Athens vs Han China Dbq

Athens was known for it’s ability; like we know today, Pericles, Plato, Socrates and the sky is the limit from there. While Athens Greece was flourishing, China was languishing. During this period, Confucius lived and educated. His lessons impacted Han China and China’s Golden Age. Chinese accomplishments equaled the accomplishments of the Athenians. Regardless of Han China and Athens Greece, they were two significant realms that both controlled around a similar time span. They had contrasts, for example, populace, government, and religion/culture. One of the distinctions Athens and Han China shared were there types of government. Archive 4 offers the trait of government with reports 5, 6 7. In â€Å"the speech of Pericles†(4) â€Å"Our type of government is known as a vote based system in light of the fact that it’s organization is in the possession of the peoples† while â€Å"Mandate of Heaven† (6) In this archive Mencius recounts to the tale of Yao and Shun. The Mandate of Heaven is China’s conviction that heads where picked by Heaven. In the report Wan Chang asked â€Å"in that case who gave the Empire to Shun? † and Mencius stated, â€Å" Heaven offered it to him. † Wang Chang accepted that Heaven gave Shun the Empire. He had that perspective on account of what Mencius had informed him concerning the Mandate of Heaven. In â€Å"Government in Athens† (5) It talks about how the Athenian Golden Age was propelled by the advancement of majority rules system by the Athenians. â€Å"In the most exact and strict sense Athenians administered themselves† there wasn’t a King or an all-powerful ruler. Officers were chosen from the Assembly and served for a year’s term† despite what might be expected, â€Å"A amazingly Successful Kind of Government†(7) talks about how the Emperor delegates governors to each locale. This kind of government was powerful in light of the fact that the focal government was additionally upgraded by appointment of various territories. â€Å"The Chinese domain was in fact the biggest political framework in the traditional world. † A record that would have been ideal to find out about would be a report with residents from both Athens and Han, and their viewpoint and attitude toward their type of government . Another distinction Athens and Han China both had were populace. Report 1 offers the attribute of populace with records 2 3. In archive one it shows two maps, one of Athens, and one of the Han Empire. These maps are a one-sided perspective however on the grounds that it has the Han Empire map extended so it makes the guide of Athens look littler, yet additionally on the guide of Athens in the base corner it has an amplified box of Attica. This record isn't creative in the event that you needed to look at the size of Athens and Han on the grounds that the maps are two unique sides. It would have been useful to have the maps a similar size, additionally they could have demonstrated the populaces in the territories and where the vast majority lived and where they voyaged. â€Å"Athens populace distribution† (2) This record shows the absolute populace of Attica which is 315,000 . It additionally shows what number of individuals were in each class, the class that had the a great many people were the slaves with 115,00. â€Å"Han China : populace distribution†(3) This record shows the absolute populace in Han China, 65,000,000 . Plainly Athens and Han contrasted in there size and populace. Additionally in this report it shows what number of individuals were in each class. The class with the vast majority is, Peasant ranchers/urban specialists with 58,500,000 individuals. Culture/Religion is another distinction Athens and Han China had. Archive 8 offers the trait of Culture/Religion simply like records 9,10,11 12. â€Å"what is a decent citizen†(8) This shows Athenian culture and what they had accepted is a productive member of society. This report talks about how every individual isn’t simply keen on his own issues or his own self, however he’s additionally inspired by the state and it’s issues. While in report 10 â€Å"Confucius on the Individual and the State† This archive is indicating society on the grounds that the individuals of the Han China culture accepted what Confucius educated and said. In this report Confucius said that fathers are to conceal for their children and children to conceal for their dads. What might have made this record progressively applicable to Han China’s culture would be realities on how Confucius socially and strictly impacted Han China and it’s people groups to accept his lessons. â€Å"Dialogue of Socrates and Crito in Prison†(9) This report is about Crito attempting to get Socrates to escape from jail. Socrates was tossed into jail since he was charged for not having confidence in the divine beings that everybody thought, presenting different divine beings, and defiling the adolescent. This shows culture on the grounds that that’s what individuals did in the event that you didn't have faith in similar Gods they trusted in. Socrates didn't accept or tune in to Crito, he had that perspective since nothing would persuade him other insightful of what he thought, â€Å" I realize that much else, which you may state, won't persuade me† †Socrates. Report 11†Discus Thrower† is a painting of an Athenian man tossing a talk about, the social style of craftsmanship varied from Han China’s style of workmanship. Ch’ iu Ying Landscape (12) varied from archive 11. This is a painting of a scene, while record 11 was a picture. What might have been exceptional to help further complexity these various societies styles of workmanship would be more records of Han Athens’s fine arts. All things being equal, Han China and Athens Greece had there contrasts in three classifications, however there are more contrasts then simply those three. For instance, regular day to day existence for the residents. In spite of the fact that Han China and Athens Greece were two significant domains that both controlled around a similar time span. They had there contrasts, for example, populace, government, and religion/culture. Athens versus Han China Dbq Athens was known for it’s ability; like we know today, Pericles, Plato, Socrates and that's just the beginning. While Athens Greece was succeeding, China was languishing. During this period, Confucius lived and educated. His lessons impacted Han China and China’s Golden Age. Chinese accomplishments matched the accomplishments of the Athenians. Regardless of Han China and Athens Greece, they were two significant realms that both administered around a similar time period. They had contrasts, for example, populace, government, and religion/culture. One of the distinctions Athens and Han China shared were there types of government. Record 4 offers the attribute of government with archives 5, 6 7. In â€Å"the address of Pericles†(4) â€Å"Our type of government is known as a vote based system in light of the fact that it’s organization is in the possession of the peoples† while â€Å"Mandate of Heaven† (6) In this record Mencius recounts to the tale of Yao and Shun. The Mandate of Heaven is China’s conviction that rulers where picked by Heaven. In the archive Wan Chang asked â€Å"in that case who gave the Empire to Shun? † and Mencius stated, â€Å" Heaven offered it to him. † Wang Chang accepted that Heaven gave Shun the Empire. He had that perspective in view of what Mencius had educated him regarding the Mandate of Heaven. In â€Å"Government in Athens† (5) It talks about how the Athenian Golden Age was propelled by the advancement of popular government by the Athenians. â€Å"In the most exact and strict sense Athenians administered themselves† there wasn’t a King or an omnipotent ruler. Officers were chosen from the Assembly and served for a year’s term† in actuality, â€Å"A strikingly Successful Kind of Government†(7) talks about how the Emperor designates governors to each region. This sort of government was successful on the grounds that the focal government was additionally upgraded by appointment of various territories. â€Å"The Chinese domain was to be sure the biggest political framework in the old style world. † An archive that would have been ideal to find out about would be a record with residents from both Athens and Han, and their point of view and attitude toward their type of government . Another distinction Athens and Han China both had were populace. Record 1 offers the attribute of populace with archives 2 3. In report one it shows two maps, one of Athens, and one of the Han Empire. These maps are a one-sided perspective however in light of the fact that it has the Han Empire map expanded so it makes the guide of Athens look littler, yet additionally on the guide of Athens in the base corner it has an amplified box of Attica. This report isn't clever in the event that you needed to think about the size of Athens and Han in light of the fact that the maps are two distinct sides. It would have been useful to have the maps a similar size, additionally they could have indicated the populaces in the zones and where a great many people lived and where they voyaged. â€Å"Athens populace distribution† (2) This report shows the absolute populace of Attica which is 315,000 . It additionally shows what number of individuals were in each class, the class that had the a great many people were the slaves with 115,00. â€Å"Han China : populace distribution†(3) This archive shows the all out populace in Han China, 65,000,000 . Unmistakably Athens and Han varied in there size and populace. Likewise in this archive it shows what number of individuals were in each class. The class with the vast majority is, Peasant ranchers/urban laborers with 58,500,000 individuals. Culture/Religion is another distinction Athens and Han China had. Report 8 offers the quality of Culture/Religion simply like records 9,10,11 12. â€Å"what is a decent citizen†(8) This shows Athenian culture and what they had accepted is a productive member of society. This record talks about how every individual isn’t simply keen on his own issues or his own self, however he’s likewise intrigued by the state and it’s undertakings. While

Many Ways to Break

Numerous Ways to Break Numerous Ways to Break Numerous Ways to Break By Mark Nichol How can one break? Which relational word follows the action word break depends, in American English expression, on which sort of exacting or allegorical breaking is happening. To split away is to get away, to out of nowhere separate from a gathering, as in a race, to quit accomplishing something (additionally alluded to as taking a break), or to end or decrease one’s reliance on another. A piece of something is additionally supposed to be split away from an entirety. (See likewise â€Å"break up.†) â€Å"Break down† intends to surrender to one’s feelings, or alludes to when something, for example, a vehicle, quits working, or to separating something into parts or crushing it; the thing structure is breakdown. To break for something is to quit accomplishing something, for example, working (additionally alluded to as taking a break), or to run toward something out of nowhere, as when attempting to get away. â€Å"Break in† intends to interfere, meddle, or attack. What's more, one breaks an individual or a creature in via preparing him, her, or it; to break something in is to familiarize it to utilize. To break into intends to begin accomplishing something out of nowhere, as in â€Å"break into song† or â€Å"break into tears.† â€Å"Break into† can likewise be equal with â€Å"break in† or can allude to partitioning something into pieces. An intrusion of private property is known as a break-in. To sever is to out of nowhere hinder one’s discourse or a gathering or to cut off correspondence with somebody, or it can allude to a piece of something isolating from the entirety. â€Å"Break out† can allude to the beginning of a rash or another skin condition, to a getaway, or to an unexpected upheaval or to the start of an aggravation, for example, an uproar or a wonder, for example, a fire. It additionally depicts the demonstration of out of nowhere making something, for example, drinks as well as food accessible. One can likewise become uncontrollably nervous from tension. The thing structure, reasonable just for certain faculties, is breakout. Waves or an unexpected flood of water can break over an item, for example, a ship’s gunwale or a seawall or other boundary. Someone or something can get through an exacting or metaphorical hindrance; the demonstration is known as a discovery. â€Å"Break up† is slang for cutting off a sentimental association, however it can likewise allude to the division of an entire into littler pieces, regardless of whether normally, as when ice breaks, relaxes, and softens in hotter climate, or misleadingly, as when someone breaks a treat into segments to share it; the thing structure is separation. (The reprobation â€Å"Break it up!† is a call to quit taking part in something, for example, a battle.) One can break with convention, which implies accomplishing something uniquely in contrast to it is usually done. Need to improve your English in a short time a day? Get a membership and begin accepting our composing tips and activities day by day! Continue learning! Peruse the Expressions class, check our famous posts, or pick a related post below:50 Slang Terms for MoneyDisappointed + Preposition25 Idioms About Bread and Dessert

Running a Business on Smartphones Case Study Example | Topics and Well Written Essays - 500 words - 69

Maintaining a Business on Smartphones - Case Study Example The organizations can resolve client issues with less procedures, for instance using CPS, making the clients progressively fulfilled. The utilization of the telephones facilitated and degraded the procedure of exchanges, decreasing undesirable expenses. For instance, Lloyd had the option to cut the time utilized for information section and dispatch, the fuel costs were cut by over 30% and a decrease in unapproved stops. In general, the organization had the option to decrease its cost an expected 100 million dollar benefit in 2007. Most representatives dreaded their occupations were done with the execution of the cell phones. The presentation of the telephones could prompt a less workforce for the organizations. For instance, Lloyd diminished their staff from 100 to only 40; thus the representatives were more right than wrong to be frightened of the execution. 1. The administration of the organization should think of a framework that attempts to mix the current workforce and the new activity instead of clearing out the greater part of the staff. The framework could work so that the current staff is held for some period, as until their present agreement lapses. The organization could concoct an application that permits the clients a simple access to the company’s data instead of experiencing the web without anyone else. The application ought to have the option to send every day updates to their clients about any changes. The firm could utilize an application that can keep it refreshed on any market changes, climate conditions. The application could be connected to a focal database, and when there are any adjustments in climate conditions, the data is transferred to every one of its workers.

Is Hip Hop a Culture Essay Example | Topics and Well Written Essays - 1750 words

Is Hip Hop a Culture - Essay Example It began with local gatherings at the home of Clive Campbell, or DJ Kool Herc, as he is known, a figure that is generally related as the dad of Hip Hop (Hess, 2007). Additional time, the gatherings turned out to be progressively visit, participation developed and the development spread over the ward. The spearheading phase of Hip Hop was creating at these gatherings, with Jamaican-roused occasions, for example, off the cuff toasting or noisy, proud verse finding out about recent developments and hardships the principle features of the soirees. The area of the origin of Hip Hop, and the period in current American history where this happened are not an incident. The 1970s were where social classes were further being established in urban areas across America, and the Black youth was feeling angry towards their terrible ways of life. Besides, road packs were galore in the lanes of South Bronx at that point, as they despite everything are today, an indication of the battle with destitutio n of the district. Because of the seriousness of the packs, Hip Hop advanced further as it turned into a ton about the groups beating each other as spray painting, or rap, or breakdancing, rather than whipping one another (Rose, 2008). Thus, it was perceived that the children of the Bronx and other such pounded neighborhoods could shape their savage desires into innovative ones, and teams concentrating on move, spray painting, rap music started springing up as Zulu Nation (Rahn, 2002). After some time, the development increased enough regard for gather devoted articles and narratives. Along these lines, Hip Hop became. While the facts confirm that Hip Hop may have been the consequence of the unified imagination of some poor American children, what it has developed into is something a lot greater. Many contend that it is currently one of the most significant present day societies ever, affecting adolescents and the youthful around the world (Price, 2006). The motivating force behind these successive social gatherings was to let disturbed young people avoid inconvenience, out of the lanes and to give them an outlet for their dissatisfactions with no physical threat to them or any other individual. There are, obviously, numerous pundits saying something regarding how important Hip Hop has been to American children and the general public by and large (Lewis, 2009). Numerous individuals around the United States of America, and the world, as well, contend that Hip Hop has been a negative effect on the young. It is broadly known and recognized that Hip Hop appeared as an interruption for the monetarily discouraged young people of the Bronx. A considerable lot of the dynamic players in this development were Black young people, for the most part young men that were likewise in packs. After some time, this picture of Hip Hop has not changed a lot and rather, has been proliferated by music recordings that praise sex, medications and weapons. Many contend that Hip Hop is a workmanship having a place with the convicts of society. Besides, numerous music recordings much of the time depict rich Black men visiting clubs and bars, hitting the dance floor with scarcely dressed ladies rapping about cash and sex. Truth be told, numerous a period, Hip Hop artists and rappers are much of the time related with criminal propensities, and don't generally harbor a heavenly notoriety among the more moderate and conventional citizenry. Numerous specialists had suggested that Hip Hop be given authority

How to Develop a Leadership Philosophy that Inspires

How to Develop a Leadership Philosophy that Inspires Think about the most successful leaders in the world, past and present. If you were to compare them with inefficient leaders, the difference wouldn’t necessarily come from their skills. The more important factor would be how the successful leaders would be able to provide you with a clear and defined approach to how they lead other people: their leadership philosophy.In this guide, we’ll define what leadership philosophy is and the benefits of having one. We’ll explore the idea of publishing your statement and provide you the four steps required for creating a leadership philosophy to guide your leadership. WHAT IS A LEADERSHIP PHILOSOPHY?The combination of leadership and philosophy might sound rather odd. On the face of it, the terms don’t seem to have much in common. So, what does leadership philosophy mean? To understand it, it’s a good idea to first examine the two words separately, as it’ll allow you to understand how they can fit together to provide you with guidance in leadership.The definition of philosophyWhen you think about philosophy, you’ll probably first think about some of the greatest thinkers of our time, such as Voltaire, Plato and Descartes. Furthermore, you probably haven’t thought about using philosophy in your everyday life and the concepts and ideas might sound a little bit difficult to comprehend. But as one the oldest disciplines in the world, philosophy has plenty to offer and it’s part of our everyday experience whether we consciously think about it.The word philosophy literally translates to “the love of wisdom”. The Oxford Dictionary defines philosophy as, “a theory or attitude that acts as a guiding principle for behavior”. Indeed, the guiding idea of philosophy is to live a good life. It’s about striving for expertise and personal as well as collective fulfillment. Philosophy could be seen as the personal foundation or belief in human nature; for working to live your life to the fullest. Through philosophy, you create a system of thought to support your journey and obtain the guiding principles to use for action or non-action.Watch the intriguing video by the School of Life to understand why philosophy matters to all of us. The definition of leadershipWhat about leadership’s definition? Just like field of philosophy with its multiple thinkers and theories, leadership has a number of definitions. According to the Oxford Dictionary, the essence of leadership is “the action of leading a group of people or an organisation, or the ability to do this”. But as mentioned, the definitions have evolved out of this t echnical view, with different people viewing the topic through a slightly different viewpoint.At its core, leadership is about the ability to influence other people and to create a movement towards a specific objective. Having a vision to which the team moves forward to is crucial. Furthermore, the emphasis is on inspiration because leadership is not the same as bossing someone around to do what you want. A leader inspires through his or her vision and motivates by leading by example rather than telling and intimidating a desired action.The components of a leadership philosophyThe above definitions might already help you understand the connection between leadership and philosophy. When you combine philosophy, the guiding principles, and leadership, which is the model behavior for inspiring others, you create a theory or an attitude, which provides the norms for behavior and action. The definition is brought to life with four key components, which are:A theory â€" The way you define leadership and what’s it about.An attitude â€" Your mindset in regards of approaching leadership.Guiding principles â€" The principles and values you hold dear when you are thinking about leading others.Behavior â€" The behaviors you showcase in your journey to reach the desired results and outcomes.You could view leadership philosophy as a compass â€" it helps define your expectations, your values and provide the roadmap for actions. With a clear leadership philosophy, you create a focused thought system surrounding your leadership, and you define the behaviors and attitudes you want to cultivate in yourself, but also in others. Leadership doesn’t just provide focus for you personally, but it can allow the people around you to know what to expect from your leadership.Examples of leadership philosophiesJust as there are differences in what philosophers think and divergence in how leadership is defined, leadership philosophies also come in a number of different flavors and styles . Since the framework is based on personal values, leaders can approach it from different angles. There are plenty of options to choose from, but we’ve selected three unique frameworks to provide you an idea of the divergence.Laissez faire leadership philosophyDemocratic leadership philosophyAutocratic leadership philosophyLeader believes followers should have the power to make decisions.Leader believes in empowering followers through increased responsibilities.The framework is effective when followers are knowledgeable.Leader believes that everyone should have equal say within the team.Leader values participation, consultation and consideration.Leader emphasizes co-operation and support.Leader believes results are best achieved in a controlled system.Leader has clear vision, including how and when things should be done.Leader is accountable for the decision-making.You can use these generalized models as guidance for defining your own leadership philosophy. Nonetheless, you should n’t try to copy a specific leadership philosophy. While learning about other philosophies can be a solid way to identify useful qualities, you need to adopt an approach that comes from your heart. Later on in the guide, we’ll provide you with a systematic guide to drawing your unique leadership philosophy.WHY SHOULD YOU HAVE A LEADERSHIP PHILOSOPHY?Leadership philosophy has a foundational element to it. The different components included create a strong basis on which to build on and take your leadership forward. You are better-equipped to lead and to succeed in your leadership with a leadership philosophy due to three core benefits: character, consistency and collaboration.CharacterDrafting a leadership philosophy will provide clarity and focus in your character. Character matters because it influences your everyday decision-making and communication with other people. Without a proper understanding of your character and the traits you truly value, you are more likely to fall int o bad habits and to let emotions control you.By making a conscious decision with the help of a leadership philosophy, you outline the characteristics you want to strive for and which you value in other people as well. In a way, you become better at controlling your behavior and you strengthen the qualities required of a successful leader. ConsistencyThe above benefit directly relates to the second advantage of creating a leadership philosophy: consistency. The most important aspect of the philosophy is setting out and defining your values and objectives.Once you define these, you immediately create more consistency to your behavior and actions. You have guidelines, which help you make decisions and take action. You’ll always use the same defining values at the heart of your decision-making. Let’s assume your leadership philosophy is defined by sustainability.Whenever you are faced with a decision, you will evaluate the options based on how they relate to the value of sustainabil ity â€" Will it hinder or enhance it? This assures your actions and behaviours are consistent. You don’t flip-flop from one value to another, but you stick to your principles.CollaborationLeadership always requires a level of collaboration. Since you need followers to voluntarily to follow you, you can’t expect to achieve much without an understanding and focus on teamwork. Getting along with people will become much easier if you have a clear leadership philosophy to follow.Among the things you need to define with your philosophy is your approach to collaboration. The framework requires careful consideration of engagement, communication and accountability. Defining these, you create more consistency and improve your chances of more meaningful collaboration.People will know what your values are, they understand your approach to teamwork and thus they feel more comfortable because you follow these well-defined patterns of behavior. Essentially, people can trust you because they do n’t need to constantly be on their toes.Overall, leadership philosophy will provide clarity to your leadership. Business strategist and author John Spence has written a good blog post on the topic and in it, he gave a powerful example of the benefits of a leadership philosophy. He used the famous quote by Walt Disney to make a point about why successful leaders need to define the framework for action.The quote says, “When values are clear decisions are easy.” Spence flipped it around stating, “When values are not clear decisions are difficult.” By defining your leadership philosophy, you clarify your decision-making by enhancing your focus on the values and actions that truly matter.PUBLISHING YOUR LEADERSHIP PHILOSOPHYMy Philosophy of Leadership is to surround myself with good people, who have ability, judgment and knowledge, but above all, a passion for service. Sonny Perdue (American Politician)We will outline the four steps to developing a leadership philosophy in the next section, with one of the steps involving writing down your ideas. Before providing you with the format for your written philosophy, we are going to explain why having a published leadership philosophy matters.As you’ll see in the next section a written leadership philosophy statement can be useful in getting to the heart of your true values and ideas. By having a written statement, you are sure to have a reminder of the ideals you want to be pushing towards. But it can be more beneficial to have the leadership philosophy published or at least shared with a few people because it increases your accountability.If you are the only one aware of your leadership principles, you don’t need to worry about others calling you out on doing something against your values since no one has knowledge of them. On the other hand, if you are loosing your sense of direction, a person who has seen your leadership philosophy statement can nudge you back in the right direction. The objectives you want to deliver and the values you want to keep at the heart of your leadership will be known. Even the knowledge that people have access to your statement or your closest friends or mentors know it can be enough to keep you focused on following your path.Aside from accountability, publishing your leadership philosophy will provide another major benefit: the ability to reflect. While the philosophy must naturally be built around your actual values and objectives you want to achieve, bouncing these ideas with another person can provide an invaluable angle to your thinking. The ability to reflect on your ideas and to go them through with another person can add ideas to your thinking you hadn’t thought about before. The way you see yourself will always differ slightly from the experience of others and you can learn a great deal about your characteristics by asking questions from others.If you share your leadership philosophy, you’ll be able to reflect on your ideas from a complete ly different perspective. The feedback can be useful in ensuring your philosophy is the best roadmap for you to move forward. Don’t worry about the feedback being negative; a well-constructed leadership philosophy is sure to inspire others. Overall, the idea behind publishing or sharing your leadership philosophy is all about feedback. If you are criticized consider the words carefully and think whether there is some truth to them.How to publish your leadership philosophy? There are different ways to go about it. You could naturally share with a few close friends or colleagues and ask their opinions. If you have a leadership mentor or a coach, then it’s a good idea to talk about the statement with them. But you could go further than that and have your leadership philosophy on your personal website. This could potentially be a good idea even in terms of career progression, as future employers might get a better understanding of what your leadership looks like.Finally, don’t use publishing the statement just for feedback, ensure you have someone to keep a check on you to ensure you are following your values and objectives.THE STEPS TO DEVELOPING A LEADERSHIP PHILOSOPHYHopefully, the above would have convinced you about the importance of having a leadership philosophy. We’ve talked about the characteristics of the framework, but how do you develop it? Here are the four steps you need to take in order to draft a proper leadership philosophy, which will guarantee you succeed as a leader.Step 1: Define your values and prioritiesThe first, and perhaps the most important part of the process is defining your values and priorities. You need to look deep inside you to discover the values you want to highlight and which you think make leaders great. You need to be able to answer the following questions as part of this step:What are the values I think are the most important in life and business?What are my personal strengths and weaknesses when it comes to values a nd behaviors?What do I feel are the priorities of a leader?But how do you define the core values and priorities? It’s easy to create a list of things you think are important, but you need to dig deeper when it comes to a leadership philosophy. First, you need to actually understand why you think a specific value has value. Second, you can’t have a list of 20 values as this doesn’t truly clarify your position, but instead, you must focus on just a few core priorities. Entrepreneur and author Kevin Daum has written a great post on Inc. on how to define your values. Daum suggests taking the following steps:Identifying the following moments from your life and describing them in detail:Three greatest accomplishmentsThree greatest moments of efficiencyThree greatest failuresThree greatest moments of inefficiencyConsider the above moments and examine the possible common themes between them.Using these common themes, identify the advice/tips you would give yourself. For example, if yo u find yourself avoiding conflict situations, your advice might be “Don’t walk away from difficult situations.”Refine your advice into a value. For instance, the above advice could become “Confront difficulties”Furthermore, once you have these core values and themed outlines, it’s auspicious to take a moment to define them properly. Let’s say you realized ‘authenticity’ is a value you cherish. Define what you mean by it by writing down a few sentences. You can use the formula:“Authenticity to me means…” You can do this with all of your values, whether the value is ‘communication’, ‘family’, or ‘competitiveness’. It is definitely worthwhile doing this all on paper because it will help you better communicate your ideas to yourself.When you’ve selected your values, you need to prioritize them further. If you have around 3-7 values selected, you should consider which ones resonate the most with you or which you think are the most essential in terms of leadership. An effective way to prioritize your values is by comparing them with each other. You can do it by simply taking two values, such as ‘authenticity’ and ‘respect’, and make the following statements with your chosen values:Authenticity but NO respectRespect but NO authenticityWould you pick the first or the second sentence? The value you choose is the one you rank as more important. You can do this prioritization with all of your values by comparing them against each other. You should eventually have a value on top that beat all the others in comparison. Step 2: Define the desirable outcomes you want to achieveAs well as defining your values, you also need to examine the outcomes you wish to achieve as a leader. In order to do this, you need to study the outcomes you want to achieve in the light of your chosen values. First, you should identify the goals for your leadership and the possible operational goals your organization is looking to achieve.What are the ac tions you want to or should achieve as a leader? An auspicious way to set goals is by using the SMART method, described in the image below: Furthermore, once you’ve identified the objectives, you need to outline and write down the actions required to achieve these goals. The actions can range from finding tools to motivate your team to enhance innovation.When you have the goals defined, you must reflect on the ways your values relate to and impact these objectives. You can do this by answering the following questions:How do my values support the key goals of leadership? Remember leadership was about influencing others to follow your vision. You need to pick each value and examine how it would help inspire others and move you closer to your vision. If you value ‘honesty’, then you want to consider how it is demonstrated in influential leadership.How do my values support the operational goals? You should consider the same in terms of the specific organizational objectives you’ve identified.How can my values strengthen the actions required to achieve the objectives? Look at each action and consider the different way s your values would have a positive impact on it. ‘Honesty’ could be seen as a way to strengthen trust, which in turn would boost motivation, for example.How do my values show in the way I communicate with my teams? Think about the above and the positive or negative impact your values, actions and objectives will have on the team. You want to identify the routes that uphold your values, but create a meaningful partnership with your followers.What are the behaviors and actions I expect from my followers? Your followers don’t necessarily have to subscribe to the exact same values as you do or prioritize the values the same way. Nonetheless, you need to consider the behaviors and actions, which are in conflict with the objectives you want to achieve as a leader and as an organization, and the behaviors, which are not sustainable in terms of your own values.The above helps you to clarify what your leadership philosophy should look like in action. It makes the values turn into conc rete examples in terms of behaviors and actions.Step 3: Write down your leadership philosophyWith the above steps concluded, you can start putting your leadership philosophy on paper. We briefly mentioned the importance of having a written statement in the previous section. Writing down your philosophy helps clarify your ideas and makes it all just a bit more concrete. It can improve your focus and help you keep yourself more accountable, since you can always go back and read what you’ve created.To help you write down your leadership format, we propose using the  format below, although you can always just write a document in your own style. The format is based on the four core elements of leadership philosophy: theory, attitude, principles and behavior.Theory: I believe in _________________.Write the specific elements of leadership you believe are at the heart of being a good leader; the values you prioritize. An example sentence could be: I believe in confronting issues head-on i s the key to better communication.Attitude: My thoughts will ___________ and my words will ______________.These sentences refer to the attitudes you want to foster in the workplace; the example you want to set with your own attitude. The aim is to focus on the attitude you think will boost your success as a leader and help to achieve the objectives you’ve set out. You might say, “My thoughts will focus on finding solutions and my words will be based on honesty and integrity.”Principles: I will lead by/with ____________.The focus is on writing down the guiding principles you will use as part of your leadership. These are the top priorities to you as a leader; the principles you won’t negotiate on and which you’ll consider each time you make decisions. You’ll most likely end up writing a few of these and an example sentence might be: I will lead by understanding and embracing change and how situations and people can change over time.Behavior: I expect to ___________ and __ __________ in situations.Finally, you need to write down how you will behave and react in the workplace, no matter what the situation is. The behaviors should reflect your leadership philosophy and highlight the core ideas in action. The identification of your past successes and failures during Step 1 will help with the last point. You could state, “I expect to consider the different options and listen to feedback in challenging situations.”When it comes to drafting the document, there are a few things to keep in mind. First, keep it concise; you don’t want the document to be more than one page. You should be able to state the essence of your leadership philosophy in a few sentences. The other crucial point is to aim for clarity and this is why you also want someone else to have a look at your philosophy.You need to define the philosophy in a manner that will help others to understand it without the need to ask multiple questions. Even if you decide not to publish it, you want at least one person to view it. Aiming for clarity will guarantee you truly understand what you are looking for with your philosophy and this will guarantee you are focused on your intentions.Step 4: Evaluate your leadership philosophyFinally, it’s not enough to write your leadership philosophy and continue with your daily activities; you need to actively evaluate how well you are holding on to your ideals. You must regularly reflect on how well your actions and behaviors follow your statements. Essentially, you need to hold yourself accountable.Take time to review your leadership philosophy and go back to your previous actions. Are you practicing what you preach? What are the things you excel in and which behaviors and actions do you struggle to follow? You could look at these questions each week or every month. Write a list of the major actions you took that week; for example, consider the three successes for the weak and the three possible failures for the week.Reflect on whic h principles you held on to and which actions or behaviors went against what you believe in. As you identify the actions and behaviors where you didn’t follow your leadership philosophy, consider what were the reasons leading to this situation. Why didn’t you remember your philosophy at that moment or why did you reject it? This will help you understand what are the areas where you need to work harder on or even identify the values and priorities that might be unattainable for you.Furthermore, you should occasionally have a chat with people who know you or who work with you. Finding out what they think your guiding principles are can reveal a great deal to you about how they view you and whether your philosophy shows in action. If your followers identify values that are counter to everything you’ve written in your statement, then you are properly doing something wrong as a leader. On the other hand, if people relate values to you, which are at the heart of your philosophy, you get confirmation you are on the right path and achieving success as a leader.As eluded to earlier, evaluating your leadership philosophy will help you realize whether your philosophy is working or not. If it’s not, you need to carefully think about the reasons behind the failure. It might be that you are simply failing in staying true and you need more time to instill these values deeper into your actions. Just continue to be more mindful of your philosophy and think more about the ways you can stick to your principles. But your failures might not be due to lack of motivation.It could well be the actions and behaviors you chose are not truly you and do not fit into your leadership strategy. Therefore, you might have to re-evaluate each value and principle, adding in new ones and removing the ones that don’t reflect your philosophy. Successful leadership is a fluid strategy and the philosophy shouldn’t be too rigid either. As you gain more experience, both in business and in l ife, you will develop and grow as a person. This personal development might well change the way you approach leadership and therefore, you should be willing to make small changes to your philosophy if you feel like it.The video clip below on self-reflection is a valuable watch because it highlights the importance of being more aware of the impact of your decisions. It’s an important lesson to keep in mind when evaluating your leadership philosophy. FINAL THOUGHTSLeadership philosophy is a crucial element, as it acts as the foundation for your leadership. It helps you determine the guiding principles, behaviours and actions you want to put at the heart of your leadership. By carefully considering your values, priorities and objectives, you can create a framework for effective and focused leadership.Having a leadership philosophy creates clarity to your decision-making and your actions, which help you to inspire and to motivate the followers to support your vision. You will be a lea der with a clear mission and way of operating, which makes it easier for people to respect and trust you because they will always know where you are coming from.When it comes to drafting a leadership philosophy the key is to spend time analyzing yourself and writing down the things you believe in and value. Creating a document will ensure you are not only accountable, but can easily remind yourself to focus on the essentials. It ensures you aren’t just thinking about specific actions and behaviors, but to actually implement these in your leadership.Leadership philosophy is often based on intuition, but also a careful examination of what your strengths and weaknesses are. It’s about finding the voice that truly speaks for you rather than pretending to subscribe to things you don’t believe in or can’t achieve.

Talent Management Essay Online For Free - Free Essay Example

Introduction Talent management is gaining worldwide recognition. Those leadership groups who do not understand the impact that talent management could have in their organisations do not reap the rewards that come with a program that is highly effective. The term talent management is fairly new (approximately fifteen years in use). Nonetheless, it is gaining momentum as social science continues to develop evidence based decision making tools. The results that materialize give leadership groups valuable information that contributes to effective decision making. Well informed decisions are those that lead to success and mitigate the time allocated in bringing them to fruition. It is not enough to want to implement a talent management program. The process must be guided and measured to ensure that the desired outcomes are on target. However, if success were to remain constant there would be no room to learn new methods or gain newfound ideas. Failure is imminent when processes are not monitored. In addition, failure has the potential to harm the organisation and in turn, the stakeholders as well. The Failure and Success of Talent Management Systems The Talent Management (TM) concept is fairly new by modern day standards. Thunnissena, Boselieb, and Fruytier (2013) posit that TM began to receive global recognition ten years prior to the publication of their article. As a result, TM appears to be moving from the developmental stages of infancy (p. 1744) to toddler stages. The newness of TM poses implementation challenges of various sorts. Hence, resulting in faulty application methodologies. Therefore, it follows that flawed TM methodologies hinder business processes, hence, creating negative domino effects within the social organisation environment. This paper shows how poorly implemented or absent TM strategies impact organisation processes. It also shows how scientifically validated strategies prevent potential harms from happening or eliminate the threat altogether. It addresses reasons why TM initiatives fail. There is a discussion on environmental conditions that lead to failure and the negative impact on employees. It closes with a recapitulation of the content. TM is a human resource concept that concerns the management of people for mutually beneficial competence exploitation. A few examples of organisations failing with regard to TM are Google, Amazon, Express Scripts, SEARS, and Dillards Inc, amongst many others. Lewis (2013) finds Google to be so decalescent that he cannot imagine why anyone would quit working there. Kantor and Streitfeld (2015) refer to Amazons workplace environment as bruising (Kantor Streitfeld 2015, para. 1). Duggan (2015) posits that Americas list of terrible companies to work for is an extensive one. This paper is structured in the following format. The content is divided into sections with subsections for discussion clarity. The failure or success of talent management topics are discussed as well. Thereafter, discussions address reasons for talent management failure, and negative affects on business. Preventive applications for the success of talent management discuss secondary subtopics that fall within the parameters of the bigger picture concept. The paper closes with concluding comments. Reasons for Talent Management Failure According to May (2015), employees leave organisations for many reasons. For example, a few of those reasons are unhappiness with their jobs, dissatisfaction with poor management strategies, and or ineffective leadership. Thunnissena, Boselieb, and Fruytier (2013) attribute potential failures to demographics, retiring baby boomers, mobile technology, and increasing globalization. Lockwood (2006) asserts that the lack of leadership commitment has a nullifying effect on the TM process Allen, Bryant, and Vardaman (2010) discuss employee turnover, dissatisfaction with salaries, and application of a one-size-fits-all retention strategy. They assert the existence of an erroneous management assumption, that all exits from the organisation fit a standard pattern. Downs and Swailess (2013) discuss the lack of social and ethical applications to talent management that affect employees in various ways. McDonald, Dear and Backstrom (2008) contribute to the discussion of specific discriminato ry management practices. Negative Affects (NA) on Business Negative affects occur for many reasons. The discussion herein refers to few negative affects that are detrimental to the profitability or production in organisations. According to Duan, Lam, Chen, Zhong (2010), employees become emotional when confronted with affective situations. As a result, some negative behaviors elicit retaliatory behaviors that do not benefit the organisation at all. Detailed Discussions: NA Related with Employee Groups Unhappy Employees. Song and Ybarra (2008) posits that unhappiness maybe be the potential result of situational demands. Additionally, he argues that unhappiness comes from the absence of positive influence (Song and Ybarra 2008, p. 57). Unhappiness falls under the umbrella of psychological well-being. As a result, environmental situations influence how employees perceive the events happening in the social environment. Hence, the potential for increased employee unhappiness contribute to dysfunctional work relationships. Thereby, affecting the employee as well as business productivity (Song and Ybarra 2008). Employee Turnover. De Mesquita-Ferreira and de Acquino-Almeida (2015) argue that employee turnover poses a serious threat to organisations. They assert that employees who leave the organisation are replaced by new employees who lack equivalent competence as the person who left. As a result, organisation productivity decreases all the while the new employee is adapting to the organisations culture. For example, profit organisations may experience lower revenues due to lower productivity. Another example is that non-profit organisations may experience interference with public programs or services due to understaffing situations. Poor Management Strategies. Toterhi and Recardo (2013) affirm that recovering from business failure is challenging and time consuming. When managers decide to cut TM budgets, they cripple the TM process altogether. Thereby, making budget cutting a poor management strategy. For example, lost revenue is one result of budget cutting decisions because budgets buy sales training, sales training increase closing skills, the more closed sales are transacted, the greater profit potential for the organisation. Therefore, it is in the best interest of all stakeholders that revenues increase (Poor 2008). Changing Demographics. Meier and Loewenbein (2003) found that an aging population create adversarial circumstances. Consider for exam ple, that baby boomers are extending their retirement as a result of improved health. Suddenly, there are integrated age groups that engage in conflicting engagements, thereby complicating the coworker relationship. The age mix has become a cause for new social science research on workplace intergenerational conflict (OBannon 2001). Weak Senior Management Commitment. Prabhu and Robson (2000) found that a lack of committed financial resources had a detrimental affect (NA) on talent management initiatives. For example, it is not unusual for TM programs to become the target of budget cuts as a management directive to reduce costs. Such reductions eliminate opportunities for workforce development. They also increase the probability of low employee retention rates. In addition, leadership influence on employee engagement decreases (Prabhu Robson 2000). Duan, Lam, Chen, Zhong (2010) assert that the NA of weak commitment eventually creates unhappy employees who have the potential t o interfere with business processes in retaliation. According to Duan, Lam, Chen, Zhong (2010), retaliatory behaviors may hurt colleagues or organizations (p. 1288). The NA of weak commitments also trickle down to employees as they perceive that leadership executives have dysfunctional habits of making promises never kept. Negative affects create potential opportunities for unethical behaviors to take place. Lack of Social And Ethical Applications. According to Hartman, DesJardins, and MacDonald (2014), and Rhodes (2006), Enron was an example of an organisation lacking social responsibility and ethical leadership. Using Enron as an example demonstrating an organisation that ignored its obligation of social responsibility has become the standard norm. The leaderships lack of moral responsibility harmed many stakeholders, namely, the public, private investors, institutional investors, as well as employees. As a result, millions of stakeholders lost life savings, investments, and 401-Ks. Consequently, the organisation sealed its defunct fate by engaging in socially irresponsible and unethical business practices. Discrimination. Perhaps the most obvious and probably the most detrimental discrimination to the workforce is that of sexual harassment (SH). Cheri-Gay (2015) says that fifty years of legal issues and law redefinitions concerning SH, that society is still making the attempt to redefine exactly what the word sexual means. Sexual harassment is one of many forms of discrimination prevalent in organisations. Discriminatory SH destroys families, emotionally scars workers, society loses trust and faith, and the organisations existence is threatened by lawsuits and other environmental repercussions (Cheri-Gay, 2015). Preventive Applications for Successful TM A look into the popularity of TM provided over twenty-three million websites. Therefore, one can consider that TM is a desirable way to achieve organisation success. Evidence based strategies promote validated alternatives for organisation success. In contrast, the attempt to reinvent the scientific evidence becomes a challenging feat. According to Allen, Bryant, and Vardaman (2010) social science promotes preventive TM application with scientifically validated strategies (SVS). SVS for TM promises a significant return on investment. Following, are a few SVS that encourage successful outcomes for the organisation. Talent Assessment According to Rothwell and Kazanas (2003), assessing employee talents begins a decision making process that becomes well informed and structured. Assessments are business tools that identify competency and skill weaknesses, as well as, strengths in the same area. The management team benefits from a decision making strategy that clarifies what competencies and skills they want to focus on. They will able to make decisions that create learning and development opportunities without second guessing themselves. Another benefit manifests itself as a time savings factor because of the SVS factor. Social Responsibility and Ethical Decision Making Social responsibility is on its way to becoming a driving force in society. The term social responsibility encourages ethical behaviors grounded in morality (Rhodes, 2006). Therefore, one can consider moral decision making as a strategy that supports the moral leadership model. Therefore, it follows that moral leadership discourages behaviors that benefit the minority, but harm the majority (Hartman, DesJardins, MacDonald 2014; Rhodes 2006). Socially responsible behavioral codes include instituting a decision making process that determines the facts, identifies all stakeholders, and considers multiple alternatives on the affective nature of the issue at hand. After the information collection process, decision makers have the power to do what is right for all stakeholders. This can only be accomplished if the decision maker lives by moral values (Hartman, DesJardins, MacDonald 2014; Rhodes 2006). Characteristics of morally focused decision makers are promoted by Rhodes (2006 ) as possessing the following, commitment to moral values, insightful transformation, courage, and positive communication skills. Leite, de Aguiar Rodrigues, and de Albuquerque (2014) posit that commitment is a behavior that engages motivation and a desire to do. Insightful transformation requires self knowledge. That knowledge comes from environmental stimulation that incorporates discernment and cognitive perception. Thereafter, social stimulation determines if one will do the right thing (Lewis, 2008). Courage. koerner (2014) discusses courage as a social identity construct. The stated construct engages ones ability to sort through environmental input and use it to make a decision on the actions to be taken. Courage is a form of oppositional behavior that seeks to relieve social stimulation pressures. Relief transpires into the action that is linked to moral values (Koerner 2014). Positive Communication Skills. Smart and Featheringham (2006) discuss effective communication as a skill that employers seek because it is critical for business operations. Effective communication skills allow employees to enter the organisation. Ineffective communication skills lead to conflicting situations. As a result, such events deprive the organisation of productive time. Articulation, writing, and good listening skills facilitate cross-functional interaction. These skills touch everything from accounting, to computers, and finance (Smart Featheringham 2006). Establish Accountability Establishing Accountability. Accountability contributes value to pre-established organisation processes. According to Kotter and Cohen (2005), accountability assignment is a leadership commitment to accept responsibility for all outcomes of business processes. Accountability requires a standard of method of operation that enhances business processes. As a result, the focal factor becomes the measurement of employee competency relative to business processes and not their skills set. Employees are in need of assistance in understanding how their jobs contribute to business functions. Kotter and Cohen (2005) suggest that employees who perceive their jobs as an asset to the organisation increase their productivity as a result of feeling important to the company. Encourage Engagement and Partnership Collaboration Encouraging Engagement. Engagement is about inspiring employees to become active volunteers of their job requirements. Establishing a two-way communication process contri butes towards voluntary engagement. Establishing focus groups and feedback debriefs increase the potential for significant engagement. Listening to employee concerns adds value to their emotional well being. In return, they reciprocate by increasing their production (Kotter Cohen 2005). Partnership Collaboration. Implementing participatory leadership (PL) strategies increases productivity and engagement. Somech (2003) asserts that participatory leadership creates an employee bond that encourages their engagement further. As a result, morale is high. This application increases productivity and enhances services for the business (Somech 2003). Conclusion The purpose of this paper was to discuss how poor talent management strategies negatively impacts organisations and employees. Presented herein are discussions that show how ineffective leadership interferes with organisation success. There are discussions on employee unhappiness, dissatisfaction, discrimination, weak leadership commitments, employee turnover, and changing demographics written to show the negative impact on organisations. In similar fashion, there are discussions on ways that those negatives can be prevented or eliminated altogether by using scientifically validated strategies. Explicit scientifically validated strategies show ways that the negative outcomes could contribute to leadership effectiveness. References AICPA 2012. CGMA report: Poor talent management stifling innovation, capping financial growth. Retrieved 20-Oct-15 From https://www.aicpa.org/press/pressreleases/2012/pages/poor-talent-management-stifling-innovation.aspx Allen, D Bryant, P, Vardaman, J 2010, Retaining talent: Replacing misconceptions with evidence-based strategies, The Academy of Management Perspectives, vol. 24, no. 2, pp. 48-64. Cheri-Gay, MV 2015, 50 Years LaterStill interpreting the meaning of because of sex within Title VII and whether it prohibits sexual orientation discrimination, Air Force Law Review, vol. 73, pp. 61-109. Cornerstone (2015). Why your nonexistent talent management strategy is costing you money and how to fix it. Retrieved 20-Oct-15 From https://www.cornerstoneondemand.com/sites/default/files/whitepaper/csod-wp-nonexistent-tm-costing-money-022015.pdf de Mesquita-Ferreira, L. C. de Aquino-Almeida, C. B. 2015, Employee turnover and organizational performance: a study of the brazil ian retail sector, Brazilian Business Review (English Edition), vol. 12, no. 4, pp. 27-56. Downs, Y Swailes, S 2013, A capability approach to organizational talent management, Human Resource Development International, vol. 16, no. 3, pp. 267-281. Duan, J; Lam W; Chen, Z; Zhong, Z A 2010, Leadership justice, negative organizational behaviors, and the mediating effect of affective commitment, Social Behavior Personality: An International Journal, vol. 38, no. 9, pp. 1287-1296. Duggan, W 2015. The 10 worst companies to work for. Retrieved 20-Oct-15 From https://finance.yahoo.com/news/10-worst-companies-193312245.html Hartman, L P, DesJardins, MacDonald 2014. Business ethics: Decision making for personal integrity social responsibility (3rd ed.). New York, NY: McGraw-Hill. Kantor, J Streitfeld, D 2015. Inside Amazon: Wrestling big ideas in a bruising workplace. Retrieved 20-Oct-15 from https://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in -a-bruising-workplace.html?_r=0 Koerner, MM 2014, Courage as identity work: Accounts of workplace courage, Academy Of Management Journal, vol. 57, no. 1, pp. 63-93. Leite, N, de Aguiar Rodrigues, A, de Albuquerque, L 2014, Organizational commitment and job satisfaction: What are the potential relationships?, BAR Brazilian Administration Review, vol. 11, no. 4, pp. 476-495. Lewis, P 2008, Practical reasoning as personal knowing: Pedagogical implications of polanyis insights into the development of the moral self, Political Science Reviewer, vol. 37, pp. 122-138. Lewis, A 2013. Why would anyone quit working for Google? Retrieved 20-Oct-15 From https://www.foxnews.com/opinion/2013/09/09/here-riddle-for-why-would-anyone-quit-working-at-google.html May, K 2015. Retrieved 20-Oct-15 From https://smallbusiness.chron.com/causes-effects-high-low-staff-turnover-33939.html McDonald, P, Dear, K, Backstrom, S 2008, Expecting the worst: circumstances surrounding pregnancy disc rimination at work and progress to formal redress, Industrial Relations Journal, vol. 39, no. 3, pp. 229-247. Meier, H, Loewenbein, O 2003, Changing Roles in the Organization of Companies: Demographics and project management demand hybrid skills, Management of Organizations: Systematic Research, vol. 28, pp. 87-94. OBannon, G 2001, Managing Our Future: The Generation X Factor, Public Personnel Management, vol. 30, no.1, p. 95. Poor Talent Management Leads to Missed Opportunities: UK 2008, Benefits Compensation International, vol. 38, no. 4, p. 27. Prabhu, V, Robson, A 2000, Impact of leadership and senior management commitment on business excellence: an empirical study in the North East of England, Total Quality Management, vol. 11, pp. 4-6, p. S399. Rhode, D L 2006. Introduction: Where is the leadership in moral leadership? In D. L. Rhode (Ed.), Moral leadership: The theory and practice of power, judgment, and policy (pp. 1-53). San Francisco, CA: John Wiley Sons . Smart, K, Featheringham, R 2006, Developing Effective Interpersonal Communication and Discussion Skills, Business Communication Quarterly, vol. 69, no. 3, pp. 276-283. Somech, A 2003, Relationships of participative leadership with relational demography variables: a multi-level perspective, Journal Of Organizational Behavior, vol. 24, no. 8, pp. 1003-1018. Song, H. Ybarra, O. 2008, But are you really happy?: The negativity effect in the inference of happiness and unhappiness, Basic Applied Social Psychology, vol. 30, no. 1, pp. 56-65. Thunnissen, M, Boselie, P Fruytier, B. (2013). A review of talent management: infancy or adolescence? The International Journal of Human Resource Management, vol. 24 no.9, pp.1744-1761, https://dx.doi.org/10.1080/09585192.2013.777543 Toterhi, T Recardo, R J 2013. The talent funnel: How to surface key human resources. Global Business Organizational Excellence, vol. 32 no. 5, pp. 22-44. doi:10.1002/joe.21501

Homosexuality And Its Effects On Society - 2470 Words

Homosexuality is genetic! How can this statement be true? It is indeed true in the precise fact that Romans 3:23 points out, â€Å"for all have sinned and fall short of the glory of God,† Humanity has been cursed with being genetically embedded with sin and a sinful nature. The current worldview is that homosexuality and multiple sexual orientations come from nature, and not nurture. This viewpoint is correct in that it is human nature to sin and seek out one’s own selfish desire. However, No one is prescribing a remedy for this sin. â€Å"Become sober-minded as you ought, and stop sinning; for some have no knowledge of God. I speak this to your shame.† (1 Corinthians 15:34) What the world has done is celebrated this sin and deceive youth through their much-wanted desire for acceptance and identity. There is a copious amount of research out there, along with world definitions of each orientation, and a call for acceptance of others’ orientations. There i s also the other side of the argument and the fundamental truths that come from the word of God. Various resources are available to help youth leaders, teachers, parents and pastors to have a higher understanding of this cultural issue and the solutions and treatments available for youth struggling in this area. Spiritual leaders in the home, church, and schools ought to be prepared to teach on these topics readily, since this world, in which many youth are daily immersed, will readily present its own point of view with utterShow MoreRelatedHomosexuality And Its Effect On Society924 Words   |  4 Pages However, homosexuality can also be defined as a sin. First Corinthians 6:18, â€Å"Flee from sexual immorality. Every other sin a person commits is outside the body, but the sexual immoral person sins against his own body.† Many people look down on homosexuality because it is unmoral. This immorality caused great debates, and stirred up hatred between various individuals. 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