The Resurrection Of Jesus Christ - 1916 Words

Introduction: I came across an article on BBC news written on April 9,2017 that stated, A quarter of people who describe themselves as Christians in Great Britain do not believe in the resurrection of Jesus. To take the resurrection out of Christianity is like taking the heat out of fire, the darkness out of the night, all the blood out of a man. Simply put, you cannot separate the resurrection from Christianity. The resurrection of Christ is the hinge on which Christianity hangs. It is the foundation of our faith. Yet there are many who try to refute this momentous history of the church. Josh McDowell said, â€Å"The resurrection of Jesus Christ is either one of the most wicked, vicious, heartless hoaxes ever foisted on the minds of human†¦show more content†¦He was seen by the Apostles, and by over five hundred people at one time. It was inconceivable to deny bodily resurrection if Christ was raised from the dead. Let’s look at his argument. V:12, Now if Christ is preached, that He has been raised from the dead, how do some among you say that there is no resurrection of the dead? Paul presents a dilemma to the believers at Corinth. On one hand, Paul preached to the Corinthians that Christ has been raised from the dead and the they believed it. Let’s look back at what Paul says at the beginning of chapter 15:1-3,11. â€Å"Now I make known to you, brethren, the gospel which I preached to you, which also you received, in which also you stand, by which also you are saved, if you hold fast to the word which I preached to you, unless you believed in vain. For I delivered to you as of first importance what I also received, that Christ died for our sins according to the Scriptures, and that He was buried, according to the Scriptures, and that He was raised on the third day according to the Scriptures†¦ look at what he says in verse 11, whether then it was I or they, so we preach and so you believed. Now they were bu ying into the lie that there is no resurrection of the dead. They were inconsistent and illogical in their beliefs. In verse 13 Paul’s makes a simple point, if you deny the resurrection of the dead, then you denied the resurrection of Jesus. Listen to what he says, â€Å"ButShow MoreRelatedThe Resurrection Of Jesus Christ1325 Words   |  6 PagesThe resurrection of Jesus Christ, outside of the act of creation itself, is the single greatest event in history. On the first Easter Sunday when the tomb is empty the trajectory of history is forever change and a new creation has begun restoring the fallen old creation. The resurrection brings great hope because in the resurrection the future breaks forth into the present reality both as a celebration of present victory and anticipation of future glory. The resurrection is not a single historicalRead MoreThe Resurrection Of Jesus Christ1557 Words   |  7 PagesCHRISTIANITY Claim Christianity claims that God sent his only son, Jesus Christ, to earth over 2,000 years ago to save humanity from sin. One of the main reasons Jesus was sent to earth was to preach the word of God and convert people into Christians. Jesus is the perfect human and was created in God’s image. Although Jesus is not God, God is Jesus. So for those few individuals that saw Jesus Christ have seen the face of God. Unlike other religions, Christians do not have to ponder about what GodRead MoreThe Resurrection Of Jesus The Christ3807 Words   |  16 PagesIntroduction The Resurrection of Jesus the Christ validates who Jesus was and is. Stipulating whether Jesus has, or had not been resurrected as the Scriptures proclaim entirety, and all that was foretold, happened, and predicted about Him is annulled. Furthermore, it invalidates the Church and more importantly Christians that are followers of Christ. Introductory of John 5:24-28 – The passage where this truth is emphasized more than any other is in John’s writing of his account of the GospelRead MoreThe Resurrection Of Jesus The Christ3580 Words   |  15 PagesINTRODUCTION The Resurrection of Jesus the Christ validates who Jesus was and is. Jesus has, or had not been resurrected everything about Him is annulled. Furthermore, it invalidates who we are as followers of Christ; the passage where this truth is emphasized more than any other is in John’s writing of his account of the Gospel with the foretold and predictions of the righteous, unrighteous, and of Jesus’ own resurrection; John 5:24-29 . If one was to look in the Holman Christian Apologetic StudyRead MoreThe Resurrection Of Christ Jesus1211 Words   |  5 Pagesâ€Å"The Resurrection of Christ Jesus according to the Apostle Paul† The example in the Gospels can express many examples of resurrection which delivers a strong message In the New Testament. The term resurrection by Webster definition explains, â€Å"Life, raising from the dead.† The Greek defines it as, â€Å"A standing up again, recovery.† John 11:25 explain Jesus speaking to Martha concerning her Brother Lazarus’s death. He says, â€Å"I am the resurrection, (standing up again), and the life (breath),Read MoreThe Resurrection Of Jesus Christ Essay1709 Words   |  7 Pagesthrough the wisdom and miracles of Jesus Christ. Many may call him Jesus or Christ but in actuality Jesus is Christ which means anointed one. Jesus Christ was no average person, he is the God the Father who came to this world and fulfilled the Old Testament laws and prophecies, died on the cross, and rose from the dead physically. As savior that came on earth to restore his people he performed many miracles which were recorded in the Gospels by the eyewitnesses. Jesus Christ is the divine in nature as wellRead MoreThe Resurrection Of Jesus Christ1168 Words   |  5 PagesThe resurrection of Jesus Christ is one of the most debated issues throughout history. Christians place their trust in a resurrected Christ for salvation and a promise of eternal life. If the resurrection never happened, Christianity is a lie and people have been mislead for generations . On the other hand if the resurrection is true, Christianity is true also. This issue is of extreme importance because one’s soul is at stake. If all the claims that Christians make for the resurrection are trueRead MoreThe Resurrection Of Jesus Christ996 Words   |  4 Pagesthe resurrection of Jesus Christ there are many different theories on what actually happened. As Christians we believe what is said in the Bible, but sometimes our minds cannot help but wonder what if. The legitimacy of the Bible regarding the resurrection of Jesus has been questioned time and again, what most do not realize is, there is proof that Jesus rose from the grave. With the empty tomb, eyewitnesses and the changed lives of the Disciples, we are able to prove that the resurrection of JesusRead MoreEssay on The Resurrection Of Jesus Christ1523 Words   |  7 Pages The Resurrection of Jesus Christ nbsp;nbsp;nbsp;nbsp;nbsp;No other event in history has been the object of as much scrutiny and criticism as the resurrection of Jesus Christ. The resurrection of Christ is the basis upon which all Christianity stands. If the resurrection never happened, then there would be no Christianity, as the Apostle Paul says in 1 Corinthians 15:14, quot;And if Christ has not been raised, our preaching is useless and so is your faith.quot; This is why opponents of theRead MoreThe Holy And Resurrection Of Jesus Christ995 Words   |  4 Pagesto the Church who, like a bride, awaits her groom. The eschatological reality of the coming Kingdom of God, inaugurated in the death and resurrection of Jesus Christ, presently breaks forth to forms the Church for its mission. As Aleksandr Schmemann writes, â€Å"the Church itself is a leitourgia, a ministry, a calling to act in this world after the fashion of Christ, to bear testimony to Him and His kingdom.†1 This leitourgia is embodied in the central practice of the Church, instituted by the Lord, the

Bullying and harassment in the workplace - my assignment help

Question: What is the reason Bullying and harassment in the workplace? Answer: Introduction Bullying and harassment in the workplace Bullying and harassment are the most common unwanted behaviors in the workplace that causes the victim to feel degraded, offended or intimidated (Einarsen et al., p. 11). Bullying is reported to be perpetrated by either management to subordinate employees or an employee to fellow co-worker. However, most workplace harassment are conducted both in private and public organizations without employers awareness. This behavior occurs through various means including face-to-face communication, through phone, email or physically and in most cases the harassment is between two individuals, however in some cases it may involve groups of people (Zapf et al., p. 82). Salin and Hoel (p. 229) reported that most of insidious and isolated cases of workplace harassment and bullying goes either unpunished or unreported in organizations and the trend is worrying especially in the those having workforce diversity. Most harassments are directed to either minority groups or the female employees (Hogh, Mik kelsen and Hansen, p. 121). The common forms of bullying and harassment include spreading malicious rumors, exclusion, unfair treatment, constant criticism of competent employee, insulting someone and victimization. The Australian constitution prohibits any form of harassment whether in workplace or home that is related to age, race, sex, disability, religion, gender, nationality or sexual orientation (Forell, p. 13). It is therefore illegal to perpetrate harassment and bullying and one is liable to legal action that may lead to fine penalty or imprisonment. The rising cases of harassment in the workplace is attributed to fear of losing a job especially if perpetrator is a manager or senior staff in organization and thus employee may opt to remain silent or resign (Lippel, p. 13). It is therefore recommended that all staff and including employer and employee be empowered about options of dealing with potential bullying and harassment in order to reduce the menace (Smit and Du Plessis, p. 174). The employer should develop policies that protect employees against any form of harassment since such behavior is associated with poor morale, lack of respect for supervisors, absenteeism, high employee turnover, court cases and associated penalties, poor employee relations and poor performance of the victims (Einarsen, Hoel, Zapf and Cooper, p. 22). These negative effects lower competitiveness of an organization in the current market structure characterized by rapidly changing customers expectations due to globalization. ACACAS reported that about 7% of employees had experienced at least one grievance event in 2004 that is related to bullying and harassment (ACACAS, 2017). It is important to note that many countries have laws adopted that guarantees everyone right not to be harassed or bullied at work. Furthermore, there are many state and nongovernmental organizations that are sensitizing the public against harassment and helping the victims. This is because bullying and harassment poses great risk to health and safety of an individual particularly when threatened, teased or exposed to unreasonable work demands. The Australian Fair Work Commission is playing critical role in ensuring adherence to anti-bullying laws in organizations to protect students in internships or industrial attachments, outworkers, contractors and volunteers (Pocock et al., p. 478). The Fair Work Act of 2009 recognizes the need of employee to lounge complain of bullying to either human resource department, a manager or the trade union representative to take appropriate instructions. Legal actions in Australia can be instituted work related complaints at an employment tribunal. Case study: Walmart Walmart is an online based business that offers customers one-stop shopping. The company sells range of products ranging from grocery, clothing, electronics, entertainment to sporting goods. The company focuses on prices and have developed everyday low price strategy that offers customers unbeatable prices. The business organization has embraced technology to improve shopping experience for its customers, one can shop online at Walmart.com, shopping in a store or through mobile apps. The company not only cares for customers but also employees, the staff are given opportunity to build their career by engaging in jobs with more responsibilities while earning higher pay. Walmart distribution operation is the cornerstone for the business with more than 100 distribution centers. The organization distribute goods directly to the customer within the US using its fleet of trucks (Walmart, 2017). This organization has thousands of employees who work collaboratively to achieve companys objecti ves. Walmart has been struggling to promote fair labor practices by creating favorable working condition for its workers. The organization offers health insurance to more than half of its employees. However, there has been public concerns that Walmart should provide affordable healthcare for all of its employees. There has been reports of unfair labor practice in Walmart, a sad record of worker abuse was evident when forced overtime and child labor was reported in the organization. Child labor is against international business practices as it is regarded as child abuse. Law suit has also been filed against Walmart for discriminating against women, over a million female employees claimed that they were being paid and promoted at significantly lower rates than their male co-workers. The America is fighting to eliminate employee abuse and discriminations in order to uphold workers rights (Schein, p. 11). Walmart is further exhibiting predatory approach whereby it opens supercenter that lead to closure of small businesses and supermarkets thus negatively affecting young American entrepreneurs and local businesses. By avoiding to pay health insurance to more than half of its employees and continuing to pay lower wages, Walmart is demonstrating violation of employees rights and is violating international best practices. The Walmart store incorporation may face risk of negative publicity due to its questionable practices particularly increased cases of bullying and harassment in the workplace. It is reported that workers in Bentonville and Arkansas gathered at a media conference to voice their concerns against Walmarts low wages and hostility to labor unions (Chen, 2016). Many employees report cases of harassments perpetrated by top management forcing them to work for long hours. This is causing negative publicity to the organization due to bad comments about organization by striking labors. The stakeholders and consumers may feel that Walmart has corporate creed and does not care about its employees and may divert their attention to other firms for investment and purchases. This may in turn reduce the sales affecting financial ability of the organization. One case of workplace harassment was reported in one of the Walmarts branches in Canada where a woman employee named Boucher was bullied by another employee called Pinnock. The court found out that Walmart was aware of Pinnocks rough behavior against Boucher yet it did not take any action and so the court penalized Walmart to offer finances to Boucher for unfair dismissal and damages suffered (Rishi, 2014). Objectives of the plan This social plans aim at helping Walmart to: Enlightening all employees of Walmart concerning guidelines and legislation governing harassment and bullying. Adopt organization policies that define workplace bullying and harassment. Stop bullying in an organization Proposed actions Enlightening employees The first objective of enlightening staff concerning various laws will be achieved through training in regards to workplace bullying. Various laws will be taught during the conference both local and international that guides acts of bullying and discrimination in the workplace. Some of materials for teaching will be sourced form Australian Human Right Commission since it is tasked with promoting good business practices and fairness among employees and employers. The Australian Human Right Commission (AHRC) mentions that it is the responsibility of employer to ensure that all applicant of a given job in an organization must be treated fairly (Syed, p. 26). This is because the federal and state law prohibits any form of discrimination during hiring, promotion or firing. The Fair Work Act (2009) describes all forms of behaviors that are against the Australian laws of fair work practices. The Australian Human Rights Commission Act of 1986 protect people from any form of discrimination based on political opinion, nationality, medical records, trade union activity, religion, social origin and criminal record (AHRC, 2017). Furthermore, federal discrimination laws protect people from discrimination on the basis of sexual orientation, inter sex status, age, sex, marital status, race, nationality, immigration status, gender identity, disability, pregnancy, breastfeeding, color or ethnic origin (Ronalds and Raper, p.21). The law attribute the following behaviors as from of harassment that is insulting jokes about particular race, suggestive emails and text messages constitute sexual harassment, asking intrusive questions about personal life particularly sex life, displaying offensive poster or screen savers that could be pornographic or making derogatory comments about someones disability. All these acts are illegal according to Australian laws (Ronalds, C. and Raper, p. 439). The sex discrimination act of 1984 define sexual harassment as unwelcomed sexual conduct that offend or humiliate a person and the Act prohibits harassment in work place from organizational stakeholders including employees, partners, contract workers, co-workers and commission agents (Newburn, p. 49). The Disability Discrimination Act (1992) and the Racial Discrimination Act (1975) prohibits offensive behavior based on persons disability and racial hatred respectively. The Fair Work Act (2013) defines workplace bullying that pose risk to health and safety of an employee. The physical and verbal abuse including yelling and offensive language, deliberate changing work roster to inconvenience staff and psychological harassment are prohibited under the Act. Organizational policies Brainstorming with employees and legal experts on various practices and behaviors that constitute bullying and harassment. It is important for the organization to give a clear definition of what constitutes bullying and raise an alarm that everyone in the organization can be a target of bullying. There are several misconceptions underlying the issue and some employees may assume that bullying is only directed towards employee by a supervisor. However, this is not always the case, Sanders, Pattison and Bible (p. 1) reported that majority of harassment occurs on a lateral level in an organization where employees bully their coworkers. The organization need to develop formal policy that allows all staff to lounge complaints against any form of harassment from their managers, Co-workers, supervisor or senior employee of the organization. The written policy I developed through consultation of management and all company employees and after incorporation of wide views of staffs, the policy can then be approved and implemented. The policy is then communicated to all organizational staff through various channels including meeting, newsletters or publishing on company website. Creation of formal policy is known to enlighten employees on various available options for dealing with bullying and harassment as reported by Yagil (p. 146). The major component of bullying is the statement that the bullying and harassment cannot be tolerated and that the organizations management is committed to promoting fairness to everyone within the firm including managers, employees, customers, suppliers and other stakeholders. All unacceptable behaviors are listed in the policy and include a clear statement that violation of the policy will lead to disciplinary actions. The policy will benefit organization a lot as it seeks to protect dignity of all Walmarts employees. The policy ensures that business operations are in consistent with the principle of fairness, respect and justice. The policy further serves to provide information, support and advice members of the Walmart to protect the dignity of its employees Stopping bullying and harassment There are several actions proposed for the managers, supervisors or employees to stop bullying and harassment with in Walmart organization. The first step is to initiate effective communication channels for reporting bullying and any other form of incivility. This involve setting up of toll-free hotline that allows staff report any inappropriate cases or behaviors that constitute bullying and harassment. The second action is to set up a disciplinary committee within the organization that investigates unwanted behaviors and guarantee fair judgement of complaints. To ensure transparency in the process, a standard investigation process must be set up and should outline various disciplinary action for those found guilty of bullying. The third and most important tool, of lowering bullying and harassment is through implementation of training programs. The employees need to be equipped with skills to identify, prevent and respond appropriately to any acts of incivility. The employees are fu rther informed of consequences of not adhering to national and international employment policies. The organization need to promote safe, health, and fair work environment that recognizes rights of every individual. This is achieved by providing clear guidance on implementation of created policy. The management must actively deal with any reported cases provided that complaint had been lounged necessitating investigation to determine next course of actions. furthermore, training to managers and employees with regard to policy and dealing with harassment and bullying helps in minimizing such cases. This is achieved by constant training that focuses on the knowledge, skills and awareness of bullying and harassment in the workplace. Other action to minimize bullying and harassment is by building workplace culture that promotes respect and dignity for everyone irrespective of social or economic status. It is reported that appropriate corporate culture is best in minimizing company problems (Kotter, p. 22). The organization culture must take complaints seriously, responding promptly and conducting investigation objectively and exploring different solution for the issue. Importantly, resources should be allocated for counselling and mediation services to the victims. Anticipated outcomes Employees are expected to adhere fully to organizational policies and laws regarding bullying and harassment. Best organizational practices that constitute corporate culture free of harassment and discrimination Minimal cases of any form of bullying especially those directed towards women Timeline and resources required Enlightening employees will take a period of two months between June and August, 2017. This will be carried out through conference that will be conducted within the organization. Legal experts will be sourced from outside the company and be provided with relevant materials including projector, pens and writing materials. The organizational conference room will be utilized to minimize expenses. The development of organizational policies will take a bit longer that is a period of four moths between August and November, 2017. During this time, constant meetings will be conducted to get views from various company stakeholders including proprietors, employees, management and representative from govern agencies. Financial resources are critical for hiring experts to offer consultation in developing appropriate company policy. Materials having laws governing employment will be useful in this process thus Australian constitution and other several acts will be utilized for references. Writing materials, pens, projector and laptop will be used during presentations. The last course of action is seeming to be continuous starting from June after establishment of disciplinary committee. Constant communication will be critical for establishment of corporate culture that respect dignity of individuals. Human capital is the main resource required for this process. Risks There is various risk associated with action plans for the organization. The employees may not be able to grasp all information regarding laws governing workplace practices. The time allocated is short, however, to maximize successful implementation of this project, then information will be published and made available for employees. Adoption of organization culture may not encompass views of all employees. Furthermore, the policy adopted might suffer effective implementation if there is no support from the top management particularly if the perpetrator of the vice is the senior employee or the manager. They might want to protect self-interest to prevent legal action, disciplinary action or worse losing their jobs. The ineffective communication channels and lack of privacy or job security may deter employee from reporting cases harassment or bullying. Fearing repercussions prompt them to remain silent thus suffering emotional stress. Evaluation method The most appropriate evaluation method will be through conducting a survey to measure effectives of the implementation of proposed actions and the realized outcomes. The questionnaire is designed to assess the problems related to bullying and harassment such as increased grievances, sickness absence and poor working relationships and increased conflicts among the colleagues. This allows management to conduct risk assessment and initiate steps to control risks and protect employees against bullying and harassment. The questionnaire is designed to incorporate relevant information related to bullying and harassment and is administered to study participants comprising of management and employees every after 3 months. The questionnaires to individual staffs will be appropriate for identifying risks of bullying and harassment and provides more accurate information that helps organization to tackle the underlying issue. Conclusion There are huge impacts of bullying harassment to the victims and organization, the victim of harassment and bullying suffers from stress and loss of self-esteem that absenteeism and resignation from work. The organization suffers from high cost of recruiting and retaining and in most case the job performance for workforce is reduced resulting in poor productivity and competitiveness of the business. A successful case against employer related to discrimination, harassment and bullying in workplace result in tainted image and financial losses due to reimbursement of the victim. It is therefore important to educate everyone in the organization to be aware of all laws and regulation and even internal policies related to bullying and harassment to reduce occurrences. This will in turn lead to motivation of workforce enhancing creativity and innovation that benefits organization a lot by increasing competitive advantage. References ACACAS., 2017, Bullying and harassment. Retrieved on May 15, 2017 from https://www.acas.org.uk/index.aspx?articleid=1864. AHRC, 2017., Workplace discrimination, harassment and bullying. Retrieved on May 16, 2017 from https://www.humanrights.gov.au/employers/good-practice-good-business-factsheets/workplace-discrimination-harassment-and-bullying. Caponecchia, C. and Wyatt, A., 2009. Distinguishing between workplace bullying, harassment and violence: a risk management approach. Journal of Occupational Health and Safety, Australia and New Zealand, 25(6), p.439. Einarsen, S., Hoel, H., Zapf, D. and Cooper, C.L., 2011. The concept of bullying and harassment at work: The European tradition. Bullying and harassment in the workplace: Developments in theory, research, and practice, 2, pp.3-40. Forell, C.A., 2010. The meaning of equality: sexual harassment, stalking, and provocation in Canada, Australia, and the United States. Hogh, A., Mikkelsen, E.G. and Hansen, A.M., 2011. Individual consequences of workplace bullying/mobbing. Bullying and harassment in the workplace: Developments in theory, research, and practice, pp.107-128. Kotter, J.P., 2008. Corporate culture and performance. Simon and Schuster. Lippel, K., 2011. The law of workplace bullying: An international overview. Newburn, T. ed., 2012. Handbook of policing. Routledge. Pocock, B., Elton, J., Preston, A., Charlesworth, S., MacDonald, F., Baird, M., Cooper, R. and Ellem, B., 2008. The Impact ofWork Choices' on Women in Low Paid Eployment in Australia: A Qualitative Analysis. Journal of Industrial Relations, 50(3), pp.475-488. Rishi., 2014, Court of Appeal Confirms Significant Damages for Workplace Bullying and Harassment. Retrieved on May 15, 2017 from Bandhulaw: https://bandhulaw.com/court-of-appeal-confirms-significant-damages-for-workplace-bullying-and-harassment/. Ronalds, C. and Raper, E., 2012. Discrimination law and practice. Federation Press. Salin, D. and Hoel, H., 2011. Organisational causes of workplace bullying. Bullying and harassment in the workplace: Developments in theory, research, and practice, 2, pp.227-243. Sanders, D.F., Pattison, P. and Bible, J.D., 2012. Legislating" nice": Analysis and assessment of proposed workplace bullying prohibitions.Southern Law Journal,22(1), p.1. Schein, V.E., 2007. Women in management: reflections and projections. Women in management review, 22(1), pp.6-18. Smit, D. and Du Plessis, V., 2011. Sexual harassment in the education sector. PER: Potchefstroomse Elektroniese Regsblad, 14(6), pp.172-217. Syed, J., 2008. Employment prospects for skilled migrants: A relational perspective. Human Resource Management Review, 18(1), pp.28-45. Wamart. (2017). Our business. Retrieded on May 15, 2017 from https://corporate.walmart.com/our-story/our-business. Yagil, D., 2008. When the customer is wrong: A review of research on aggression and sexual harassment in service encounters. Aggression and Violent Behavior, 13(2), pp.141-152. Zapf, D., Escartn, J., Einarsen, S., Hoel, H. and Vartia, M., 2011. Empirical findings on prevalence and risk groups of bullying in the workplace. Bullying and harassment in the workplace: Developments in theory, research, and practice, 2, pp.75-106.

The Importance of Exercise Essay Example

The Importance of Exercise Essay Exercising is a key component of living a healthy life. â€Å"Regular exercise is necessary for physical fitness and good health. It reduces the risk of heart disease, cancer, high blood pressure, diabetes and other diseases. In my generation exercising can be over looked. †(Why is) People seem to be consumed more with television shows, fast food, and other unhealthy activities. â€Å"The average American watches three and a half hours of television every day. That adds up to 56 days of channel surfing per year.By the age of 65, over nine years will have been spent in front of the small screen! † (The importance) Physical Education in schools are also suffering: From 1991 to 1999, participation in physical education in schools dropped from 42 percent to 29 percent. Since it is not a required part of the curriculum in most schools, kids basically opt not to be involved. † (The importance) Exercise should be promoted by parents, teachers, and other adults to people in my generation so decrease the percentage of obese individuals. Exercise can be beneficial in many ways.It is good for the mind, body, and soul. â€Å"It reduces the risk of heart disease, cancer, high blood pressure, diabetes and other diseases. It can improve your appearance and delay the aging process. † (Why is) Different types of exercise can be helpful to different parts of the body: Exercising with weights and other forms of resistance training develops your muscles, bones and ligaments for increased strength and endurance. Your posture can be improved, and your muscles become more firm and toned. Stretching exercises are also important for good posture.They keep your body limber so that you can bend, reach and twist. Improving your flexibility through exercise reduces the chance of injury and improves balance and coordination. If you have stiff, tense areas, such as the upper back or neck, performing specific stretches can help loosen those muscles, helping you feel more relaxed. Aerobic exercise involves continuous and rhythmic physical motion, such as walking and bicycling. It improves your stamina by training your body to become more efficient and use less energy for the same amount of work.As your conditioning level improves, your heart rate and breathing rate return to resting levels much sooner from strenuous activity. (Why is) Excerise is also very good for your heart. Your heart is one of the bodies most important parts of your body. Without exercise your heart can suffer. Physical inactivity is a major risk factor for developing coronary artery disease. Coronary artery disease is characterized by deposits of fatty substances, cholesterol, calcium and other substances in the inner lining of arteries that supply blood to the heart muscle.It also contributes to other risk factors, including obesity, high blood pressure, high triglycerides, a low level of HDL (good) cholesterol and diabetes. Even moderately intense physical activity such as brisk walking is beneficial when done regularly for a total of 30 minutes or longer on most or  all  days. (Physical Activity) It also said that the more you exercise the less stress you have. Exercising releases endorphins that make you happier. â€Å"Stress is one thing that has brought tremendous attention from doctors all over.In the fast paced world, many people are affected by stress in the process of making their livelihood. Exercising diverts attention from stressful matters and reduces depression. † (The importance) Obesity in America is at an all-time high. Not only is it unhealthy, obesity is deadly. â€Å"Obesity is a leading preventable cause of death worldwide, with increasing prevalence in adults and children, and authorities view it as one of the most serious public health problems of the 21st  century. † (Obesity) Some believe obesity is so common it’s not harmful but, obesity is actually considered a serious health condition. Obesity i s a medical condition in which excess body fat has accumulated to the extent that it may have an adverse effect on health. † (Obesity) This condition can be caused by various things. â€Å"At an individual level, a combination of excessive food energy intake and a lack of physical activity is thought to explain most cases of obesity. A limited number of cases are due primarily to genetics, medical reasons, or psychiatric illness. † (Obesity) When an individual becomes obese it can be very difficult to reverse these effects.Some irreversible effects obesity causes are diseases: Excessive body weight is associated with various diseases, particularly cardiovascular diseases, diabetes mellitus type 2, obstructive sleep apnea, certain types of cancer, and osteoarthritis. As a result, obesity has been found to reduce life expectancy. (Obesity) On the bright side, the most common way people cure their obesity is through exercising, and dieting. In conclusion, exercise is vital to live a healthy life. Without it the human body can suffer greatly. Although, many people overlook exercise if we can inform others if it’s importance we can have a healthier generation.

Justice in America essays

Justice in America essays We live in a country that was created on the foundation of correcting the minor problems of the countries before us that caused those countries to be non-successful in their justice-keeping abilities at the time. What I mean is that when the delegates from all across the early states gathered to write the declaration of independence, they based it on making a more perfect union. They wanted to correct the problems of the nations before ours. They wanted to fix the problems of the nations that they left because of the tyranny, injustice and bad things that were happening there. And thus they came and made this great nation that is still thriving for perfection. So we want to be a perfect nation, and that means peace and justice for all. But what does justice really mean? And how do we know if what we have is really true justice? Well, I would define justice by saying that it is the correcting of wrongs. When someone who stole a car or robbed a bank is caught and properly punished, that, to me, is justice. And when a person who had been wrongly accused of a serious crime is given an early releasing by being found innocent after only a few years lost, that, to me, is justice. Finally, in this nation, we have a sufficient amount of justice, but there is always room for more. If we keep working together as a nation, then im sure that we could form that ideal perfect nation. ...

The corporation Case Study Example | Topics and Well Written Essays - 750 words

The corporation - Case Study Example ation is its failure to take responsibility for problems it causes, while leaving others to bear the burden of their harmful effect (The Corporation). Economically, corporations are powerful and externalizing machines, while, anthropologically, this is a boundary issue between the state, the market, and the firm. The film offers various ways in which corporations cause harm, including to workers, human health, animals, and the biosphere. It also identifies penalties applied for legislation breaches as simply business costs for the corporation (The Corporation). The Corporation is exhaustively researched and covers weighty issues. However, the film also takes a hostile and skeptical viewpoint of corporations, which can be seen in the largely one-sided interviews and investigations regarding the origin and operations of corporations. In fact, the title of the book the film is adapted from, The Corporation: the Pathological Pursuit of Profit and Power (The Corporation), reveals the theme and agenda of the film. With regards to whether the film is too biased against corporations, it can be said that it covers one aspect of corporations exhaustively. It is true that corporations defraud and steal from their stockholders, pollute the environment, callously take advantage of cheap labor abroad, fire workers at will, corrupt political establishments, and devote their operations purely to the pursuit of profit (The Corporation). However, corporations have also improved the standard of living for Americans, generated scientific and medical advances, and employed millions of Americans. These aspects are absent in the film’s narrative. Therefore, this film can be said to be partisan as it has a perspective that it wants the audience to accept, selectively choosing the type and nature of information that it presents. As can be seen from the chart below, corporations have created the most jobs in the United States in the past. The last thirty years have witnessed an

Analysis of the exam for admission to higher education institutions Essay

Analysis of the exam for admission to higher education institutions - Essay Example According to Karen Huffman in her book ‘Psychology in Action’, the scientific standards for a good Psychological Test to measure intelligence are standardization, reliability and validity. Standardization is when norms and uniform procedures must be established for giving and scoring in a particular test. Reliability includes that the test should be such that measures stable and consistent scores when the test is administered the second time and lastly validity is when the results measure what the true purpose of conducting the test was.SAT is standard for everyone and is also reliable at the same time. But when it comes to validity, some people argue that the results of the test do not show the true intelligence of the person. Why is this so? According to K12 Academics, which is an Education Resource Centre, the analogies in the verbal section are ambiguous and there are errors in the scoring of math scores. In 2001 Richard C. Atkinson urged the American Council of Educ ation to drop SAT Reasoning test as a college admission requirement. He recommended making this test optional. Because of this, in 2005, the pattern of the SAT Reasoning test was changed. In 2006, the average national score of the SAT dropped by seven percentage points from 2005. This was the largest drop in 31 years and was reported in the ‘Yale Daily News’ by Josh Duboff. An article published in 2007 by Maya Srikishnan, who is a reporter for ‘The Daily Texan’, reports that this new and improved test also got criticized because of its writing section.... Also this test puts people who do not have English as their first language at a disadvantage as a bigger portion of the test now required the students to know English. This new test was also condemned because of the duration of the test. Students and educationalists argue that the test is too long and this affects the scores of students (Srikishnan, 2007). In short, the new test is argued to be even less valid than the older one. There have also been a lot of errors in the calculation of the final scores. In 2006, it was reported by 'The Daily Gamecock' that all together out of 495,000 tests, 4411 tests had been incorrectly marks. This error in checking makes the test unreliable to some extent. (Pope, 2006) In an article 'Test Bias: The SAT in the College Admissions Process' written by Susan Woollen, she reports that College Board itself emphasizes that SAT should not be used as a main criterion of admission and that it is wrong to determine the grade point average, class rank and ot her qualities in a student by just considering the score of SAT. She also argues that the questions in SAT are also culturally biased towards Blacks and Hispanics. In 2002, the average score of a white American was 527 in verbal and 533 on math section while blacks scored an average of 430 in verbal and 427 in math. This proves that when the scores of different ethnicities were compared, there was a huge difference and according to Susan and her sources, this difference is because of the cultural biased design of SAT. The minorities kept scoring consistently lower than whites. However, this could be because of the quality of education and low housing conditions that are given to the minorities.

Compensation Management Essay Example for Free

Compensation Management Essay Compensation Management is an integral part of the management of he organization. Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. It may achieve several purposes assisting in recruitment, job performance, and job satisfaction. It is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. It is a tool used by management for a variety of purposes to further the existence and growth of the company. It may be attuned according to economic scenario, the business needs, goals, and available resources. Compensation Management contributes to the overall success of the organization in several ways. To be effective, the managers must appreciate the value of competitive pay, their human resources, and have an investment view of payroll costs. We want to maintain pay levels that attract and retain quality employees while recognizing the need to manage payroll costs. The increasing competitiveness of the labour market and turnover of employees had resulted in nightmare in compensation planning. Apart from this, the growing demands of the employees and competitive salaries offered by multinational companies had almost resulted in a compensation war in certain industries. Therefore, the human resources managers and tax experts have to evolve proper compensation planning for High end and qualified employees. The components of compensation have to be devised in such a way that, it focuses on the growing demands of employees while retaining the competitiveness and profitability of the company. Compensation management, also known as wage and salary administration, remuneration management, or reward management, is concerned with designing and implementing total compensation package. The traditional concept of wage and salary administration emphasised on only determination of wage and salary structures in organisational settings. Pay is a difficult topic of conversation in most organizations. In fact, the topic is altogether taboo in many workplaces. It simply isn’t discussed unless absolutely necessary. And, when it is necessary, such as when a pay raise (or lack of one) must be xplained to an employee, many managers find themselves at a loss for words. As the dreaded date of such a discussion approaches, managers may begin checking their sick time banks to see if they can disappear for a day or two. While it may be a touchy subject, pay is a critical factor in the work lives of employees. Jobs are accepted or rejected based in part on starting salary and the opportun ity for future increases in pay. Employees compare their pay to that of others in the same line of work. They constantly compare their pay level to their level of contribution, trying to determine whether the ratio of give and receive is a fair one. While it may not be a frequent topic of open discussion, employees think about pay often. Components of compensation:- Basic wages/Salaries:- These refer to the cash component of the wage structure based on which other elements of compensation may be structured. It is normally a fixed amount which is subject to changes based on annual increments or subject to periodical pay hikes. Wages represent hourly rates of pay, and salary refers to the monthly rate of pay, irrespective of the number of hours put in by the employee. Wages and salaries are subject to the annual increments. They differ from employee to employee, and depend upon the nature of job, seniority, and merit. Dearness allowance:- The payment of dearness allowance facilitates employees and workers to face the price increase or inflation of prices of goods and services consumed by him. The onslaught of price increase has a major bearing on the living conditions of the labour. The increasing prices reduce the compensation to nothing and the money’s worth is coming down based on the level of inflation. The payment of dearness allowance, which may be a fixed percentage on the basic wage, enables the employees to face the increasing rices. Incentives:- Incentives are paid in addition to wages and salaries and are also called ‘payments by results’. Incentives depend upon productivity, sales, profit, or cost reduction efforts. There are: (a) Individual incentive schemes, and (b) Group incentive programmes. Individual incentives are applicable to specific employee performance. Where a given task demands group efforts for completion, incentives are paid to the group as a whole. The amount is later divided among group members on an equitable basis. Bonus:- The bonus can be paid in different ways. It can be fixed percentage on the basic wage paid annually or in proportion to the profitability. The Government also prescribes a minimum statutory bonus for all employees and workers. There is also a bonus plan which compensates the Managers and employees based on the sales revenue or Profit margin achieved. Bonus plans can also be based on piece wages but depends upon the productivity of labour. Non-monetary benefits:- These benefits give psychological satisfaction to employees even when financial benefit is not available. Such benefits are: (a) Recognition of merit through certificate, etc. (b) Offering challenging job responsibilities, (c) Promoting growth prospects, (d) Comfortable working conditions, (e) Competent supervision, and (f) Job sharing and flexi-time. Commissions:- Commission to Managers and employees may be based on the sales revenue or profits of the company. It is always a fixed percentage on the target achieved. For taxation purposes, commission is again a taxable component of compensation. The payment of commission as a component of commission is practised heavily on target based sales. Depending upon the targets achieved, companies may pay a commission on a monthly or periodical basis. Mixed plans:- Companies may also pay employees and others a combination of pay as well as commissions. This plan is called combination or mixed plan. Apart from the salaries paid, the employees may be eligible for a fixed percentage of commission upon achievement of fixed target of sales or profits or Performance objectives. Nowadays, most of the corporate sector is following this practice. This is also termed as variable component of compensation. Piece rate wages:- Piece rate wages are prevalent in the manufacturing wages. The laborers are paid wages for each of the Quantity produced by them. The gross earnings of the labour would be equivalent to number of goods produced by them. Piece rate wages improves productivity and is an absolute measurement of productivity to wage structure. The fairness of compensation is totally based on the productivity and not by other qualitative factors. Fringe benefits:- Fringe benefits may be defined as wide range of benefits and services that employees receive as an integral part of their total compensation package. They are based on critical job factors and performance. Fringe benefits constitute indirect compensation as they are usually extended as a condition of employment and not directly related to performance of concerned employee. Fringe benefits are supplements to regular wages received by the workers at a cost of employers. They include benefits such as paid vacation, pension, health and insurance plans, etc. Such benefits are computable in terms of money and the amount of benefit is generally not predetermined. The purpose of fringe benefits is to retain efficient and capable people in the organisation over a long period. They foster loyalty and acts as a security base for the employees. Profit Sharing: – Profit-sharing is regarded as a steppingstone to industrial democracy. Profit-sharing is an agreement by which employees receive a share, fixed in advance of the profits. Profit-sharing usually involves the determination of an organisation’s profit at the end of the fiscal year and the distribution of a percentage of the profits to the workers qualified to share in the earnings. The percentage to be shared by the workers is often predetermined at the beginning of the work period and IS often communicated to the workers so that they have some knowledge of their potential gains. To enable the workers to participate in profit-sharing, they are required to work for certain number of years and develop some seniority. The theory behind profit-sharing is that management feels its workers will fulfill their responsibilities more diligently if they realise that their efforts may result in higher profits, which will be returned to the workers through profit-sharing. Approaches of compensation management There are 3P approach of developing a compensation policy centered on the fundamentals of paying for Position, Person and Performance. Drawing from external market information and internal policies, this program helps establish guidelines for an equitable grading structure, determine capability requirements and creation of short and long-term incentive plans. The 3P approach to compensation management supports a company’s strategy, mission and objectives. It is highly proactive and fully integrated into a company’s management practices and business strategy. The 3P system ensures that human resources management plays a central role in management decision making and the achievement of business goals. Paying for position Paying for person Paying for performance Because it is so important to employees, the issue of pay deserves to be clearly addressed. In spite of their hesitance, managers are capable of dealing with this sometimes difficult issue in a professional and effective manner. By keeping the following basic points about pay in mind, they can address virtually any pay-related topic with their employees in a professional and productive manner. Specificity is Key Pay is a topic with many different shades and a variety of implications. Whenever approaching the subject, it is important to work out the details beforehand so that specifics can be clearly communicated. For the manager, this means that the increase amount is nailed down before discussing a promotion with an employee. No chance of misunderstanding or false expectations can be permitted. Far too often, managers are apt to discuss generalities. â€Å"It will mean a good increase. † What exactly does that mean in terms of the employee’s monthly budget? If care is not taken here, good news can become the source of conflict and resentment. By the same token, if asked for a raise, the manager should request that the employee suggest a specific number that he believes reflects his value. Once the employee provides that number, the manager can do his homework and decide what, if anything can be done. The employee can then be given a definitive response. Pay is Relative What one employee considers a fantastic increase maybe an insult to another? Each individual has a unique set of creativity and competencies. Pay should be based on the performance, position and the competencies/skills the person is having. Pay is Not Created Equal Various forms of pay have different purposes. The two most common forms of direct cash compensation in most companies are base pay and bonus. Base pay is the annual salary or hourly wage paid to an employee given the job he holds, While bonus is typically (or at least should be) rewarded based on the achievement of a goal of the organization. Discussions about bonus payments should be as specific as possible. This is the opportunity to point out particular accomplishments that contributed to overall team or company success. Even if the bonus is paid to all employees based on a simple overall company profit target, the manager should use the opportunity to point out specifically how individual employees helped achieve that target. Distributing bonus checks presents a unique motivational opportunity for a manager. Handing money to an employee while discussing actions and behaviors he would like to see repeated, creates a powerful link between performance and reward. Discussions about base pay increases can be a bit different. Most companies claim to link their annual base pay increases to performance. In reality, however, base pay decisions take into account a variety of factors, including the relative pay of others in the same job, the company’s increase budget, market practices and where the individual falls within his pay range. Even when performance is a factor, the manager is faced with the difficult task of evaluating an entire year’s worth of activity and then categorizing it according to the percentage increase options allowed by the budget. It becomes very difficult to pinpoint specific employee actions or accomplishments as the reason for the increase. For these reasons, it’s appropriate for the discussion about base pay increases to be more general and balanced. Both strengths and weaknesses of the employee should be addressed. The actual increase is then based on an overall assessment, as opposed to a link with one or two specific outcomes. Any other factors that impact the increase percent, such as budget or pay range should be openly discussed as well. Development of a Compensation Philosophy All organizations pay according to some underlying philosophy about jobs and the people who do them. This philosophy may not be in writing, but it certainly exists. Pay maybe treated in a formal and structured manner at one company. At another, any appearance of structure is intentionally avoided so that decisions can be made arbitrarily. Either way, the approach taken reflects a fundamental belief about people, motivation and management. Before an organization actually develops a compensation plan, there are several questions that need to be answered. Taking the time to consider and answer these questions will make the both the process of developing and administering a compensation plan much easier and will result in the development of a compensation plan that more closely matches the organization’s goals and objectives. Managers often want to view each individual as a separate case. It is important to understand, however, that employees operate within a compensation system. A manager is wise to take the time to learn as much as possible about his company’s compensation system.