Leadership in Business of Intentional Change - myassignmenthelp.com

Question: Discuss about the Leadership in Businessfor Model of Intentional Change. Answer: Introduction This reflective report presents the leadership concept, leadership theories, and leadership models. It also presents the self-awareness techniques like GROW model and Boyatzis Model of Intentional Change. These tools are effective to analyze the individual personality. This report also discusses the recommendation for future development. In last, it presents the action plan for improving the weakness. Leadership journey I enhanced my skills of leadership from my last organization where I functioned as a leader. I observed that a team leader can influence the employees by using motivational techniques. It is illustrated that a team leader can improve the vision that is executed by each member of the team and mutually to have possession (Swanson, et al., 2016). From last organization, I also analyzed my weakness that can affect the quality of outcome. I worked on my short coming for getting reliable data. I also encouraged to my group member to perform the same. I increased my understandings towards the methods to inspire the employees through excitement. Since, once a leader is properly aware of their liabilities then they can properly guide the employees and obtain reliable outcome (Pruzan, et al., 2017). Leadership concept I created my awareness towards the concept of leadership concepts that will help to enhance my self-awareness. I learned that the leadership can be a power to control the group member towards the completion of a particular group. Moreover, I understood that a leadership can define as a process where one person can direct the employees towards accomplishing the organizational goal in less time and cost. In addition, a leader can be a person who has the ability to motivate towards their assigned work (Kim, et al., 2017).I also learned about the guidelines of leaders that can be effective to monitor the subordinates and inspired them to meet favorable outcome. A leader plays an imperative role to develop the collaboration between the team to complete the estimated target (Ward, 2016).A person can become an effective leader from the approval of team member and their personality characteristics. I also analyzed that a leader can be developed and born (Ang, et al., 2015). I analyzed that s ome authors examined that the leadership qualities can be genetical while other is explained that the leader qualities established by offering the training and development method. I also gained my knowledge towards the leadership which can be imperative to enhance my leadership style in the working place. As a result, I can obtain the feasible result. Further, I analyzed that knowledge towards leadership can help to enhance my personality systematically. Moreover, there are different types of factors like personality traits, formal authority, and knowledge and experience that are considered in the leadership. Leadership models and theories I gained my understanding towards the leadership models and theories. It can be effective in developing the transactional and transformational plan. I analyzed that both transactional and transformational leadership style is effective to build the reliable decision. From the understanding of leadership style, I will be able to apply the leadership style as per the situation. It can also be effective to obtain eh reliable outcome. I enhanced my weaknesses and strengths after the lecture. I analyzed that a leader can be accountable for many activities, therefore, they need to update themselves timely. I observed that the transformational leadership permit the leader to work with group member and determine the needed change by using motivational techniques. It can also support to build an effective relationship among leader and employees. I also learned that the transformational leadership can motivate the employee to perform beyond the expectation of leader. Beside this, a transactiona l leadership can enable the leader to use the reward and punishment structure in the working place (Northouse, 2015). It can positively influence the employees because a transactional leader can give the reward to the employees who perform better at the workplace, which can positively influence the workforce to perform their assign work systematically (Herrmann, et al., 2015). I also observed that this leadership style enable the leader to take an appropriate decision towards the employee performance. Through this leadership style, a leader critically analyzes the subordinate performance and punishes the employee who has not perform better in the working place (Rock, 2014).Moreover, I observed that a teacher can expect same to the scholars. In addition, the leadership style can be effective for improving my professional as well as personal life. I observed that the transformational and transaction leadership can be different from each other. In addition, the transformational leaders hip model can offer the different kinds of services to the subordinates like intellectual stimulation, inspirational motivation, and individualized consideration. I observed that I improved my leadership style as compared to the past data. I improved my communication skills through the lecture that was not effective. Through the effective communication skills, I can handle the conflict issues at the workplace and gain the performance in long-term (Strom, et al., 2014). I observed that the communication skills can be supportive to retain the employees at the working place. Further, effective communication can play an imperative in the conflict management that can directly influence the performance of the organization (Renko, et al., 2015). Self-Awareness Tool I gained my understanding regarding self-awareness techniques, which will be needed to analyze your personality. The GROW Model and Boyatzis Model is an effective technique of self-awareness (Herrmann, et al., 2014). From this model, I analyzed some different factors such as goal, reality, will, and options. It can critically analysis my personality and help to demonstrate my weakness that will improve my personality in the upcoming period (Delmatoff, et al., 2015). I observed that I was not able to independently make a goal and clear them on the front of subordinates that were major issues for me. From this model, I analyzed that, I was able to exit reality at the working place that can influence the performance of the organization. I observed that I was capable to explore the alternatives regarding the existing situation. It can support to eliminate the current issues systematically (Zhang, et al., 2015). From the discussion of my team member, I analyzed that, I have the capability to provide the appropriate suggestion towards the accomplishment of goal in an appropriate manner. Strengths and weaknesses for development As per this lecture, I gained my awareness towards my personality that can be supportive to improve my weakness in the upcoming period. Moreover, I analyzed that self-awareness can support to critically analysis our personality where I analyzed like, dislike, strength, and weakness. The self-awareness can also be supportive to identify the time under stress. Furthermore, the self-awareness motivates the employees and leader for gaining the understanding about each other and makes strong relationship with each other (Vermeeren, et al., 2014). Moreover, I also gained my competencies for attaining the specified goal. In addition, it is also evaluated that a leader can also focus on different factors such as technical, human, personal traits of an individual, business, and traits of individual due to obtaining the feasible result in less cost and time. Boyatzis Model Boyatzis Model can be implied by an individual to critically analysis our characteristics and understand the strength, weakness, effective relationship, ideal life, and real life. It can support to make an effective life (Grunes, et al., 2014). From this model, I critically analyzed my strengths such as dynamic listener and prompt decision making. I analyzed that, I have some weakness such as pronunciation issue and depth-oriented. Moreover, I learned that the fast decision making supports me to enhance the competitive benefit of the organization. Besides this, too- depth-oriented characteristics can be major issues for me because it can waste the time of employees and subordinates. Therefore, I needed to improve my weaknesses. As a result, an organization can be able to get a favorable result. Feedback and suggestion for future development I created my understanding about two kinds of leadership issues such as emotional intelligence and pronunciation problem that are investigated by using the self-awareness I learned about two kinds of leadership problems e.g. improve the emotional intelligence and pronunciation issues that are discovered from the self-awareness techniques. A Leadership skill can be improved by using the emotional intelligence and actual pronunciation. Suggestions for improving leadership style I increased my understanding about the different cultural ground, family, and religious for easily inspiring the others and also attain the specified objectives in the specified time and cost. Through the lecture, I learned that a group member should enhance their understanding towards the leadership style, communication methods, and method of presentation due to avoiding the misinterpretation problem form the team. Moreover, I also observed that best understanding towards the cultural factors because it can enable the team member to accomplish their task in less time and cost. I also analyzed that a leader of an organization can aid the team member without any biases and obtain a favorable result. I also analyzed that each group member has different characteristics that show their diverse leadership style. A leader can deal with diverse characteristics of people and get a favorable result (Popli, et al., 2015). Develop an action plan for future leadership journey Emotional Intelligence Conclusion On behalf of the above interpretation, it can be summarized that a leader should be aware of the leadership style due to inspiring a large number of employees at the workplace. It can also be concluded that the understanding towards the values can be vital for meeting the organization task. Finally, it can be illustrated that GROW and Boyatzis Model is effective self-awareness technique that can help to critically evaluate the personality of an individual. References Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. UK: Routledge. Delmatoff, J., Lazarus, I. R. (2015). The most effective leadership style for the new landscape of healthcare.Journal of Healthcare Management,59(4), 245-249. Grunes, P., Gudmundsson, A., Irmer, B. (2014). To what extent is the Mayer and Salovey (1997) model of emotional intelligence a useful predictor of leadership style and perceived leadership outcomes in Australian educational institutions?.Educational Management Administration Leadership,42(1), 112-135. Herrmann, D., Felfe, J. (2014). Effects of leadership style, creativity technique and personal initiative on employee creativity.British Journal of Management,25(2), 209-227. Herrmann, N., Herrmann-Nehdi, A. (2015).The Whole Brain Business Book: Unlocking the Power of Whole Brain Thinking in Organizations, Teams, and Individuals. USA: McGraw Hill Professional. Kim, W. C., Mauborgne, R. A. (2017).Blue Ocean Leadership (Harvard Business Review Classics). USA: Harvard Business Review Press. Northouse, P. G. (2015).Leadership: Theory and practice. USA: Sage publications. Popli, S., Rizvi, I. A. (2015). Exploring the relationship between service orientation, employee engagement, and perceived leadership style: a study of managers in the private service sector organizations in India.Journal of Services Marketing,29(1), 59-70. Pruzan, P., Pruzan-Mikkelsen, K., Miller, D., Miller, W. (2017).Leading with wisdom: Spiritual-based leadership in business. UK: Routledge. Renko, M., El Tarabishy, A., Carsrud, A. L., Brnnback, M. (2015). Understanding and measuring entrepreneurial leadership style.Journal of Small Business Management,53(1), 54-74. Rock, D. (2014).Quiet leadership. USA: HarperCollins e-books. Strom, D. L., Sears, K. L., Kelly, K. M. (2014). Work engagement: The roles of organizational justice and leadership style in predicting engagement among employees.Journal of Leadership Organizational Studies,21(1), 71-82. Swanson, D. L., Frederick, W. C. (2016). Denial and leadership in business ethics education.Business ethics: New challenges for business schools and corporate leaders, 222-240. Vermeeren, B., Kuipers, B., Steijn, B. (2014). Does leadership style make a difference? Linking HRM, job satisfaction, and organizational performance.Review of Public Personnel Administration,34(2), 174-195. Ward, J. (2016).Keeping the family business healthy: How to plan for continuing growth, profitability, and family leadership. USA: Springer. Zhang, J., Ahammad, M. F., Tarba, S., Cooper, C. L., Glaister, K. W., Wang, J. (2015). The effect of leadership style on talent retention during merger and acquisition integration: Evidence from China.The International Journal of Human Resource Management,26(7), 1021-1050.

Rbs Reward Strategy free essay sample

RBS provides branch banking facilities throughout the British Isles, together with NatWest and Ulster Bank. Globally, RBS has a range of operations in Asia Pacific, Europe and North America. There are a number of RBS centres in sixteen North American states, thirteen European countries and eight major Asia Pacific cities. RBS has around 700 branches that are spread in many larger towns and cities throughout England, Wales and rest of the world but most of them are located in Scotland. Society of the Subscribed Equivalent Debt is from where the bank traces its origin. It was set up by the investors in the failed Company of Scotland to protect the compensation they received as part of the arrangements of the 1707 Acts of Union. In 1724, the â€Å"Equivalent Society† became the â€Å"Equivalent Company† that wished to move into banking. In 1727, the â€Å"New Bank† was chartered as the RBS. Archibald Campbell and Lord Ilay were its first governor. We will write a custom essay sample on Rbs Reward Strategy or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page In 1728, RBS was recognised as the first bank in the world to offer an overdraft facility. The headquarters of RBS in located in Edinburg, Scotland. RBS is one of the world’s leading financial services companies. It provides a range of retail and corporate banking services, consumer finance services, wealth management services and financial markets services. As of 2011, RBS serves more than 36 million customers worldwide and has more than 140,000 employees. In 2011, RBS recorded a net loss of 2. 04 billion when the operating CEO was Stephen Hester. RBS provides a full range of banking services under the RBS and NatWest brand. In addition, RBS also includes Citizens Financial Group, Direct Line, Churchill, Ulster Bank Group and other 40 brands. Its operations are diverse as a global business. For example, RBS bought a share in the second largest bank in China namely â€Å"Bank of China†, opening up new opportunities such as a new credit card business. REWARD STRATEGY – Review and Evaluation Employee Reward is about how people are rewarded in accordance with their value to an organisation. It is concerned with both financial and non-financial rewards and embraces the philosophies, strategies, policies, plans and processes used by organisations to develop and maintain reward systems. (Armstrong, 2009) Reward strategy helps an organisation to achieve business goals and stakeholders’ needs. It depends upon how effectively an organisation discriminates between poor and good performers, gives the best people opportunities and ties rewards to performance. NatWest was a company in which the reward system was dominated by status, politics and employee tenure, till the time RBS had acquired it. After RBS had inherited the company, it introduced a new system that held managers responsible for the goals specified and rewarded good performance over average performance. So now, the bank’s reward policies were designed to ensure that RBS was recognised as an employer of choice. For many years have management theorists tried to understand what makes people work harder than others. In RBS, some of the motivation factors identified by theorists can be seen. Herzberg and ‘two-factor’ theory In American industry, Frederick Herzberg (1959) carried out a large scale survey on motivation. His survey results led him to develop a ‘two-factor’ theory of motivation. Firstly, he established that if an employee’s basic need such as basic pay rate and suitable working environment were not met, it creates a source of dissatisfaction. Herzberg termed these as â€Å"hygiene factors†. Whereby on the other hand, the presence of less tangible factors such as challenging work and recognition for doing well, creates or increases work motivation. Herzberg termed theses as â€Å"motivators†. RBS has put in place the following Herzberg’s â€Å"motivators†; * Employees have a collective sense of achievement when the whole business does well. * Employees get recognition for good work. * Employees gain extra responsibility and advancement through regular performance reviews. * When employees do well in their work, the company rewards them. Maslow’s Hierarchy of Needs Abraham H. Maslow (1943) established a theory on staff motivation in which he referred to a â€Å"Hierarchy of Needs† which is usually drawn as a pyramid. At RBS, The theory of Maslow on staff motivation is also evident. According to Maslow, in this hierarchy, the most basic needs had to be satisfied before workers could look to the next level. Basic physical needs were needs such as food, shelter, warmth and bodily functions. Next stage requires that people had to feel safe in their environment. RBS provides the basic needs wherever it creates jobs. Maslow’s higher levels of needs are less easy to describe and less obvious but of great importance. Social need is the fact that we want to feel part of something we share in. RBS creates the opportunity for its employees worldwide to share in its mission and vision for the group. RBS does so by rewarding the employees who contribute to its success through hard work and commitment. Esteem needs refer to needs to feel valued. At RBS, the mindset of the organisation is that employees can make it happen for themselves. It provides opportunities to its employees in different ways such promotion or training and recognises their achievements. Through this, RBS employees can improve their self esteem. The highest level in the hierarchy is â€Å"self actualisation† that means we work hard in order to be as good as we possibly can be. RBS meets this by offering recognition, opportunities, promotion and the chance to develop a lifelong career with Group. Motivation through Total Reward â€Å"Total reward includes indirect as well as direct, and intrinsic as well as extrinsic. Each aspect of reward, namely base pay, contingent pay, employee benefits and non-financial rewards, which include intrinsic rewards from the work itself, are linked together and treated as an integrated and coherent whole† (Manus and Graham, 2003). The total reward at RBS focuses on the overall content and value of the pay and benefits package, and the needs of staff and Group as a whole. In other words, it is the value of everything that the staffs get in return for working for the bank. Result Based Payments Result based payment or Contingent pay deals with performance related pay e. g. skill competence, contribution, or service in the grade. It is described as consolidated when contingent pay is added to basic pay and when it is paid as cash bonuses it is called as variable pay. At RBS, the basic salary is only the starting point from which a number of additional bonus payments can be earned. RBS’ success is shared by it employees through it profit-sharing scheme. When the company meets its overall targets, it gives out a bonus to its employees that are worth 10% of their salary. Other than the profit-share bonus mentioned earlier, there is also a chance to earn an individual performance related bonus when employees achieve or exceed their personal targets. So at the end of the year, when the company or the individual does well, the additional payments may be quite substantial. Work/Life Balance RBS also offers its employees with flexible pension funding, paid holidays, health and medical benefits and a confidential advice service. Moreover, employees at RBS have a generous holiday allowance with the option of buying or even selling days. Employees also have the options of wide range of lifestyle benefits, childcare facilities, discounted shopping vouchers and RBS financial products such as currency exchange, mortgages, personal loans and banking at special staff discounted rates. Personal Development At RBS, the recognition of good performance by employees is by graded progression. Employees are encouraged to ‘make it happen’ through personal development at RBS. This means that RBS encourages employees to develop and grow their abilities and skills. By doing so, it not only helps the employees, but helps RBS to grow as a company. Employees identify the required development needs from the front line managers at their annual performance review that are documented in a personal development plan. PERFORMANCE MANAGEMENT – Review and Evaluation Performance management is a â€Å"continuous process of identifying, measuring, and developing the performance of individuals and teams and aligning performance with the strategic goals of the organization† (Armstrong, M. , 2009). Performance management is deemed to focus and improve the results from the individual or team by understanding the performance of an agreed framework of competence requirement, standards and planned goals. Performance management is a continuous process and this process involves the following stages: 1) Prerequisites. 2) Performance planning. 3) Performance execution. 4) Performance assessment. ) Performance review. 6) Performance renewal and re-contracting. Almost every role can be described in terms of specific job targets at RBS. By this method of performance management, managers can measure each individual’s performance and reward them accordingly. RBS employees agree with the job objectives and targets at the beginning of the year with the ir line manager. From then onwards, their performance is measured and reported. They will have a performance review at the end of the year. Based on the results and outcomes, additional payments are made which is an effective motivator for high performance. Some of the jobs are based on the achievement of targeted results. This means that a bonus will be paid if the employee achieves or exceeds the target. Such as the job of a corporate banker, who has a responsibility of gaining a certain number of new business customers each year. If he/she achieves the target or exceed it, he/she will be rewarded. At RBS, targets that are difficult to achieve (stretch targets) and are particularly challenging have a greater reward for achieving them. According to its head of human capital strategy Greg Aitken, at RBS, performance management for the leaders is based increasingly on non-financial measures. He claimed at a Human Resource Development conference, that the bank had to view customer service and employee engagement alongside financial performance as measures of success. He also acknowledged that the process of performance management should not be just simply box-ticking exercise, but should be a thorough detailed assessment. At RBS, remuneration is made up of fixed and performance related pay. Performance related pays is designed in such a way that it reflects the success or failure of the employees against the range of targets set for them, taking into account the context in which results were achieved. The bank uses a range of incentive structures that are designed to reinforce messages regarding what employees are being asked to achieve, and deliver pay for performance. Performance includes financial and non financial measures, risk performance and other relevant factors. While ensuring pay is warranted given business performance, they objective in determining bonus awards is to incentivise and motivate the desired achievements. At RBS, there is no clear focus on differentiation, therefore, the best performance and the best performers will continue to be rewarded. At RBS, performance assessment is based on a balanced scorecard of measures including employee management, customer management, risk and financial performance. Allocation of any variable reward from the annual incentive pool depends on functional, divisional and individual performance of the employees against the performance measures set at the beginning of the year. At RBS, individual performance assessment is supported by a structured performance management framework. The targets set are measurable, specific and communicated to the employees at the beginning of the year. RECOMMENDATIONS RBS has an effective reward and performance management systems. However, there is a certain room of improvement. In the reward system, it is very important to put compensation at the top because it is a major factor in the minds of potential employees. However, right strategy should also include incentive compensation plan which is directly related to the goals of RBS. Long-term rewards should be provided for key individuals at RBS. The employees notice the benefits being provided to them, therefore, if the bank does not match or exceed the benefit levels of their competitors, it would be difficult to retain and attract professionals. RBS must view performance management system by encompassing the following important elements: * The bank should determine whether it has the capability to embrace performance as a culture because without such capability or desire, the performance management system becomes a compliance activity rather than adding value to the organisation. * To ensure that employees have behaviour, competencies and skills that allow them to understand and use the performance management system. The methodology which should determine the â€Å"what, when and how† of the performance management. * Enabling technology for the benefit of the organisation and its employees. Conclusion RMPS involves far more than performing an annual appraisal and expecting performance to improve as a result. The cultural transformation to performance based can take years to achieve and requires committing necessary resources (Lathem et al, 2005). RBS operates a forward thinking Human Resources strategy by providing a world-class employment package that motivates its staff at every level. Motivation theory comes to life at RBS as effort is seen to be valued, achievement is recognised, individual progress is rewarded and long-life career is available. Moreover, individuals are made to feel a part of the bigger picture and there are motivators for all. REFERENCES Books and Journals: 1. Armstrong, M. , 2009, Armstrong’s Handbook of Human Resource Management practice, 11th ed. , Reading, London, Philadelphia, UK. 2. Armstrong, M. , 2010, A Handbook of Human Resource Management practice, 10h ed. , Reading, London, Philadelphia, UK. 3. Armstrong, M. And Baron, D. 1998, Performance management: the new realities, Reading, Institute of Personnel and Development, London. 4. Brown, D. , 2001, Reward Strategies from intent to impact, Reading, CIPD, London. 5. LaChance, S. , 2006. Applying the balanced scorecard, Strategic HR Review, 5(2), pp. 7-7. 6. Latham, G. P. , Almost, J. , Mann, S. amp; Moore, C. (2005) New Developments in Performance Management, Organizational Dynam ics, vol. 34, pp. 77-87. 7. Manus, T. M. and Graham, M. D. , 2003, Creating a Total Rewards Strategy, Reading, American Management Association, New York. 8. Rose, M. 1998, Performance-related pay in schools, Reading, An Assessment of the green papers, NUT: London. Online Sources: 9. bcognizance. iiita. ac. in (2012) MOTIVATING EMPLOYEES. [online] Available at: http://bcognizance. iiita. ac. in/jul-sep07/cascading. html [Accessed: 22 Feb 2013]. 10. bipard. bih. nic. in (2012) Employee Motivation. [online] Available at: http://bipard. bih. nic. in/Downloads/Management/Employee%20Motivation. pdf [Accessed: 22 Feb 2013]. 11. books. google. com. my (2012) Reward System for RBS employees. Available at: http://books. google. com. my/books? d=pSzPrlVSg0kCamp;pg=PA45amp;lpg=PA45amp;dq=reward+system+for+RBS+employeesamp;source=blamp;ots=VOlQndaDDeamp;sig=bvBi1ubqD0rwdLBTFDjGhB7NqkEamp;hl=enamp;sa=Xamp;ei=jZu7UM6tHMePrgeQu4HAAgamp;ved=0CEUQ6AEwAw#v=onepageamp;qamp;f=false. [Accessed: 22 Feb 20 13]. 12. entrepreneur. com (2012) The Best Ways to Reward Employees. Available at: http://www. entrepreneur. com/article/75340. [Accessed: 22 Feb 2013]. 13. hereisthecity. com (2012) RBS Remuneration Disclosures. Available at: http://hereisthecity. com/2011/03/18/fsa-remuneration-disclosures-at-31-december-2010/ [Accessed: 22 Feb 2013]. 4. ihrim. org (2012) Employee Motivation A Powerful New Model. [online] Available at: http://www. ihrim. org/Pubonline/Wire/Feb11/EmployeeMotivation_HBR. pdf. [Accessed: 22 Feb 2013]. 15. marketwatch. com (2012) Annual Financials for RBS. [online] Available at: http://www. marketwatch. com/investing/stock/rbs/financials. [Accessed: 22 Feb 2013]. 16. peoplemanagement. co. uk (2012) Performance management at RBS. Available at: http://www. peoplemanagement. co. uk/pm/articles/2009/04/performance-management-at-rbs-looks-beyond-financial-results. htm. [Accessed: 22 Feb 2013]. 17.

Witch Trials essays

Witch Trials essays The mock witchcraft trial done in class displayed many aspects of witchcraft trials that might normally have been used long ago. I think one thing that directly affected the result of the trial was the fact that the two women accused of witchcraft were both illiterate peasants. Since they were illiterate, they were not able to use outside written sources to defend themselves. For example, the village crone could have brought in Part I., Question Viii. Of the Malleus Maleficarum which states that witches could only affect the lives of the babies that were from unmarried women since matrimony was Gods work, and the devil was not as strong as God (malleusmaleficarum.org/part_I/mm01_08a.html). This would have disproved the accusations against her relating to being a midwife since the only babies that were dead were from married women. Also, the trial might have been different if the people would have found out about the village girls mothers abortion by the midwife. This act would have a dded further reason to convict her. Another way the trial could have been different is if the people had never discovered that the village girls rambling was just form her being lonely and imaginative. If they would not have questioned her as much as they did, they would have thought she was simply possessed rather than just over imaginative. In addition, there were several points during the trial that most determined its outcome. First, when it was discovered that many of the babies that the midwife had delivered had died, everyone seemed to think this was a sure sign of witch craft. They believed this because throughout history witches that are midwives have been known to kill babies and sacrifice them to the devil. For example, Part II, Question 1, Chapter XIII of the The Malleus Maleficarum states, ...the greatest injuries to the Faith as regards the heresy of witches are done by midwives... (..

Analysing The Religious Views On Euthanasia Philosophy Essay

Analysing The Religious Views On Euthanasia Philosophy Essay When it comes to religious point of views on issues, euthanasia is one of the most controversial moral topics of all time. Euthanasia comes from the Greek word ÃŽÂ µÃƒ ¡Ã‚ ½Ã‚ ÃƒÅ½Ã‚ ¸ÃƒÅ½Ã‚ ±ÃƒÅ½Ã‚ ½ÃƒÅ½Ã‚ ±Ãƒ Ã†â€™ÃƒÅ½Ã‚ ¯ÃƒÅ½Ã‚ ± meaning ‘good death. Euthanasia can be defined as â€Å"the practice of ending a life in a technique that reduces pain and suffering† ( Eike-Henner 11). Religions such as the Roman Catholics and Orthodox Judaism oppose euthanasia on the grounds that it invades God’s territory of life and death. Life is considered a gift from God and should only be taken back by God. There are different forms of euthanasia: voluntary/involuntary and active/passive. Active euthanasia is the inducement of death by taking specific steps such overdose of painkillers or sleeping pills. Passive euthanasia, on the other hand, is the discontinuation of medical treatment in a terminal case so as to allow the patient have a natural death. Voluntary euthanas ia is killing a person for the purpose of relieving pain from terminal or incurable illness or injury with their consent. Finally, involuntary euthanasia is killing a person for the purpose of relieving suffering without first obtaining the person’s consent. â€Å"This paper will examine the ethical views of the Roman Catholics and the Orthodox Jews on the act of euthanasia.† The Roman Catholic teachings have a precise definition for euthanasia. Pope John Paul II describes it as â€Å"an act or omission which of itself or by intention causes death, with the purpose of eliminating all suffering† (Evangelium vitae [Ev], 1995, n. 65). The Church teaches that it is morally unacceptable and constitutes it as a murderous act, which is contrary to what they call the dignity of a person. Namely that every individual is born with dignity, and they are an estimable value. They value the human life, because a person indeed is priceless, for they are created by God. Euthana sia is an act that denies respect of God, the creator. Even if a person is acting on good faith, nothing changes the nature of what euthanasia is; at the very base euthanasia is an act of murder. When it comes to physicians assisted suicide the Roman Catholics describe it as a grave sin against God, because it suggests that a person is in charge of their body instead of God the creator. Physicians assisted suicide can be defined as â€Å"a doctor or medical staff person prescribes a lethal amount of medication with the intent of assisting a person commit suicide (John 151). The patient then takes the dose or turns the switch. Since preserving life is the greatest good for Catholics, they believe that the 5th commandment in the Old Testament of the Bible says it all â€Å"Thou shall not kill† (John 14). They believe this applies to killing oneself or killing someone else who has asked to die such as a terminally ill patient. No human being has the authority to make life and d eath decisions. Killing denies the victim something that he or she values greatly, continued life or a future. Moreover, since continued life is necessary for pursuing future endeavors, killing brings the suppression of all of these plans. Therefore, Catholics believe that doctor assisted-suicide deprives an individual of a future that they potentially could’ve had.

Business profile Essay Example | Topics and Well Written Essays - 750 words

Business profile - Essay Example Poffertjes are always sold in portions which can contain one or two dozens of them. These food products can be packed and sold in plastic plates, or cardboards, and are always accompanied by a disposable fork. It is possible to sale poffertjes when they are ready made; all that a customer needs to do is to microwave them. Poffertjes can be sold when they are ready made, and on this basis, they will always be accompanied by small portions of butter, and powdered sugar. Some business people can also produce poffertjes but serve it with milk and eggs. This type of poffertjes contains a leavening agent such as baking powder. Apart from butter and powdered sugar, poffertjes can also be served with strawberry and white whipped cream (Moor, 2012). Poffertjes can also be referred to as the Indonesian cuisine. This is because Indonesia has some very strong historical ties with the Netherlands. This is because Indonesia was a colony of Netherlands. Why the name Poffertjes: This term poffertjes first appeared in the 1700s, when the first recipe for the cuisine was developed. During this period, this cuisine was considered a poor man’s food, and was made from water, yeast and buckwheat flour. This is because buckwheat only grew in arid areas, and on most occasions, it is the poor people who resided in these areas (Moor, 2012). When producing it for domestic use, the product is baked on a cast iron pan. When producing it commercially, the product is baked on dimpled large copper plates. However, there are special materials developed to bake these products. These facilities are referred to as poffertjespan. For a chef to know if these products are actually baking, they usually produce a puff like sound, when they are being turned around (Moor, 2012). That is why they are called the poffertjes, derived from the puff like sound they produce while they are being prepared. Recipe: To produce this cuisine, the following are the requirements (Moor, 2012); 1 cup of warm milk . Three quarters of teaspoon dry yeast. 2 cups of buckwheat flour. Butter. Powdered sugar 2 eggs. Pinch salt. Method of Preparation: The first step is to sprinkle yeast on the warm milk, and thereafter setting it aside so that it should proof. When this milk product is ready, then the next step is to mix it with flour and eggs, slowly adding milk to it (Moor, 2012). During this process, it is important to stir it well, as this will ensure that there aren’t any lumps on the product. After this is done, then the next step is to cover the product, and leave it for about 45 minutes. This is for purposes of making it to rise. After the 45 minutes are over, then the chef has to heat the pan, and thereafter butter each dimple. The cook should use small portions of butter during this process (Moor, 2012). When bubbles begin appearing on the surface, and sides dry up, then they are ready to be served. How to sale the product in Dubai: Dubai is a cosmopolitan Arabian country, and as su ch, it hosts a variety of foreigners who came from Europe, Asia, America and Africa. Since this is a European delicacy, my target market will mostly center on the Europeans. However, I will also seek to sale this cuisine to the native people of Dubai. I believe, they will like the new experience. I intend to sale this cuisine as a ready made food product. This is because I will be operating a kiosk, and therefore it will be very expensive to hire cooks, who will be making it,

Is Glenn Beck a populist Essay Example | Topics and Well Written Essays - 4000 words

Is Glenn Beck a populist - Essay Example through this program are addressed toward the complications of the current programs and state that there needs to be a change in the structure and function of politics. Specifically, Beck focuses on the elitist class and the way that this has shaped politics outside of the democratic vision that first founded the country. The opinions and viewpoints that Beck holds toward the current political situation is one that defines him as a populist, specifically by showing the loss of power to the people and the lack of change that the government has provided under the names of democracy. The representation that Glenn Beck carries is one that began with his past and his specific life experiences. It is through the associations that Beck had growing up that led him into the role of representing the populist movement and the different concepts that applied to this. Beck grew up in a rural town in America and began to work into radio beginning at the age of 15. Beck often speaks about the suicide of his mom and the breakdown of his family, which led him into specific difficulties through his earlier life. Through his upbringing, and by the time he reached 30, he went through several small companies and jobs. He claims to have struggled with problems such as alcoholism, drugs and finding his way through America to get the job and dream that he desired. When he turned 30, he had one child and a girlfriend who would only marry him if he began to change some of the concepts in his life. He began to change his path by joining the Mormon religion and focusing on becoming a be tter career oriented individual. However, as he began to focus on this new path, he also recognized that there was a change in America and what was occurring. The recognition that he found led him into the movement created through his entertainment station and allowed him to begin approaching a different type of entertainment center, specifically which was for the people (Zaitchik, 2009). Beck

Wildlife Rehabilitation Center Essay Example for Free

Wildlife Rehabilitation Center Essay As a kid and an adult, I have encountered numerous occasions in which I’ve stumbled upon a neglected baby bird. Instinctually, I would think picking up the baby bird, bringing it into my home, and consoling it would be the most beneficial to the animal. After reading an article on South Plains Wildlife Rehabilitation Centers (SPWRC) website, I was surprised to learn doing the exact opposite would be better for the birds’ ultimate well-being. There are many issues that can be easily over looked because they do not necessarily affect one’s life directly. The both educational and environmentally beneficial programs at the South Plains Wildlife Rehabilitation Center can be a useful tool, to not only open one’s eyes to unseen issues, but also create a more diverse and stable local wildlife. South Plains Wildlife Rehabilitation Center hosts a variety of volunteer opportunities. In my opinion the most exciting program would be the hands on wildlife care program. This program involves, preparing meals, feeding animals, and helping with medical treatment, all while creating unique bonds with each animal. Also, the volunteer would learn the procedures for aiding the animals that are brought in for care and answering any questions about a wildlife emergency properly. If one is more drawn to the outdoors and wants more of a physical volunteer experience, helping with the building and grounds maintenance is a perfect opportunity for physical work. The program involves handy work, lawn care, landscaping, and general maintenance activities. Most importantly, this program includes the responsibility of maintaining a clean and suitable environment for the animals. Another opportunistic program with SPWRC is the environmental education program. This program is for volunteers who enjoy educating the public, it involves setting up educational materials, being able to handle educational animals, and teaching the community about the centers’ wildlife. To aid in this program volunteers will learn new materials necessary to inform the public and will also need to be open to creating ideas to help form new community outreach programs. For some volunteers who prefer to be a little more behind the scenes, there are opportunities to assist in fundraising and clerical work around the center. Fundraising will need volunteers to be able to participate and help with campaign activities. Clerical work will involve simple errands that will aid in the administrative office with staying up to date with important information. To get started with volunteering at South Plains Wildlife Rehabilitation Center, first depends on whether the volunteer is an adult or junior. Juniors’ fall under the age group of twelve to seventeen years old, because of their age, they need a parents’ approval and are restricted in helping with certain animals. An adult volunteer can help with any of the animals, if properly vaccinated and possesses a certificate with a notary seal for proof. There is also a questionnaire that must be filled out by all volunteers. After the proper vaccinations and the questionnaire have been completed, they will be sent to the volunteer coordinator. Soon after, the volunteer will be called for an orientation session, if qualified. South Plains Wildlife Rehabilitation Center is a non-profit organization that solely depends on its volunteers and the amount of donations given by the community. Without these two major factors, the rehabilitation center would not be able to function. With volunteering, an important role in this organization, there are a variety of volunteer opportunities waiting to be fulfilled. No matter how one chooses to get involved with SPWRC’s programs, the benefits of doing so echo both throughout the community and within oneself.