Counselor Interveiw Essay Example | Topics and Well Written Essays - 500 words

Counselor Interveiw - Essay Example The profession of talk show host in some way was related to his next profession because he thought about working on a crisis hotline. He thought that might be an interesting career. This is where he first recognized his passion for counseling and decided to make a career out of it. Jim mentioned that he had worked at many agencies and learned to totally appreciation Family and Community Services (F&C). He mentioned that if this was an individuals first job, they may not appreciate how good a job this one is; he did because he had so many jobs he did not like. In some of the agencies he worked at he was under a lot of stress because he was always trying to make quotas as part of the job. He likes F&C because it has such a relaxed atmosphere that he loves coming to work. At this agency they do not have to worry about quotas because they are a non-profit agency and rely more on grants than the number of patients that come through the door. He feels he is able to really focus on the clients now which is what he has always wanted to do. Jim gave me a small description of the various parts of his job. He does eerythign from paper work to working in the court system. He seemed proud of the fact that he is on a first name basis with the judges in Kent, OH. The F&C is responsible for a variety of programs. In addition to his other duties, Jim runs a 26 week Domestic Violence program for individuals who have committed domestic violence and have been sent through the court system. He also conducts a weekend Alcoholics Anonymous class for DUI offenders. His counseling duties take him into individual sessions with men and women who experience PTSD due to sexual assault. Jims agency also runs a homeless center for veterans and three community centers. In addition to Jim, the agency has three other counselors. There are group, couple, family and individual counseling for children, adolescents

School Library Essay Example for Free

School Library Essay Library can be define as a collection of books and other literacy materials kept for reading, research, study and consultation. A library is a collection of information, sources, resources and services, organized for used and maintained by a public body, an institution or a private individuals. In the more traditional sense, the library means a collection of book. It supports the teaching, learning and research for the user who is comes to the library. The library has three types of library such as National Library, Academic Library, School Library, Special Library, Digital Library, Mobile Library and others. For each library have their function. The function of library such as to analyze, describe, preserve and make available for use it collection of material intended in subsection. The activities will involve in library such as purchase, give and exchange, donation and others. The activities that are produce in library will give the advantages for the user. Library also provides the several of collection such as encyclopedia, journal, book, magazine, and so on. The library are most important place that can be use to search the information. The library emphasizes instruction, reference services, on site and remote access to information in print and electronic formats, development of information literacy, and management of collections. The library provides resources and support for the Universitys major functions such teaching, research, scholarship, creative activity, and community service. 2. 0 MISSION The Library supports the academic programs through instruction, collections, technology and services which enable students and faculty to access recorded knowledge and information resources. This support empowers our constituencies to develop the information and technological competencies necessary to achieve their educational, research and professional goals; succeed in the workforce; apply lifelong learning skills and participate in a diverse society. 3. 0 VISSION To achieve a world class library status, catalyst to scholarship and excellence to the University’s teaching, learning and research attainable through physical and virtual means. 4. 0OBJECTIVE * 100% support the learning, teaching, researching and knowledge development programs. * Making the library well establish in services aspect, different of collection, latest technology and updated information. * To generate the workers to be skillful, responsible, commitment, motivated, ethics, proactive, brilliant, and well educated. * Building appropriate and comprehensive collection that are properly housed, controlled and effectively used. * Make library as a excellent information centre from services aspect, collection diversity, latest technology and information source and steady. * Create trained work force, having various skill, ethical high, proactive and team spirit through training, education continuously and increase in career. * Provide space for customer convenience, staff, and material and equipment placement. 5. 0FUNCTION * To build up as complete a collection of material emanating from or relating to country as appropriate. * To analyze, describe, preserve and make available for use its collection of the material intended in subsection. * To render bibliographic services and serve as the national bibliographic agency. * To serve as the national centre for the conservation and appreciation of its collection of the material intended in subsection. 6. 0ACTIVITIES * Purchase * Donation * Give and exchange 6. 1Purchase Purchasing refers to a business or organization attempting to acquire goods or services to accomplish the goals of the enterprise. Though there are several organizations that attempt to set standards in the purchasing process, processes can vary greatly between organizations. A grip applied manually or mechanically to move something or prevent it from slipping. The library facilitates the acquisition of bibliographic materials for the official use of and retention of officers and staff of the MRB by purchase of information materials (book, journals and e-journals, articles, audio-visual materials, etc. ) for official purposes only. The library also facilitates interlibrary loan among local libraries for information materials not available in its collection. 6. 1. 1Book and Journal Purchase Send suggestions to the Chief Librarian, or submit â€Å"Requisition forms† which are available in the library. Please take note that book orders may take 3 – 4 months to fulfill (from time of order to processing). 6. 1. 2 Document Delivery (Article purchase) Document delivery and interlibrary borrowing services are available without charge to research officers. However, officers are requested to check the Library catalogue (OPAC) as to whether the information material required is already available (in the MRB Library) before sending in requests. Requests may be sent by email or the normal requisition forms. 6. 2Give and exchange Give and exchange service is provided by the library to various institutions within the country and abroad. At the moment exchange partners in the country have reached about 65 institutions including academic library, school library and government library. 6. 3 Donation Donations of funds are always welcome, and may range from a simple cash gift to various forms of planned or deferred giving such as endowments, annuities, and bequests. Donations of books, journals, and other materials broaden our collections, enable us to meet the demand for multiple copies of heavily used titles, and also help us replace lost or damaged copies. Your donation might include: * Books on any or all subjects * Manuscripts, letters, and diaries. * Music recordings and scores * Videos and films * Photographs * Maps * Subscriptions to electronic resources All donation offers receive serious consideration by the Library. Donations of material are accepted with the understanding that the University becomes the sole owner, and reserves the ultimate right to determine retention, location, level of cataloguing, access, and other considerations related to its use or disposition. 7. 0LEGISLATION Legislation means the act or process of making a law or laws. Legislation is important in the library to make sure the patrons follow the rules in the library. There is the legislation in the library such as: * Conduct prejudicial to the proper use of the library is forbidden. * Silence shall be observed in the public areas of the library. Hand phones and pagers should be switched to silent mode before entering the library. * Eating, drinking and smoking are strictly prohibited in the library. * Southern College identification cards are non-transferable. * Bags, briefcases, helmets, umbrellas etc. are not allowed in the library. It should be kept in the locker room. * Reservation of a seat is not permitted. * All users are required to be properly attired as specified by the college. The library reserves the right to ask users, who are not suitably dressed to leave library. * Final year students who fail to clear and fines or return materials borrowed from the library on completion of their courses will have their certificate suspended. * Staffs who have applied resigned will have their library privileges terminated, since 2 weeks before their last working day. If they fail to return materials borrowed from the library, their salary will be suspended. * The library bears no responsibility for any loss of personal belongings or properties on its premises. * All library materials must be kept clean. Making, defacing or multiplying library materials is an offence. * No littering in the library. * All users are encouraged to check their library record in Library Online regularly. * The library reserves the right to amend their rules from time to time. 8. 0COLLECTION The Library has a multilingual and multi-format collection that is related to the academic and research programs of AMDI. Materials in the collection are classified according to the Library of Congress Classification Scheme. Presently the collection is categorized as follows: 8. 1Open Shelf Collection. A large proportion of the books in the collection is on Medicine and its related fields. These books are classified according to the National Library of Medicine Classification System and books in other disciplines are classified according to LC. Books on the shelves are arranged according to the assigned Call Numbers. As of today, the collection consists of 7,000 copies and can be loan out by eligible patrons. 8. 2 Fiction Collection The Fiction Collection consists of light reading material and story books in BM and English. The books are arranged on special shelves according to the authors shorten name. The loan limit is 2 copies and duration is according to the loan privileges of the patron. 8. 3Reference Collection This collection consists of reference material such as bibliographies, directories, encyclopedias, dictionaries, etc. Materials in this collection are marked with a letter r in the call number. This collection is only for reference use within the library. 8. 4Brochures The collection consists of small books and brochures that are less than 50 pages. These materials are placed at the Loan Counter. Use of the material is limited within the library. 8. 5Serials. This collection consists of Current Journals, Bound Journals, Serials Monograph, Annual Reports and all other serials publications and magazines in electronic format (CDROM and online). The use of such materials is limited within the library except for Serials Monograph which can be loan out. Patrons are allowed to photocopy articles that are in this collection. However, photocopying of materials is subject to the Copyright Act 1987. a) Current Journal Collection Current Journal Collection consists of current subscribed publications that are arranged according to journal title. Current issues are displayed at the shelves and back issues are arranged and placed on top of the shelves. b)Bound Journals Back issues of journals with complete issues are bound and arranged on a separate shelf. The arrangement is in alphabetical order according to the journal title. As of today the Library has 1,520 journal titles (27,000 copies) comprising subscribed journals, serials monograph, annual reports and others. c) Electronic Journal Collection Some journal titles are in CD-ROM or via online. The collection consists of 1,200 full text titles. The materials in this collection can only be access within the Library. Printing or transferring of information to diskette is allowed. A minimum charge will imposed for this purpose. Certain titles can be access online. For further information, please contact the Document and Serials Publication Unit at extension 3469 or 3471. 8. 6 Control Access Collection The Controlled Access Collection is made up of materials that are heavily used. Theses, research reports, training collections, pictorial collections, examination questions, official publications and small size publications are placed in this collection. This collection can only be used within the Library. All materials are searchable through the online catalog by author, title or subject heading. 9. 0TYPES OF LIBRARY There are six types of library * National library * Academic library * Special library * School library * Digital library * Mobile Library 9. 1National Library A national library is a library specifically established by the government of a country to serve as the preeminent repository of information for that country. Unlike public libraries, these rarely allow citizens to borrow books. Often, they include numerous rare, valuable, or significant works. National libraries are usually notable for their size, compared to that of other libraries in the same country. Some states which are not independent, but who wish to preserve their particular culture, have established a national library with all the attributes of such institutions, such as legal deposit. Many national libraries cooperate within the National Libraries Section of the International Federation of Library Associations and Institutions (IFLA) to discuss their common tasks, define and promote common standards and carry out projects helping them to fulfil their duties. National libraries of Europe participate in The European Library. This is a service of The Conference of European National Librarians (CENL). 9. 2Academic Library An academic library is a library which serves an institution of higher learning, such as a college or university libraries in secondary and primary schools are called school libraries. These libraries serve two complementary purposes: to support the schools curriculum, and to support the research of the university faculty and students. The support of teaching requires material for class readings, and for student papers. In the past, the material for class readings, intended to supplement lectures as prescribed by the instructor, has been called reserves. In the period before electronic resources became available, the reserves were supplied as actual books or as photocopies of appropriate journal articles. Traditionally, one copy of a book was made available for each 10 students — this is practical for large classes only if paperback copies are available, and the books reused from term to term. Academic libraries must decide what focus they take in collecting materials since no single library can supply everything. When there are particular areas of specialization in academic libraries these are often referred to as niche collections. These collections are often the basis of a special collection department and may include original papers, artwork, and artifacts written or created by a single author or about a specific subject. 9. 3Special Library A special library is a term for a library that is neither an academic nor school library, nor a public library. Special libraries may include law libraries, news libraries, government libraries, corporate libraries, museum libraries, and medical libraries. Special libraries are also sometimes known as information centers. Special libraries often have a more specific clientele than libraries in traditional educational or public settings, and deal with only a specialized or particular type of information. They are developed to support the mission of their sponsoring organization and their collections and services are more targeted and specific to the needs of their clientele. 9. 4School Library A school library or school libraries media center is library within a school where students, staff, and often, parents of a public or school have access to a variety of resources. The goal of the school library media center is to ensure that all members of the school community have equitable access to books and reading, to information, and to information technology. A school library media center a use all types of media is automated, and utilizes the Internet as well as books for information gathering. School libraries are distinct from public libraries because they serve as learner-oriented laboratories which support, extend, and individualize the schools curriculum. A school library serves as the center and coordinating agency for all material used in the school. 9. 5Digital Library A digital library is a library in which collections are stored in digital formats as opposed to print, microform, or other media and accessible by computers. The digital content may be stored locally, or accessed remotely via computer networks. A digital library is a type of information retrieval system. 9. 6Mobile Library A bookmobile or mobile library is a large vehicle designed for use as a library. They are designed to hold books on shelves so that when the vehicle is parked the books can be accessed by readers. They usually have sufficient space that people can also sit and read books inside them. Mobile libraries are often used to provide library services to villages and city suburbs without library buildings. They also service those who have difficulty accessing libraries, with retirement homes being common stops. They may also carry other information or computer equipment, such as might be found in a library. Some libraries also use their bookmobiles to deliver materials, such as audio books and large print novels, to homebound patrons who dont have anyone to go to the library for them. 10. 0PROFESSION * Chief Librarian * Library Director * Senior Librarian * Librarian * Cataloger * Indexer 10. 1Chief Librarian The Chief Librarian shall, on appointment, provide the staff member with a written position description which sets out the general responsibilities of the position held by the staff member. The Supervisor shall assign the specific duties of the staff member, bearing in mind the position description. The supervisor shall also determine, at least annually, performance expectations which shall be appended to the position description. The Chief Librarian may revise the staff members position description following consultation with the incumbent and, if requested by the incumbent, with the Association. The revision shall take into account the qualifications and experience of the incumbent. The Chief Librarian may transfer a staff member to a different position in the University Library and, if so, shall provide the staff member with the position description for the new position. Prior to such transfer, the Chief Librarian shall consult with the incumbent and, if requested by the incumbent, with the Association. 10. 2Library Director Plan and manage all aspects of library operations: budget, personnel, services, program planning, development and assessment, facilities and equipment. Implement university vision through long-range planning. Plan and implement new and enhanced user-services, including information literacy and remote access for populations at off-campus instructional locations. Create library policies in collaboration with library faculty members. Coordinate collection development and management of library collections Collaborate with Office of Information Technology on integration of emerging technologies and provision of electronic resources to the university community. Lead in an open and collaborative manner. Integrate the core values of respect, compassion, integrity, justice and service in all aspects of interaction. 10. 3Senior Librarian Under direction, to supervise and perform a full range of professional services in a major functional area within the library, and to do related work as required. Supervises children’s section of the library; selects books and other media for children and young adults; plans and presents programs, story hours, puppet shows and book talks; teaches children the use of library tools; advises parents on use of library facilities; establishes communication with teachers; reads book reviews and compiles bibliographies; gathers statistics and prepares report; reads relevant literature and reviews; supervises pages; attends and participates in professional meetings. Supervises cataloging of books and other library materials; does original cataloging as required; supervises book process; plans, supervises and reviews the work of cataloging clerk, book processor, and mender; works with other professionals in maintenance of collection and completeness of catalog; compiles monthly and yearly statistical reports; occasionally works at the reference desk; attends and participates in professional meetings; reads relevant literature. 10. 4Librarian. A librarian is an information professional trained in library and information science, which is the organization and management of information services or materials for those with information needs. Typically, librarians work in a public or college library, an elementary or secondary school media center, a library within a business or company, or another information-provision agency like a hospital or law firm. Some librarians are independent entrepreneurs working as information specialists, catalogers, indexers and other professional, specialized capacities. Librarians may be categorized as a public, school, correctional, special, independent or academic librarian. 10. 5Cataloger The cataloger is responsible for original cataloging of monographs and other formats in Slavic and other European languages in all subjects. The Library is a member of the Program for Cooperative Cataloging, and descriptive cataloging is performed in accordance with national standards. Subject analysis and classification assignment follow Library of Congress standards and local practice. Authority records follow NACO standards and are contributed to the national authority file. The cataloger also investigates and participates in implementation of solutions for providing bibliographic control for all types of resources including electronic resources. In addition to cataloging traditional materials and in support of the Catalog Department’s endeavor to integrate bibliographical control for digital resources, the cataloger may participate in activities to implement non-MARC descriptive standards and contribute to the development of new metadata services for the Library’s growing collection of digital resources. The cataloger collaborates with other catalogers and Library staff to establish and maintain local policies and procedures for bibliographic and metadata services, projects, and other activities that affect the library’s integrated library system, search engines, and overall access to the collections. He/she keeps abreast of the current trends and best practices for bibliographic and metadata services in the field. The cataloger also serves on library committees, participates in library-wide programs and activities, and is expected to be active professionally. 10. 6Indexer Search engine indexing collects, parses, and stores data to facilitate fast and accurate information retrieval. Index design incorporates interdisciplinary concepts from linguistics, cognitive psychology, mathematics, informatics, physics and computer science. An alternate name for the process in the context of search engines designed to find web pages on the Internet is Web indexing. Popular engines focus on the full-text indexing of online, natural language documents. Media types such as video and audio and graphics are also searchable. Meta search engines reuse the indices of other services and do not store a local index, whereas cache-based search engines permanently store the index along with the corpus. Unlike full-text indices, partial-text services restrict the depth indexed to reduce index size. Larger services typically perform indexing at a predetermined time interval due to the required time and processing costs, while agent based search engines index in real time. 11. 0CONCLUSION.

Jean De La Fontaine :: essays research papers

Jean de la Fontaine La Fontaine, the most versatile and most widely celebrated nondramatic poet in seventeenth –century France. He has often experienced the misfortune of having the artistry of his works obscured by a host of myths, half-truths, prejudices, and nonaesthetic issues. This great poet, has become a "classic". His fables, on which his Reputations rests, are part of the literary canon of French writers and are studied in schools. His other works, however, have been rediscovered and are the object of quite a few recent studies. (Carter, pg.46) Very little is known about the early part of La Fontaine’s life. He was born in Château-Thierry, a small town in the province of Champagne some fifty miles northeast of Paris. His baptism was entered in the parish of Saint-Crépin register on July 8, 1621. Most take this as his actual birth date, but according to the custom of the period, it probably means that La Fontaine was born a day or two earlier. (Mackay, pg.4) He was the son of Charles de la Fontaine, a royal government official who inspected forests and waterways. His mother Françoise Pidoux, who came from a nobler family from Poitou. He also had a younger brother who was born two years after La Fontaine. He also had an older step sister named Anne de Jouy on his mothers side of the family. (Carter, pg. 46) Burns 2 The education and formative years of young la Fontaine are not documented. Most biographers state that, in all likelihood, he attended château- Thierry "college". This is a secondary institution where humanities were taught to the sons of the middle class. (Encarta n.pag.) He then attended a school at Reims. From there he went to Paris to study medicine and theology, but was drawn into the whirls of social life. During that time he became qualified as a lawyer, but never perused it. In 1641 he went to the Oratory of Saint Magloire in Paris, intending to become a priest and was soon joined by his brother who later dropped out as did La Fontaine. (Http//localhost, pg. 3) After he left the Oratory he went home and started to work for his dad and eventually took over in 1647. The same year he married Marie Héricart, who was an heiress. In 1653 Marie and La Fontaine had a son, (his name was not found in any of my sources).

Absenteeism and Attendance of Employees – Paper

Absenteeism and Attendance of Employees Employee absenteeism is one of the most common workplace problems facing employers in today’s workplace. Legitimate illnesses still account for the majority of employee absences, but some studies have shown that less than one-third of absences from the workplace are related to poor health. Most employers offer their workers vacation,  sick leave, paid time off, or other kinds of paid and unpaid  leave. A key to curbing abuse is to have an absenteeism policy that clearly sets forth which absences are allowed, and what behavior will subject the employee to  discipline.Absenteeism problems can range from employees not calling in or not showing up for their shifts, taking sick leave when well, and exhausting their available leave every month, to requesting extra time off and establishing patterns of abuse. For these non-protected absences employers can, and should, discipline their employees. A company’s policy should be clearly written and disseminated to all employees. In addition, the employer should make sure to  train all supervisors and managers  to ensure that the policy is being fairly applied.It’s a good idea to spot check attendance issues in every department to make sure that company rules are being fairly imposed. Absenteeism is the term generally used to refer to  unscheduled  employee absences from the  workplace. Many causes of absenteeism are legitimate—personal illness or family issues, for example—but absenteeism also can often be traced to other factors such as a poor work environment or workers who are not committed to their jobs. If such absences become excessive, they can have a seriously adverse impact on a business's operations and, ultimately, its profitability Read more:  http://www. nswers. com/topic/absenteeism#ixzz2OV25Xt00 Absenteeism  is the term used to describe the fact of an individual's missing his or her regular daily activity The habit ual non-presence of an employee at his or her job. Possible causes of absenteeism include job dissatisfaction, ongoing personal issues and chronic medical problems. Regardless of cause, a worker with a pattern of being absent may put his reputation and his employed status at risk. However, some forms of absence from work are legally protected and cannot be grounds for termination. Absenteeism  is a habitual  pattern  of absence from a  duty  or  obligation.Traditionally, absenteeism has been viewed as an indicator of poor individual performance, as well as a breach of an implicit contract between employee and employer; it was seen as a management problem, and framed in economic or quasi-economic terms. More recent scholarship seeks to understand absenteeism as an indicator of psychological, medical, or social adjustment to work. In this study absenteeism is defined as: temporary, extended or permanent incapacity for work as a result of sickness or infirmity The purpose o f the study was to investigate the incidence of learner bsenteeism in the country, the reasons why learners absent themselves from schools and examine the systems that exist to monitor and reduce learner absenteeism. Firstly, there are reasons for absenteeism associated with personal factors, such as illness, age, gender and learning difficulties. Secondly, absenteeism may be caused by socio-economic factors relating to food insecurity, problems with transport to school, the impact of HIV/AIDS on children and families How to Deal with Employee Absenteeism Employee absenteeism is one of the major areas of concern for organizations today.It reduces productivity and puts burden on the available staff. Let us take a look at some methods through which you can keep it in check in your organization. One of the biggest challenges that organizations face today is unplanned absenteeism. Frequent absenteeism from employees not only hampers the productivity of an organization, but it also affec ts the morale of hard-working employees. It is therefore essential that organizations get their act together and take necessary steps to reduce it. Absenteeism can either be for genuine reasons or culpable.It is the responsibility of a manager to identify employees who are frequently absent, and look for steps to counter it. Some researchers are of the view that punitive action is the only way by which unplanned absenteeism can be reduced, but this belief has few takers. You can persuade an employee to come to office but the chances that he would work wholeheartedly are slim. You don't want to create an atmosphere where your employees come up with new ideas to call in for a day off. This will also make it more difficult for employees who genuinely need a leave to tend to their personal or family issues.Besides, you can't have different set of rules for different people as this will lead to accusations of discrimination. Analysts have pointed out that an authoritarian style of manage ment is one of the prime reasons behind frequent absenteeism and tardiness. Managers who set up targets that are simply unachievable or blame everyone expect themselves for any failure, put their employees under a lot of stress. This is one of the major reasons why employees don't feel like coming to office. Organizations which fail to have an efficient leave policy in place also witness high absenteeism.In the absence of a point of contact, employees get more leverage which can lead to higher absenteeism levels. How to Reduce Employee Absenteeism? Reducing employee absenteeism requires sustained effort, and the first and foremost step in this direction is to provide coaching to the team leaders/managers of your organization. Managers should be provided with adequate training to improve their interpersonal skills. They should also be reminded that the power that has been conferred upon them has to be used to make the organization a better place to work, not to boss around and put pe ople off.This will not only help you in addressing the issue, but also in tackling issues like employee turnover, and low morale among your staff. Having a clear leave policy is essential if you don't want your employees to abuse their privileges. It is important that you explain all the policies to your employees when you recruit them so that there is no scope for miscommunication. This helps especially in case of large organizations where it is virtually impossible to keep an eye on every employee. Having an effective communication system helps in maintaining transparency and keeps rumor mongers at bay.It dispels negativity and makes employees feel that they are being recognized as a part of the organization. Trusting your employees by giving them more responsibility instills a sense of confidence in them and creates a good atmosphere in the workplace. Rewarding employees who have shown good performance by missing lesser work days can go a long way in helping you deal with employe e absenteeism. It will not only help in recognizing hardworking employees, but also motivate employees to come to work rather than staying at home.Unplanned absenteeism costs a few million dollars to American companies every year, so it is important that you address this issue with utmost seriousness. If yours is a small or a mid-scale business, then the effects are much more grave. You can't completely wipe out this issue, but what you should essentially aim to do is to reduce the frequency of culpable absenteeism. Absenteeism – employees not showing up for work when scheduled – can be a major problem for organisations. As pressures increase on the budgets and competitiveness of companies, more attention is being given to reduce workplace absenteeism and its cost.Most research has concluded that absence is a complex variable and that it is influenced by multiple causes, both personal and organisational. Job satisfaction has been noted as one of the factors influencing an employee’s motivation to attend. INTRODUCTION To many in the world of work, absenteeism is one of those stubborn problems for which â€Å"†¦.. there is no clear culprit and no easy cure† (Rhodes & Steers, 1990, p. 1). Furthermore, as a general phenomenon it does not discriminate against individuals on the basis of sex, race and religion. Bydawell (2000, p. 5) postulates that â€Å"employers have the right to expect good attendance from their employees as employment is a contract between two consenting parties. † The author further states that absentee issues will undoubtedly arise within the employment relationship, and should be resolved in a manner which is fair and equitable to both the employer and the employee. Absenteeism can be very costly to organisations and enormous savings can be realised through effective management of non-attendance at work. Besides the cost implications, absenteeism is influenced by dozens of interrelated factors hich make it even more difficult to â€Å"quantify, qualify, or rectify† (Tylczak , 1990, p. 9). One of these factors which have been cited by different researchers is an employee’s level of job satisfaction in the workplace. In conjunction with this, George and Jones (2002, p. 93) maintain that â€Å"†¦many researchers have studied the relationship between absenteeism and job satisfaction in an attempt to discover ways to reduce absenteeism. † Early job satisfaction research has emphasised the underlying assumption that job dissatisfaction represents the primary cause of absenteeism (Steers, Porter & Bigley, 1996). McShane’s (1984) review as quoted by Steers et al. (1996) supported the notion that employees who are dissatisfied with various aspects of their jobs are more likely to be absent. Studies by McShane (1984) found â€Å"job satisfaction to be more highly related to frequency of absences than to number of days lost† (Steers et al. , 1996, p. 4 09) Rhodes and Steers (1990) propose that employee attendance is based on an employee’s motivation to attend as well as their ability to attend. According to George and Jones (2002), job satisfaction is one of the factors affecting an employee’s motivation to attend.It becomes important to measure the strength of the relationship between absenteeism and job satisfaction as â€Å"†¦.. positive attitudes can at times serve to â€Å"pull† the individual towards the organisation and the reverse can be expected when attitudes are more negative † (George & Jones, 2002, p. 94). An employees’ ability to attend is influenced on the other hand by factors such as family responsibilities, transportation problems, accidents and the like. Once all these variables are identified, managers may begin to understand why employees sometimes choose not to come to work when they are fully capable of attending.By the same token, it is â€Å"equally important for ma nagers to understand those circumstances in which people, for whatever reason (illness or otherwise), are genuinely unable to come to work† (Rhodes & Steers, 1990, p. 13). Absenteeism seems to be a behaviour that organisations can never eliminate, but they can rather control and manage it. George and Jones (2002, p. 94) note that â€Å"organisations should not have absence policies that are so restrictive that they literally force workers to come to work even if they are ill. Organisations may want to recognise that a certain level of absence is indeed functional. PROBLEM STATEMENT Tremendous pressure is being placed on companies to reduce costs either through downsizing, outsourcing or restructuring. For many employees, these changes can cause feelings of insecurity regarding the nature of their jobs as well as their future. Not having people at work increases the workload of fellow employees, reduces productivity and increases the cost of contract labour. Absenteeism In ter ms of the discussion, the three terms â€Å"absence, absenteeism and sickness absence† will be used as synonymous in meaning, implying that workers who were scheduled for ork and expected to attend, did not do so. Cascio (2003, p. 45) defines absenteeism as â€Å"any failure of an employee to report for or to remain at work as scheduled, regardless of the reason. † Milkovich and Boudreau (1994) define absenteeism from an organisation’s perspective as â€Å"the frequency and/or duration of work time lost when employees do not come to work. † Absenteeism therefore implies â€Å"an unplanned, disruptive incident; but more specifically, it can be seen as non-attendance when an employee is scheduled for work † (Van der Merwe & Miller, SUMMARY OF CHAPTERIn summary, this chapter highlighted the fact that absenteeism is pervasive throughout most organisations and can place huge financial burdens on organisations. A central concern in organisations is proba bly that some employees believe that it is their â€Å"right† to 13take sick leave whether they are sick or not. These short, unscheduled absences impact on work schedules, increase workloads of other employees and can also have a detrimental effect on productivity. Furthermore, this chapter emphasised that absenteeism is influenced by a number of interrelated factors ranging from family responsibilities to satisfaction on the job.Literature suggests that absenteeism is a major problem in many organisations, hence, the importance of focusing on this behaviour within the organisation. Various studies have attempted to examine the relationship between absenteeism and job satisfaction as absence is commonly viewed as one of the means of withdrawal from stressful work situations. According to Luthans (1995), research has generally revealed a consistent inverse relationship between job satisfaction and absenteeism, i. e. when satisfaction is high, absenteeism tends to be low and w hen satisfaction is low, bsenteeism tends to be high. ABSENTEEISM 2. 2. 1 INTRODUCTION Unscheduled absences affect almost every type of organisation. Hoque and Islam (2003, p. 81) describe absenteeism as a â€Å"subject to be studied, matter to be thought over and a problem to be solved. † Besides the direct costs associated with absenteeism, there are also indirect costs such as hiring of casual staff, reduced productivity, turnover and potential loss in revenue (Cole, 2002; Mason & Griffin, 2003). Robinson (2002) further notes that the indirect costs of absenteeism can be up to three times higher than the direct osts of absenteeism. It therefore becomes vital that organisations recognise the extent of this problem due to the high costs associated with continued unscheduled absences. The main problem is perhaps that many employees believe sick leave is a â€Å"benefit † like annual leave and they are entitled to take it, irrespective of the condition of their health. This has implications for organisations because it is difficult for an organisation to operate smoothly if employees fail to report for work. According to Robbins et al. (2003), having sick leave programmes in organisations, i. e. providing paid sick eave, actually enforces the wrong behaviour, which is absence from work. The authors argue that organisations should rather reward employees for attendance, not for being absent. Moreover, the importance of good attendance and its benefits should be clearly communicated to all employees (Bydawell, 2000). Rhodes and Steers (1990) maintain that people tend to have different perspectives or attach different meanings when viewing the topic of employee absenteeism. To the 20manager, absence is often seen as a problem to be solved, but to the employee it can take on a very different meaning.For the employee, absenteeism can be symbolic of deeper feelings of hostility or perceptions of inequitable treatment in the job situation or a way to sab otage the organisation for the poor work environment or other attributes of the job. TYPES OF ABSENTEEISM Van der Merwe and Miller (1988) classify absenteeism into three broad categories that help to understand the nature of this phenomenon. They are: (1) sickness absence, (2) authorised absence/absence with permission and (3) unexcused absence/ absence without leave. Sickness absence Sickness absence is a category where employees claim ill health as their reason for bsence. Requirements regarding medical/doctor’s certificates vary and are determined by company policy or the Basic Conditions of Employment Act (BCEA). The Basic Conditions of Employment Act 75 (1997) stipulates that a certificate needs to be produced after two days of sickness absence. Most managers have found that certification is not a guarantee of genuine absence as it has become easy for people to gain access to medical certificates. Van der Merwe and Miller (1988, p. 10) maintain that â€Å"having a criti cal attitude to short sick absence, and indicating to employees that heir absence behaviour is regularly monitored, is likely to result in a better norm of attendance. † 2. 2. 3. 2 Authorised absence Absence with permission is where employees prov an â€Å"excuse† for their absence whether that be for holidays, study leave, special leave and the like. Normally such a request is included in the absence policy (Van der Merwe & Miller, 1988, p. 11). 2. 2. 3. 3 Unexcused absence All absences not falling into the two previous categories and where no reason is given, or not accepted, are regarded as unexcused (Van Der Merwe & Miller, 1988, p. 11). This ype of absence, when it reaches problematic proportions, will have to be pointed out to employees in question in order to bring their attendance in line with acceptable norms Employees who come to work later in the day or who leave earlier are normally not recorded on the leave records of employers and the supervisor is normall y aware of such absences (Wolmarans, 1994). CONCLUSIONS AND RECOMMENDATIONS Sickness absence has attracted attention in response to competitive pressures and tightening labour markets and by managing absence, organisations can achieve a better competitive edge (Johnson et al. 2003). For many organisations however, absenteeism management remains a daunting task, as it can place huge financial burdens on organisations. Aware of the indirect costs associated with absenteeism, management must determine what factors are responsible for absenteeism and how these factors can be addressed to curb this challenging problem. The main goal of the present study was to determine the impact of job satisfaction on absenteeism as research generally states that dissatisfied employees are more likely to miss work than satisfied employees (Aamodt, 2004; Saal & Knight, 1988). The study owever only found a weak, albeit inverse correlation between satisfaction and absenteeism. The role of other variables, for example personality, work-group norms, organisational commitment and family related responsibilities have not been included although their impact on absenteeism have been noted (Mowday et al. , 1982; Rhodes & Steers, 1990). In order to improve on this, it is suggested that further research be undertaken to ascertain the potential effect of these variables on absenteeism. 145Since the current research utilised a non – probability sampling method, certain groups may have been under-presented.Although the sample of 121 is considered appropriate, a larger, stratified random sample would have enabled greater precision and control with respect to the sample. Furthermore, the sample employed was relatively small, reducing the study’s generalizability to the larger organisation. Moreover, the small number of female respondents prevented meaningful comparisons being made. The study was conducted in one organisation in the Western Cape, which further limits its applicabilit y to a wider population. A cross-sectional design was used for the study as it provided the researcher with a napshot of the research elements at a given point in time. Even though this design is considered appropriate, a longitudinal study would allow for forming a better understanding of the true nature of absenteeism and job satisfaction as it uses the same sample over a period of time. The study is further limited in that it used self –report measures of absence, which is highly subjective. Johns (1996) as quoted by Siu (2002) – argues that â€Å"employees do not have accurate perceptions of their own absenteeism, some employees underestimate their own absenteeism and overestimate the absenteeism of co-workers† (Siu, 2002, p. 218).Further research should adopt more objective measures of absence. The second goal of the study focused on the relationship between personal characteristics and absence. Significant correlations were found and it is important for ma nagement to 146understand these dynamics in order to control absenteeism in the workplace. The importance of understanding specifically the impact of age on the work force will continue to grow, owing to changes in legislation (age discrimination, non-mandatory retirement) and also the impact of HIV and AIDS (Kacmar & Ferris, 1989). Organisations need to have stringent policies in place to control absenteeism, and a ulture of attendance needs to be cultivated amongst employees. Future research needs to also examine the absence severity rate (ASR) which indicates the number of days sick leave per incident over a period of time, which is how long employees are off when they do take sick leave (Mowday et al. ,1982). Excessive absenteeism can escalate to the point that it directly affects productivity, quality and morale. A final goal of the study was to examine the impact of personal characteristics on job satisfaction. While the study focused on personal predictors of job satisfaction , there re other variables (job and organisational) that may be better predictors of job satisfaction (Spector, 1997; 2000). It is suggested that further research needs to be conducted to identify these factors that contribute to employees’ job satisfaction. 147REFERENCE LIST Aamodt, M. G. (1996). Applied Industrial/Organisational Psychology (2nd ed. ). USA: Brooks/Cole Publishing Company. Aamodt, M. G. (2004). Applied Industrial/Organisational Psychology (4th ed). USA: Thomson/Wadsworth. Alavi, H. R. , & Askaripur, M. R. (2003). The relationship between self-esteem and job satisfaction of personnel in government organisations.Public Personnel Management 32 (4) : 591-599. Anderson, A. E. (2004). What’s absent in absence management. Employee Benefits Journal 29 (1) : 25-30. Anderson, N. , Ones, D. S. , Sinangil, H. K, & Viswesvaran, C. (2001). Handbook of Industrial, Work and Organisational Psychology- Volume 2 London : SAGE Publications. Anthony, W. P. , Perrewe, P. L. , & Kacmar, K. M. (1999). Human Resource Management- A strategic approach (3rd ed. ). Publishers: Harcourt Brace College. 148Armstrong, M. (1996). Personnel management practice (6th ed. ). London : Kogan Page. Atchison, T. (1999). They myths of employee satisfaction.Healthcare Executive 14 (2) :18-23. Bajpai, N. , & Srivastava, D. (2004). Sectorial comparison of factors influencing job satisfaction in Indian banking sector. Singapore Management Review 26 (2) : 89-99. Berkowitz, L. (1987). Pay, equity, job gratifications and comparisons in pay satisfaction. Journal of Applied Psychology 72 (4) : 544-551. Bless, C. , & Higson-Smith, C. (1995). Fundamentals of social research methods. An African perspective. (2nd ed. ). South Africa : Juta and Co, Ltd. Brief, A. P. (1998). Attitudes in and around organisations USA : SAGE Publications. Butler, J. (1994).To conduct an investigation into absenteeism in Cape Town organisations. Unpublished masters thesis, University of Cape Town. Buitenda ch, J. H. , & De Witte, H. (2005). Job insecurity, extrinsic and intrinsic job satisfaction and affective organisation commitment of maintenance workers in a parastatal. South African Journal of Business Management 36 (2) : 27-33. 149Bydawell, M. (2000). Managing people who don’t come to work. People Dynamics 18 : 15-19. Carr, M. , & Human, P. (1988). Job satisfaction and its relationship with demographic and work-related variables: A case study in the Western Cape, South Africa.South African Journal of Labour Relations 10 (3 & 4) : 60-67. Cascio, W. F. (2003). Managing Human Resources : Productivity, quality of work life, profits (6th ed. ). MacGraw-Hill Irwin. Chambers, J. M. (1999). The job satisfaction of managerial and executive women: Revisiting the assumptions. Journal of Education for Business 72 (2) : 69-75. Cole, C. L. (2002). Sick of absenteeism? Get rid of sick days. Workforce 81 (9) : 56-60. Connolly, K. , & Myers, E. (2003). Wellness and mattering: the role of h olistic factors in job satisfaction. Journal of Employment Counseling 40 (4) : 287-295. Cooper, D. , & Emory, C. 1995). Business research methods (5th ed. ). USA: McGaw-Hill. Cooper, C. , & Locke, E. (2000). Industrial and organisational psychology Blackwell Business. 150Cooper, D. , & Schindler, P. (2001). Business research methods (7th ed. ). McGraw- Hill Irwin Cooper, D. , & Schindler, P. (2003) Business research methods (8th ed. ). MacGraw-Hill Irwin. Cranny, C. J. , Cain-Smith, P. , & Stone, E. F. (1992). Job satisfaction: How people feel about their jobs and how it affects their performance Lexington Books. Cresswell, J. (2003). Research design-Qualitative, quantitative and mixed methods approaches (2nd ed. ).USA : SAGE Publications. De Vos, A. S. (1998). Research at grass roots: A primer for the caring professions J. L. Van Schaik Publishers. Du Plessis, A. , Visser, D. , & Fourie, L. (2003). Die omvang en aard van afwesigheid in die werkplek; ‘n Suid-Afrikaanse gevalst udie. SA Journal of Industrial Psychology. 29 (1) : 58-67. Egan, M. , & Kadushan, G. (2004). Job satisfaction of home health social workers in the environment of cost containment. Health and Social Work 29 (4) : 287-295. Employee assistance programmes (June 2004). Employee Benefits. 151Ericson, D. (2001). Lessons in absenteeism management. Benefits Canada, 5 (4) : 89- 91. French, W. L. (1998). Human Resources Management. Boston, New York : Houghton Mifflin Company. Friday, S. , & Friday, E. (2003). Racio-ethnic perceptions of job characteristics and job satisfaction. Journal of Management Development 22 (5) : 426 – 442. Fried, Y. , Melamed, S. , & Ben-David, H. (2002). The joint effects of noise, job complexity, and gender on employee sickness absence: exploratory study across 21 organisations –the CORDIS study. Journal of Occupational and Organisational Psychology 75 : 131-144. George, J. M. , & Jones, G. R. (2002). Organisational behaviour. (3rd ed. ). New Jersey :Pr entice Hall. Gibson, J. , Ivancevich, J. , & Donnelly, J. (1997). Organisations: Behaviour, structure, processes. (9th ed. ). Chicago : Irwin. Goldberg, C. , & Waldman, D. (2000). Modelling employee absenteeism: Testing alternative measures and mediated effects based on job satisfaction. Journal of Organisational Behaviour 21 : 665-676. 152Gragg, E. (2004). Telecommuting comes of age. Office Solutions 21 (4) : 46-47. Hair, J. F. , Babin, B. , Money, A. & Samouel, P. (2003). Essentials of business research methods Leyh Publishing, LLC. Hardy, G. E. , Woods, D & Wall, T. D. (2003). The impact of psychological distress on bsence from work. Journal of Applied Psychology 88 (2) : 306-314. Harris, D. (2005). Dealing with sickness absence. Training Journal Haswell, M. (2003). Dealing with employee absenteeism. Management Services 47 (12) Hodgkiss, K. (2004). Attending to staff absence. Cabinet Maker 5397 : 12. Hoole, C. , & Vermeulen, L. P. (2003). Job satisfaction among South African airc raft pilots. SA Journal of Industrial Psychology 29 (1) : 52-57. Hoque, E. , & Islam, M. (2003). Contribution of some behavioural factors to absenteeism of manufacturing in Bangladesh. Pakistan Journal of Psychological Research 81 (3/4) : 81-96.

Is the Law Fault Based?

A2 AQA LAW Is the law fault based? According to the Oxford English Dictionary, Fault is defined as â€Å"error† or â€Å"blame†, the wrongdoing and extent of which the defendant is responsible for his actions. The law should only punish those who are at fault and impose punishments which are deserved, whilst being more lenient to those who are not at fault and did not foresee the consequences. In criminal law, fault is proven by the prosecution where people are found guilty, beyond reasonable doubt. In civil law, people are found liable, on a balance of probability.In order to discuss and evaluate the definition of fault as a basis of crime, it must first be understood and identified where fault can exist. Offences in law are often graded accordingly depending on how much fault they reflect. E. g. indictable offences such as rape and murder are the most serious of crimes and therefore receive the mandatory life sentence in order to reflect this. They cause the most seri ous damage to the victim and require more intention. However, summary offences such as â€Å"common† assault only receive minimal prison sentences, but normally fines up to ? 000. This is because the fault is deemed far less as the victim does not suffer as much and there is less intention to commit such a crime. Sentences also reflect to what extent the defendant was at fault. Aggravated factors, like a racially motivated attack or using a weapon indicates a higher level of intention and fault whilst mitigating factors like pleading guilty somewhat lessens the defendants fault in the eyes of the law. The severity of the crime depends on the level of fault. This can be found in the actus reus of a crime- the guilty physical act.Murder, for example is a voluntary act which demonstrates a higher degree of fault and blame (Smith- where a solider stabbed another solider with a bayonet. ) A voluntary act is normally a deliberate act and therefore seems fair to greater level of bla me. An omission is defined as the failure to act and shows a lower amount of fault as there is no physical act. For example, in the case of R v Dytham, a policeman witnessed a fight take place, but did not stop it and the victim was seriously injured. An ordinary passerby would not be regarded as at fault in this way but because a police officer has a public duty, he was deemed at greater fault.Causation is another aspect which is very fault-based in both criminal and civil law. There are tests to prove causation: factual, the â€Å"but for† test- But for defendant’s actions, would the outcome still be the same? legal causation- was the defendants actions the substantial and operating cause in victims injuries? and novus actus intervenes- was there a break in causation? Was there other factors that could of contributed? So if the defendant did cause the injury suffered by the victim then the defendant should be held at fault, vise versa if the defendant did not cause t he injury then he is not at fault.In Jordan, the defendant had shot the victim however the victim was completely recovered in hospital when he received a wrong injection which killed him. The defendant did not cause the death of the victim as the hospital treatment was an intervening factor and the substantial cause of death, therefore not fault. In comparison, in R v Smith, a solider was stabbed and was in hospital when he died from loss of blood from the stab wound. Unlike Jordan, Smith was found guilty of causing the defendants death as it was the original stab wound which was the operating cause of death proving he was at fault.Fault can also be shown through mens rea- the guilty mind. There are specific intent crimes such as murder or GBH s. 18, which can only be committed intentionally, where it was the defendant’s main aim or purpose indicating a higher level of fault. On the other hand, crimes of a less serious nature can be committed either intentionally or recklessl y- basic intent crimes like assault or battery. Recklessness shows less fault and blame than intention (although some fault is given due to subjective recklessness e. g.Cunningham- the defendant realises there is a risk of harm but acts anyway) because the outcome is only a possibility and sometimes is not foreseen. Similarly, Gross negligence manslaughter depicts how civil negligence can become criminal liability as a result of a death. This offence allows businesses to be liable and found at fault even though it is impossible to prove their mens rea. The use of defences in the legal system can also indicate how the defendant may possess both the actus reus and mens rea of a crime, but still not completely at fault.Insanity is a full defence which means the defendant is unable to form the mens rea of the crime in question due to a disease of the mind. Also, Automatism removes all fault on the defendants behalf as he is suffering from an external factor or influence. Intoxication (o nly applicable to specific intent crimes) shows an appropriate mens rea could not be formed due to the use of drink or drugs. However, other defences such as Diminished responsibility used as a defence in murder situations, only partially removes the defendants fault as he is suffering with an abnormality of the mind.This shows fault is lower than that of an intentional killing. Certain areas of criminal law where there are offences do not require any fault to be proved such as speeding offences. These are called strict liability crimes, where no mens rea is needed just the pure act of doing it makes you guilty whether you intended to or not. These offences are imposed throughout society in order to uphold social policies, but some people feel that no fault offences are unfair because they impose liability on people who did not necessary foresee any consequences. In Shah v DPP, a lottery ticket was sold to a member of the public under the age of 16.Although there were many signs and notices about checking ID of those looking underage, the ticket was still sold and the defendant was found guilty. This case had led to a requirement for an evaluation of the need for fault, as Shah, could be seen as not at fault as the child had used fake identity. These no-fault arguments are based on the public’s interest that it is better to protect the innocent public and compensate them than to prove an individuals fault, applicable for businesses that have to accept the risks and benefits of funning a company.Smedleys v Breed, a manufacturer defendant who was found guilty when a caterpillar was found in a tin of peas, where it is obvious that it was this manufacturers fault and responsibility to take blame. On the other hand, this can encourage higher standards amongst employers to encourage them to know the law and avoid injury and take care of themselves. It is believed that we should be accountable for our own actions, no matter whether fault can be proved or not- based on the principle â€Å"we reap what we sow†.This is was shown in R v Howells where the defendant failed to obtain a certificate for the gun he was possessing unwittingly, but will still guilty of this offence. Another argument is that imposing strict liability crimes helps that of deterrence on society to encourage better diligence. However, despite these no-fault arguments, many people believe there is a necessity for a proof of fault. Fairness is at the heart of the legal system and would seem unfair not to require a person to be proven at fault in order for them to be guilty.Having a no-fault system was implicate distrust for the public and would reflect poor values of society. It would also result in serious consequences for the sentenced defendant with a conviction. In conclusion, it has become clear that proving fault is already an essential element of criminal liability in the English legal system already and no fault only exists in a small number of offences, bu t can still have serious repercussions. In order for justice to continue to be served, criminal offences and their combined penalty should be limited to those who are evidently guilty and at fault and who truly deserve the punishments.

Essay about Killing of Bien lanen

Essay about Killing of Bien lanen Essay about Killing of Bien lanen Life Reflection "Bartleby" by Herman Melville is one of the most complex stories ever written, and perhaps by any American writer of the period. There is little agreement among critics as to how it should be interpreted. It was extraordinarily ahead of its time, dealing with issues such as the rise of middle-class job’s depression, as well as realizing the future significance of Wall Street to American life. Yet it is also a deeply symbolic work; there are few, real-life Bartleby’s, telling their employers they would "prefer not" to do something, yet remaining at that place of business. When he published "Bartleby" in 1853, Melville had just come off the dismal failure of Moby Dick in the marketplace (According to Bio True Story the book wouldn't become a "classic" until it was rediscovered by critics nearly half a century after its publication, and years after Melville's death). Melville had enormous success with his earliest books, such as Typee and Omoo; books that dealt with his experiences on the high seas and on various islands. These books were not nearly as thoughtful as Moby Dick. Melville knew such stories would sell, but he preferred to write stories more similar to Moby Dick. Under this interpretation, the Lawyer represents the ordinary reader, who desires that Melville continue "copying" his earlier works, while Melville, pained by the failure of Moby Dick, replies that he would "prefer not to," and finally stops writing entirely. The "dead letters," therefore, are Melville's shunned novels. The narrator in Melville's story is a highly respected and successful Wall Street lawyer. The lawyer can be portrayed as Melville’s fans. In the beginning of the story the narrator employs two 1scriveners, each of whom has certain individuality, the two scriveners being different writers of the time. Turkey, the oldest scrivener, is calm and thorough before noon, but after 'twelve o'clock, he becomes increasingly inconstant, clumsy, and impulsive. Nippers, the other scrivener, is the opposite; he comes in to work surly and nervous, but becomes increasingly pleasant and efficient as the day wears on. Because during their good periods both Turkey and Nippers are good scriveners, the narrator is willing to work around their imperfections in the name of office harmony. This unfortunately may set an example for his lack of ability to handle Bartleby; meaning that the readers of Melville’s stories are losing their power over his writing. Of course, Bartleby at first seems like he should need very little handling. He is an excellent scrivener; â€Å"pallidly neat, pitiably respectable, [and] incurably forlorn,† (411). Soon, however, he begins to exhibit flaws that are even more disturbing than those of Turkey and Nipper. When asked to compare his copy with the original, he replies that he would â€Å"prefer not to† (412). After a while he would â€Å"prefer not to† copy, either, and he eventually would

Do I need God to be moral or happy

Do I need God to be moral or happy The creation of earth and man has remained a mystery that has enabled religious commentators and scientists to put forward spirited theories to explain their existence. However, critics too have come up with facts challenging the reports by denouncing their authenticity. Advertising We will write a custom essay sample on Do I need God to be moral or happy specifically for you for only $16.05 $11/page Learn More The existence of man and earth though can be traced to a deity with supernatural powers who out of his love, decided to create them. It is only this idea that has had supportive documents in the form of holy books such as the Koran, the Bible, and the Jews’ scrolls, etc that dates back to several years. Consequently, this paper offers proposed knowledge on life and the relationship between God and man. Existence of man is thus a well calculated art of invention that was carried out by God himself; hence man is a child of God. This would lead to the next perplexity which examines God’s possible identity. God is the father of man and created the earth so that man could find a home to live in thus God is supreme and holy. Man has power over the earthly gifts since mankind is an image of God. It is this special privilege that prompted God to provide and enforce his commandments in form of laws to govern every generation of man. Moses of the Old Testament was entrusted with the laws on Mount Sinai where rules and regulations guiding the human race were spelt out. Any opposition to these laws was therefore seen to be sinful. The origin of sin can trace back to the beginning of life when God’s first creation sinned against him after an encounter with Satan who duped them. Satan is the mastermind of sin and also the author of all evil on earth. It is believed that Satan was once an angel in heaven which is the throne of God, but was ejected for challenging God’s authority. Since Satan had nowhere to go to, he decided to come to earth and swore to make as many people as possible become rebellious to God as a way of seeking revenge. Due to this demonic intention, Satan has been seen to be behind every tribulation that has dogged man in the entire generation. God too has countered this wretched mission of Satan, by promising those who live righteously, for a better life through reincarnation and eternal life according to the Islam and Christian beliefs respectively. Those who shall have not changed by advocating for evil will perish according to the Muslim faithful or death by fire popular to the Christian beliefs.Advertising Looking for essay on philosophy? Let's see if we can help you! Get your first paper with 15% OFF Learn More God’s purpose is hence very noble and gives room for mankind to make a choice. It leads us to the next detail on discretion; wisdom is as old as the earth itself. King Solomon of the Old Testament exhibited his wisdom by arbitra ting on a dispute between two women who were contesting on parentage issues. Having resolved the issue through his immense wealth of wisdom, Solomon was named the wise king and always used his knowledge to bring warring parties together. The kind of wisdom seen here is so ancient and relevant even by today’s standards. Wisdom is deep knowledge and basically grows overtime through age and experience encountered before, this makes the older generation wiser than the younger generation. Ancient wisdom is truly superior and should be the foundation of knowledge on earth today. It is clear then, that knowledge and evidence goes hand in hand thereby defining empiricism. It is from this conviction of facts that I consider myself an empiricist since I feel convinced that wisdom is not innate but knowledge acquired from experience. Knowledge can also be adopted through any form of learning and it is because of this factor that I conceive in God’s creation having got an opport unity of attending madras classes and an in depth information from the holy book of Koran. Having seen the importance of God in human life, the subsequent submission of man to the wishes of God leads to mental and spiritual strength. Both items arise from the human conscience which dictates on character and other traits. God’s plan is to save mankind from evil, its quiet obvious that moral sanity comes from good teachings. These teachings propagate on good values such as joy, honesty, love and so on. All these values are God’s gifts that can only attach to good people. It is pretty fine to say that God dwells in a peaceful place guided by good morals. Morality here refers to accepted behaviors in man usually guided by Godly teachings. For example, abortion is sinful according to the Muslim faith since life is sanctified by God. So, the act of abortion is immoral .on the other hand, ethics simply dictate on morality. For instance, rules guiding a work environment such as adhering to the dressing code show good ethics. It is apparent therefore that, morality is synonymous with good behaviors while ethics are the universally accepted codes guiding such behaviours.It is from these reasons that I offer my full devotion to God in my opinion as a true Muslim.