What challenge does the problem of induction raise for the status of Essay

What challenge does the problem of induction raise for the status of scientific knowledge Can the problem be solved - Essay Example However strong, no inductive argument warrants certainty of its conclusion. David Hume held that no truth can be obtained about a theory regardless of how man tests of hypothesis passes. Hume assumed that an enumerative induction would exist if an inductive reasoning is consistent when it results into roughly true conclusions frequently. This paper explores the challenge that the problem of induction raises for the status of scientific knowledge and possible solution to the challenge. Formulation of the Problem of Induction For a quick formulation of the problem of induction, Born argues that â€Å". . . no observation or experiment, however extended, can give more than a finite number of repetitions† (Bird & Ladyman 2012, pg. 31). Inductive argument is founded on numerous inferences based on different observations of an event. Each observation yields new conclusions. For example, based on a chain of observations that a man jogs to work at 6a.m on Friday, it appears justifiabl e to conclude that the man will jog to work next Friday, or generally, that the man jogs to work every Friday. The next Friday the man jogs to work does not provide evidence that the man usually jogs at 6a.m to work on Fridays, but simply add on to the number of observations made. Inductive reasoning forms greater part of human reasoning. The problem of induction entails justification in inductive reasoning method.... Further, science is based on the principle of empiricism, which holds that only observation and experiment determines whether a scientific claim, law or theory, is accepted or rejected. The three principles above: Hume’s discovery of the impossibility to substantiate a law by observation or experimentation, the fact that science is founded on law and the principle of empiricism, appear to collide with each other. This clash is what amounts to the logical problem of induction (Bird & Ladyman 2012). David Hume’s problem of Induction David Hume’s argument first appeared in his great philosophical piece of publication, the Treatise of Human Nature, which he wrote in his twenties. Hume’s argument also surfaced a decade later, but more succinctly in An Inquiry into Human Understanding. In this piece of work, Hume referred to deductive reasoning as â€Å"reason† while â€Å"induction† meant inductive argument. In his argument, Hume clarified that no conclusion from observation or the future is deductive. Hume first meditates on the discovery of causal relationships on which â€Å"matters of fact† are founded. According to Hume, causal relations are never discovered by reason, but through induction. His reason is that for every particular cause, there are numerous effects, and the precise effect cannot be arrived at by interpretation of the cause. However, an individual must make observations on incidences of the causal relation in order to prove that the claim is true. One cannot prefer effects emerging out of one observation over the rest of observations. According to Hume, predictions can only be made inductively through earlier

Training and Appraisals Case Study Example | Topics and Well Written Essays - 750 words

Training and Appraisals - Case Study Example Questionnaires can also be used in this process. During the course of a weekly job role, it is understood that employees interact with different members of the organization routinely and therefore many dimensions of their attitude, motivations and competency are known by others in a way that is not by the manager in charge of their job. This is why many businesses choose the 360 degree system for feedback as it gives a much clearer picture of the productivity levels and professionalism being displayed by the employee as they perform their job role. By including customers, which is sometimes done in this process, they can understand whether performance and professionalism targets are being met efficiently in relation to customer service. Customer service is often one of the most important competitive advantages that a business can have, therefore inclusion in the evaluation process has many advantages to the business. One health care organization utilizes questionnaires in development of the 360 degree system in order to provide clarity about each job role being assessed and analyzed. In this process, â€Å"employees negotiate with their manager who their reviewers will be and are advised to select as broad a range as possible from people they work with on a regular basis† (Carmichael, 2009, p.74). Interesting to this approach is the ability to choose another individual in the organization that they feel could use relationship improvement to act as an evaluator (Carmichael). By doing this, they ensure that non-biased assessments are conducted to provide as much accuracy as possible. There are critics of the 360 degree feedback system that believe employees â€Å"game† the system, meaning that they will create social agreements about rating information as a form of â€Å"mutual back scratching† (Maples, Harris & Greco, 2010, p.2). This is why there should be a non-biased person involved in the process to ensure that questionnaires and other f eedback is provided as accurately as possible and identify when bias might be present. However, despite this criticism, many companies find success in these efforts and are able to have a clearer picture of what is actually happening in the employee environment when their managers/supervisors cannot be present to observe all daily functions. Alliance Unichem Alliance Unichem operates in a very diverse, multinational and multi-cultural environment with a workforce of approximately 30,000 people nationwide. Business representatives in this company work with customers in Belgium, Greece, Turkey, Norway and Spain (to name only a few countries). After a merger occurred, the company had considerable trouble merging diverse cultures due to the many different social and cultural backgrounds of its many employee demographics. To help facilitate cultural integration, Alliance Unichem chose to launch the 360 degree feedback system. By gaining cross-cultural perspectives as external and interna l peer and management ratings, the company was able to identify key opportunities for understanding cultural principles in each region of operations. The feedback provided from