Religion And Peer Pressure Religion - 1973 Words

Religion and Peer Pressure Religion throughout history has been a complicated subject. Some people try to oppress it, some want to hide it away and never speak of it again, while others simply want to embrace it and all its glory. There are some who look down upon others for having a different religion or view from their own, along with those who have killed others in the name of religion. There are some who bring religion to others who have never heard and just want to lead them to salvation. Countries such as America have always been considered to be religiously tolerant. Religion was first addressed when George Washington became president, but there were some problems with others judging people based on their religion (America’s True History). Religion throughout the world has been pressured, hated and loved, but still serves as a way to bring people closer together. Langston’s Hughes â€Å"Salvation† it talks about how a boy experiences his first lie about religion. In the story, Hughes states as a boy, there was a special meeting for the children who had not yet been brought to Jesus. He was told that when a person is saved, he or she will see a light and feel something inside meaning Jesus had come into their life. Langston sat there and waited for Jesus to come to him, but all he heard were the loud moans and shouts at him because he hadn’t seen Jesus. Hughes was all by himself when Westley said that he was tired of waiting, got up, and pretended to be saved. LangstonShow MoreRelatedIdentity And Identity Essay712 Words   |  3 PagesThe purpose of this report is to create a greater knowledge and understanding of the different values and beliefs that shapes and individuals decision. This report is also going to investigate the impact that Peers, Media, family, culture and religion has on your identity. 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The people thatRead MoreEssay On The Relationship Between Religion And Children Health1292 Words   |  6 Pagesit has been shown that religious adults are, in general, healthier than non-religious adults (Koenig et al. 2001; Lee and Newberg 2005). However, little is known about the relationship between religion and children’s health. In this peer reviewed study, the relationship between different aspects of religion (i.e. affiliation, importance, and attendance) and overall health status, including psychological health, of adolescents between the ages of six and nineteen are explored. Data pertaining toRead MoreAgents And Stages Of Socialization971 Words   |  4 PagesThere are many agents and stages of socialization throughout the world. Agents are the things that influence people throughout all of their stages. Family, church, media, schools, and peers are all agents. The stages of socialization are peoples stages of life, but all cultures have fewer or more stages th an others. Childhood, adolescence, adulthood, and old age are the stages in the United States culture. Adolescence can be a very odd stage in and of itself, but some cultures do not even have anRead MoreAnalysis Of George Wilson s God Freaking Idiots 915 Words   |  4 PagesThose three horrendous breeding grounds of conformity are as follows, organized religion, patriarchal society, and the educational system. Organized religion is the end all be all source of the plague that is conformity. Ever since the dawn of the first organized religion man has felt the pressure of his traitor’s brothers to not think for himself and just take what this new religion is telling him to do. This new religion and could tell this man to kill his first born for his god, and without thinking

Reasons for Job Role Suitability Free Essays

I feel that I would be ideal for this position and would fit in well into your organisation because of the relevant skills and experience that I have acquired in previous roles that I have done. My last job was dropping off and picking up disabled children to and from their school. One child is wheelchair bound and the rest have severe mental problems, (i. We will write a custom essay sample on Reasons for Job Role Suitability or any similar topic only for you Order Now e. autism), therefore my driving had to be calm and stable avoiding sudden movements whilst keeping to a schedule to make sure that the children would arrive to school on time. Sometimes the children required special attention and patience for which I was prepared for and did gladly, as my character is that of being helpful and caring as I feel satisfaction from doing so. I have a lot of experience dealing with customers in previous customer service roles that I’ve done, sometimes having to deal with awkward and angry customers and I would try to deal with them with a positive and helpful approach not taking any abuse that I would receive personally and in my experience this would always resolve these types of situations well. I am able to work well in a team but I can also work well on my own initiative. I work in a responsible manner making sure all the required tasks are done to the best of my abilities and on time. I am an organised and punctual person able to work well to schedules and making sure that I pass on any required information to the relevant people. Overall I think that my strengths and skills are well suited for your organisation not only in a bus driver role but also any other position that you feel would be suitable. I am looking for a job that is permanent and think that this role would be ideal for that reason, and I am a very good driver or so I have been told by many people. How to cite Reasons for Job Role Suitability, Papers

Organisational Change Management Change Process in the Multilevel

Question: Define the Organisational Change Management for Change Process in the Multilevel. Answer: Methodology: While analysing the research methodology for the current study, it has been observed that the scholar of this paper has not been focused on the theoretical development of the study. The scholar has elaborately described the organisational readiness for change process in the multilevel. As per the opinion of Cole et al. (2006), proper data collection process and data analysis with sampling technique are highly required to draw a conclusion of a study. In this present context, the author of this paper has not critically discussed the proper methodology, which is one of the major drawbacks of this current study. Additionally, the theory-based discussion is not sufficient to promote an unbiased outcome. Thus, the perception of the author is not judgmentally satisfied with the proper methodology. In the opinion of Suwaryo et al. (2016), drawing a motivation theory and the social cognitive theory used in the study has helped to suggest several conditions and circumstances to promote the or ganisational readiness for the change process. Although, implementation of the descriptive research design and deductive research approach is essential to employ in this type of study to achieve a successful research outcome (Weiner et al. 2008). Therefore, deficiency of the usage of justified research methodology has minimised the research efficacy. On the other hand, evidence-based practices and implementation of the proper tools at the time data presentation is required to coordinate all the collected data (Chanyagorn Kungwannarongkun, 2011). This could give a degree of interdependence in the change process to find out the ultimate result of the research. Hence, it could be inferred that the author of this paper has to incorporate a suitable research methodology and an appropriate data analysis process to find out a rational outcome of this current study. Argument: The current article has successfully discussed the factors influencing the organisational readiness for the change process. The description regarding the multilevel and multifaceted construct for the organisational readiness is also transparent to the readers. The researcher has done a smart work regarding how the shared belief and collective capacity of the workforce could increase the overall change efficacy of the organisation. On the other hand, past literature in the change process indicates that a descriptive case study analysis could provide better understanding regarding the organisational commitment to implement the change process (Weiner et al. 2008). This scenario is found contradictory with the current study, where the author has tried to put own views rather than analysing past literature on the similar topic. A descriptive literature review could have given the better outcome of the current study. Otherwise, the change efficacy of the firm affected by the contextual fac tors and the change in the valences has been clearly described by the current researcher. The overall argument placed by the researcher in the present study can be considered average. Conclusion/Findings: After analysing the current topic regarding A theory of organisational readiness for change, it has been identified that the author of this paper has failed to develop a theory of its determinant factors and associated outcomes. Adding to this, much more emphasis on the literature of the topic has destroyed the conceptual definition of the organisational readiness. The author has successfully elevated the psychological state of the organisational members towards the implementation of the organisational change. Although, it is not well enough sufficient to draw a final conclusion. The article has made more contribution for making more theory-based discussion regarding the current situation, whereas, lack of focus in research methodology, data analysis and literature review has made the conclusion of the study more uncertain. Thus, it could be depicted that the author has with an emphasis on the empirical inquiry to find out a suitable solution for the current research. Change commitment would be the suitable implications for the managers to implement the change process successfully within the organisation. The employees often appreciate the participative and the leadership development structure (Weiner et al. 2008). The change process often extracts the employees out of the comfort working zone, which creates a adverse impact on the overall performance. Therefore, the employers require showcase a commitment towards the employees, which would increase the motivational aspects. The enthusiasm amongst the staffs would allow the management to introduce the change successfully within the work culture. Change efficacy is another practical implication that can influence the employees to present a positive behaviour towards the change process. Cole et al. (2006) mentioned that employees might require a persistent training session to adopt the change process with efficacy. The staffs often get used to with an existing work culture; the change initiatives often brings a change in the roles, responsibilities and the operational measures (Demiris et al. 2007). Thus, in the majority of the times, the employees fail to deliver the project within the speculated time span. Thus, the training measures need to be implemented to train the staffs to understand the right procedure of the new operational process. Moreover, the cooperative behaviour would be an effective initiative to motivate the employees. During the change process, the employees have a high tendency of creating mistakes. Thus, the impulsive reaction often leads to demotivate the employees, which impact on the employee retention ratio. Strengths: The current article attempts conceptually to define the organisational readiness for any of the change practices. In the present article, the scholar has evaluated useful theories and practical frameworks to justify the journal content. Indifferent past proven facts and data have been discussed in the present journal to showcase the significance of the employer commitment towards its employees. The article emphasises the importance of the employees motivation to experience a better reaction in the organisational change process. The author in the present journal is enabled to understand the beneficial measures that motivate the employees to sustain the change process. According to Holt et al. (2007), the employees mainly present a reluctant attitude towards the change process due to a sudden shift in the responsibilities and the operational measures. Therefore, adequate provision of the employee benefits enacts to be a driving force to influence the employees to participate equally in the organisational change process. The scholar has used the valence change framework to execute the accurate initiatives that can increase the positive reaction of the employees with regards to the change management process. Despite several shortcomings, the writer has executed the personal perception with accurate details, which helped the readers to get acquainted with the subject matter of the journal. Weaknesses: The researcher has conducted secondary analysis for inferring on the current research. However, the evaluation of the organisational readiness for the change process requires primary data analysis, as it helps to gather quantitative and qualitative measure regarding the study (Fallman, 2008). The lack of adequate data analysis is one of the major weaknesses of the current study. On the other hand, the theory and its implementation part have been found reliable, while the practical application is found inappropriate. Thus, the outcome of the study is not strong enough to make a clear understanding regarding the topic. Reference: Chanyagorn, P., Kungwannarongkun, B. (2011). ICT readiness assessment model for public and private organizations in developing country. International Journal of Information and Education Technology, 4(1), 99106. Cole, M. S., Harris, S. G., Bernerth, J. B. (2006). Exploring the implications of vision, appropriateness, and execution of organizational change. Leadership Organization Development Journal, 27(5), 352367 Cole, M. S., Harris, S. G., Bernerth, J. B. (2006). Exploring the implications of vision, appropriateness, and execution of organizational change. Leadership Organization Development Journal, 27(5), 352367. Demiris, G., Courtney, K., Meyer, W. (2007). Current status and perceived needs of information technology in critical access hospitals: A survey study. Journal of Innovation in Health Informatics, 15(1), 4551 Fallman, D. (2008) The interaction design research triangle of design practice, design studies, and design exploration, Design Issues, 24(3), 418 Holt, D. T., Armenakis, A. A., Feild, H. S., Harris, S. G. (2007). Readiness for organizational change: The systematic development of a scale. The Journal of Applied Behavioral Science, 43(2), 232255 Suwaryo, J., Daryanto, H. K. K., Maulana, A. (2016). Organizational culture change and its effect on change readiness through organizational commitment. Bisnis Birokrasi Journal, 22(1), 124126. Weiner, B. J., Amick, H., Lee, S. . D. (2008). Review: Conceptualization and measurement of organizational readiness for change: A review of the literature in health services research and other fields. Medical Care Research and Review, 65(4), 379436. Weiner, B. J., Amick, H., Lee, S. . D. (2008). Review: Conceptualization and measurement of organizational readiness for change: A review of the literature in health services research and other fields. Medical Care Research and Review, 65(4), 379436. Weiner, B. J., Lewis, M. A., Linnan, L. A. (2008). Using organization theory to understand the determinants of effective implementation of worksite health promotion programs.Health Education Research,24(2), 292305.