Brown, 1848.

AEI’s Team Acclimation In India

Sybil’s choices in managing her team in India have created negative output, which manifests itself in three distinct problems. Firstly, her approach to hiring is based on prior familiarity rather than diversity, which, as a result, is not sufficient. Secondly, Sybil leaves little autonomy to the teams, which provokes infighting. Finally, the lack of cultural acclimatization of Sybil’s employees creates obstacles in communication with clients as well as a sense of inadequacy in employees’ families. The combination of ill-considered decisions propelled the corporation’s management to question Sybil’s competence.

The performance issues of teams deployed to India stemmed from the insufficient empowerment of employees. Despite the allowed degree of autonomy for teams, Sybil makes all decisions on her own, which she communicates to the teams. Instead, the proper team management presupposes more responsibility on the employees. Modern organizations “expect employees to make more decisions about how they perform their jobs” (Noe, 2019, p. 277). Some managerial work, like planning work schedule, should be delegated to the team to empower it. The empowerment factor lacks in the case of AEI’s subsidiaries in India.

Global human resource management follows four concepts – flexibility, motivation, agreeableness, and conscientiousness. These qualities are essential in employees entering a foreign country (Noe, 2019). Therefore, team hiring for foreign assignments should include evaluations of an employee’s verbal and non-verbal communicative skills, sensitivity to cultural differences, enjoyment of challenges, and family support. Having these criteria met is an essential part of hiring a team that will succeed in a foreign environment.

Sybil made a major mistake by failing to prepare the teams for cultural immersion. If I had been in Sybil’s place, I would base the selection of the employees on their capabilities to adapt to a foreign culture. A study by Raghavendra and Shetty found that “higher the work experience, lesser the number of days the expatriates need for acclimatization in the host country” (2018, p. 437). Thus, work experience would be the first among the selection criteria.

Secondly, all teams would undergo a program of cultural acclimatization. Its first step would begin before the actual deployment, and it would be comprised of “language instruction and an orientation to the foreign country’s culture” (Noe, 2019. p. 517). Team members, as well as their spouses, would acquire the necessary communication skills for living in India. The second step would entail the assignment itself, which would also require the employees and their spouses to join a local social network within the first two months. It would help them make connections and build circles of friends. The third step is preparation for homecoming in the form of “providing information about the employee’s community and home-country workplace” (Noe, 2019. p. 517). Overall, proper acclimatization would ease the culture shock, streamline adaptation, and prepare for the return.

Altogether, Sybil could have prevented team problems by applying concepts of global human resources management. Delegating some responsibility to the teams in India would help resolve internal conflicts and empower the employees. The teams themselves should have been selected based on the adaptability of employees to a foreign culture, which comprises communication skills and work experience. Finally, all team members, including their families, should have received cross-cultural training to alleviate acclimatization and prevent cooperation issues with Indian clients. By making appropriate choices in hiring, deploying, and managing, Sybil could have avoided the negative attention of her management.

References

Noe, R. (2019). Fundamentals of Human Resource Management [VitalSource Bookshelf version]. Web.

Raghavendra, A. N., & Shetty, A. S. (2018). Riding the waves of culture: An empirical study on acclimatization. Problems and Perspectives in Management, 16(3), 432-442.

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