Arguments that appear to be legitimate but are really founded on poor reasoning are known as logical fallacies. They could be the product of unintentional thinking mistakes or purposely employed to deceive others.
Taking logical fallacies at its value might cause to base our conclusions on weak arguments and result in poor decisions. Some of the text relies on the effectiveness of logical fallacies are :
- The Bandwagon Fallacy: Bandwagon fallacies, such as "three out of four individuals think X brand toothpaste cleans teeth best," are something that most of us expect to see in advertising; nonetheless, this fallacy may easily find its way into regular meetings and conversations.
- The Appeal to Authority Fallacy: Having an authoritative person support your claim might be a strong supplement to an existing argument, but it cannot be the main tenet of your case. Something is not always real just because a powerful person thinks it to be true.
- The False Dilemma Fallacy: The false dilemma fallacy claims that there are only two possible endings, which are mutually incompatible, rather than understanding that most (if not all) topics may be conceived of on a spectrum of options and perspectives.
- The Hasty Generalization Fallacy: This mistake happens when someone makes broad assumptions based on insufficient data. In other words, they ignore plausible counterarguments and make assumptions about the truth of a claim that has some, but insufficient, supporting evidence.
- The Slothful Induction Fallacy: This fallacy happens when there is enough logical evidence to conclude something is true, but someone refuses to admit it, instead attributing the result to coincidence or something completely unrelated.
- The Correlation Fallacy: If two things seem to be linked, it doesn't always follow that one of them caused the other indisputablelly. Even while it can seem like a straightforward fallacy to recognise, it can be difficult to do so in actual practise, especially if you truly want to uncover a link between two pieces of information to support your claim.
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Answer:A slow to warm up
Explanation: this is the child that even though they are slow to react to situations or they are not active at all times .
They have a very slow reaction to change however when they get exposed to situations that can change them they can slowly adapt and change gradually.
From this text Egbert is that child who is slow however he reacts to a gradual change and warms up to it.
Answer:
The correct answer is option b. using shaping to teach your son to eat with a spoon.
Explanation:
Shaping is a conditioning strategy which is bought to use specifically when the behavior of species is to be analysed.
Differential reinforcement is used for the purpose of successive approximations. B.F,Skinner introduced this concept and experiments on animals and birds like pigeons, dogs, dolphins and eventually human beings.
The above question, you are shaping the activity of eating with a spoon to be a happy and appreciative act through constant applaud.
Answer:
Best choice is B
Explanation: Option B is the least, because lack of Non verbal cues indicating her intent can not lead to misunderstanding, since she meant to tease her.
Answer:
Hope it will be helpful !
Explanation:
Human resource development is currently as an important strategic approach to improved productivity, efficiency and profitability. However, the level of human resource development which should be the central driving force in the achievement of organisational goals and economic development in Ghana is not encouraging and should be given the needed boost by building the knowledge, skills, working abilities and innate capacities of all the people across the society. This study therefore examines the potential contributions of human resource development to organisations in Ghana in order to make recommendations that will ensure that the required human resource needs are provided. To do this, Asuogyaman District Assembly was selected as a case study. Both primary and secondary data were collected and analyzed. The study found out that 72.5% of staff in the organisation was involved in a training programme. Most staff occasionally had their training needs assessed. Performance management/appraisal and human resource planning are promoted. Human resource development contributes to increased productivity and builds manpower abilities. Based on the findings, it is recommended among others things that; all organisations should establish a human resource development policy that will encourage systematic learning, performance and change as a means to increase productivity.
