Brave New World and Anthem Essay

In both Brave New World and Anthem the underlying themes are very similar. The government controls every aspect of people’s lives, everyone is supposed to be perfectly happy with what role they are given, and the main character do not fit into what the government was deemed normal. While both books have these very similar traits, there are many differences as well; the way the government controls the people, as well as the form of government, the way people of both societies treat each other, and the situation in which the main characters are placed. In both Brave New World and Anthem the government controls everything about a person. In Brave New World the government has taken the ultimate step in controlling the people. The government has taken people’s right to have children away, and instead grow children in labs, dictating what the child’s life will be like from the time the sperm is introduced to the egg. The government adds enhancers if they want the child to come out smart, or things like alcohol to the embryo if they want it to come out stupid. Then the child is put through a series of conditioning treatments that make the child behave exactly how the government wants the child to (Huxley). In Anthem the government has also taken control of every aspect of te people’s lives. They are not as drastic as the government in Brave New World, but they put a child through a conditioning school, they choose the job that the person will do, and they choose when babies will be made. In Anthem the government is a council of leaders that have been chosen by the previous leaders to lead the people, and make them conform to the way that the council wants the people to think. There are councils in every city in Anthem as well as sub-council that control other aspects of life, for example the council of scholars rules over the new inventions, and studies conducted (Rand). Brave New World’s government is a series of people called controllers that rule over a continent, each controller is in charge of everything that happens in the continent be it new discoveries, or what kind of felly to show the people. The controllers have absolute power within their continents, but there is also a world council. Each controller is part of the world council and they make decisions that involve more than one controller’s continent. In the books the government has taken measures to see that everyone is perfectly happy, no matter what the cost of happiness is. In Anthem the children are taught from infancy that they would be perfectly happy if they loved their brothers and did their best to serve them. The children were punished if they tried to do something that their brothers would not like, or would not benefit the rest of the population. This method did not always work because some people where resistant to the ideas, and would always think in a different way that would make them unhappy. Also in Anthem the men are taught to stay happy they must serve their brothers fully and not interact with women at all. It is a crime to interact with women outside of the time of breeding. While in Brave New World the government took the children from birth and used conditioning as well as things like electric shocks to make the children think a certain way. This method is used until the children reach adulthood, and then to keep the population happy they are given a drug called soma. Soma is a mind altering drug ha makes the people happy an forget all their worries. The government convinced everyone that Soma was solution to the unhappiness in the world. Yet, this happiness is one reduced to sheer consumerism, just as politics in the brave new world is degraded to conformism. ( Diken Bulent). More tellingly yet, the only alternative set in the book against this sterile, suffocating civilization is religious fundamentalism (Diken Bulent). Another way that the government in Brave New World fools everyone into thinking that they are happy is by teaching the population that everyone belongs to everyone, and that having sex with as many people as possible as often as possible is a good thing, and is highly encouraged. The main characters in both Brave New World and Anthem do not fit into what the governments see as the perfect world. In Anthem Equality 7-2521 who was born into his society wanted to be a scholar, and help his brothers with his ideas, and inventions, but he was assigned to be a street sweeper. When Equality tried to change his life, and took the light bulb to the scholars hoping that they would accept him into their ranks and let him study with them. Equality was then punished and sentenced to death for trying to help his brothers better themselves, but escaped with his beloved and founded a new colony in which the mind would not be oppressed by the government. In Brave New World John is a boy from a reservation brought into society as an experiment, he does not understand the logic of the people, or the way they are until he meets the controller of the continent. While everyone that was raised in society is very promiscuous, and open with everything, John who was raised on the reservation only wants to be with one person, and keep his relationship private. This goes against everything that the people of civilization believe in. the differences eventually lead to John leaving the city to go live in a lighthouse far from the city. He eventually killed himself because he could no longer handle what was going on in his head, and the things going on around him. Brave New World and Anthem where very similar in the fact that they both had governments that dictated everything, things that where suppose to eliminate unhappiness, and had main characters that did not fit into the world in which they found themselves living. There where also pretty outstanding differences between the books as well though, the way the two societies viewed interactions with the opposite sex, the ways the governments where structured, and most of all the ending of the books. One character goes on to live his life with the one he loves, while the other commits suicide.

Human Resources

Q. 1 Write down the difference between Personnel management and Human Resource management. Ans. Distinction between Personnel management & Human Resources management The history of Human Resources management traces its roots to the erstwhile Personnel management that was prevalent in the companies of a few decades ago. Though the two terms ‘Personnel Management’ and ‘Human Resources Management’ are interchangeably used by most of the authors, there are key differentiators that make Personnel Management (PM) different from Human Resources Management (HRM). HRM is clearly based on the foundation of behavioural science knowledge relating to the handling of employees to motivate organizational goals. The focus is more proactive approach and pays attention to employee satisfaction and delight. Business goals and objectives and the strategies that will enable this to happen are the foundation for HRM. The basic philosophy is driven by the Theory Y approach where the belief is that people like to work and do not prefer t be supervised and made to perform. The employee becomes a champion for the organization and its product/service. PM is that management style that deals with the control and reactive problem solving approach to resolve employee issues in a organizations. The philosophy for the PM approach relied on the Theory X approach that believed that people do not naturally like to work and need to be coerced to work and often need to be driven to work. Is more the ‘stick’ approach rather than ‘carrot’ approach. Rigid rules of do’s and dont’s exist and these provide the framework for employee’s behaviour at the workplace. Employee welfare and formal grievance systems play a significant role here and thereby managing industrial relations with high amount of trade union activity are highlighted. Very few organizations today practice this style to people management, as the benefits and the long term gains from a HRM approach, impact business results far more. HRM emphasizes on training, as an important area of people management, which covers the following aspects: 1. Increasing productivity 2. Improving quality 3. Improving organizational climate 4. Ensuring personnel growth etc. Q. Write a note on scope of HR in India. Ans. Scope of HR in India Contrary to these forces, in India the owner manager/government/public sector manager was an industry icon and a national hero of sorts. The Personnel Management practices were dominant of the ‘brick-and-motor’ industry. Though the approach was largely welfare oriented and reactive in nature it served effectively for the large PSU organizations that built the country’s foundation. Its only in the past 10-12 years with the immense growth on account of the IT industry that winds of change began to blow. It was largely the advent of the Information Technology era in India that brought with it the western management practices. MNC’s (multinational companies) started up their operations in India. The FDI (foreign direct investment) went up steeply as the world saw the potential in the country’s human resources. India became a preferred location for MNC’s primarily from the USA, followed by other developed countries. The gave birth to a new generation of management as well as HRM practices. New hiring methods, new ways of paying salaries, new employment terms and most importantly increased focus on individual performance and outcomes. There was emphasis on deliverables and linking individual and team performance to business results and success. Given the highly educated workforce there was a de-emphasis in the role of the trade unions. The era of the trade union dominance gave way to the new order of individual negotiated salaries and terms and clearly performance linked assessment systems. Another transformation that the Indian workplace witnessed was the focus on ethics and ethical practices in doing business. It was only fair to expect that with the weak legal system, it needed the support of the government policies and the corporate policies to beat the corruption that existed. This has significantly contributed to India emerging as a preferred destination for doing business. All of this has yielded to give way to the birth of the ‘professional manager’ Professional managers today are a critical and essential part of the Indian corporate. The professional manager brought about a shift in the culture from a highly authoritarian approach of getting work done, to a more collaborative and participative approach. The entrepreneurs who earlier operated in a secure, sheltered market and hardly face challenges, were challenged by the globalization that swept in with the liberalization policies and measure brought in by the Indian government late 1995 and onwards. Despite the challenges, the Indian employee and his manager evolved. Together they stepped up to face the challenge head-on and to win not only in India but also globally. The levers of (a) low cost, (b) highly skilled, and (c) English as the medium of education and it being the corporate-language: were the key drivers that enabled the flow of global business to India. There was exponential growth in employment both directly (jobs in the international and domestic companies) as well as indirectly (as support industries like transport, catering and ancillary industries). The simultaneous investment of the government in building the necessary infrastructure did its share of providing impetus towards creating more jobs for the people of the country. Hence, human relations movement in India has evolved very differently as compared to what we see in the developed economies of the USA and the UK. What is currently acting as a limitation is the enhanced awareness on the need for research based HRM practices. While there is a lot of work happening in the Indian education system to promote this, it is going to take a while before it can create a distinct body of knowledge that is referenceable. For now the industry relies on emulating westerns HR practices and customizing on a as-needed basis for the Indian corporation. For the rest the industry forums and consortiums like the NASSCOM act as a hub bringing together organizations on a regular basis to discuss challenges and share best practices and identify ways and means o overcome them together. So far this has been successful and working to the advantage of the Indian corporate. Leading MNC research and consulting firms like Mercer and Hewitt too contribute to the industry through carrying out research and sharing reports on a regular basis. The approach however remains analytical and less prescriptive. Q. 3 Explain the critical steps in Human Resource Planning system. Ans. We will attempt to discuss in details the critical steps that are part of the above system. A. Purpose of Human Resource Planning: Human Resource Planning fulfils individual as well as organizational goals. What it essentially amounts to is â€Å"striking a balance† between the future human resources needs and the future enterprise needs. And this is done with the clear objective of maximizing the future return on investment in human resources. And this objective may be laid down for a short-term (i. e. for one year). B. Estimating/Forecasting the future Manpower Requirements: the first step in the process is to arrive at the desired organizational structure at a given point in time. Mapping this structure with the existing structure helps in identifying the gap in resources requirement. The number and type of employees needed have to be determined. In addition to the structure there are a number of external factors that affect this determination. They include business forecasts, competitor strategy, expansion plans, product/skills mix changes, profit/revenue growth projections, in addition to management philosophy and government policies. This step also includes an analysis of the external labour/talent environment, its demographics, demand/supply of the required talent, and cost considerations. C. Auditing Human Resources: Once the future human resource needs are estimated, the next step is to determine the present supply of manpower resources. This is done through what is called â€Å"Skills Inventory†. A skills inventory contains data about each employee’s skills, abilities, work preferences and other items of information which indicate his worth to the company. Skills inventory are also referred to as competency dictionaries. This information is us ually retained as part of the performance management system with the HR department. This step in the HRP system helps identify the existing profile of the manpower and its efficiency. It helps highlight where the organization is vs. where it ought to be. The step concludes with identifying clear gaps in the skills/ manpower mix required to meet the upcoming business objectives. D. Job Analysis: After having decided how many persons would be needed, it is necessary to prepare a job analysis. The recorded details of training, skills, qualification, abilities, experience and responsibilities, etc. as needed for a job are studied. Job analysis includes the preparation of job descriptions and job specifications. E. Developing a Human Resource Plan: This step refers t the development and implementation of the human resource plan, which consists in finding out the sources of labour supply with a view to making an effective use of these sources. Some important considerations at this point are: †¢ Specific roles/disciplines being hired for, of them which roles are pivotal for the business †¢ Competencies and capabilities needed †¢ Manager vs. employee hiring †¢ Hire internally vs. External sourcing †¢ Planning for new skills through training existing staff vs. hiring new teams †¢ In case of surpluses, planning for redeployment/ reduction in orkforce as required †¢ Succession planning for key positions in the company. Q. 4 With reference to the compensation and salary system what are the systems that are helpful to raise the effectiveness of employees Ans. Compensation/ salary systems are designed to ensure that employees are rewarded appropriately depending on what they do and the skills and knowledge (intellect) required for doing a specific job. It must therefore provide for the following key factors in order to be effective: The following factors may be helpful to raise the effectiveness employees Signal to the employee the major objectives of the organizations- therefore it must link to the overall goals and objectives of the company. For example if doing a quality job is critical for the company its compensation system has to ensure that this is adequately rewarded. On the other hand if a company values productivity and units produces, the compensation system would be designed such that productivity is rewarded. †¢ Attract and retain the talent an organization needs – the need to benchmark salaries to the prevalent market standard for that job / skill so that the company is able to attract the right talent. If a enterprises pays a salary lower that what the market does for that job/responsibilities, the probability that suitable candidates would take the job offer and join the company. Even if they do join subsequently when they find that the market pays more for that job they would quickly find a more remunerative job and leave the company. †¢ Motivate employees to perform effectively – as discussed at the outset, money is a key motivator and it often might be the only motivator for most employees, therefore ensuring that compensation is appropriately disbursed need to be taken care of while designing the compensation system. Jobs in the brick and motor, production setups would focus on higher incentive policies that would motivate the employee to produce more while the base-salary would be low. †¢ Create the type of culture the company seeks to engender – compensation systems play a critical role as sponsors for the organizations culture. A performance driven culture would build compensation policies that clearly and significantly reward performance. A company that rewards loyalty would reward employees who stay longer in the company with significantly better incentive programs. Hence we see how compensation systems are reflective of the organizations over all philosophy of what its goals and objectives are and how this can be linked to salary payout. Q. 6 â€Å"Dynamic Learning† is an organization that wants to revise the HR policies. It has conducted a survey and the results of survey indicated that r=there is employee unrest, tardiness, absenteeism, more grievances. This all clearly indicates low morale. Suggest the measures that can be taken to improve employee morale. Ans. Employee Morale Boosters. Morale boosters can take the form of recognition, eompensation, special perks or simply terminating employees. Here are 11 low cost morale boosters: Welcome ideas: Employee morale improves when staff feel they are valued. Share and implement their innovations and ideas. Keep Score: Mount a large score board in the office to recognize top performers and to motivate those on the bottom of the list. Inspect: The old management adage, inspect what you expect is true. Companies with a lack of focus can confuse staff and lead to less morale. Thank You Notes: Send a special thank you letter to you staff’s family or spouse, praising their good work and efforts. Huddle: Have a daily morning huddle to highlights tasks for the day and to cheer yesterday’s wins. Open Up: Provide an open forum or one-on-one time to allow employees to express their concerns and feelings can be an easy means to boost morale. Have Fun: Special events and outside work activities can take the pressure off the day-to-day grind in the office. Show Charity: Get your staff involved in a bigger cause to help them see there is more to life than work. Add Perks: Use low cost perks such as a Foosball table in the lunch room. Fire Staff: Sometimes the root cause of low employee morale can be a staff member whose negativity brings down the group. Even a top performer can bring down staff behind your back. Measure it: Keep tabs on the levels of morale in your business by regularly measuring employee satisfaction. The backbone of business success resides in the productivity and output of your employees. Those companies who remain vigilant to the signs of low morale and who focus on improving morale can thwart off the impact of a low morale workplace. Human Resources 1 â€Å"If you are working in a company that is not enthusiastic energetic, creative, clever, curious, and just plain fun, you’ve got trouble, serious troubles† (Tom Peters. Indeed, the success of any organization depends on several issues amongst them, organizational culture, teamwork, management style and the level of motivation amongst the employees. Leadership The whole organizational momentum is decided by the top management, the style they adopt determines how decisions are going to be made, what kind of decisions the business is likely to make, the nature of policies which the company is going to adopt as well as how the organization will respond to management issues such as competitor activity, industrial attractiveness employee relations, public relations as well as corporate social responsibilities. The strategic fit of the organization is determined by whether the leaders are visionary or non-visionary whether these exercise foresight and how they balance risk taking and the drive for initiative. According to (Stacey, 1992p. 31-39), the momentum of a company is generated from the top management and perfected in bottom level, the success of an organization squarely rests on reach and every single employee irregardless of the role and position held in the organization. Therefore, to achieve a well coordinated and motivated team, the leadership and in essence, every single employee must be able to play their role so as to achieve a synergetic effect. The company which succeeds is that which handles all departments’ issues in regard to solving problems which arise and keep on arising. The challenges can serve as the source of de-motivating an otherwise motivated staff, if issues are not well attended to, while on the other hand, the challenges can afford an organization the opportunity to bond its workforce and reassure unity of purpose in the organization positive organizational behavior leads to organizational success while a negative corporate behavior leads to loss of profits and therefore organizational failure 2. You have been hired as the H. R director of the Schapiro Inn & out Motel. What are some of the key issues you should address the First day of work? Do you want to make your presence known the first day, or would you ease into the job slowly? What . R. management philosophies do you plan to adopt to make sure that you have the best workforce possible? Although take over calls for moderation, definitely there are some things that a new H. R manager would need be familiar with the first day of reporting to work. This is mainly because of the fact that on the fist day of work, one has already signed an agreement letter, and a letter of agreement. Probably they have been oriented and all relevant hand over details completed. This therefore implies that one is responsible for all happenings and is mandated to execute the relevant tasks as though that day was his/her 1000th day. Since not any board of directors would take the excuse that the H. R. M is new and therefore the reason for the numerous mistakes. But for the fact that different organizations have different needs, all HRM functions are similar and the rest calls for understanding of a company dynamics. On assuming office, an HRM manager has an obligation to execute normally all relevant duties such as pay issues, employee complaints, recruitment and staffing issues as well as formulate HR policies in collaboration with the administration. Where applicable, the HRM is supposed to solve any pending issues. The above is undertaken in the understanding that in an organization, smooth running is of utmost importance and a breakdown should never be experienced, for this may affect operations of the whole organization and therefore result into losses and interruptions to normal functioning of the organization. The best workforce can be achieved only by adopting suitable policies notably, pay related policies as well as employee motivation issues. The appraisal method adopted, problem solving and disciplinary issues as well as equality and equity policies at the place are of importance to an organisation. If the above are practiced, motivation results and staff often give their best. 3 â€Å"Call it what you will, incentives are what get people to work harder. † (Nikita Khrushchev) Research findings on the impact of pay and incentives on performance and output have overwhelmingly supported the above contention. Most employees work to satisfy their basic needs as opposed to achieving other goals. Although other factors such as job environment, tools and machinery, job policies as well as terms of contract are relevant to. All of the above play important roles in ensuring that employees and well equipped to perform at their best. Incentives basically refer to salaries and all other benefits which allow employees to function with minimum constraints. Incentives as a motivator should be administered carefully and uniformly. Job grading should be predictable and done in guidelines of a clear and open policy whereby employees are aware of what they need to do in order to move to the next level or to move to a higher job group. In a situation where by the issue of incentives is handled unprofessionally, conflicts arise and output and performance are negatively affected. 4 Discuss the term â€Å"turnover† in the hospitality industry. What does it mean? How can it be controlled? What are some of the causes? What does it mean to you? Turnover can be defined as the situation whereby employees keep on quitting job in unusually high rates. This could either be due to natural attrition, unfavorable working conditions as well as due to service termination. Turnover is a very common occurrence in the hospitality industry mainly due to the nature of the industry. Since many businesses in the hospitality sector peg their staff needs on seasons, low or high seasons call for flexible employment and contract terms in which organisations increase or retrench staff to reflect on market activity, this in turn results into un-usually high staff turnover occasioned by unpredictability of demand forces. â€Å"Laziness may appear attractive, but work gives satisfaction† (Anne Frank) Job satisfaction refers to a state whereby one is able to work hard and in turn receive self assurance from the job upon being contented with the results of the work. Job satisfaction is good for employees in that it lead to high level of concentration and therefore high output. Lack of satisfaction leads to lack of concentration, something which a ffects performance. Laziness is a leading cause of job dissatisfaction in that for one to be truly satisfied with their work hard work and effort is needed. One needs to concentrate and exercise a lot of patience for that leads to satisfaction. Therefore, laziness hinders performance and this prevents job satisfaction. Employees should derive job satisfaction from the tasks allocated to them. This in turn leads to high profitability of the organization and a healthy work force. Human Resources 1 â€Å"If you are working in a company that is not enthusiastic energetic, creative, clever, curious, and just plain fun, you’ve got trouble, serious troubles† (Tom Peters. Indeed, the success of any organization depends on several issues amongst them, organizational culture, teamwork, management style and the level of motivation amongst the employees. Leadership The whole organizational momentum is decided by the top management, the style they adopt determines how decisions are going to be made, what kind of decisions the business is likely to make, the nature of policies which the company is going to adopt as well as how the organization will respond to management issues such as competitor activity, industrial attractiveness employee relations, public relations as well as corporate social responsibilities. The strategic fit of the organization is determined by whether the leaders are visionary or non-visionary whether these exercise foresight and how they balance risk taking and the drive for initiative. According to (Stacey, 1992p. 31-39), the momentum of a company is generated from the top management and perfected in bottom level, the success of an organization squarely rests on reach and every single employee irregardless of the role and position held in the organization. Therefore, to achieve a well coordinated and motivated team, the leadership and in essence, every single employee must be able to play their role so as to achieve a synergetic effect. The company which succeeds is that which handles all departments’ issues in regard to solving problems which arise and keep on arising. The challenges can serve as the source of de-motivating an otherwise motivated staff, if issues are not well attended to, while on the other hand, the challenges can afford an organization the opportunity to bond its workforce and reassure unity of purpose in the organization positive organizational behavior leads to organizational success while a negative corporate behavior leads to loss of profits and therefore organizational failure 2. You have been hired as the H. R director of the Schapiro Inn & out Motel. What are some of the key issues you should address the First day of work? Do you want to make your presence known the first day, or would you ease into the job slowly? What . R. management philosophies do you plan to adopt to make sure that you have the best workforce possible? Although take over calls for moderation, definitely there are some things that a new H. R manager would need be familiar with the first day of reporting to work. This is mainly because of the fact that on the fist day of work, one has already signed an agreement letter, and a letter of agreement. Probably they have been oriented and all relevant hand over details completed. This therefore implies that one is responsible for all happenings and is mandated to execute the relevant tasks as though that day was his/her 1000th day. Since not any board of directors would take the excuse that the H. R. M is new and therefore the reason for the numerous mistakes. But for the fact that different organizations have different needs, all HRM functions are similar and the rest calls for understanding of a company dynamics. On assuming office, an HRM manager has an obligation to execute normally all relevant duties such as pay issues, employee complaints, recruitment and staffing issues as well as formulate HR policies in collaboration with the administration. Where applicable, the HRM is supposed to solve any pending issues. The above is undertaken in the understanding that in an organization, smooth running is of utmost importance and a breakdown should never be experienced, for this may affect operations of the whole organization and therefore result into losses and interruptions to normal functioning of the organization. The best workforce can be achieved only by adopting suitable policies notably, pay related policies as well as employee motivation issues. The appraisal method adopted, problem solving and disciplinary issues as well as equality and equity policies at the place are of importance to an organisation. If the above are practiced, motivation results and staff often give their best. 3 â€Å"Call it what you will, incentives are what get people to work harder. † (Nikita Khrushchev) Research findings on the impact of pay and incentives on performance and output have overwhelmingly supported the above contention. Most employees work to satisfy their basic needs as opposed to achieving other goals. Although other factors such as job environment, tools and machinery, job policies as well as terms of contract are relevant to. All of the above play important roles in ensuring that employees and well equipped to perform at their best. Incentives basically refer to salaries and all other benefits which allow employees to function with minimum constraints. Incentives as a motivator should be administered carefully and uniformly. Job grading should be predictable and done in guidelines of a clear and open policy whereby employees are aware of what they need to do in order to move to the next level or to move to a higher job group. In a situation where by the issue of incentives is handled unprofessionally, conflicts arise and output and performance are negatively affected. 4 Discuss the term â€Å"turnover† in the hospitality industry. What does it mean? How can it be controlled? What are some of the causes? What does it mean to you? Turnover can be defined as the situation whereby employees keep on quitting job in unusually high rates. This could either be due to natural attrition, unfavorable working conditions as well as due to service termination. Turnover is a very common occurrence in the hospitality industry mainly due to the nature of the industry. Since many businesses in the hospitality sector peg their staff needs on seasons, low or high seasons call for flexible employment and contract terms in which organisations increase or retrench staff to reflect on market activity, this in turn results into un-usually high staff turnover occasioned by unpredictability of demand forces. â€Å"Laziness may appear attractive, but work gives satisfaction† (Anne Frank) Job satisfaction refers to a state whereby one is able to work hard and in turn receive self assurance from the job upon being contented with the results of the work. Job satisfaction is good for employees in that it lead to high level of concentration and therefore high output. Lack of satisfaction leads to lack of concentration, something which a ffects performance. Laziness is a leading cause of job dissatisfaction in that for one to be truly satisfied with their work hard work and effort is needed. One needs to concentrate and exercise a lot of patience for that leads to satisfaction. Therefore, laziness hinders performance and this prevents job satisfaction. Employees should derive job satisfaction from the tasks allocated to them. This in turn leads to high profitability of the organization and a healthy work force.

Foundational to the Christian faith is the belief that mankind is Essay

Foundational to the Christian faith is the belief that mankind is created in the image of God - Essay Example As such, the following analysis will seek to engage the reader with the important and fundamental onus that this understanding places upon the believer; as well as a discussion and analysis of several of the texts within the Bible that confirm the importance of this â€Å"image† connection. Although a literal interpretation of the texts pertaining to mankind (humankind) being created within he image of God lends one to believe that we look and are formed literally similar to our Creator, such an approach only captures part of the meaning that can necessarily be implied. Moreover, the first reference of making mankind in the â€Å"image† of God is found in Genesis 1:26 where God staes on the final day of creation, â€Å"Let us make man in our image, in our likeness†. This dual reference to image and likeness are important; although they may seem rather complimentary at first glance. The reason behind this is that the dual reference both implies a physical and the potential for a spiritual likeness. Whereas Biblical scholars have long debated whether or not a type of original sin or tabula rasa exists within the spiritual soul of mankind, seeking to define this is only part of understanding what the texts relating to image ultimately portend. As such, it is the understanding of this author that the pervasive discussion of image and thelinkages between human and devine that are effected both in the Old and the New Testament show a unique layer of importance being bestowed upon the level of understanding that the believer is able to integrate with this reality of similarity. Though it might be tempting, being created within the mere image of God is not enough in and of itself to allow the believer to assume an air of neither infallibility nor perfection. However, in helping to denote this comparison to an even more profound degree, the New Testament book of Hebrews chapter 4:15 states: â€Å"For we do not have a high priest who is unable to em pathize with our weaknesses, but we have one who has been tempted in every way, just as we are – yet he did not sin†. This of course helps to make the New Testament teachings concerning the path of righteousness that Christ laid out for his followers as even more pertinent and even more salient. Although true that mankind is created in the physical likeness of the Creator, he is also endowed with a unique spiritual ability to develop the relationship with the Father; just as His Son did during his ministry on Earth. The necessity for all of this is manifestly evident with regards to the field of special education. Due to the fact that there exists a clear and determinant relationship between the teacher and the student, similar to the relationship that existed between Christ and his disciples during His ministry on earth, it is necessary for these stakeholders to integrate closely with the idea and understanding for how the image of God can most effectively be transmitt ed to stakeholders within the educational setting. By seeking to engage these individuals with regards to fairness, patience, honesty, and longsuffering, the image of God can be effectively transmitted to these youth; regardless of their developmental level; thereby helping to promote an appreciation and understanding of how the image

Tips for Writing Academic Process Analysis Essays Essay

Tips for Writing Academic Process Analysis Essays - Essay Example The below example of an essay in the field of human resource management illustrates the most important elements and stages of  the essay writing process.Human resource management is a very broad field of study: it is necessary to identify a specific aspect or element within this discipline to avoid confusion. For example, an essay can be written to demonstrate an increasing prevalence of human-centered approach in modern management practices. In order to fulfill this task, the writer is supposed to perform a solid review of relevant literature in order to understand the management practices of the past and present and draw a comparison between them. The key problem here is making decisions concerning what information out of the available mass must be included and what left out. However, the literature surveyed within the framework of this study must not necessarily deal with only one specific HRM aspect: the most essential criterion is the ability of publication to show the core te ndencies in management practices during the certain period. Only credible sources such as classic texts and peer-reviewed scholarly articles are taken into consideration during the review.The fastest and most convenient way to locate the materials required for such study is via online libraries. Since an abundant amount of credible studies have been identified during the search, the only inclusion criteria that have been applied in the selection of sources are English language and thematic relevance mentioned above. Other criteria such as methodological soundness or date of publication have not been considered.  

Conception of Justice Essay Example | Topics and Well Written Essays - 750 words

Conception of Justice - Essay Example According to his theory He believes that equal rights should not be given to all the people and free market is not at all acceptable for kristol as it will raise the tide. So he believes in unequal distribution of benefits in the society. In order to justify his theory he further says that the in equality should benefit every one to some extent mainly the less advantaged. I believe and agree with kristol's theory. All the human beings should be given equal rights and it should be left on their fate that it will float their boat or will sink it. This will be un kind if we fulfill needs of one person and ignore other. Every body who is entering in the market will obviously try to compete and in doing so healthy competition will be there in the market and will result in better quality and quantity of work. The free market will not increase rush in market but will increase the number of competitors to get better and much better results. The principle of difference presented by Rawl doesn't seem much attractive and impressive. Free market is the right of every retailer or investor and it is upon them that how they manage to get hold of right strategies and manage to survive or rule the society. Other wise it would be like that you are afraid of your competitors and that's why you don't allow them to enter into the market or you don't want free market because you are afraid of being over come by some other party. In other words you don't want any race track as you are afraid of race - this, in essence, is not, and cannot be, a rule of the game. The actual rule of the game is to let come who ever want to with a spirit that if you are the best no one could let you down. So in my vote goes for kristol. 2. The Ciulla reading (on the course reserve, on the syllabus for June 2nd) directly addresses one of Ian Maitland's claims. Evaluate Ciulla's response (this requires stating the relevant claim from Maitland). Whose side do you take--in answering this last question, you should give reasons for the side you take, and those reasons should appeal to Maitland's or Ciulla's arguments, and you should acknowledge possible counter-arguments. Does your decision affect your actions as a consumer/economic agent (450 words) Word count:345 Ethical issues are always present in the business no matter what kind of business it is. Modern work is a subject of debate for many writers and all of them have different point of view and arguments about same subject. While defending business of sweat shops Maitland says that on the whole, they are better for the world's poor than the available alternatives. For him sweat shops are good for third world workers. He believes that a worker from third world country can get respect because of this business in any country as it is respectable. Where as Ciulla believes that there is no easy solution to make any work meaning full and that there is also no easy way out for balancing the demands of work and life. I personally agree with Ciulla because it is not necessary that if you open a sweat shop it will be successful for sure or there is no guarantee that being a

Environmental Toxicology. Homework Essay Example | Topics and Well Written Essays - 750 words

Environmental Toxicology. Homework - Essay Example IBI is a multimetric index signifying the capacity of a habitat to sustain and maintain a balanced, incorporated, adaptive biological mechanism having the complete range of elements anticipated in a surroundings natural habitat (Noss, Westra & Pimentel, 2000). The user(s) categorizes environments to describe homogeneous series within or crossways environments such as lakes, streams, or wetlands; small or large streams. Metrics (attributes ) are selection that provides relevant and reliable signals about the biological impacts of human practices. Sampling designs and protocols are developed that make sure that those attributes are measured precisely and accurately. Data is gathered from each location and analyzed to establish the orientation standard for every metric. The ranges of metric qualities are transformed to converted metricscores such as 1, 3, or 5 (Noss, Westra & Pimentel,

The Features Of Immigration Essay Example | Topics and Well Written Essays - 1000 words

The Features Of Immigration - Essay Example Legalization of the permits held by American immigrants would increase their wages. This has a multiplier effect on the entire economy and would result in an overall increase in the gross domestic product (GDP) by over 1.5 trillion dollars over the next decade. These increased amounts would result in greater employment levels, greater demand, exports, and output. Overall it would translate to better living standards for all the American people. On the other hand, mass deportations as proposed by some people would result in a decrease in the gross domestic product (GDP) by almost double this figure. This translates to about 2.05 trillion dollars over one decade. The difference between the two scenarios is over 3.5 trillion dollars. This clearly shows that immigrants positively benefit the American economy. Fighting an economic reality is not only a difficult endeavor, but it is also an endeavor whose chances of success are very slim. Americans are trying to fight an economic crisis oc casioned by mismanagement of their economy. The economy was brought to its knees through a misdirection of tax funds and a poor regulatory environment. Money that should be used at home in supporting new investments to increase employment is instead directed to wars that are not beneficial to the American people. The financial sector that triggered the collapse of the economy had prospered for many years under insufficient laws and regulations. In short, the prosperity was just a bubble that would eventually burst sooner or later. Rather than blame our problems on immigrants, it would be better to focus on the real issues. Such an approach will help us move forward and avoid similar problems in future. The truth is that immigrants do not violently rob Americans of their jobs. Rather than resort to empty rhetoric about their being in America and how it equals to fewer jobs for Americans, the question should be why they are in employment in the first place and not the Americans. As the poem So Mexicans Are Taking Jobs from Americans puts it, â€Å"Do they come on horses with rifles, and say, Ese gringo, gimmee

Social Media Coordinator Research Paper Example | Topics and Well Written Essays - 1750 words

Social Media Coordinator - Research Paper Example Life after school and getting a job require a long list of interviews from HR supervisor to AVP of the company. More exams and trainings are required before you get the post. But if we can observe how things go this time, we can see that more jobs that are being offered are focusing on online and customer satisfaction. With the people spending most of their time checking their sites online every day, what’s better to do than to develop customer satisfaction and increase revenue via advanced campaign methods by the use of the powerful internet? Social media coordinator is one of the most popular jobs in the world today. This job is responsible for day-to-day execution of corporate social media campaigns. What can be more fun than to recommend, build and execute campaigns for Twitter, You Tube and other social media channels as required? Isn’t it fun to be responsible for blogger engagement, including conferences and maintaining relationships? These are just some of the m any but fun responsibilities of a social media coordinator (jobs.mashable.com, Social Media Coordinator). The Industry From the previous paragraphs alone, the frequent use of the words ‘online’ and ‘internet’ should be noted. ... Government Of course, it goes without saying that different parties would have different perceptions and preconceptions as to the use of the internet as the main form of social media. For instance, an article by Abdulrahim (2010) of the LA Times talks of former Orange County Sheriff Michael Carona, who felt that the print and electronic media that served as his downfall failed to take into account the positive things he had done for his area of responsibility. More than that, however, the ex-Sheriff also brought to light the lesser-known problems associated with social media that had been causing chaos all over California. The problem, as noted by the article, is that laws need be kept up-to-date as technology continues to advance, lest there be loopholes that more unscrupulous parties can exploit. Among the policies said to help would be the discouragement of hyperlinks and attacks on specific groups, as well as employing a social media coordinator in charge of screening and filteri ng content before publishing it. In short, it would be safe to say that the government is fully cognizant of the benefits and setbacks inherent to social media – which is why rules need to be made and adhered to in order to minimize the risks of it being abused. International Community and the Internet First and foremost, it should be noted that the main reason there are ramifications from the international community at all, is precisely because of the internet’s ability to connect people and enable communication, all irregardless of location or distance. While it is true that TV allows shows and ads to be broadcasted globally, the fact that it only allows messages to travel one way means that it is not

Evaluate an Entrepreneurial Venture Essay Example | Topics and Well Written Essays - 2250 words

Evaluate an Entrepreneurial Venture - Essay Example 3Â  billion (Cozon, 2013). In less than four years, Dyson managed to become a market leader, as regard sales in vacuum cleaners, both in the US and UK markets, which clearly shows its success story. However, the journey that started with launching the Ballbarrow in the 1970s to the production of the extremely successful vacuum cleaner in the 2000s has been a rather difficult one. It involved struggles in procuring funds during the initial years to fighting court cases against multinational rivals for patent rights. Despite these major setbacks, Sir James Dyson persevered, and transformed his company into a leading manufacturing company in the market, amidst stiff competition from other large multinational brands. Dyson is considered as a great entrepreneur and his sense of innovation and business acumen is evident in his marketing of a product that used a technology rejected by other product manufacturers. The product, when launched, was priced at double the average market rates for similar products and there were very little advertisements and marketing done to promote it; instead, DAL commissioned retailers through their own efforts, an occasional article that described the product was published in newspapers, and the name was made to spread by a general word of mouth. Key Historical Facts James Dyson, a British entrepreneur in 1973, founded Dyson Appliances Ltd. ... The Hoover Junior vacuum cleaner he owned did not perform as he wanted and therefore took it upon himself to develop a better model. Between 1979 and 1984, Dyson developed over 5000 models of vacuum cleaners trying to make them more efficient. When he produced the first fully functional prototype, he had problems getting licenses in the European and American markets, mainly because other more established manufacturers feared the competition brought Dyson’s company. The company has a long history since its establishment in the 1970s. Here, we will examine some of the key historical facts such as products, market entry, funding and others critical to its start up. i.) Products In 1986, Dyson began the manufacture of the DC-series of vacuum cleaners. These had a lot of success on the market as discussed in the market entry segment. This series started with the DC01, DC02, 03, 04, 05, 06, 07, 08, 08T, DC9, 10, 11, 12, 13, 14, 15, 18, 24, and DC25. Besides the vacuum cleaners, the company also deals in hand dryers. It is the manufacturer of the Air-blade hand dryer series. This series comprises of AB01, AB03, AB06, AB07, AB08, AB09, AB10, and AB11 (Dyson, 1998). The company also diversified into production of a bladeless fan called the Air Multiplier. The company also produced the contra-rotator washing machine CR01. This was followed by the CR02. The company however dropped this product line and ceased to provide any support services for it. ii.) Market entry The first vacuum cleaner that the company ever sold was sold in Japan for an equivalent of $2000 in 1986. This was not a sustainable venture for mass production. After setting up a research facility in Wiltshire in 1993, a cheaper model, the DA001 was produced and retailed at