Analysis of Worlds Major Religions Terminologies,...

WORLDS MAJOR RELIGIONS 2 Analysis of Worlds Major Religions Terminologies, Values and Implementation in Daily Life Table of Contents BUDDHISM 3 History Origin 3 Basic Beliefs 3 Sub-divisions 4 Teachings of Buddha 4 Four Noble Truths: 4 Eight-Fold path: 4 Role of Charity 5 CHRISTIANITY 6 History Origin 6 Basic Beliefs 6 Impact from other Religions 7 Sub-divisions 7 Teachings of Jesus 7 Role of Charity 8 DIONYSIAN AND APOLLONIAN 8 GNOSTIC AND LITERALIST COMPONENTS 9 REFERENCES 10 BUDDHISM History Origin Buddhism is a wide spread religion or philosophy which was originated from India, on the teachings of Siddhartha Gautama. The views were spread in subcontinent and most parts of Asia in a matter of few centuries. Siddhartha Gautama is commonly known as Buddha (the awakening one in Sanskrit) hence the name of the religion itself (Eckel, 2002). The Buddha was an ordinary man who did not believe in one God but followed non-creator deities. Buddha lived in the fifth century BCE for about eighty years. He is believed to help his followers by his insight on ending the suffering of sentient beings by eliminating their ignorance (avidyÄ ) eliminating carving (taá ¹â€¡hÄ ) and thus attaining highest happiness (nirvÄ Ã…†a) (Cantwell, 2010). Buddhas teachings spread from India to Sri Lanka and Southeast Asia. In Common era, it was transported to China, from where it was spread to Korea, Japan and Vietnam. In the seventh century it enteredShow MoreRelatedpaul hoang answers72561 Words   |  291 Pagesstaff? The culture of CPD, e.g. the frequency and type of training being offered and how staff view (the value of) CPD. High examination success at the school might suggest there is great importance being placed on CPD at the school. [5 – 6 marks] There is a well balanced answer that explains how organizational culture affects both recruitment and training. Appropriate terminology and examples have been used. 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What Makes A Good Tool - 960 Words

Though there are various reasons why some people fail to transcend themselves from mediocrity to greatness, one key reason is that they fail to do their homework. They may have an idea about what it takes to achieve their goals, but that’s not good enough. That’s why it is critical for you to do your research and expand your horizon. You hold the key to all that life has to offer, but it won’t happen if you continue to sit on your laurels and do nothing but talk about where you desire to be. However, talking about your goals is a good tool to use in terms of building the framework for that which you wish to achieve. Too, it helps to establish the possibilities of greatness in your own head. But again, if talking is all you’re doing then you’ll never accomplish your goals. To achieve your goals, sooner than later, make an effort to surround yourself with people who have already attained the things that you desire and ask them what they did to achieve their goals. 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Keeping Suzanne Chalmers free essay sample

SYMPTOMS * Chalmers is not the first valued API employee who has requested a meeting and then announced her intention to leave the company. * Numerous employees who leave API are millionaires, from generous share options at API. * Many employees stated reasons such as stress, long hours, and disconnect from the family for leaving API, however; they will join a start-up company with some of the same problems. * Suzanne tells Thomas Chan that her job is becoming routine. PROBLEM The problem in this case study is the lack of employee loyalty, commitment and motivation causing high employee turnover. ANALYSIS * Maslow’s Needs Hierarchy says that as a person satisfies a lower level need, the next higher need in the hierarchy becomes the primary motivator and remains so even if never satisfied. * Physiological need by the stability of her financial independence * Safety by securing her position at API as a Software Engineer in Internet Protocol (IP) expert * Belongingness by being a valued employee at API * Esteem by the high achievement accomplished in her position * Self-actualization is the higher need that Suzanne needs to satisfy; articularly work with more variety and challenge * Learned needs theory may also be applicable as it states that a person’s needs are influenced through reinforcement, learning, and social conditions that can be strengthened or weakened with training programs. We will write a custom essay sample on Keeping Suzanne Chalmers or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page * nAch applies as Mr. Chan offered Suzanne a 25% raise and more share options to stay with API, which was not accepted * Four drives theory is a motivation theory based on the innate drives to acquire, bond, learn, and defend that incorporates both emotions and rationality. All drives operate in everyone with the drive to learn and acquire being the most important ones for Suzanne. * Drive to acquire is insatiable because human motivation is to achieve a higher position than others. Chalmers seems to have achieved her goals at API and is ready to tackle new and challenging goals. Need to acquire material things, such as money and physical resources, does not seem to be important to Suzanne. * Drive to learn is the drive to satisfy our curiosity, to know and understand ourselves and the environment, related to the higher needs of growth and self-actualization. Suzanne mentions to Mr. Chan in their meeting that her job has become routine, then went to work for a start-up company that Mr. Chan says â€Å"are pressure cookers that require 16 hour days and to perform a variety of duties. † Chalmers is regarded as an expert in IP with API and as the job design seems to be rigid, Suzanne will move towards a company that can offer her challenges and something different. Social norms Past experience Personal values Mental skill set resolves Competing drive demands Goal-directed choice and effort Drive to acquire Drive to bond Drive to learn Drive to defend * Job Satisfaction is an appraisal of the perceived job characteristics, work environment, and emotional experiences at work. OB experts’ belief that the main reason for turnover is job satisfaction, with an employee’s response to job dissatisfaction through Exit-Voice-Loyalty-Neglect model (EVLYN). * Loyalty determines whether an employee will choose voice or exit. Suzanne voiced her dissatisfaction in her meeting with Thomas Chan and since her needs were not recognized she later chose to leave. Suzanne has a high conscientious personality because she chose to voice her concerns instead of neglect by way of work effort, quality or absenteeism. * Goal Setting and Feedback establishes performance objectives using specific characteristics. Goals must be specific, relevant, and challenging for the employee to be committed to the goal. Allowing employees to participate in the goal setting can be effective and ensuring feedback is timely and helpful. * This would help strengthen Suzanne’s needs to achieve, drive to acquire, drive to learn, increase her motivation as well as her commitment to the organization. Work/life balance or virtual work would benefit the employees of API due to the long hours and feeling of disconnect from their families. * The M. A. R. S. model outlines the four major factors in determining individual behaviour and results which could be a key for API: motivation, ability, role perception, and situational factors. * Motivation represents the forces w ithin a person that affect his or her direction, intensity, and persistence of voluntary behaviour. Suzanne no longer has the drive (intensity) and desire (persistence) to stay at API. Mr. Chan was unsuccessful with his negotiations to keep Suzanne employed and loyal to API. * Ability is the natural aptitudes and learned capabilities required to successfully complete a task. Suzanne has many abilities as she is API’s top talent in the specialized work of Internet Protocol (IP). * Role perception is the accuracy of how people understand their job duties assigned to them or what is expected of them. We believe that Suzanne has a clear understanding of her role at API, as the company assigns work to match technical competencies and she has been told she is a valued employee. Situational factors are conditions beyond the employees’ immediate control that constrain or facilitate behaviour and performance. We do not feel there are any situational factors that have been mentioned in this case. * The Job Characteristics model identifies five (5) core job dimensions that produce three (3) psychological states. When these states are experienced employees tend to ha ve higher levels of work motivation, job satisfaction, and work effectiveness. * Suzanne specifically tells Thomas Chan that she is finding her job routine (boring) and if Mr. Chan had tried to meet her psychological states (meaningfulness, responsibility, knowledge of results) Suzanne may have stayed with the company. ALTERNATIVES 1. Job design following the job characteristics model Critical psychological states Core job characteristics Outcomes Skill variety Task identity Task significance Autonomy Feedback from job Meaningfulness Responsibility Knowledge of results Work Motivation Growth Satisfaction General Satisfaction Work effectiveness Individual differences * Knowledge and skill * Context satisfaction * Growth need strength API currently designs jobs based on the employees’ specializations which seems to be causing boredom with the employees, even though it improves work efficiency. Using this model for the API employees, specifically Suzanne Chalmers, could prevent employees from resigning by giving them work motivation, growth satisfaction, general satisfaction, and work effectiveness. PROS| CONS| 1. Reduce employee turnover| 1. Requires restructuring| 2. Self-enhancement| 2. Training| 3. Improve self-actualization| 3. Could take a lot of time to become effective| 2. Effective Feedback and Performance-Based Rewards It seems that Thomas Chan does not currently offer any feedback (not including comments made in the meeting) and that API rewards their employees only through organizational rewards of share options. Providing effective feedback to the employees while also using performance-based rewards would increase the employee motivation as well as workforce flexibility. It is also said that products and services would increase. PROS| CONS| 1. Product service quality will improve| 1. Interfere with learning and complex jobs| 2. Increase employee trust and strengthens employee/manager relationships| 2. Ineffective feedback| 3. Increase job satisfaction| 3. Unintentional consequences| 3. Employee Focus Groups Organizing focus groups at API will allow Thomas Chan to better understand the needs and wants of his employees. In this example Suzanne Chalmers states that her job is becoming a bit routine although she enjoys the workplace environment and her co-workers. PROS| CONS| 1. Direct feedback, facial expressions, and body language| 1. Follow-up of focus group action plan| 2. Strengthens drive to learn, eed for achievement, and increases affective commitment| 2. Employees withholding input of feedback| 3. Increased employee communication| 3. Potentially biased results caused by a group atmosphere| RECOMMENDATION Thomas Chan should immediately establish effective feedback and performance based rewards for his employees. Setting performance objectives and giving effective feedback will increase employee motivati on and abilities. Objectives and feedback will encourage employees to actively learn new competencies, to be more productive and unlearn anything they are doing incorrectly. They will also help maintain and enhance self-concepts. These are the steps that Thomas Chan should follow: * Meet with each of his employees to collect specific and relevant feedback * Design rewards that are valued, relevant and linked to performance * Allow employees to participate in setting up the goals required to achieve the rewards * Be aware of unexpected and undesirable effect that performance based rewards may have on employee behaviours * Sufficiently frequent feedback to be provided by Thomas Chan If Thomas Chan had asked Suzanne Chalmers, â€Å"What can API do to continue our employment relationship? † she might still be with the company today. This would also help him understand what her employee needs and drives consist of. Mr Chan needs to realize that money is not necessarily the main drive in all employees.

Using Plastic Fence

Introduction In 2006 there were 5,935,000 car accidents around the world, in 2008 there were 5,811,000 accidents, as such, while 2012 has yet to come to an end it can be assumed that based on the yearly number of accidents there will probably be 5 million accidents in this year as well.Advertising We will write a custom proposal sample on Using Plastic Fence specifically for you for only $16.05 $11/page Learn More Out of these 5 million accidents roughly 1,000,000 or more deaths will probably be the result of a car skidding out of control and hitting the solid metal fence that acts as a barrier in between lanes. What must be understood is that while metal fences are an effective means of creating a barricade so that cars that skid out of control won’t hit other vehicles in opposing lanes they weren’t designed to protect the drivers of cars that have skidded out of control. The fact remains that due to the nature of their design and durabili ty metal fences can be considered as death traps for drivers that have lost control of their vehicle since impacting a solid metal fence is almost the same as colliding with a concrete wall. At speeds ranging from 60 to 100 miles per hour on various highways and roads a sudden impact from an opposing vehicle can and will cause a car to wildly spin out of control resulting in it colliding into a metal fence resulting in the destruction of the car and the death of the driver. It is based on this that alternative barricades are needed in order to address the issues of ensuring the protection of cars in other lanes while at the same time making sure that the driver of the car that hit the barricade isn’t too badly injured. Plastic Fences (Water filled Plastic Barricades) One of the more ideal methods to address this issue is the use of plastic fences as an alternative to the traditional metal barricades seen in many highways and roads today.Advertising Looking for proposal o n engineering? Let's see if we can help you! Get your first paper with 15% OFF Learn More A plastic fence is composed of a series of plastic barricades constructed out of a durable yet pliable PVC plastic. Each barricade is filled with water to give it a certain degree of durability and weight however upon impact by a moving vehicle the water within it acts as a means of slowing down the vehicle without the accompanying complete destruction of the car’s external frame. The reason behind this is quite simple, while the water gives the barricades sufficient enough weight to prevent an out of control vehicle from crossing into the adjoining lane the fact that the interior of the barricade is filled with water actually prevents further damage to the car, absorbs the built up momentum and displaces it towards the sides. In the case of a metal fence the built up momentum generated by a fast moving car is the main reason behind fatalities involving impacts with metal barric ades since the built up force is rebounded upon the car and driver upon striking the solid metal barrier. A certain degree of â€Å"give† is needed in order to prevent the impact of the vehicle from causing further damage and as such water filled plastic barricades do this quite well. Easy Installation and Cost Effectiveness It must be noted that not only are plastic fences safer for drivers they are actually much easier and cheaper to install as compared to the traditional metal fence. When water isn’t added to the plastic barricades they are actually quite light and easily transported from one location to another. It is only on the site where they are to be utilized that water is added in giving such barricades the characteristic weight and rigidity needed to sustain the impact of a moving vehicle. On average a single metal fence can cost as much as $ 1 million dollars or more per mile due to the amount of materials needed and the cost of labor involved while plastic barricades due to their low cost and low labor nature can cost $250,000 or less per mile of road.Advertising We will write a custom proposal sample on Using Plastic Fence specifically for you for only $16.05 $11/page Learn More Another fact that should be taken into consideration is the advantage in visibility that plastic fences have over metal ones. Since they can be easily manufactured to any type of color scheme and illumination needed a plastic fence becomes far easier for drivers to see in both the day and the night unlike traditional metal barricades that practically blend into the background at times. The greater visibility allows drivers to react faster and thus use the breaks of their vehicle before impacting the barrier resulting in a far lesser degree of momentum built up. This degree of visibility helps to lessen the amount of accidents that occur when drivers didn’t see the barriers due to poor visibility. Countries such as Germany , France, Denmark and Italy have actually seen the safety and cost benefits of utilizing such a method of protection for cars along highways and as such have begun widely adopting plastic fences as a far safer and cost effective alternative to the metal fences that they had been using for so long. Conclusion Based on the exampled provided it can be seen that plastic fences act as a far better and more effective means of safety and protection due to their greater visibility and the fact that they can slow a car down and displace the momentum built up which normally causes severe damage to both the car and the driver on the moment of impact. Not only that, their affordable nature and the fact that they can be easily installed makes them a far better alternative to traditional metal fences. As such, it is recommended that any city that cares for the safety drivers should start implementing plastic fences as the primary barricades utilized along highways and roads today in order to both protect drivers in other lanes as well as those involved in accidents.Advertising Looking for proposal on engineering? Let's see if we can help you! Get your first paper with 15% OFF Learn More This proposal on Using Plastic Fence was written and submitted by user Daniela Lawson to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.