Jonathan Edwards A Great Shepherd Of Early Colonial...

Jonathan Edwards: A Great Shepherd of Early Colonial Theology and Revivalism Jonathan Edwards (1703-1759) played a historical part in American Christianity as we know it today. He was a notorious religious figure during a time when Congregationalists were determined to adhere to the religious styles of old. His intellectual and theological reason, along with his fervent zeal fueled by the Holy Spirit, makes him one of the greatest evangelistic preachers and apologists of all time. His life, works, and sermons inspired other leaders to spread the gospel message and brought about life-altering revivals and conversions in those he reached. Our textbook author wrote, â€Å"All authentic leaders must be confirmed in order to lead.†Ã¢â‚¬ ¦show more content†¦It was then when he finally connected with the one and only true God that his life changed for the duration. It was this pivotal moment that marked his conversion and led to what would become the fervent, heart-felt preachin g style that characterized his sermons and brought conviction to the hearts of the parishioners who heard him. After graduate school he served as his grandfather, Solomon Stoddard’s, assistant at the Congregational Church in Northampton, Massachusetts for two years and later succeeded him as ordained minister following Stoddard’s death in 1726 (Reid, Pg. 380). It was during this pastoral that Edward’s evangelistic and apologetic reputation was at its peak. In 1741, William Cooper recommended his apologia to be used during the revivals that were sweeping through the colonies (Lesser, Pg. 34). This set the stage for Edwards and he became a key figure in the first Great Awakening and made his mark as one of the first, if not greatest, revivalist in American history. Colonial America’s need for revival sparked some of the greatest sermons and works of Edwards; maybe his most famous sermon being, Sinner’s in the Hands of an Angry God. (Noll, Pg. 95) Du ring this period when the revivals were sweeping through the colonies there was a notable rise in conversions and church growth. Mirroring Edwards’s own conversion, people experienced the divineness of God upon hearing the rational scripture messages which he preached. ThroughShow MoreRelatedRastafarian79520 Words   |  319 Pagesthe educational apparatus and the economic system. But much of the country was beginning to question in earnest the structure of colonial society by the early 1930s. The emergence of Rasta during that period corresponds with so much that was happening around the world. Rastas could tell that social unrest in Jamaica was going to lead to a movement away from colonial rule and, having heard Marcus Garvey speak of the importance of Africa to black people in the New World, found in his remarkable

Capacity Management in Easy Jet Airline Free Essay Example, 2500 words

In order to maximize the revenues, the businesses should allocate the capacity in advance so that any opportunity to satisfy the need of high-class customer that might come any time should not go wasted. Curry, (1990) stated Capacities should be divided into different classes like high-class middle class as well as low class. The best way is to keep filling the low class first and store the high as well as a middle class for later usage at higher rates. The paper conducts an experiment to check for profits based on first come first serve as well as capacity allocation methods. After simulation, it was proved that capacity allocation generates considerable higher profits as compared to first come first serve process. Pak, Daker, Kindervater, (2003) state that in industries such as airline industry earlier it was stated that they have fixed business as well as economy class seats but this paper negates the concept of a limited number of seats and introduces the concepts of convertible seats. As per the current demand, the economy class can be converted to business class or business class can be converted to economy class without losing the profits. We will write a custom essay sample on Capacity Management in Easy Jet Airline or any topic specifically for you Only $17.96 $11.86/page

Hunting and Its Benefits Free Essays

Hunting and Its benefits Specific Purpose: By the end of this speech I expect all of you to feel more informed on how regulated and legal hunting has a positive influence on wildlife, the environment and, the economy. Thesis: Regulated hunting largely has positive effects on the economy and the environment I. Imagine yourself hiking through the woods, fishing or swimming in a lake, or even just enjoying nature. We will write a custom essay sample on Hunting and Its Benefits or any similar topic only for you Order Now Guess how it was possible to build and maintain all of those nature areas and parks. From HUNTING!!! II. Even though I’m sure most of you aren’t hunters (maybe even a few anti-hunters), I’m more than certain most of you appreciate nature and the best places to enjoy nature are on state and national parks, lakes, streams, trails, and conservation areas. The sale of hunting licenses and equipment are responsible for a significantly large chunk of that funding and make it possible for everybody to experience the beauty of nature. III. Living in the Midwest im sure most of you are some type of outdoorsman or live within a short distance of rural area where most nature areas are and I intend to show how hunting affects those areas and the economy. IV. I’m a lifelong outdoorsman and I’ve seen and experienced first hand how hunting has created thousands of jobs and saved and restored countless acres of wetlands, forests, and plains. V. I have three main points to discuss in this speech I. Hunting makes a large contribution to the economy II. Hunting is the single biggest funder of conservation and restoration efforts III. Regulated Hunting has a positive impact on wildlife populations The first point I’m going to discuss deals with the jobs and business hunting is responsible for. I. The sale of hunting licenses and equipment puts over 12 billion dollars in the economy annually. . On average, each hunter spends about $1896 which is 5. 5 percent of the average man’s income. b. This maintains almost 575,000 jobs which contribute even more money from income and sales tax i. About a quarter of these jobs are solely supported by hunting. ii. The 2. 4 billion dollar income tax of these jobs can cover the an nual paychecks over 100000 troops. This generation of revenue also goes to support the environment for the animals pursued thrive. II. The sale of hunting licenses and equipment is also the single largest source of funding for the conservation and restoration of natural areas a. Hunters provide over 2 billion dollars to conservation through the sale of hunting equipment and licenses. b. Hunters are a larger source of funding than environmentalists, state grants, and animal rights organizations combined This also leads to a positive influence on the populations of wildlife III. Regulated Hunting helps keeps wildlife numbers in check and populations stable. a. Hunting prevents animal species from overpopulating i. By harvesting certain numbers of an animal every year the population does not grow beyond control ii. This also helps prevent them from moving into urban areas where they can become nuisances b. Hunting also keeps animal populations healthy by keeping the number of animals down to what the food supply can support Overall regulated hunting is a wholesome sport that makes positive contributions to the economy and the environment I. Summary a. Hunting is a strong contributor to the economy and is vital to hundreds of thousands of jobs b. Hunting provides essential funding to help ensure that nature areas remain for future generations to enjoy c. Regulated hunting helps keep animal populations healthy and stable through responsible management and ethical sportsmen II. These main points I have presented to you in the hopes I have left you better informed on hunting and is benefits. Bibliography â€Å"There Are 11,085 Hunters/Sportsmen Supporting Hunters Against PETA. Enter Your Name and Email to Join Our Cause. Thanks for Your Support! †Ã‚  Hunters Against PETA. N. p. , 01 Feb. 2009. Web. 07 Nov. 2012. http://www. huntersagainstpeta. com/. ConservationHunting. html. †Ã‚  ConservationHunting. html. N. p. , Feb. -Mar. 2007. Web. 07 Nov. 2012. http://www. duke. edu/web/nicholas/bio217/spring2010/denardo/ConservationHunting. htm. How to cite Hunting and Its Benefits, Essay examples

Employees Commitment and Turnover Intent

Question: Discuss about the Employees Commitment and Turnover Intent. Answer: Introduction The HRM practices and strategies in the organizational performance is an imperative subject in industrial relations, organizational psychology, and human resource in general and have appeared as an essential query of research in several ways. However, Altarawneh (2016) denotes that it makes a distinction in few organizations since despite the fact that human resource is considered a priceless asset in a firm. It is often more complicated to be replicated by other competitors hence remaining an asset to the organization according to Wheeler, Harris, and Harvey (2010, p. 183). This project research focuses on investigating the impact of the HRM policies on the employees commitment and turnover intent with a focus on banking financial institutions. It will investigate the practices regarding human resource management in banking, the training effect on the turnover and commitment intentions of employees as well assesses the impact of career planning, performance appraisal, and compensati on on the employees commitment and turnover. Overview of human resource strategies In his study, Caillier (2016) points out that the nature and welfare of the employees in the organization is its key potency in figuring out how the profitability of the organization can be continued. For instance, incompetent and imperative administration of employees can result in very low efficiency hence lowering the turnover rate of the workforce. In other words, it indicates that the human resource strategies and policies adopted within the organization can have a drastic impact on the general behavior of the employees. Other realistic impacts are the financial strategy and endurance as well as the superiority and production of the work life within the organization. Therefore, the method of their supervision can have a noteworthy influence on the accomplishment of the firm as well as its competitive market positioning. The study will present practical results after sampling 100 employees who work in organizations where all the human resource management areas are practiced while involving variables that are purely related to the human resources. The variables selected will be those that play an essential role in performance improvement of the organization. The human resource managementstrategies that can have an impact include career planning, training, performance appraisal, compensation, and employees participation according to Sikora, Ferris, and Van (2015, p. 1909). By understanding the human resource management practices influencing the commitment as well as the turnover intern of the employees, they can be positively adopted with the goal of achieving higher performance of employees. The resulting impact will be a cut in the cost of hiring ultimately leading to better commitment and employee retention within the organization. Background and problem definition Ansari (2011) points out that when suitably configured, human resource strategies and policies have a great impact on the performance of the organization as well as the credibility of the workforce. More effectual human resource management system practices obtaining different prospective improvement synergies and complementarities among such practices while making simple the competitive strategies of the firm constitute its competitive advantage. For these reasons, Li et al. (2016) denote that employees turnover and commitment towards the duties, goal, and objectives of the organization remain among the most exclusive subjects of investigation in matters concerning organizational psychoanalysis. However, there remain a lot of uncertainties in understanding the exact features can cause the employees to remain or leave an organization. Among these aspects are institutional factors, outside factors, employees reaction to the characteristics of workers personnel. Aim and objectives The primary objective of this research will be the assessment of the human resource management practices that are practiced in the financial institutions such as banks. It also aims at evaluating the impact the practices have on the commitment level and attention of staying in the organization by the employees. In achieving the above primary objectives, the following sub-objectives will be addressed; To investigate the practices regarding human resource management in banking To evaluate training effect on the turnover and commitment intentions of employees To assesses the impact of career planning, performance appraisal, and compensation on the employees commitment and turnover. Human resource practices have a relationship with the commitment of employees Human resource practices have no relationship with the turnover and commitment of employees Commitment of employees According to Yamamoto (2013), the strength of an individual commitment to an organization is very subjective to the rewards he receives from the management system of the organization as well as the variety of experiences he has to undertake to be rewarded. It is the know-how, procedures, and outcomes of being associated or devoted and has become a primary requirement for a change in the information society of the 21st century. Organizational commitment of employees can be normative, effective, and continuance (Kanwar, Singh, Kodwani 2012, p. 27). A relationship study conducted by many researchers between the organizational commitment and HR practices show eminent optimistic relationships with the organizational commitment. In his recent review of organizational identification and employees commitment identified several facets the same, Kim (2012) denotes some impacting results that are essential for effective performance of both the employees and the organization. Such include job involvement and satisfaction, a feeling of felt responsibility, consistency of career goals, confidence and tenure towards the need of achievement, and social and occupational involvement. However, Dhiman and Mohanty (2010) point out that the commitment to the organization varies depending on the strength of an individual belief towards the basic value system adopted by the HR management in the organization. Therefore, it means that career studies not only to focus on specific persons but the occupational or organizational setting as well. For instance, a risky situation in an organization may increase the level of commitment and willingness of employees to enable the organization survives through the challenges. On the other hand, the risk can stimulate the threat as the employees can view the organization to have uncertain future and not a suitable place for investing once future. It hence calls for the need of understanding the impacts the practices adopted by the HR have towards the commitment of employees within the organization. According to Roebuck (2016), many scholars have focused their studies on the factors affecting the employees turnover intent in the organizational management. Uncontrolled and controlled turnover of the workforce involves training and recruitment, job hunt, and cost of disjoining for both the employees and the firm. Holmvall (2016) denotes that the using the turnover theory as a management research shown that turnover intention is the best way of predicting whether an employee will live or stay in the organization. An organization hence needs to comprehend the relationship between the employees turnover and the human resource management practices in case it is willing to keep its motivated and capable employees. For instance, the turnover of an employee will negatively affect performance as the employees with the intention of departing becomes less proficient, when an employee departs, or time is lost in the effort of securing and alternative to fill the position according to Wheeler, Harris, and Harvey (2010, p. 183). However, Guchait and Seonghee (2010) assert that the theoretical dissimilarity depends on the proposed objective, work unit, similar/different job, or the HRM practices adopted by the organization. These factors are the primary determinant of the intent intensity needed in shifting within or leaving the work association. The human resource management practices that can have an impact include career planning, training, performance appraisal, compensation, and employees participation. Data collection and analysis approach The study will adopt several sampling designs for data collection and analysis procedures. For instance, random sampling design will be used in selecting 100 employees in World Bank. The observational design will as well be used in evaluating the understanding of the employees, their attitude and response to the authorities and responsibilities within the organization. Interview method will be adopted by the 100 selected employees on a one-on-one discussion so as to evaluate their attitude towards authority. Additionally, questionnaires will be formulated based on the various human resource management policies in comparison to the global standards of HRM operation. Microsoft Excel will be used in consolidating and segmenting the collected data. It will as well be used in the calculation of the percentage analysis of the identified impacts and their level of effect towards the employees commitment and turnover. SPSS will as well be used in further analysis of the data using various fr equency distributions and CHI-Square tests. Milestones and schedule Parameter Dec Jan Feb March April May June July Aug Sept Pre-visit Collection of Data Analysis of Data Reports Completion Conclusion The result of this study will provide an understanding on how the commitment of employees and as well as their turnover intent is affected by the human resource practices that an organization adopts. I will also be published as part of research whose results can be used in decision-making for organizations. In this manner, the organization can be sure of long-term positive working relationship with organizations while positively meeting their professional needs as well as those of the organization. List of references Altarawneh, II 2016, 'Strategic Human Resources Management and its Impact on Performance: The Case from Saudi Arabia',International Journal Of Business Management Economic Research, 7, 1, pp. 486-503, Business Source Premier, EBSCOhost, viewed 18 December 2016. Ansari, NG 2011, 'Employee Perception of HRM Practices: Impact on Commitment to the Organization',South Asian Journal Of Management, 18, 3, pp. 122-149, Business Source Premier, EBSCOhost, viewed 18 December 2016. Caillier, JG 2016, 'Does Satisfaction With Family-Friendly Programs Reduce Turnover? A Panel Study Conducted in U.S. Federal Agencies',Public Personnel Management, 45, 3, pp. 284-307, Business Source Premier, EBSCOhost, viewed 18 December 2016. Dhiman, G, Mohanty, R 2010, 'HRM Practices, Attitudinal Outcomes and Turnover Intent: An Empirical Study in Indian Oil and Gas Exploration and Production Sector',South Asian Journal Of Management, 17, 4, pp. 74-104, Business Source Premier, EBSCOhost, viewed 18 December 2016. Fernandez, A, Jomon, M 2016, 'The Impact of HIWP on Personal Control: Implications for Workmen during Firm Acquisition',Vilakshan: The XIMB Journal Of Management, 13, 1, pp. 81-100, Business Source Premier, EBSCOhost, viewed 18 December 2016. Guchait, P, Seonghee, C 2010, 'The impact of human resource management practices on intention to leave of employees in the service industry in India: the mediating role of organizational commitment',International Journal Of Human Resource Management, 21, 8, pp. 1228-1247, Business Source Premier, EBSCOhost, viewed 18 December 2016. Holmvall, C 2016, 'Examining the relationships between the justice facets and turnover intent: The mediating roles of overall justice and psychological strain',Military Psychology, 28, 4, pp. 251-270, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Juhdi, N, Pa'wan, F, Hansaram, R 2013, 'HR practices and turnover intention: the mediating roles of organizational commitment and organizational engagement in a selected region in Malaysia',International Journal Of Human Resource Management, 24, 15, pp. 3002-3019, Business Source Premier, EBSCOhost, viewed 18 December 2016. Kanwar, Y, Singh, A, Kodwani, A 2012, 'A Study of Job Satisfaction, Organizational Commitment and Turnover Intent among the IT and ITES Sector Employees',Vision (09722629), 16, 1, pp. 27-35, Business Source Premier, EBSCOhost, viewed 18 December 2016. Kim, S 2012, 'The Impact of Human Resource Management on State Government IT Employee Turnover Intentions',Public Personnel Management, 41, 2, pp. 257-279, Business Source Premier, EBSCOhost, viewed 18 December 2016. Li, J, Lee, T, Mitchell, T, Hom, P, Griffeth, R 2016, 'The effects of proximal withdrawal states on job attitudes, job searching, intent to leave, and employee turnover',Journal Of Applied Psychology, 101, 10, pp. 1436-1456, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Raina, R, Chauhan, R 2016, 'Organizational Socialization Work Related Attitudes in India's Uncertainty Culture',Indian Journal Of Industrial Relations, 52, 2, pp. 279-292, Business Source Premier, EBSCOhost, viewed 18 December 2016. Roebuck, D 2016, 'Exploring Cultural Influence on Managerial Communication in Relationship to Job Satisfaction, Organizational Commitment, and the Employees' Propensity to Leave in the Insurance Sector of India',International Journal Of Business Communication, 53, 1, pp. 97-130, Communication Mass Media Complete, EBSCOhost, viewed 18 December 2016. Sikora, D, Ferris, G, Van, C 2015, 'Line manager implementation perceptions as a mediator of relations between high-performance work practices and employee outcomes',Journal Of Applied Psychology, 100, 6, pp. 1908-1918, PsycARTICLES, EBSCOhost, viewed 18 December 2016. Wheeler, A, Harris, K, Harvey, P 2010, 'Moderating and Mediating the HRM Effectiveness -- Intent to Turnover Relationship: The Roles of Supervisors and Job Embeddedness',Journal Of Managerial Issues, 22, 2, pp. 182-196, Business Source Premier, EBSCOhost, viewed 18 December 2016. Yamamoto, H 2013, 'The relationship between employees' perceptions of human resource management and their retention: from the viewpoint of attitudes toward job-specialties',International Journal Of Human Resource Management, 24, 4, pp. 747-767, Business Source Premier, EBSCOhost, viewed 18 December 2016.