Effective Leadership and Management in Nursing Essay - 1

Effective Leadership and Management in Nursing - Essay Example The proverb says: â€Å"A leader knows the way and a leader shows the way.† This describes what a leader should be. The methods of leadership differ as we come across different disciplines, but the ideals of leadership are similar everywhere. My personal view on leadership is that the leader should know the visions and goals of the group he or she is leading and know how to accomplish this goal utilizing the resources available. In my opinion, a leader is also a manager, as he has to manage his resources properly. A group without a charismatic leader is like a building without a strong foundation. It can collapse anytime. As mentioned above, there are several aspects of management in leadership. But management is only a part of leadership, and leadership has many other constituents in it. In a document by Thomas International Ltd (2008), it is written that leaders manage long-term goals and they are entitled to inspire their group. The leaders decide the targets and time-frames for the group. They must impart clearly what output is expected from their group and the methods and ideals that must be followed by the group members. Managers are to handle matters rather diplomatically, and they are assigned to manage the processes in producing the output that the leader has indicated. Their job is rather appointive or directive. Skills in concept making, public relations, and technology are expected from them. For example, in a company, its CEO is the leader and its HR manager is a person who manages processes in building the output set by the CEO. As for nursing, we have nursing stations in every hospital , and a nursing administrator will be present as a leader of other nursing personnel in order to provide sophisticated nursing services to the patients. A note from the Ethiopia Public Health Training Initiative by the Addis Ababa University defines leadership in nursing as follows:

Human Resource Management and the Banking Sector Essay Example for Free

Human Resource Management and the Banking Sector Essay tHuman resource management and the banking sector By Imran Samad Human resource management (HRM) has long been overlooked in the corporate sector in the country where a small section, comprising mostly the multi-national companies was practising the same. With the growing realization of proper HRM in the corporate sector, it has grown into an important activity. Now the head of HRM is an important member of the senior teams of any thriving business. Although the idea is new for many local businesses where entrepreneurs are at the beginning of the learning curve yet in reality the theme is getting support from the organized entrepreneurs. The banking sector has grown from a few institutions primarily involved in deposit acceptance and trade finance into a complex multi player markets where large number of commercial banks, financial institutions and specialized banks are operating with various products and activities. The banking has become a complex activity within the financial market linked directly and indirectly with an over-all national growth and its impact as an integral part of regional segment of a global banking environment. Almost every bank and financial institution is involved in various functions in a days job and thus requires a highly effective team and appropriate manpower to run the show. Corporate goals are translated into viable realities and profits only with human element who play their due role in achieving the desired results. Thus even the high automation would require proper man behind the machine to make things happen. This idea has been realized by top managements in progressive banks. Like many other organized sectors, banking requires a multi layer manpower for its various requirements of professionals and support staff. The range may require reasonably educated security guards on the one end and a highly educated and trained professional as head of corporate finance at the other. With liberalization of activities within the banking sector, for example, more emphasis on consumer and house finance and personal loans, etc. banking has turned itself into a more market-based business where banks have expanded their reach more to customers door steps in a big way making banking more practical. This has further highlighted the need for proper deployment of man-power to run banks efficiently. For many years, HRM banks like other institutions have been handling this sensitive activity through respective personnel departments. This means human resources were managed like other physical assets e. g. pieces of furniture, calculators, equipment and appliances. Personnel departments were primarily engaged in approval of leaves, handling of staff loans, issuance of show cause, conducting disciplinary enquiries and termination from service. Recruitment was a routine function and was done in a mechanical way to hire people with specific educational background irrespective of their real value to the institution. Success stories of large banking companies have been evident of the fact that HRM is quite different from management of physical assets. Human brain has its own peculiar chemistry. Its strong sensory and decision-making capacity has to be greatly emphasized by the employers. The work force constituting all levels of employees are constantly thinking in many dimensions. On the one hand it is the assigned duty and task they are to perform and for which they are paid by their employer, on the other they think of their long run goals and objectives. By no means, their brains can be controlled to think beyond the current situation of employment. Managing this educated, skillful and trustworthy work force is not an easy job. A few of the current challenges faced by the banking industry in terms of human resource management may be the following: Effective work force:Â  A time-consuming and hectic job is to hunt the right talent. Its just sitting by the river and waiting for the right fish to catch. Higher the professional value of the vacancy, tougher is the search. Identifying the right stuff followed by negotiation is the element which makes the job tough for the employer. Banks are keenly interested to fill up two types of breads of professionals. Ones who are outstanding professionals with high job hopping attitude these are those who come in work for some time and then leave for better prospects. Others are those who are keenly picked-up, trained and are some how retained to be developed as future management within the bank. Management trainees are a growing popular phenomenon where freshly qualified business graduates are engaged by banks and a certain percentage of these well equipped professionals stay back within the organization to grow into the footsteps of senior managers. Banking jobs being apparently lucrative for many, attract a large number of candidates against advertised vacancies in media creating a large data base management problem. This has been facilitated by specialised hiring agencies who may take up the job of hiring in case of large number of vacancies. Right people:Â  The most difficult agenda of HRM across the banking sector is to retain the right people. Sudden growth of retail banking and other services has put pressure on HR mangers in banks to engage more professionals within shorter span of time thereby attracting manpower in other banks on attractive packages has made the job market very competing. A bank in a normal course invests time and money to hire and train the appropriate work force for its own operations. This ready-made force is often identified and subsequently picked-up on better terms by others. Compensation:Â  How much to pay to the right employee and how much to the outstanding performer. Banks have traditionally followed pay scales with predetermined increments, salary slabs, bonuses and time-based fringe benefits like car and house advance, gratuity, pension, etc. The situation is not the same anymore. An increment of Rs500-800 per annum is no more a source of attraction for a professional anymore. A basic pay with traditional formulas of linkage with medical and other facilities has no soothing effect today. A promise of future growth, learning culture and corporate loyalty is out of dictionary and does not mean anything to this energetic and competent performer today. A waiting period of 3-4 years in each cadre haunts the incumbents who strongly believe in immediate compensation. There are examples to this. Thanks to the car financing modalities car is no more a fantasy item any more. A freshly hired professional requires a brand new car or car loan on resuming office quite contrary to his previous breed of bankers who would wait for the job seniority to qualify for a car loan. Job satisfaction: Everybody in the bank wants to work in the preferential department, preferential location, city of his own choice and boss of his liking. An administrative deviation from any of these results in lowered job satisfaction. Although hiring is normally based on regional requirement matching the area of activity with that of employees nativity yet other elements like appointment in the department of choice and preference makes the job of HR manager quite challenging. What the HR manger cannot afford is the dissatisfied employee who not only disrupts the smooth working himself but also spreads the negativity to others by his de-motivated attitude. Morale boosting:Â  What has long been overlooked is the morale boosting of the employees by the organizations. Human beings even if satisfied of material wellbeing need to be appraised and encouraged constantly. Smart banks have realized this need and have taken steps to keep their work force motivated through proper encouragement like man of the month awards, repeat get-togethers, conferences, sports events, dinners, company sponsored travel, reunions, etc. This is the way employees create a feeling of belongingness.

Famous Creative Thinkers Presentation Essay Example for Free

Famous Creative Thinkers Presentation Essay Famous Creative Thinkers Presentation I choose Carl Sagan as one of the people that I felt has given a great contribution to the world. Carl Sagan was born in Brooklyn, New York the son of an immigrant worker from the Russian Empire. Name after his mother’s mother. Carl had a sister and his mother was very protective of him. Carl’s mother was not up to par to fit in the social life, so she was restricted. When his parents took him to the New York World Fair, Carl was so excited when he saw the burial of a time capsule, stars and other exhibits that would lead to his inquisitiveness about the world. Later in life Carl and others would build time capsules, but these would be sent out into space for other life forms to find and they would contain Carl’s memories form the world fair. Carl’s parents helped his growing interest for science by buying him books about science and chemistry sets. He loved to read the books about science fiction stories, by writers such as H. G. Wells and Edgar Rice Burroughs, they made his imagination even wilder his about whether there was life on other planets such as Mars, Jupiter and Venus. Carl attended the University of Chicago and received his bachelors and was a part of the Ryerson Astronomical Society. He got received his Bachelors of Science in Physics, a Master of Science in physics and a PhD In astrophysics and astronomy. Carl was denied tenure at Harvard, because of his scientific advocacy, being widely publicized. Carl Sagan was a great astronomer, cosmologist, author, astrophysicist, science communicator, and science popularizer. Because of his great inquiries as to what did what and how come Carl thought about if there was truly life outside of the earth. He was the first to actually make the first messages that were sent into space. He studied the earth, stars, planets, he made messages that he thought could be understood by the extraterrestrials. He had over 600 articles published that  were scientific and authored or co-authored more than 20 books. The award winning series named Cosmos was also by Carl Sagan. He was a professor in astronomy at the Unive rsity of Cornell; he was part of the NASA as an advisor. Because of the Cosmos people were able to better relate and understand Carl’s ideas about the worthiness of the human race. Carl did his thinking the best way that he knew and that was to do it his way. Because of Carl they were able to learn the high surface temperature on the planet Venus, was due to the dryness. He was also the first to think about Saturn’s moon Titan may have contains liquids on the surface and that the Jupiter’s moon Europa might have oceans. Carl did organized research on such projects as Near Earth Objects, he composed the Deflection Dilemma, which would be deflecting an asteroid away from the Earth, and then it could be possible to deflect it back to the earth. During his career Sagan would be very much criticized as to his soundness, when it came to extraterrestrial life. Carl loved to urge people to listen using radio telescopes to see if they could hear signals from outer space that could help him prove that there were other life forms. Due to the lack of belief call stated a petition and was able to get 70 scientists to sign it advocating the SETI that was also p ublished in his journal of Science. Carl would later go on to explain his theories and use science to reveal them to the world. His life force was dedicated to science. Under President Regan rained there was to be a Strategic Defense Initiative, that would cost billions of dollars but it would develop a defense against nuclear missile attacks, an Carl was against this because he felt that there was no real way to do this and by doing so would unbalance the Soviet Union and United States making progress in the arms agreement. There was an experiment called : The Nevada Desert Experience† is where Carl would later be arrested twice for climbing a fence at the protest at the Nevada Test Site in order to protest against the government for using test sites that were experimenting in the Nuclear weapons and they where they were conducting the detonations. Carl was also noted as a free spirit and free thinker. References Whitehouse, David (October 15, 1999). Carl Sagan: A life in the cosmos. BBC News (BBC). Retrieved August 30, American National Biography Online, Carl Sagan. Wikipedia, The free encyclopedia Bansky is the second person that I choose to write on. Bansky is a very creative artist that did street and wall graffiti, painter, film director and political activist. No one really knew is real name or when he was born. He was the son of a technician, was born in Bristol England. Originally he was trained to be a butcher. Some say that his work is similar to that of Blek le Rat. Bansky was impressed by an artist known as 3D who was a member of a group called Massive Attack. Bansky displays his art to the public but he does not sell photo graphics are reproductions of his work. His first movie was called Exit through the Gift Shop was a disaster. His art is part of the Bristol Underground Scene. He like the way that stencils would help to use less time to complete a project. Bansky hid from the police while using stencils as a cover while he created his work. There was a statement to be made in each one of Bansky’s art works. Bansky works are usually all anti something. He d id not approve of the way that people considered art on surfaces as graffiti. He wanted to show that it was real art and start to do mural and other such art on public building and public places. Bansky, did his first exhibit in Los Angeles at the 33 1/3 Gallery and the exhibit called Existentialism, later he would produce such exhibits like Turf Wars, Monet’s Water Lily Pond, Barely Legal, and Bansky effect. The Bansky effect is a way of not just tagging but using art to express things and making areas brighter and pleasant to look at. There is not a particular technique Bansky used whatever he thought to be use full at the time. Bansky art has been known to be thought as a way of revenge for the underclass. To tag a mother persons art is disrespectful, and represents them taking away power or territory and not upholding the rules. Bansky’s works can be so different but beautiful when he does his art although it is considered graffiti it is beautiful. He developed a quantity of spoof British money notes, where the head was not the Queens but the Princess Diana’s and text was changed from the Bank of England to Bansky of England. Although they were not re al notes today they are of great value. Bansky also was responsible for nine portraits on a bank wall in Palestine on the Israeli’s  West Bank. Bansky has a flare to make a mockery of centralized power, too state that power can work against you. When it came to politics, Bansky was thought to be anti-fascism, anti-imperialism, anti-capitalism, anti-authoritarianism, nihilism, existentialism and anarchism. Bansky used images and visual as a means to create his art work. I felt that h could have made his work more realistic by not adding things to make the true scene a joke. But when there is an artist they can only put what they feel is their style of art. Bansky was also responsible for Money Bart of the Simpsons. I did not see any academic references. Bansky’s art was deprived from art and musicians. References Creative ThinkersBanksy creates new Simpsons title sequence. BBC Banksy, Street Art Cult Hero, International Man of Mystery. The Village Voice./ Wikipedia, The free encyclopedia

A leader must have followers

A leader must have followers It is a relationship through which one person influences the behavior or actions of other people. A leader must have followers. Leaders create a vision and then communicate the vision to his followers. Leader energies, inspire and motivate others to translate the vision into achievement. A good leader must have qualities, personality, characteristics or traits. Leadership traits include personal magnetism or charisma (gift from GOD), interpersonal skills, analytical thinking, imagination, decisiveness, trustworthiness, persuasiveness, self motivation, flexibility and vision. There are some styles of leadership: Autocratic: The manager makes all the decisions and issues instructions which must be obeyed without question. Advantages: Quick decisions can be made when speed is required It is most efficient type of leadership for highly programmed, routine work Disadvantages: Communication between the manager and subordinate will be one way. There may be lack of helpful feedback It does not encourage contribution or initiative from subordinates Persuasive: The manger still makes all the decisions, but explains them to subordinates, and attempts to motivate subordinates to carry them out willingly. Advantages: Selling decisions to staff might make them more willing Staff will have a better idea of what to do when unforeseen events arise in their work, because the manager will have explained his intensions. Disadvantages: Subordinates will not necessarily be committed to decisions in which they have not been involved There is no contribution or feedback of subordinates Democratic: Leader and followers make the decision together, on the basis of consensus, or compromise and agreement. Advantages: It can provide high commitment to the decision reached It takes advantage of the knowledge and expertise of individuals in different areas, for high quality, flexible decision making Disadvantages: The authority of the manager might be undermined Decision making might become a very long process Clear cut decisions might be difficult to reach Participative: The manager confers with subordinates and takes their views and feelings into account, but retains the right to make the final decision. Advantages: Employees are involved in decisions. This encourages motivation through greater interest and involvement. Employees can contribute knowledge and experience, to help in solving problems related to their work. Disadvantages: it might take longer to reach decisions subordinates might be limited in their viewpoint on organizational issues if the manager does not take employees advice, they might perceive the process to be meaningless P7: explain the different motivational theories and their application within the workplace Motivation: Motivation is the driving force which causes us to achieve goals. Motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, goal, state of being, ideal, or it may be attributed to less apparent reasons such as altruism, selfishness, morality, or avoiding mortality. F.W. Taylor: Taylor made the first serious attempt to analyze worker motivation in order to advise management on the best ways to increase worker performance or productivity. The techniques he used of establishing an idea or an hypothesis, studying and recording performance at work, altering working methods and re-recording performance are still used in modern industry. This approach has become known as scientific management due to the detailed recording and analysis of results that it involved. His main aim was to reduce the level of inefficiency that existed in the US manufacturing industry. The scope for efficiency gains in early twentieth century manufacturing plants was huge. The vast mass of workers were untrained and non-specialized. They were poorly led by supervisors and managers with little or no formal training in dealing with people. There was usually no formal selection or appraisal system of staff and many were recruited on a daily or weekly basis with no security of employment. How to improve productivity (Taylors scientific approach): Select workers to perform a task. Observe them performing the task and note the key elements of it. Record the time taken to do each part of the task. Identify the quickest method recorded. Train all workers in this quickest method and do not allow them to make any changes in it. Supervise workers to ensure that this best way is being carried out and to time them to check that the set time is not being exceeded. Pay workers on the basis of results (based on the theory of economic man) The theory of economic man was widely held, and Taylor himself supported this notion. The view was that man was driven or motivated by money alone and the only factor that could stimulate further effort was the chance of earning extra money. He always maintained that workers should be paid a fair days pay for a fair days work and that the amount should be directly linked up to output through a system known as piece rate. This means paying workers a certain amount for each unit produced. To encourage high output a low rate per unit can be set for the first units produced and then higher rates become payable if output targets are exceeded. Elton Mayo: Elton Mayo is best known for his Hawthorne Effect conclusions. These were based on a series of experiments he and his team conducted over a five year period at the Hawthorne factory of Western Electric Co. in Chicago. His work was initially based on the assumption that working conditions (lightning, heating, rest periods and so on) had a scientific effect on workers productivity. Experiments were undertaken to establish the optimum working conditions at all. The results surprised all observers, as lightning and all other conditions were changed, both improved and worsened, so productivity rose in all groups including the control group. This forced Mayo to accept that: Working conditions in themselves were not that important in determining productivity levels Other motivational factors needed to be investigated further before conclusions could be drawn. Subsequent experiments were carried out with a group of assembly line workers. Changes to rest periods, payment systems, assembly bench layout and canteen food were made at twelve week intervals. Crucially, before every major change, the researchers discussed the new changes with the work group. At the end of the experiments the working conditions and work hours were returned to how they had been before the start of the trial. Output rose far above the original level. Maslow hierarchy theory: Maslows hierarchy of needs is a theory in psychology, proposed by Abraham Maslow in 1943. Then in 1954 this theory was fully expressed in his book Motivation and Personality. Maslows hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and most fundamental levels of needs at the bottom, and the need for self-actualization at the top. The most fundamental and basic four layers of the pyramid contain what Maslow called deficiency needs or d-needs: esteem , friendship and love, security, and physical needs. With the exception of the most fundamental (physiological) needs, if these deficiency needs are not met, the body gives no physical indication but the individual feels anxious and tense. Maslows theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or higher level needs. Maslows hierarchy of needs, represented as a pyramid with the more basic needs at the bottom: This hierarchy was interpreted by Maslow as follows: individuals needs start on the lowest level once one level of need has been satisfied, humans will strive to achieve the next level self-actualization or self-fulfillment is not reached by many people but everyone is capable of reaching their potential once a need has been satisfied it will no longer motivate individuals to action, thus when material needs have been satisfied the offer of more money will not increase productivity Herzberg and the Two factor theory: Despite basing his research on just 200 professionally qualified workers, Herzbergs conclusions and famous two factor theory have had the greatest impact on motivational practices since Taylors work almost 60 years earliest. His research was based around questionnaires and interviews with employees with the intension of discovering: those factors that led to them having very good feelings about their jobs and those factors that led to them having very negative feelings about their jobs. His conclusions were that: Job satisfaction resulted from five main factors: achievement, recognition for achievement, the work itself, responsibility and advancement. He called these factors the motivators. He considered the last three to be the most significant. Job dissatisfaction resulted from five different factors: company policy and administration, supervision, salary, relationships with others and working conditions. He termed these hygiene factors. These were the factors that surround the job itself (extrinsic factors) rather than the work itself (intrinsic factors). Herzberg considered that the hygiene factors had to be addressed by management to prevent dissatisfaction, but even if they were in place they would not, by themselves, create a well-motivated workforce. Vrooms theory: Vrooms theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain. The key elements to this theory are referred to as Expectancy, Instrumentality, and Valence. The Expectancy Theory of Victor Vroom deals with motivation and management. Vrooms theory assumes that behavior results from conscious choices among alternatives whose purpose it is to maximize pleasure and minimize pain. Together with Edward Lawler and Lyman Porter, Vroom suggested that the relationship between peoples behavior at work and their goals was not as simple as was first imagined by other scientists. Vroom realized that an employees performance is based on individuals factors such as personality, skills, knowledge, experience and abilities. The expectancy theory says that individuals have different sets of goals and can be motivated if they believe that: There is a positive correlation between efforts and performance, Favorable performance will result in a desirable reward, The reward will satisfy an important need, The desire to satisfy the need is strong enough to make the effort worthwhile. P8: Assess the relationship between motivation theory and the practice of management. Payment or financial reward system: Hourly wage rate: This is the most common way of paying manual, clerical and non-management workers. An hourly time rate is set for the job perhaps by comparing with other firms or similar jobs and the wage level is determined by multiplying this by the number of hours worked. This total is usually paid weekly. Piece rate: A rate is fixed for the production of each unit, and the workers wages therefore depend on the quantity of output produced. The piece rate can be adjusted to reflect the difficulty of the job and the standard time needed to complete it. These issues are determined by work study. The level of the rate can be very important. If set too low it could demotivate the workers but if too high it could reduce the incentives, because workers will be able to meet their target wage level by producing relatively few units. Salary: This is an annual sum that is usually paid on a monthly basis. It is the most common form of payment for professional, supervisory and management staff. The salary level is fixed each year and it is not dependent on the number of hours worked (time rate) or the number of units produced (piece rate). The fixing of the salary level for each job is a very important process because it helps to determine the status of that post in the whole organization. Job evaluation techniques may be used to assist in deciding the salary bands and the differences between them. In most organizations, all jobs will be put into one of a number of salary bands and the precise income earned within each band will depend upon experience and progress. It is always possible to gain promotion to another job in a higher salary band. Firms that are interested in creating a single status within their organization are now increasingly putting all staff manual and managerial on to annual salaries to give the benefi ts of security and status to all employees. Example of salary bands: Job grade Salary band (per year) Regional heads Rs.100000 Rs.200000 Departmental heads Rs.50000 Rs.75000 Office managers Rs.30000 Rs.40000 Secretaries Rs.15000 Rs.25000 Junior clerical staff Rs.5000 Rs.10000

Information Technology and the Other Degree Programs :: essays research papers

Information Technology and the Other Degree Programs Introduction This paper is primarily about the Information Technology Department and how the Information Systems, the Computer Science Departments, and Computer Engineering courses relate to Information Technology. Each of these specialties has their similarities and differences to the Information Technology department. Georgia Southern University has a strong College of Information Technology, which offers three disciplines, which are the Computer Science Department, the Information Systems Department, and the Information Technology Department. Information Technology, according to the Information Technology handout in class, can best be defined by â€Å"The typically electronic tools and techniques for gathering, storing, manipulating, and analyzing, and communicating information† (â€Å"Information Technology† handout from Web CT pg 2). Information Technology technicians sometimes overlap with Computer Engineering, Information Systems, and Computer Science departments. Students wishing to major in Information Technology must take a second discipline. This builds knowledge in other areas as they pertain to Information Technology. There is an internship that students must take, but receive no credit. There are fewer maths, and less programming, and there are no business classes in this area of specialization unless the second discipline is a business course. The Information Technology curriculum overlaps Computer Science, and Information Systems curriculum. Information Technology majors graduate with a Bachelor s of Science degree. Computer Engineering is the designing and building of the hardware for the actual computer. Georgia Southern University has no specific degree for a Computer Engineer. They have several engineering programs in the School of Technology that students can get an engineering degree and go on to become a Computer Engineer. Computer Engineers take more math than Information Technology majors. The Information Technology majors must take a second discipline, while Computer Engineers majors do not have to take a second discipline. Computer Engineering majors graduate with a Bachelor of Arts degree. Information Systems primarily deals with business, and uses technology to enhance business and creates solutions for business. Increasingly there is a stronger bond between technology and business. The Information Systems technician understands that bond, and is able to translate for technology and business. Information Systems majors do not take any Information Technology classes. Information Systems has many more business classes than the Information Technology curriculum, which basically has no business classes. Information Systems graduate with a Bachelors of Business Administration, instead of a Bachelors of Science degree. Computer Science is primarily about programming. The Computer Science department takes many more programming classes, and puts strong emphasis on Java, which is a high level machine language.

Amos 9 :: essays research papers fc

Exegetical Paper: Amos 9:5-10   Ã‚  Ã‚  Ã‚  Ã‚  -I will be examining Amos 9:5-10 The message that the author is trying to convey in Amos 9:5-10 is that YHWH has proven himself to the people to be a trustworthy and loyal God. He helped resurrect Israel, the Philistines and the Arameans. In turn these people, particularly the Israelites, have betrayed his trust by acting sinfully toward the kingdom of Israel. The Lord YHWH will judge those people of Israel who are called to do right but who choose to do wrong. The wrongdoers being those that have acted sinfully. Amos, in vision, saw the Lord standing upon the altar at Bethel. God has come for one thing and one thing alone, judgment. There is no escaping the Lord now, for wherever he stands, one can be seen. YHWH has an inescapable presence. Those whom he opposes can find no shelter; wherever they go, his eyes will follow. Wherever sinners flee from YHWH’s justice, it will overtake them. Not only does God have an inescapable presence, he also has the power to do virtually anything imaginable with the Earth. As mentioned in Amos 9:5-6: â€Å"The Lord, the LORD Almighty, he who touches the earth and it melts, and all who live in it mourn—the whole land rises like the Nile, then sinks like the river of Egypt—he who builds his lofty palace in the heavens and sets its foundation on the Earth, who calls for the waters of the sea and pours them out over the face of the land—the LORD is his name.† Those whom sin or rebel against God will seek an unwanted response. W hether that unwanted resonse be an earthquake, volcano or any other natural disaster. If one is respectful of YHWH they will be respected back in turn and will someday be brought to heaven. Those whom God brings to heaven by his grace, shall never be cast down; but those who seek to climb up by vain confidence in themselves, will be cast down and filled with shame and embarrassment. That which makes escape impossible. YHWH will set his eyes upon them for evil, not for good. If one is honestly sin-free they will someday find heaven but as for those whom have sinned and then turn around and to try and make it up to the Lord, they will never seek his approval therefore not resorting to heaven.

College Admissions Essay - Selling Your Disability :: College Admissions Essays

Selling Your Disability to the Admissions Office "My father was an alcoholic, and I did anything I could to stay away from home. I chose that college because it was the farthest away. But I hated it there, and didn't do very well. Then I began to worry that I'd flunk out and have to go home, and of course my grades just got worse." "My mother was a drug addict. She did everything a person might do to get money for drugs. Often we didn't have food in the house; if there wasn't money for both, drugs came first. I ran away when I was sixteen, and never even finished high school. They figured that out in my third year of college, and made me take an equivalency test." "When my girlfriend got pregnant, we decided to keep the baby. I had to work two jobs to support us, three during the summer. So my grades aren't so hot." "They found out I had bone cancer in my senior year of high school; I hurt my knee playing basketball, and it wouldn't heal. I've had six operations in six years, along with the chemotherapy. But it didn't interfere with my studies; what else could I do in the hospital anyway?" Each of these cases was presented to me by my clients in the last few years. These clients all had two important things in common. The first is that they overcame incredible obstacles which would have completely demoralized many other people. The second is that, in every single case, the client was embarrassed by these events, and wanted to hide them. "Why should I talk about my problems?" Let's step back into the admissions office for a minute. The faculty committee is reviewing the files of two applicants. Both have a 3.0 g.p.a. and a 155 LSAT score. They're the same age and race, and both went to local colleges. But one is in good health, while the other has suffered from a lifelong kidney disease. They only have one seat left. Which applicant should they admit? They could toss a coin. Or they could decide that, in some cosmic sense, the person with kidney disease "deserves" the seat. Now what if you're that person, but don't want to tell the law school about the kidney disease, because you don't want to sound like you're asking for favors?