Messenger Of Christianity, Jesus Of Nazareth - 1412 Words

Lauren Robison Ivy Mccmullin February 20,2017 â€Å"Messenger of Christianity, Jesus Of Nazareth† â€Å"The virgin will be with child and will give birth to a son, and they will call him Immanuel, which means, God with us † (Teen Study Bible NIV, Mat.1.23). The name Immanuel, also refers to the leader of the Christian society, Jesus Christ. The word â€Å"Jesus means God is salvation, and the word Christ, or Messiah, means the anointed, that is, the one anointed of God, who came to guide the people walking in darkness† (Arabic Bible). This Christian man, Jesus, is the central deity to the monumental religion of Christianity. He lived a life modeling faith, courage, selflessness, and love. These main aspects impacted the way that the modern†¦show more content†¦On the other hand, he encourages for people to love their enemies, give to the needy, and be in consistent prayer with God (Teen Study Bible NIV, Mat. 5). These sermons are historical records for the central moral guidelines, on how to live a Christian life. If Jesus did not teach the word of God, and lead by an example from his teachings, there would be no guidelines to live by in the religion. A miracle is â€Å"a divinely natural phenomenon experienced humanly as the fulfillment of spiritual law† (Merriam-Webster). Jesus performed many miracles throughout his community. A few examples of miracles performed by Jesus was him healing a man with leprosy, giving a blind man vision, healing people demon possessed, walking on water, feeding a large community of people, resurrection from his crucifixion, and much more. These miraculous accounts added a since of life to religion, and gave people hope and faith into this new religious practice. Witnessing the miracles, and hearing the stories of a human figure performing miracles, spread across the Roman Empire. People from all over the community came to hear and witness these miracles partake. These accounts gave evidence that Jesus is the Son of God. Jesus’s miracles and teachings came to a halt when he was put up for trial for potential crucifixion, under Pontus Pilate and the community of people. The people voted him as guilty and he wasShow MoreRelatedMuhammad and Jesus1256 Words   |  6 Pagesand Jesus Paper. Submit a 1250 to 1500-word paper in which you compare and contrast the lives of Muhammad and Jesus in relation to each perspective religion Complete the following steps in your paper: Trace the lives of Muhammad and Jesus historically Compare what impact the death of each had on their perspective religion Describe the way each individual was or is worshipped Explain how their messages are being carried out in the world today Introduction Muhammad and Jesus of NazarethRead MoreChristianity the most Universal Religion791 Words   |  3 PagesChristianity Christianity is the most universal religious belief in the world. 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I will take about how Islam, and Judaism, Christianity view the man Christ Jesus death, burial and resurrection. How Abraham play a major role in the religions. According to the Bible, Abraham is the father of Faith (Gen 15:6). The one nation with Hagar and Abraham started the birth of IshmaelRead MoreThe Spread Of Christianity And Western Europe1637 Words   |  7 PagesThe spread of Christianity in Western Europe was both similar and different to the spread of Islam. The rise of Islam starts with the Prophet Muhammad, believed by Muslims (followers of Islam) to be the last in a line of prophets that includes Moses and Jesus. Because Muhammad was the chosen one to be the messenger of the word of God, Muslims from all around the world work to follow the example he set. For Muslims after the Qur an (their bible), the sayings and teachings of Muhammad and the descriptionsRead MoreJud aism, Christianity, And Islam1779 Words   |  8 PagesGod. Common examples are Judaism, Christianity, and Islam (answers.com). There are different types ranging from different regions yet; some could be so similar at the same time in their teachings. Islamic and Christianity religions are two of the biggest religions in the world and are so different and in some aspects the same. The two religions also share some rivalries that have been displayed in the media because of the view that Islam has on the Christianity culture. I will be further exploring

Sociology - 1937 Words

Don’t Drink the Kool Aid On November 18, 1978 what has been called the largest mass suicide in modern history occurred in Jonestown, Guyana where 909 members of The Peoples Temple died. Jim Jones was the leader of the Peoples Temple Church and religious movement. The church was looked highly upon by many back in the 1950-1970’s. All races and backgrounds were brought together as one in his congregation. Religion serves as a sanctuary from the harshness of everyday life and oppression by the powerful. Most of Jones’s followers lived lives that they were dissatisfied with and they felt as if the movement gave them a purpose. Many of his followers believed that Jim brought more opportunities into their lives and allowed them to change for†¦show more content†¦Jim would provide clothing, medical care, food, and anything else that his followers needed. They deprived themselves of sleep to work and support Jim Jones and the movement. Jim Jones believed, â€Å"sell all things and have things in common.† Religion, especially Jones’s, binds members and allows them to have common values and beliefs. His followers sold everything they had and gave all of their money to the church, including their pay checks. His followers trusted in him, so they did and acted however he said. Jim began to take complete control over every aspect of these people’s lives. His followers were idolizing him and putting him before family, work, and everything else in their lives. As time passed, Jim Jones and the movement began to change. Some say that Jones began to lose control. He began drinking and using drugs and started to go crazy. Jim Jones became extremely paranoid and thought the whole world was against him and his movement. Jones was so paranoid that he even started to fear for his own life. He compared himself and his movement to Malcom X and Martin Luther King Jr., which were both assassinated, so he was afraid the same would happen to him. Jones was desperate to get his followers away from the negative influences of the public. As the officials, public, and family members started to ask questions and wonder about things, Jones felt as if he was starting to lose all the control that he had gained and he did not want to riskShow MoreRelatedSocial, Sociology, And Sociology857 Words   |  4 Pagesindividuals who need that extra support. Social work as a subject area includes elements of psychology, law and sociology. Social policy is the study of various areas of policy, within political or governmental setting, and is concerned with everything from the welfare state, to social services. Social policy is an academic study of theory, rather than current policies and draws from psychology, sociology, philosophy, and economics. What A Levels do I need? 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Secondly, he wanted to bring history and sociology together with causal relationships, in doing so he would also analyze the individual’s social action. He mentions that action is only social when it is oriented to theRead MoreSociology1259 Words   |  6 PagesThe concept of sociology had been recognized by independent philosophers since the dawn of organized civilization. Philosophers such as Confucius and Xenophanes in their works had hinted at the clash of cultures and social hierarchy. Later, in the 14th century, Arab scholars such as Al Jahiz and Ibn Khalduns compliled books on the history of society itself. These works are known to be forerunners of sociology. In fact, books written by Ibn K haldun on social cohesion and conflict were translatedRead MoreSociology1447 Words   |  6 Pagescome to be called the labour process approach. †¢ Context for Braverman: ⠝‘ Braverman associated with Monthly Review journal – founded in 1949 by Paul Sweezy and Leo Huberman. An influential journal but little impact on American sociology. Best known product of this school is Baran and Sweezy’s Monopoly Capital (1966). Indeed, Braverman’s analysis of work is predicated theoretically upon Baran and Sweezy’s analysis of ‘Monopoly Capital’ [ie oligopolistic, ‘organized’ capitalism. Read MoreSociology1681 Words   |  7 Pagesfunctionalism) of social class .Following this, it will look at the changes of social class. Finally, it will discuss weather the class of Britain will be dead. Theories of social class There are three basic theories which can explain social class in the sociology history. Marxism was established by Karl Marx(1813-1883).Marx explained that a social class is a group of people who have common relationship to the means of production. 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Performance Management Work or Life Flexibility

Questions: 1. What are the implication for the employee? 2. What are the implication for the HRM how might be operate differently? 3. What are the implications for leaders and managers? Answers: Introduction The following report is attempting to recognize and thereafter evaluate the implication of workplace changes upon the internal stakeholders of business organizations. More precisely, the present assignment will understand the consequences of workplace changes on the employees, management and upon the human resource departments of business enterprises. For this considered purpose, the report has desired to evaluate consequences of an anticipated workplace change, which is the replacement of work-life balance by work-life flexibility. In this context, it is essential to denote that the phrase work-life flexibility refers to a flexible working atmosphere where employees are often provided with the opportunity to take control over where and in which time they work (Cameron Green, 2015). For establishing an atmosphere like such, an organization needs the active support from the management who will show complete support to their subordinates and their lives. However, the definition of wor k-life flexibility should not be misinterpreted as work-life balance, which means having equal amount of time for personal and professional life (Chermack et al., 2015). The need to replace work/life balance with work/life flexibility is that the option of work/life flexibility helps in improving the productivity and engagement of the employees in an organization. Employees feel more energized and at the same time prioritized when they find flexible work schedule (Galea et al., 2014). However, if an organization changes its policies from providing support from work/life balance to work/life flexibility, then most possible resistance is expected to come from the management of any business organization (Adame-Snchez et al., 2016). 1. Implication for the employees The motive to implement work/life flexibility in place of work/life balance is to make employees comfortable in a workplace atmosphere for obtaining a more refined and standard performance from them (Lewis, 2014). Therefore, when an organization desires to implement work/life flexibility in place of work/life balance, it implicates that the organization is demanding more productivity from the workforce. However, it is also an implication for the employees that they should not utilize this opportunity inappropriately and take unnecessary advantage of it. However, if a business organization decides to replace the culture of maintaining work/life balance with work/life flexibility, it means the organization wants to retain their potential employees (Berg et al., 2014). Therefore, the particular workplace change would act as a message from the authority to the employees, which will signify how much the organization takes concern about their employees. In details, the varied implications of the considered workplace change are Employees will be able to reduce stress It has been identified that arrangements for flexible work acts effectively in reducing the stress level of the employees. More specifically, work/life flexibility keeps employees to stay satisfied with their job along with their personal life. For those employees who fears about losing scopes for balancing work and life, should take lesson from this workplace change that they will have more opportunities to stay with their families by having flexible shift hours (Berg et al., 2014). Therefore, it can be said that work/life flexibility in terms of a workplace change would work as an updated version of work/life balance programs. Reduce negative spillover According to Williams et al., (2016), spillover is a particular procedure through which both behaviors carry over from one person to another individual and it increases work-family conflict in terms of negative and increases work-family enhancement in terms of positive effect. More precisely, if a job provides high level of negative spillover in form of long working hours that produces stress, it would surely influence in a harmful way on the personal premises of the employees (Kossek Thompson, 2016). Therefore, if an organization decides to implement work/life flexibility in place of work/life balance, then it suggests that the employees would not have to suffer through any negative spillover. Better physical and mental wellbeing Through providing an improved work/life balance in terms of having the opportunity to control work schedule as well as place of working and the chances for avoiding the negative spillover, work/life flexibility improvise the physical and mental conditions of the individuals. Long distance between work and home and long hours of work schedule increase the amount of mental as well as physical stress, which bring numerous health issues (Chermack et al., 2015). Therefore, if an organization considers workplace change, it is indicative of the fact that employees in future will successfully avoid any chronic and critical health disease. Attachment to the company If an organization considers its employees to work according to their preferable time and place, then it is easy to anticipate that the employees will show more loyalty towards the organization. In terms of consequence, they will increase their productive level and will dedicate their hundred percent to accomplish the organization goal. Therefore, the selected workplace change is indicative of the fact that employees will find themselves more attached with the company after the implementation of the change (Sweet et al., 2016). Possible challenges In this context, it should not be ignored that implication of implementing work/life flexibility in terms of workplace change is that, after the implementation employees would have to befit themselves with a different way of working atmosphere. Considering this probability, several negative aspects could be elaborated. Firstly, employees may not accept the particular workplace change as they may stay skeptic about the resistance coming from the manager and may fear about having negative consequences in their carrier (Cameron Green, 2015). On the other hand, it is also a possibility that the employees may not accept the new change as most of the time employees stay unaware about the advantages of the policy regarding work/life flexibility. 2. Implication for the HRM (Human resource management) The fundamental concern of Human resource management of business organizations is to establish a flexible working atmosphere and nurture the work culture on regular basis. Therefore, it is understandable that an HRM is responsible for bringing any workplace change according any stubborn issue or requirement (Snell et al., 2015). Regarding the considered choice of workplace change, it is to denote that without active support from the HR department, it is beyond possibility to implement any policy regarding work/life flexibility. However, when an authority of a particular organization decides to consider work/life flexibility in place of work/life balance, it signifies and indicates a number of aspects, which are New policies With the decision to replace work/life balance with work/life flexibility, an authority of organization implicates that the HRM department would have to initialize new policies and terms and conditions for both the employees and managers (Armstrong Taylor, 2014). In this case, the department has to stay aware of two particular matters; one is employee skepticism and lack of involvement in this change. On the other hand, HR should also stay conscious about the possible resistance coming from the existing management. Work as a change agent In the words of Hayes (2014), when an organization decides to change its working culture, it expects the HRM department to work as an agent. More precisely, in time of implementing work/life flexibility in place of work/life balance, the HRM department would be responsible for performing as a change agent and accomplish the following - A convenient framework of policies that would abide the fundamental aspects of the considered change Engage employees and members from management to discuss about the need of the considered change by making fruitful alignment between workers and team leaders (Fee, 2014) Anticipate and assess all the possible risks regarding the resistance coming from any premise within the organization The fundamental mission and vision statement of the organization should not get compromised in order to establish the policies regarding work/life flexibility. In this premise, the theoretical concept of David Ulrich should be considered with high priority. It has been David Ulrich who dominantly established that HR department should act as an agent in time implementing any kind of workplace change through his underpinned model on HR roles. The model coined by David Ulrich address four key responsibilities of HR department, in time of workplace change, which are act as a business partner, as a change agent, as an administrative expert and as an employee advocate (Ulrich, 2013). The first responsibility of being a business partner, is indicative of the role of making strategic relationship with the internal stakeholders, who are management and workers. Therefore, it can be said that when an organization will consider the selected workplace change, the HR department of that organization as a business partner should convey the predominant objectives related to the intention of implementing the new change (Ulrich et al., 2013). On the other hand, performing as a change agent, HR would initially show complete support to the new decision and should plan for a procedure that would enable internal communication. The present context implicates that, the role of a change agent is required for individually sharing companys purpose of implementing work/life flexibility and collect relevant feedbacks (Ulrich et al., 2013). However, according Ulrichs model, the third strategic role is probably the most crucial one as in this role, the HR management stays accountable in implementing and fulfilling the predominant requirement related with the considered change (Ulrich et al., 2013). More specifically, HR department would prioritize all the relevant legislation and follow them while accomplishing the requirements. In case an organization implements work/life flexibility, the HR as an administration expert would find the need to adopt the QAHC work life balance policy. The purpose of the policy is to establish a work place atmosphere in a way that can be reputed as employer of choice. However, when the HR department would act as an employee advocate in time of change management, the HRs would be responsible for running regular surveys for identifying gaps between the new change and the level of employee satisfaction (Hayes, 2014). Therefore, it implicates that in time of implementing work/life flexibility in place of work/life balance, the HR department of an organization would run survey on both the manager and the employees for obtaining feedbacks. 3. Implication for the management/leaders The considered work place change would prove beneficial for the employees; therefore it is easy to assume that strong resistance would come from the management and team leaders. However, the fundamental implications of the selected workplace change are as follow Responsibility to select correct employee If an enterprise would decide to implement work/life flexibility in place of work/life balance, then the situation would be indicative of the managerial responsibility to deciding which employees should be entitled for the opportunity. In this context, it is easy to comprehend that, managers or team leaders should prioritize three particular aspects productivity, dedication and need to have flexible schedule of the subordinates (Breevaart et al., 2014). In this respect, it is to denote that one of the potential concerns, which could be implied by the side of management, is the capability of the employees to work independently. Moreover, the considered situation would implicate that managers should select only those who will stay productive while utilizing the arrangements for flexible work (Williams et al., 2016). Therefore, leaders should possibly select those who have a very satisfying productivity report throughout a year. For example, organizations like Telstra, St. George Bank and Allens using the framework of work/life flexibility concentrates upon this aspect very strongly. Managers would avoid any act of partiality It has been identified that several companies have suffered through inappropriate and biased selection made by the managers, while implementing work/life flexibility arrangement. Managers or team leaders several times prefers to show biasness in time of selecting appropriate employees to have the benefits of flexible work schedule due to personal interest (Chermack et al., 2015). Therefore, understandably the implication for the managers is, they would not show any kind of inappropriate consideration while selecting workers. Implication for applying transformational leadership According to Cameron and Green (2015), complete acceptance from the employees for accepting any form of workplace change is possible only when employees will receive encouragement from their managers. The fundamental concept of transformational leadership is to provide support in form of motivation. More precisely, transformational leadership says that it is necessary to work along with the employees to understand their need and issue regarding any change (Dvir et al., 2015). Henceforth, considering the previous implication, it can be said that transformational leadership is essential for the process of employee selection. It is because; this kind of leadership will make it easy to understand individual employee need, which finally will help to provide the opportunity of work/life flexibility to the right employees. A strong interpersonal relationship It has been pointed out that for accomplishing the replacement of work/life balance with work/life flexibility is determined by management selection of employees. Therefore, it is understandable at the same time that, managers need to establish comfort zone with the employees, which is possible only when the management shares a healthy interpersonal relationship with their subordinates (Kossek et al., 2015). Thus, it is one of the crucial implications of the change that management would have to practice interpersonal communication skills and particular awareness regarding the need. Possible challenges The considered workplace change implicates numerous challenges, which are possible to occur in time of work/life balance with work/life flexibility. They are Resistance from both the employees and management. Employees will resist out of ignorance about the possible benefits whereas managers will resist due to losing the opportunities to manipulate (Kossek et al., 2015). Implementation of work/life flexibility would provide the democracy to the employees, therefore along with resistance, organizations would encounter bullying, passive aggression and disappointing participation from the management. It is a possibility that the situation would lose numerous potential managers due to their disagreement (Bardoel, 2016). Conclusion The above report has evaluated several implications of a certain workplace change upon three internal stakeholders of the business organizations, which are employees, human resource department and the managers. The considered workplace change, which is replacement of work/life balance with work/life flexibility, has been identified as beneficial for the employees. Therefore, according to the report, its implications upon the employees are better attachment with organization, chance for better productivity and chance for reducing stress. On the other hand, the report has implied that the HR department would have to work as a change agent between management and the employees, whereas the management in time of the considered workplace change would have to select right employees who deserve to get the opportunity. However, the report has indicated that in time of implementing the workplace change, employees may not agree to adopt the new change and at the same time, organizations may enc ounter bias selection by their management. Considering the certain challenges made by the report, it can be recommended that HRM should initially make policy through which they can enlighten the employees about the benefits of work/life flexibility Organizations should make a separate team who responsibility would be to monitor whether managers are being partial in time selection or not HRM department should organize frequent face-to-face meetings among managers, employees and the HRs to discuss about the importance of work/life flexibility and to assess possible risks References Adame-Snchez, C., Gonzlez-Cruz, T. F., Martnez-Fuentes, C. (2016). Do firms implement worklife balance policies to benefit their workers or themselves?.Journal of Business Research,69(11), 5519-5523. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Bardoel, E. A. (2016). Worklife management tensions in multinational enterprises (MNEs).The International Journal of Human Resource Management,27(15), 1681-1709. Berg, P., Kossek, E. E., Misra, K., Belman, D. (2014). Work-life flexibility policies: Do unions affect employee access and use?.Industrial Labor Relations Review,67(1), 111-137. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Chermack, K., Kelly, E. L., Moen, P., Ammons, S. K. (2015). Implementing institutional change: Flexible work and team processes in a white collar organization. InWork and family in the new economy(pp. 331-359). Emerald Group Publishing Limited. Dvir, T., Eden, D., Avolio, B. J., Shamir, B. (2015). The impact of Transformational Leadership. Fee, M. C. (2014). Human resources management. Galea, C., Houkes, I., De Rijk, A. (2014). An insider's point of view: how a system of flexible working hours helps employees to strike a proper balance between work and personal life.The International Journal of Human Resource Management,25(8), 1090-1111. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Kossek, E. E., Thompson, R. J. (2016). Workplace Flexibility: Integrating Employer and Employee Perspectives to Close the ResearchPractice Implementation Gap.The Oxford Handbook of Work and Family, 255. Kossek, E. E., Thompson, R. J., Lautsch, B. A. (2015). Balanced Workplace Flexibility.California Management Review,57(4), 5-25. Lewis, R. A. (2014). EFFECTS OF FLEXIBILITY ON WORK-LIFE BALANCE: PERCEPTIONS OF MANAGERS AND EMPLOYEES IN ONE LUXURY HOTEL.Economic and Social Development: Book of Proceedings, 414. Snell, S. A., Morris, S. S., Bohlander, G. W. (2015).Managing human resources. Nelson Education. Sweet, S., Pitt-Catsouphes, M., Boone James, J. (2016). Successes in Changing Flexible Work Arrangement Use: Managers and Work-Unit Variation in a Financial Services Organization.Work and Occupations,43(1), 75-109. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press. Ulrich, D., Younger, J., Brockbank, W., Ulrich, M. D. (2013). The state of the HR profession.Human Resource Management,52(3), 457-471. Ulrich, D., Zenger, J., Smallwood, N. (2013).Results-based leadership. Harvard Business Press. Williams, J. C., Berdahl, J. L., Vandello, J. A. (2016). Beyond Work-Life Integration.Annual review of psychology,67, 515-539.

Product Liability Suit against British Petroleum

Introduction BP is a multinational corporation whose main activities include exploration and trading in oil and gas. BP is the 3rd largest company in the energy sector in the world and 6th in the overall category. The company is involved in several activities within the energy sector especially exploration of gas and oil, refinery and distribution of the same, generation of power and in retailing of gas and petroleum products.Advertising We will write a custom research paper sample on Product Liability Suit against British Petroleum specifically for you for only $16.05 $11/page Learn More BP has also made major strides in the renewable energy sector especially in bio-fuels, wind power, hydrogen and solar energy. The parent company has its global headquarter in London. There have been several suits brought against BP due to their negligent and unethical behavior which put both people and environment at risk. BP has had many negative incidents which have d ented its social responsibility image around the globe. Some of these mistakes have had severe environmental impacts and have affected the livelihoods of several people. There seems to be a culture of impunity within the company’s top executives since some of its mistakes keep happening again and again. Needless to say the company has ended up on the negative side of several product liability suits due to accidents in its site and the use of some of its products. These suits have been brought by people, companies and groups who have been hurt during these accidents and are demanding justice and retribution for the actions or lack of them on the part of BP. Product Liability Suit against BP There have been several product liability suits against BP across the world due to accidents and harm from using some of its products. But this paper considers the recent and ongoing litigation against BP due to the adverse effect occasioned by the oil spill at the Gulf of Mexico. Recent re velations by the Orlando Sentinel have revealed a damning truth on the part of BP that the designs they used in the deep water rig were not the best for that particular purpose and location. Even more horrifying is the accusation by the sentinel that this particular design was not only inappropriate but also flawed. This conclusion was arrived at through several interviews with engineers.Advertising Looking for research paper on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More This unearthed the fact that BP chose to use a design which was cheaper and unreliable. In addition to the used design, there were several mechanical blunders which should have been an indication of possible crisis. Oil specialists have singled out the Gulf of Mexico as one of the places where drilling is hard and therefore requires safer and reliable drilling methods. BP clearly ignored all this pool of great advice and chose to place cost cutti ng before human safety and environmental concerns. The resulting spill, one of the largest in history, has put BP on the line of fire and is facing several product liability suits from affected people and businesses. Due to the many product liability suits filed against BP, the plaintiff lawyers have decided to use a litigation strategy called multidistrict litigation (Ashby, 2010). This system of litigation has been used several times in the US in major litigation against major companies. This allows all cases brought against a single company to be brought to one court and be heard by one judge for the purpose of efficiency. The major benefits are time saving mechanisms like sharing depositions and pooling resources in the process of evidence collection. This in turn reduces resource wastage in scenarios where lawyers would have to argue the same in different courts. BP recently had to pay several millions due to a similar issue in Alaska and it’s highly likely that they wil l be ordered to do so again after the completion of this product liability suits. Mitigation against product liability suits and other crisis Six sigma analyses should have influenced BPs management in using the right system from the start or changing it when system and maintenance problems started occurring. They should have used the data collected in this deep sea rig and in other sites to calculate the possible risk and enact the right mitigation measures. But they dismissed most ideas brought about by renowned experts in the field, something which contradicted the sigma approach (Meredith Schafer, 2010). They also failed to establish high standards in building the rig and hence the low standards might have caused the explosion and the escalation of the crisis. The cause and effect ideology can be seen at work during this crisis where BP’s faulty design and their unwillingness to listen became the cause of both the disaster and the great extent to which it affected the su rrounding environment. Needless to say, had they being reasonable from the start, they would have prevented the current cost of redress and the subsequent product liability suits.Advertising We will write a custom research paper sample on Product Liability Suit against British Petroleum specifically for you for only $16.05 $11/page Learn More Crisis management has gained significance in recent times due to the ability of single crisis to erode the benefits accrued over time by a firm and cause loss of life and revenue. However, the implications of a crisis might haunt an organization as is the case of BP for a long time to come. BP has shown that the cost of a crisis is monumental and the cost of redress is always massive. One of the risks that face companies during times of crisis is product liability cases. There is no better example than BP’s recent historical settlement of a product liability case. The result is not just paying out large sett lement or damages but the cost of instituting a PR campaign to rebuild the company’s image. It is not always possible to predict the occurrence of a crisis and the resultant loss that follows, but it is possible to mitigate that probability. This would ensure that should they occur, the extent to which they affect the organization and those around the affected areas won’t be as drastic if no measures had been taken. It is no wonder that many feel that BP should be punished harshly for its many blunders that cost lives and severe damage to the environment. Most academicians believe that there exist enough signals to predict the possible occurrence of catastrophe and ignoring them until it’s too late constitutes negligence. It is only fare then that companies who failure to do so should be held accountable and be made to pay for the cost of repair and compensate the affected individuals. So long as companies continue to ignore mitigation by creating strong crisis management teams, then product liability suits will are here to stay. Conclusion This paper shows clearly that the conduct of BP was irresponsible and should be held accountable for the loss of life and the catastrophic damage to the environment. Although the company has pledged billions in rehabilitation effort, it is not enough for the people who have lost a livelihood due to the oil spill. It remains to be seen whether the courts will rule in favor of the several plaintiff’s who have filed a product liability class suit against BP. But by all indications, it would be unjust to rule otherwise in the face of such gross misconduct and negligence on the part of BP.Advertising Looking for research paper on business corporate law? Let's see if we can help you! Get your first paper with 15% OFF Learn More References Ashby, J. (2010, September 13). As BP Suits Take Off, a Hard Look at the ‘MDL’ Process. Wall Street Journal. Retrieved from https://blogs.wsj.com/law/2010/09/13/as-bp-suits-take-off-a-hard-look-at-the-mdl-process/ Meredith, J. Shafer, S. (2010). Operations Management for MBAs, 4th Ed. John Wiley Sons. This research paper on Product Liability Suit against British Petroleum was written and submitted by user TheFury to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.