Pros and Cons of Teaching Creationism in School - 1197 Words

For this research paper I am going to discuss the pros and the cons about Creationism in school and why I feel that it should be left out of the public school system. Even though I am writing about both sides of the issue, I feel, for most part, that religion should be kept out of schools. I will present both sides of my topic and make a stand on why I feel that religion does not belong in public schools. Some of the pros of Creationism are that students have to think beyond the box. Creationism is the idea that the universe was devised as it is by a supernatural agent (Dean). Christianity comes from the belief that we were all created by a God. I would like to share some information on what creationism means and how it is interpreted by people. Most people, when they think about the meaning of Creationism, think of the theory that we were all created by God, in his image. The followers who believe in Creationism believe that god created this world and man to roam it. Many people be lieve that this is the only possible explanation for our creation. The idea of religion is the belief to worship a superhuman controlling power. Religion styles can vary from those who worship one God to those that worship many Gods. America is home to the world’s biggest creationism following. There is a $27 million Creation Museum near Cincinnati that has averaged 330,000 visitors since it opened in 2007 (Lovan). There are strong opinions that many christians share that we need to put prayerShow MoreRelatedThe Tenure System Should Be Abolished993 Words   |  4 PagesMatter, nine students file a lawsuit in California state courts about the inadequate teaching of teachers in schools. Furthermore, Students claim they can’t get a quality education. It’s clear that inefficient teachers can’t give a good education, however teachers aren’t the only reason that affects students. There are many aspects that may influence student in a negative way, such as student environment, family, and school resources. If people look at those aspects, they will notice that with poorly performanceRead More Why Creationism Should Not Be Taught in Public Schools Essays1921 Words   |  8 PagesA hot ly debated topic concerning public schools centers on the origin of life. Now more than ever, science and religion are butting heads. What should public schools teach to their students? Alex Rainert reasons that both â€Å"science and religion are engaged in the same project, to discover the origin of life† (141). In short, one could better describe the debate as a crusade between evolutionists and creationists; both sides have their well-founded arguments, but when one looks at the decisions ofRead MoreGeorge Mccready Price ( Or George Edward Price1914 Words   |  8 Pages1870 and died in 1963. Price had a reputation as being an influence on creationism among people he met (Numbers, p. 89). His father died when George was very young and his mother joined an SDA church on the aftermath of the Millerite movement and during this period was when Ellen G White began having her visions and Seventh-day Adventism was becoming known as Bible people (Numbers, p.89-90). Ellen G Whi te support creationism by endorsing that Noah s flood did happen and that it change the worldRead MoreLogical Reasoning189930 Words   |  760 Pagesthis when you paid attention to probabilities and consequences—you weighed the pros and cons—of going or staying. That is, you weighed the benefits and drawbacks. Heres a picture above of what to do. Think of a balance scale in which objects can be placed on either side of the scale. Put the pros on one side and the cons on the other, but assess each one by its significance or weight. After all the pros and cons are assessed this way and added onto the scale, the winner is the side that tilts

Essay about Concept Analysis on Self Perception - 1071 Words

This is a concept analysis on self-perception. Self-perception is non-discriminatory in that it crosses all socio-economic, religious and ethnic backgrounds. The effects of self-perception can be and usually are life altering. Self-perception can tear at the fabric of the victims self-confidence, self-worth and trust in their perceptions when relating to life events, eventually causing a chasm or warped view of the inner self. The reason for examining self-perception relates to how it affects the healing process and the relationships with those providing care. Introduction Working in a healthcare system you encounter people from various ages and statuses. It has always been concerning to see how self-perception affects a person’s†¦show more content†¦Perception can be influenced by outside factors and is constantly changing as a person matures into their life and socio-economic status. Method The Walker Avant (2005) concept analysis method guided the analysis. The analysis includes research from the following literature: nursing, medicine, philosophy and psychology. Essential and Critical Attributes Self-concept and self-esteem are critical attributes when understanding self-perception. This is influenced by other critical attributes that include being able to bond; having relationships, societal standards also contribute to a person’s self-perception. Understanding the psychological effects of self, determine how well we respond to stressors in life such as healthcare problems or relationship development. Psychological and philosophical ideas of self; help in defining self-perception within the nursing profession. Nursing has become more adaptive to the perception of self in that there are theories developed that include holistic care and account for a patient’s self-perception. When assessing the concept of self-perception the interrelationship with self-esteem is very evident. Self-perception has seemed to evolve from self-concept or knowing of self. Self-perception or self-concept can be†Ã¢â‚¬ ¦ traced to Greek philosophers such as Plato and Aristotle.† Rayner p.26) Most research address self-esteem which is the major influence for self-perception. Therefore, due to the interconnectionShow MoreRelatedThe Self Essay1414 Words   |  6 PagesThe Self Our perception is often skewed by what the media or what others deem as attractive and beautiful. Self-concept affects individuals directly through interpersonal communications and how others perceive several aspects of our behaviour and attitudes. Self-Esteem and Body Image are also common factors which help define who we are, and are significant in today’s society. These three issues today, can have a huge impact on an individual’s development and overall personality. By definition, perceptionRead MoreAnalysis Of My Sister, Geyonia, And Me Essay938 Words   |  4 Pagesthe analysis: Relationship analysis of my sister – Geyonia – and me. Using the concepts: Self-concept Emotional display Perception impact Nonverbal behaviors/communication Listening styles Stage of relationship Disclosure styles Communication climates Confirming and disconfirming messages Conflict event and styles Types of resolution I will be relating my week of analysis of the relationship with my sister to the above concepts and explaining the relationship I have with Geyonia. Self-concept is theRead MorePuriteen Case1419 Words   |  6 PagesPGP 2012-14 Consumer Behaviour Case Analysis: PURITEEN COSMETICS Ajinkya Ankit Mate Nitin Verma Rajat Shubham Saini Sonakshi Saini 2012PGP427 2012PGP199 2012PGP233 2012PGP292 2012PGP359 2012PGP367 CASE BACKGROUND A cosmetics company Puriteen has acquired a perfume and cologne company previously managed by the Depuys Henri and Marie who named the two perfumes after their names. Puriteen aimed to develop a marketing program for the two newly acquired perfumes. Despite being rated high in consumerRead MoreConcept Analysis Of Pain And Pain1650 Words   |  7 PagesConcept Analysis of Pain The most common reason that people seek medical care is pain, and pain is the leading cause of disability (Peterson Bredow, 2013, p. 51; National Institute of Health, 2010). Pain is such an important topic in healthcare that the United States congress â€Å"identified 2000 to 2010 as the Decade of Pain Control and Research† (Brunner L. S., et al., 2010, p. 231). Unfortunatelly, patients are reporting a small increase in satisfaction with the pain management while in the hospitalRead MoreSelf -Esteem and Student Success1511 Words   |  7 PagesThe Effects of Self-Esteem on Student Success Cristine Scott Central Michigan University CED 502 Student Development in Higher Education Mr. John Lalibertà © In today’s’ society, success is often measured by academic and professional achievement. Higher education provides more opportunity and freedom. Statistics verify that generally, the more highly educated have higher earnings and there is a significant difference between wages earned by employees with College degrees and those without. HigherRead MoreA Research Study On Alcohol Abuse836 Words   |  4 PagesBandura’s concept of â€Å"reciprocal determinism† related to Social Learning Theory (1978) and Life Course Theory (Elder, 1998) as developmental theory will help explain that victimization (a risk factor) as a direct or indirect predictor of adolescents’ alcohol abuse, as well as interpersonal relationship with family and peers as a protective factor, which can moderate the predictive effect of victimization on self-perception, perception towards alcohol, and alcohol abuse. In the proposed path analysis, allRead MoreDavid Hume s Bundle 1041 Wo rds   |  5 Pagesas a reply to Descartes) The silhouette of a subject was drawn by a council of moments and David Hume named it an illusion, humanity named it the self. In the modern ages of philosophy while Rene Descartes’ affect still remains eminent, David Hume comes with an argument which kills the I Descartes created and lets it fly as a ghost in human perception. Not only in the case of the subject, the contrast between Hume’s and Descartes’ ideas can be seen in their search for a priori as well. i. DavidRead MoreAnalysis Of Nell And The Wilderness Of North Carolina Essay1442 Words   |  6 Pagescommunication concepts, specifically the concept of self, how perception is shaped, and the creation of interpersonal communication competence. While the film does not go into great analysis of each concept, it provides an adequate overview of interpersonal communication as whole, and acts as an example of real life application of interpersonal communication concepts. The concept of self made an important appearance, early in the film. Self is defined as an â€Å"evolving composite of self-awareness, self-conceptRead MoreConcept Analysis In Nursing1158 Words   |  5 PagesApplication of Concept Analysis to Practice In recent years there has been a movement in nursing to further understand the many terms (concepts) that are used. Concepts in nursing often seem vague or appear to have ambiguous meanings. For the purpose of this paper, we will take a deeper look at one specific concept, emotional intelligence, and examine a peer reviewed article that utilizes the Walker and Avant method to deconstruct the meaning. Emotional intelligence is asks the nurse to look atRead Moremr dddsdddd1164 Words   |  5 Pagesï » ¿GS0155 Interpersonal Communication Summary of concepts from Lecture 1 to Lecture 10 Lecture 1: Universals of IPC What is interpersonal communication? Nature of IPC: dyadic approach a. Dyadic b. Dyadic primacy c. Dyads Two types of dyadic connection: a. Dyadic coalition b. Dyadic consciousness Elements of Interpersonal Communication: (the model of IPC) a. Source-Receiver (encode, decode) b. Messages (feedback message, feed forward message) c. Channel d. Noise (Physical, Physiological

Resistance to Change International Business and Management

Question: Discuss about theResistance to Changefor International Business and Management. Answer: Introduction For remaining competitive, organisations undergo constant changes and adapt to these changes continuously (Balogun Hailey, 2008). However, organisational change that is effective is something that appears to be rare (By, 2005). Leaders consider only about a third of the efforts of change in the organisations as being successful (Meany Pung, 2008). This indicates that implementation of change programs within the organisations is a process that is quite problematic. The lower rates of success of the programs of change can generally be attributed to resistance to change that is shown by the employees (Ford, Ford, D' Amelio, 2008). This essay will be discussing why resistance to change is frequently demonised as a problem that needs management, the ethical implications that it has and the other ways of managing resistance. Why is Change Resisted and why is Resistance Problematic as Something to be managed? Regardless of the fact that an organisational change is administratively perfect or successful, individuals within an organisation either implement the change or break it as a representation of a type of influence. Despite the fact that the initiative for organisational change can generally be taken by managers or their imposition is a result of specific procedural or policy changes or external pressures, it is the attempt of the management to make the members of the organisation think, behave as well as perform in a different manner (Kreitner Kinicki, 2010). Differences however, exist among people in relation to their perception in relation to change. Certain members take change into consideration with low levels of tolerance; others adopt the initiatives of change readily while still others fight change to the death because they consider them to be unnecessary (Burke, 2008). Resistance to change within organisations, that is concerned with thoughts of implications in relation to change are any behaviour or attitude which indicates a willingness for supporting or making changes that are desired (Schermerhorn, Hunt, Osborn, 2005). It is often resisting losing something which is of value or losing something that is known by moving in the direction of the unknown. At times the imposition of change which is accepted as being a universal truth is resisted by the people (Burke, 2008). Resistance might be in the form of deliberate sabotage or a resignation of passive kind (Kreitner Kinicki, 2010). For example, resistance to change might be faced in the case of schools when there is introduction of change and the members of the schools are forced to practice the change without being given any choice. Moreover, the schools might have to make adaptations to the environment and also operate in a comfortable way within the procedures, policies and structures that t he new environment has brought in. however, for ensuring effectiveness, persons within the schools might show preference to emphasise on routine things that they might be performing well and build up defences against the new state or changes by attempting to resist it. Additionally, members of the schools might reject these changes as they feel the changes are not worth their attention, effort and time. Resistance can either be ideological, political or blind. Blind resistance occurs when certain people within the organisation are intolerant or afraid of changes irrespective of what it might be like to have reaction that is knee jerk to change. Political resistance occurs when members of the organisation who have political resistance might think that implementation of change will result in loss of something valuable like losing power base, personal compensation, budget size, status, role or position within the organisation. Ideological resistance occurs when honest people show disagreement with organisational change. Some of them might think that the change is not timed correctly or it will not be successful or will result in damage. Thus, such a resistance will be due to intellectual differences in philosophies, feelings and beliefs (Y?lmaz K?l?o?lu, 2013). Change is resisted due to several reasons. The forces which resist change in the organisations consist of disregarding the expectations and needs of the members of the organisation, provision on insufficient information in relation to nature of the change and lack of acknowledgement for a necessity for change. Hence, anxiety and fear might be exhibited by people for matters such as changes in the conditions of working, individuals losing control on work, differences in wage rates, losing job satisfaction, levels of employment and job security (Mullins, 2005). Even though change might be implemented for reasons that are positive such as making adaptations to volatility in the environmental conditions, the members of the organisation might show a negative reaction and resist it (Boohene Williams, 2012). The major reasons for this are uncertainty, stress and pressure that accompany change. Other reasons comprise interference with the fulfilment of needs, limited resources, structure of the organisation, obsolescence of skills and knowledge, threats to influence or power, fear of the unknown, past security, economic implications, loss of freedom or inconvenience, habit and selective perception (Lunenburg Ornstein, 2008) (Robbins Judge, 2009). The fact that change affects the individual members of the organisation psychologically and requires them to make transitions and change their status quo, which they often resist, makes it problematic to manage change as convincing the people of the necessity of change and changing their ideological, political or blind beliefs becomes a difficult. Critical Analysis of Relationship Between Power and Resistance in Context of Organisational Change Organisations change and adapt continuously to remain competitive (Balogun and Hope Hailey, 2008), and yet effective organisational change seems to be rare (By, 2005; Meaney and Pung, 2008). Recent statistics reveal that only one-third of organisational change efforts were considered successful by their leaders (Meaney and Pung, 2008; Beer and Nohria, 2000). Apparently, implementing successful change programs in organisations is quite problematic. The low success rates of change programs are often Organisations change and adapt continuously to remain competitive (Balogun and Hope Hailey, 2008), and yet effective organisational change seems to be rare (By, 2005; Meaney and Pung, 2008). Recent statistics reveal that only one-third of organisational change efforts were considered successful by their leaders (Meaney and Pung, 2008; Beer and Nohria, 2000). Apparently, implementing successful change programs in organisations is quite problematic. The low success rates of change programs are often Powers role has been recognised as significant factor in efforts of organisational change. Power is conceptualised as being latent-cultural, latent-personal, manifest-structural and manifest-personal (Bradshaw Boonstra, 1998). Additionally, individuals as well as groups might possess formal or informal power sources in an organisation (John, 2009). Their push and pull can change completely the organisations political landscape. The behaviour and words of informal and formal leaders can result in exertion of positive or negative influence on organisational members. This impact permits the group members to work towards delivering the organisational goals. The success of a proposed change is determined by the influence that the formal and informal leaders exert. As per the critical change management, resistance is associated to changes having unequal power relations. In case of the theory of change management, circumvention of power is done by the use of euphemistic concepts like empowerment, governance and leadership. However, the social realities related to power need to be ignored. The understanding of power is possible through three perspectives (Karreman Alvesson, 2009). Firstly, power is a restraining force wherein people are made to do things by one actor. These are things that they would not have done otherwise. Hence, resistance is a reaction that is unconcealed for using force overtly. Secondly, the focus of power is on the way cultural socialisation and ideologies make people to show compliance with the order that exists in the absence of explicit force and it avoids overt conflicts. It is entailed by such a social power that a particular discourse becomes one that is accepted naturally which creates social practices, values and identities of the people involved (Grant Marshak, 2011). The manipulative aspect of power is articulated by this perspective. Employees are shown to be at their managers mercy who use discursive techniques for imbuing the workers silently with mindsets that are compliant. Resistance in such cases is mostly impossible as dominant discourse here is viewed as natural order of being which prohibit reflection on it. Thirdly, power is conceptualised as a productive force and an element that is an integral part if every human being (Homan, 2010). For collaboration, people need to interact and reach a shared understanding to some extent. Such an interaction leads to struggle for meaning which causes negotiated reality. Thus, resistance becomes an integral element of power play. Ethics of Managerial and Resistant Positions The process of change management is affected by ethical standings in the organisation. It is unethical when political behaviour and power is used by individuals for making decisions which will be serving their self interests only. The manager needs to ensure that there is no personal gain and stakeholders who are a part of the change process need to be monitored so that unethical decisions are avoided. A leader recommending a political strategy for implementing change which will not be beneficial to the organisational objectives is also unethical. The behaviour of the managers also becomes unethical if the rights of the people are being violated. During management of a change process, the managers are required to walk on the fine line between exerting influence on others for gaining their commitment and crossing the line to resort to manipulation which becomes unethical. Their goal is to bring in effective and ethical changes. The managers need to influence the process by actively pa rticipating in it but he cannot control the total system (Antonellis, 2014). On the other hand, the resistant party should also maintain ethics and should not oppose the change just for the sake of opposing it or oppose it under the influence of some power, both of which are unethical. This should consider its pros and cons and then decide whether it is needed by the organisation. Implications of Managerial and Resistant Positions for achievement of an Effective Program of Change Management For the achievement of an effective program of change management, it is necessary to have collaboration between the managerial and the resistant positions. The management should educate the employees and communicate to them the need and nature of change before its implementation along with the logic for its implementation. When the basis of resistance is information that is lacking or is in inaccurate, this strategy will be useful. People should be allowed to plan, design and implement changes and make contribution of their ideas and advise for bringing in changes. Agreement benefits can be offered and negotiations held with the potential and actual resistors of change need to be carried out by the management. This will be useful when the individuals are losing something valuable due to the change process. Co-optation and manipulation as well as coercion either implicit or explicit should be resorted to when all other approaches fail. Facilitation along with support should be provide d by the individual members to the management so that the change that is for their betterment of the organisation can be implemented smoothly. Conclusion Any sort of organisational change results in tremendous impact on the people within the organisation and the reason why several organisations show failure in accomplishing the initiatives if change is because they underestimate the influence that change has on the individual members (Kavanagh Ashkanasy, 2006). If the managers show neglect towards the psychological perceptions which the organisations employees have with respect to change, it results in the failure of the initiatives of change within the organisation (Devos, Buelens, Bouckenooghe, 2007). For change implementations to be a success, management of psychological transitions of the employees in an effective manner is necessary (Martin, Jones, Callan, 2005). Clarity in understanding the behaviour of human in the organisation is essential for realising change management effectively. People may show reactions with certain emotions such as fear, frustration and uncertainty and might feel disoriented and threatened due to cha llenges that change poses. This makes them to show an attitude that is negative and they start resisting the initiatives of change, making it problematic to manage. As it is a psychological and complex event, the change has to be managed effectively and respected. For success, effective management and a dedicated workforce are a necessity within organisations. It is also crucial to take into consideration the impact that change will have on individual along with its nature. Bibliography Antonellis, P. (2014, June 23). How Politics and Ethics Can Affect Change Management. Retrieved January 28, 2017, from Fire=Engineering: https://www.fireengineering.com/articles/print/volume-167/issue-6/features/how-politics-and-ethics-can-affect-change-management.html Balogun, J., Hailey, H. (2008). Exploring Strategic Change. London: Prentice Hall. Boohene, R., Williams, A. (2012). Resistance to organizational change: A case study of Oti Yeboah Complex Limited. International Business and Management , 135-145. Bradshaw, P., Boonstra, J. (1998). Power Dynamics and Organisational Change: A Comparison of Perspectives. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY , 97120. Burke, W. W. (2008). Organization change: Theory and practice. London: Sage. By, R. (2005). Organisational Change Management. Journal of Change Management , 369-80. Devos, G., Buelens, M., Bouckenooghe, D. (2007). Contribution of content, context, and process to understanding openness to organizational change: Two experimental simulation studies . The Journal of Social Psychology , 607-629. Ford, J., Ford, L., D' Amelio, A. (2008). Resistance to Change: The rest of the Story. Academy of Management Review , 362-77. Grant, D., Marshak, R. (2011). Toward a Discourse-Centred Understanding of Organisational Change. The Journal of Applied Behavioural Science , 204-35. Homan, T. (2010). Organisational Dynamics. The Hague: Academic Service. John, S. (2009). Strategic learning and leading change. . New York: Routledge. Karreman, D., Alvesson, M. (2009). Resistance to Change: Counter Resistance, Consent and Compliance in a Consultancy Firm. Human Relations , 1115-44. Kavanagh, M. H., Ashkanasy, N. M. (2006). The impact of leadership and change management strategy on organizational culture and individual acceptance of change during a merger. British Journal of Management , 81-103. Kreitner, R., Kinicki, A. (2010). Organizational behavior. New York: McGraw-Hill Irwin. Lunenburg, F. C., Ornstein, A. C. (2008). Educational administration: Concepts and practices. Belmont, CA: Wadsworth. Martin, A. J., Jones, E. S., Callan, V. J. (2005). The role of psychological climate in facilitating employee adjustment during organizational change. European Journal of Work and Organizational Psychology , 263-89. Meany, M., Pung, C. (2008, August). McKinsey Gloabl Results: Creating Organisational Transformations. The McKinsey Quarterly , pp. 1-7. Mullins, L. J. (2005). Management and organisational behavior. Harlow, England.; New York : Prentice Hall/Financial Times. Robbins, S. P., Judge, T. A. (2009). Organizational behavior. Upper Saddle River, New Jersey: Prentice Hall Inc. Schermerhorn, J. G., Hunt, J. G., Osborn, R. N. (2005). Organizational behavior . United States of America: John Wiley Sons. Y?lmaz, D., K?l?o?lu, G. (2013). Resistance to change and ways of reducing resistance in educational organisations. European Journal of Research on Education , 14-21.

The Future of Technology Essays - Consumer Electronics, Technology

The Future of Technology Technology in recent years has advanced very quickly. I remember just a few years ago using an Apple Computer where you had to type in commands for the computer to do anything. It also had very flimsy disks to run program, which could easily be damaged. Now we have computers that will almost run themselves. You no longer have to type in commands; you can either click on icons with your mouse or choose options from a menu. I believe technology is the fastest growing and advancing thing in our economy today. Almost everything is based on computers or some other form of technology to run it. Computers are constantly being updateda computer system can be out of date in a matter of months. Its not only computer though. Things like weapons technology and mobile communications i.e. cell phones, pagers, and hand-held computers (Palm Pilots). I have found many different types of technological advances. One that I found is called the OICW. Which stands for Objective Individual Combat Weapon. It is a new weapon that the government hopes to implement by the year 2006, which isn't too far off. This weapon will allow you to see and shoot around corners with out exposing yourself at all. It works by having a camera implemented into the scope of the gun. Then you have a little screen that comes down off of the helmet and fits right over your eye allowing you to see where the gun is pointed and what it is looking at. Technology will continue to grow every day, every month and every year. Soon the technology we have now will be considered antiques and no longer be used anywhere. Some think that eventually they will hit a point where they can't progress any furtherbut I think as long is there is technology we will continue to improve it.