Infancy

Essay Topics for Writing About Yourself

Essay Topics for Writing About YourselfEveryone in high school learns how to write a thesis. Why then is it such a controversial subject for those of us who graduate from college or university?A thesis is one of the most fundamental documents in the undergraduate syllabus. In most classes students write a thesis about something they have read, researched, or otherwise experience. And, because it's such a strong topic it's typically the first topic they get taught in an introductory course.Unfortunately, when writing an essay about yourself it can feel like an overwhelming task. On one hand you want to be able to let the facts speak for themselves; however, this is not always the case. You may not necessarily have all the facts, and as a result, don't have much to go on to write about.Of course you have your main pieces of information at hand, such as your personal experience. But you also have background information that is also important. For example, you may have experienced the ev ent at some point but haven't thought of it as a reason to write about it yet. When you have gathered the necessary information to write about yourself, it's a good idea to present your thesis without referring to personal experiences.There are ways to bypass personal experiences and still have a solid argument based upon facts. This is especially true in cases where you are just presenting your facts in relation to your thesis topic.In fact, if you are presenting your thesis about anything at all, you should always refer to personal experiences. You may be able to incorporate things from other people's experiences, but there is a very big difference between including a few facts and including everything you've ever experienced as a personal matter. For example, in the data used to support my thesis about my specific profession, I included the names of several friends and relatives who have worked for me. These people, in turn, included their own experience and the experiences of th eir colleagues.In addition, what people remember best is the personal details that they relate to others. This means that if you have included some of your personal details in your thesis about yourself, these will be reflected in your essay and will be remembered as personal experiences by those reading it.As an example, in the course about my thesis, I included a number of personal stories. However, I could have included several facts that were never a part of my own personal life.

Pros and Cons of International Medical Schools

Pros and Cons of International Medical Schools Student Resources Print Deciding to Attend an International Medical School By Andrea Clement Santiago facebook twitter linkedin Andrea Clement Santiago is a medical staffing expert and communications executive. Shes a writer with a background in healthcare recruiting. Learn about our editorial policy Andrea Clement Santiago Updated on January 02, 2020 Cultura Science / Matt Lincoln / Riser / Getty Images More in Student Resources APA Style and Writing Study Guides and Tips Careers When its time to choose a medical school, the process and options can be overwhelming, from selecting the right program, applying, and interviewing to managing loans and passing board exams. It can be expensive, time-consuming, not to mention the competitive process, but there are ways to navigate the system. International medical schoolsâ€"such as Ross University in Barbados and other accredited schools in the Caribbean, as well as Mexico, Asia, and Australiaâ€"offer a way to pursue your passion for medicine without having to wait for spots in domestic schools to open. In fact, one quarter of physicians in the U.S. have graduated from international medical schools. Going to a medical school abroad may sound appealing, but there are pros and cons any candidate must consider.  Heres a look at the opportunities and potential obstacles. Pros of International Medical Schools Less restrictive requirements, lower tuition costs, and possible U.S. residency opportunities are all favorable aspects of applying to foreign medical schools, particularly in the Caribbean. Consider these factors when figuring out if medical school abroad is the right fit for you. Higher acceptance rates: Many medical schools in the Caribbean accept a much higher percentage of applicants than schools in the U.S. in part due to less restrictive entrance requirements.  For schools outside the Caribbean, acceptance rates vary.Broader entrance requirements: GPAs and MCAT scores are typically lower than average among international medical school applicants, making these programs a realistic option to consider for those with lower scores.Less expensive than domestic counterparts: Tuition for international schools is usually cheaper than medical schools in America, which can lessen the burden of student loans and financial stress that many medical students face.U.S. clinical rotation opportunities: In many of the Caribbean schools, the first two years of basic science is done on their campuses overseas, while clinical rotations are done in U.S. hospitals. Though your home school is still overseas, you have the advantage of the same clinical exposure and opportunities as the hospitals home medical students. Many past students cite this as an advantage in applying to U.S. residencies. Other overseas medical schools allow students U.S. clinical rotation opportunities, though usually on a more case-by-case basis. Cons of International Medical Schools While the early stages of going to medical school abroadâ€"like applications and tuition feesâ€"may be favorable, there are differences and potential challenges, particularly after youve graduated. Grading systems: While many U.S. medical schools use an Honors/Pass/Fail grading system, many medical schools overseas use a traditional Aâ€"F system. You might feel that such precise grading systems can add additional stress to an already competitive atmosphere and post-graduate job market and industry.New environment: This can be either a pro or a con, depending on your perspective. Keep in mind that politics, social norms, and weather usually differ, too.Match challenges with U.S. residency: Though many international medical graduates successfully match into residency programs across the U.S., they do so at significantly lower rates than their U.S. graduate counterparts: approximately 48% of international graduates compared to 94% of U.S. graduates. Many schools in the Caribbean, however, state that a significant percentage of their graduates find positions outside the match.Additional certifications: After graduating from an international medical school, youll be required to take an additional exam, the Educational Commission for Foreign Medical Graduates (ECFMG), that isnt required for domestic graduates. Additionally, each time you apply for a state license or any certification, the process may be slower, since the documentation must be obtained from overseas.Less favorable perception: Patients and employers typically have a less positive opinion of  international medical schools.  Some employers prefer to hire doctors who have graduated from a U.S.  medical school. A Word From Verywell Your choice of medical school can impact your future career prospects, so if youre considering applying to an international medical school, these pros and cons could help make your decision a little easier. Keep in mind that there are other avenues to practice medicine as well. For example, if youre interested in primary care and want to stay and practice in the U.S., you might consider applying to an osteopathic medical program. Whatever you decide, its important to research your options carefully so your path is fulfilling, tailored to your goals and capabilities, and falls within your budget.

Should College Athletes Be Paid - 1591 Words

A Free Education Is Already Enough For College Athletes More and more it’s discussed daily on whether if college athletes should finally be paid, or remain unpaid, this topic is very important because college sports are very popular in the United States. College athletes should remain unpaid because it wouldn’t be fair to the other less watch sports that don’t bring in a lot of revenue, it wouldn’t be fair to the female athletes they wouldn’t be paid equally, college athletes already have advantages and receive benefits, and paying the athletes would only benefit the big named universities and not the smaller schools. College athletes were all recruited out of high school to play a sport for a university of their choosing, if the athletes were good enough they would receive a scholarship, that comes with a free education, free housing, and a free meal plan. A discussed topic is should college athletes be paid because of all the hard work and revenue that they bring towards their universities, or should they remain unpaid because they are already receiving enough. In the article â€Å"Pay to play: should college athletes be paid?† Many get scholarships, which help pay for their tuition, supplies, housing, and sporting equipment. According to the NCAA, college athletes often receive grants worth more than $100,000†. (Birkenses Bagaria Par. 8) A free education is already enough, college athletes get to go to school for free just because of their athletic abilities, which alsoShow MoreRelatedShould College Athletes Be Paid?1578 Words   |  7 PagesAshay Mehta Nou Per 8 Should College Athletes Be Paid? One of the hottest debates in the sports industry is if college athletes should be paid. If you want to pay these athletes, how would the college determine the dollar amount that should be paid? Should the basketball team make more than the football team? Should the the soccer team be paid as well? Cheerleading? Chess team? Should everyone on the team get a salary? What if your college is good at football and your basketball team is awfulRead MoreShould College Athletes Be Paid?1398 Words   |  6 Pagesbelieve that college athletes at the highest performing schools are better treated than others. Although they do not get paid, they do receive some benefits for being athletes that other students would not get. One advantage for playing a sport is access to scholarships that some schools reserve for their athletes. Depending on the school and the athlete’s performance, money towards tuition is often given. Only some schools are willing to grant â€Å"full-ride† scholar ships for certain athletes. AccordingRead MoreShould College Athletes Be Paid?1289 Words   |  6 PagesThroughout the years college sports have been about the love of the game, filled with adrenaline moments. However, the following question still remains: Should college athletes get paid to play sports in college? Seemingly, this debate has been endless, yet the questions have gone unanswered. The National Collegiate Athletics Association (NCAA) plays a vital role in this debate. The NCAA is a billion dollar industry, but yet sees that the athlete should get paid for their hard work and dedicationRead MoreShould College Athletes Be Paid?1334 Words   |  6 Pagesrising to the surface is â€Å"Should college athletes be paid?†. This has become a burning question. The NCAA is a multibillion-dollar industry, that makes millions, if not billions, in revenue. Yet it’s still maintains the non-profit status meaning that the industry is not set on making a profit and none of the revenue that is made is distributed to its members, managers, or officers. While most players who play in college sports are under a scholarship, that pays for the college tuition, books, and housingRead MoreShould College Athletes Be Paid?1364 Words   |  6 PagesHave you paid attention to all of the news that has been surfacing about collegiate sports lately? It is a big topic now days in the world of sports on weather college athletes should be getting paid to play sports. College athletics have gained great popularity of the past few decades, and have brought schools lots of revenue. A lot of college athletes think they should be getting paid for their services they do for their school. College sports like basketball and football generate over six billionRead MoreShould College Athletes Be Paid?1130 Words   |  5 PagesWhat college athlete would not want to be paid to play the sport that he or she loves? The real question is, though, should college athletes be paid fo r their roles in a college’s athletics? They are many points to each side of this recent controversial topic, which is why this has been made into such a hot debate in the past couple of years. As of right now, these athletes are not getting paid, but many of them truly believe that they should. Others believe that they already are being paid throughRead MoreShould College Athletes Be Paid?986 Words   |  4 PagesPaying the College Athlete The college athlete has steadily grown in popularity in the United States over the span of the past decades. Monetarily speaking, this increased publicity has been extremely beneficial for National Athletic Association (NCAA) and all the colleges involved in athletics which has sparked the dispute of whether or not the athlete should be paid for their hard work and dedication on the field and to their school or if the athletic scholarship is more than enough. College athletesRead MoreShould College Athletes Be Paid?1239 Words   |  5 PagesLindsey Simmerman Speech 102 T/Th 1:00-2:15 October 25, 2016 Should college athletes be paid to play? Specific Purpose: To persuade the class to agree with my stance on paying college athletes to play sports Thesis: College football is the hours players spend practicing and performing, the number of injuries the players face, and the persona these athletes must portray every day all the while watching their schools, coaches, and the National Collegiate Athletic Association (NCAA) get all the compensationRead MoreCollege Athletes Should Be Paid1254 Words   |  6 PagesSome college athletic departments are as wealthy as professional sports teams. The NCAA has an average annual revenue of $10.6 billion dollars. College athletes should be paid because of the amount of revenue that they bring to their college. Each individual college should pay its athletes based on how much revenue they bring to the college in which they attend. The colleges that win their Division title, their Conference title, or the National championship, give bonuses to the Head coach of thatRead MoreCollege Athletes Should Not Be Paid1558 Words   |  7 Pagesstudent-athletes participate in a variety of different s ports, and currently they do not receive paychecks for their performances. College athletics have attained an extensive popularity increase among Americans over the past few decades. This has resulted into increased revenues for the National Collegiate Athletic Association [NCAA] and the participating colleges, which has fuelled the debate of whether or not college athletes should collect an income. College athletes should not be paid to play

Analysis Of The Novel Lolita And The Sound Tells A...

Reader! Novel and Film’s Sound Tells a Story We can go through Vladimir Nabokov’s novel Lolita and find a plethora of passages with beautiful, descriptive, and meaningful writing. Nabokov’s 309 pages of art gives the world of literature something worth discussing, analyzing, loving, and adapting. The art of Lolita has been adapted into film by director Adrian Lyne with his filmed titled â€Å"Lolita†, released in 1997. In Lyne’s adaptation of Lolita we specifically see an important passage come to life; the passage shows us Humbert’s realization of Lolita’s â€Å"absence of her voice† (Nabokov 308). The importance reveals itself through the words Nabokov writes in his novel. In the film adaptation of the novel, we also find importance through cinematic elements like narration, cinematography, sound, editing, and Mise-en-scene. With both the passage and adaptation, we can study the meaning of the character Humbert and his love for Lolita. The first word of the passage gives us an example of Nabokov’s ways of writing Lolita; the first word appears to be â€Å"Reader!† (308). Nabokov addresses the reader to get the attention of us. Usage of addressing becomes obvious throughout the novel. Changing the direction of who he tells the story helps me better understand Nabokov’s difficult and dense writing. These addresses, which change from us and the jury of the court, give me the opportunity to pay more special attention to what the passage says and what Nabokov hides in these words.Show MoreRelatedEssay on Stanley Kubrick: Artist, Explorer and Pioneer3777 Words   |  16 PagesKubrick uses the medium of film to convey an understanding of the world around him. I see his work as art rather than entertainment and I propose his inclusion in Howard Gardner’s model of Multiple Intelligences. The basis of my argument lies in analysis of his work ethic, complexities, innovations and communication ski lls. Background Stanley Kubrick was born on July 26th, 1928. The Bronx New York was both his birthplace and childhood home. While there he had a relatively uneventful adolescence

Recognizing and Engaging Employees For Dummies †MyAssignmenthelp

Question: Discuss about the Recognizing and Engaging Employees For Dummies. Answer: Introduction: This paper discovered the vast information on high performance work practices and their influence on the functions of the organization. It aim to explain when the best practices becomes not best practices and the concept of high-performance work practices which are one of the best-way of confirming productivity of employees in the organization. Though, there is unanimity among different definition of high performance work practices that it has major influence on the performance of the organization however, the precise mixture of practices varies in different definition. The more productive workforce can be achieved when the practitioners and management scholars will provide their maximum attention towards employees. It is being said because encouraged, motivated and trained employees will normally desire to perform excellently in the same manner a well-organized machine operates in a function of the business. Management of Personnel includes the people management at the workplace. However, the function of the personnel is very serious and universal during the course of the organization as not a single subdivision or department can exist without the presence of people but, the individual concern of dealing with the issues related to employees rests on the department of personnel. Management of individuals is a tough job mainly in the period of extreme competition in the market and rise in the global market share. It states that the HR Manager (Human Resource) of the 21st century of a multinational company is expected to be challenged with the problem of handling and filling the unoccupied or vacant positions with skilled and right people (Haas, 2017). Organizations require those personnel who can operate in various cultural situations; it is considered as a criterion for chasing global policies. Globalizing is essential to disabling the burdens from the current financial crisis that is quivering the basics of the most powerful economies of the world (Hossain, Campbell, Harrison, McKinley and Shah, 2011). HPWPs (High-performance work practices) are a technique of confirming that personnel is managed excellently in order to become extremely productive and dynamic in the workplace (Sparham and Sung, 2017). Best Practices- Not Best practices Best Practices indicates that there is only single way or method but this is not always possible, i.e. everyone cannot fit in single size. If there will be only one best possible way to perform some task or job then every company will be following the same way or method in a similar way. The company's success is dependent on bringing something new to the market or performing a similar task in a different manner. However, it should be noted that performing something different always makes sense if it is adding value and can help in sustaining for the long term in the market but being different in itself does not provide any benefit (Quantech Solutions, 2014). Only one best practice overlooks both the external and internal features of the companies. In the internal premises, companies perform differently; they have diverse teams of management and culture. It can be seen from the companys history and people. In the outer boundary companies perform in various countries, regulations, and climates (Anthony, 2008). Therefore, to assume or expect that there is one best practice which is accepted universally is wrong. On the other hand, it is very much beneficial to have a look at what our company is performing in comparison to a competitor (benchmarking), and putting efforts to have an accurate "Best Practice" assessment that our company should implement. Moreover, it is very important to consider the limitations that arise while using the concept of best practices in the company such as the strategic differentiation of an organization can be diluted due to best practices, the industry model can become limited due to best practices, best practic es can uncover the original worldviews, and best practices can reserve practical area power (Eilertsen, 2017). An overview of High-Performance Work Practices High-Performance Work practice is not a fresh model or method is the HRM (human resources management) as the thought of handling people efficiently is present long ago. But still, the detailed description of high-performance work practice is not present, and the exact mechanisms that create the practices rest in the form of a question (Ebejer, 2010). This results in a conclusion which was drawn by the academics that the exact meaning of HPWPs is the matter to nonstop debate. (Sung and Ashton, 2011). Besides these broadly believed opinions, the HPWPs has the similar meanings that were presented by several authors such as Patel and Conklin, Ramsay, and Huselid and Rau, as a high-performance work systems, others like Purcell state it as a high commitment management (HCM) whereas, Huselid and Delaney use advanced practices of HRM (PHRMP) (Ramsay, Scholarios and Harley, 2000). Many of the scholars also make use of the word high-performance work organizations (HPWOs). Besides this huge confusion, the fundamental purposes and values of these terms are identical. Hence, high-performance work practices can be stated as the practices which the HR Manager accepts to enhance the performance of the employees in the organizations (Sung and Ashton, 2011). HPWPs can be defined as those dignified processes which are utilized to check the effectiveness of human resources on the performance of the firm. Whereas, it is also considered as a group of balancing work practices layering three comprehensive classes which comprise; high involvement practices of the employee, commitment and reward practices, and human resource practices in an organization (Patel and Conklin, 2012). The implication of these descriptions proposes that HPWPs are one of those group of HR practices that are capable in filtering the abilities of the workers or inspiring them to be more creative (Huselid, 2014). Types of High-Performance Work Practices Various types of HPWPs are recognized by some of the professors from a Universalist, Contingency and the configurational viewpoint. The Universalist perception proposes that few of the HR practices are possible to provide maximum outcomes when accepted regardless of nature, people, and type of organizations. Whereas the supporters of Contingency consider that a mixture of the practices of the HR will only give results if it is applied in the definite organizational set or in a particular workers group (Wood, 2018). Universalist Supporters consider that HPWPs can be executed to enhance the performance of the personnel in the organization across the world. While this can be conceivable if corporations are capable to classify the packages of best fit and capable to diffuse these packages successfully during the course of the organization. The Contingency theorist thinks that it is not a mixture of correct packages that create the desired result but somewhat, the degree to which the practices operates with each other and the framework in which they are implemented. At the same time, the configurational opinion defines those boundaries, associations, and structures by which a business works (Armstrong and Taylor, 2014). Whether from a Configurational, Contingency, or Universalist viewpoints, the simple high-performance work practices as acknowledged by academics are narrowly connected and inclined to address exact zones in employment associations. HPWPs is categorized by Huselid in 2 dimensions; workers motivation and workers skills whereas Delery and Doty recognized 7 HPWPs from the study that are; career opportunities, job description, profit sharing, appraisals, job security, employee participation, and training. Youndt categorized High-performance work practices into 2 sets i.e. the administrative behavior human res ource system and human capital enhancing system (Jery and Soua, 2014). Phil and MacDuffie acknowledged analyzing simple HR practices i.e. the behaviour problem-solving skills, decentralization of effort, employee involvement practices, online teamwork, suggestion programs and job rotation. While, Pfeffer recognized behavior key HPWPs i.e. distributing performance and economic information, employing selectively, comparatively high rewards and wide-ranging training, employment security, self-managed team, extensive training, and minimal status distinction (Dickson, 2018). Ashton and Sung characterized HPWPs into 4 sets that are; employee's involvement in decision making, rewards, practices that help in employees performance, and knowledge and information sharing (Sung and Ashton, 2011). Whereas, Chow recognized 30 HPWPs and characterized them into 7 sets that are; training and development, compensation/ benefits, employee relations/participation, promotion and career development, dignified HR system, reimbursement/benefits, recruitment and selection, and planned orientation of HRM. Zhang and Li acknowledged a package of six HPWPs involving promotion, sharing of profits, training, performance appraisal, well-defined jobs, and participation. However, Champion divided its best practices into 3 relevant parts i.e. evaluating proficiency information, unifying the information and consuming the capability information (Timiyo, 2014). Therefore, it can be perceived that HPWPs are the practices that determine the relationship between employer and personnel and the strategies of the HR are guiding such relationships (Cognitive Performance Group, 2013). This covers the 3 wide-ranging areas such as practices of human resource, high involvement of employee, and commitment and reward. These 3 areas are presented below: High Involvement of Employee - Employee involvement is said to be creating an environment through which employees get involved in the process of decision making of the organization. It is not considered as a goal or even as a practice in various organizations. Rather, it is a philosophy of leadership and management about how employees are empowered to contribute to the constant development and the continuing achievement of their work organization (Heathfield, 2018). Employee involvement can be very significant to effectiveness in the present environment of the business. The Gallop Organization, that learned employee involvement in 36 companies `of approx. 7939 business units, identified that involvement of the employee was effectively linked with the performance in a variety of parts, comprising increased satisfaction of the customers, reduced employee turnover, productivity, and profitability. The range of employee involvement was considerable. Practices of Human Resource HRM (Human Resource Management) is a prearranged method to handle individuals well for excellent performance. Its purpose is to create a more open, easy and kind management style such that employees will be inspired, advanced and controlled in a method that they can provide their best performance in order to help in the missions of the department (CSB, 2018). The HRM process is a chain of links which involves planned or intended HR practices results in, definite HR practices, which results in perceived HR practices, and then to responses of the employees, and lastly to the performance of the organization. The HRM Performance Casual chain The above figure stresses on two significant truths about the relations among HRM and performance. First, it highlights that there is frequently a variance between what is said by the management about their doings and what actually the management of the company does with their employees. Line managers, along with group leaders and supervisors, are answerable for changing much of the administrations purposes for HRM into definite HR practice, with the help of the resources provided to them. It is valuable to take HR practice as a broad series of real administrative behaviour. The second fact that the above figure reflects is if the administration wants to bring valued organizational results, it has to influence the attitude, behaviour, and beliefs of the employees. The behavior of the employees is important for analysing whether the anticipated organizational results will be attained, and is inclined by the perception of the employee, and their reasoning and actual answers to, HR prac tices. Main gaps between management purposes and apparent management activities frequently weaken employee loyalty and trust and therefore affect performance results (Boxall and Macky, 2007). Effective practices of HRM are contributory as they assist in attaining the objectives of the department and increase productivity. Some of the practices of HR are: HR is the first impression of potential employees Department of the Human resource must try to not only be well-organized and prepared with new employs but must actually think of themselves as the initial ones to welcome a newly hired personnel and create an optimistic impression on them (Gerber, 2018). They should take care of the needs of the newly hired employees as it is their responsibility which must be performed carefully. Put it in writing and set open expectations It should not be assumed by the human resource management and the organization that the newly hired employee knows about their expectations. The thing which looks to be simple but it is very difficult for another person. A straightforward handbook must be developed for the employees that can address the essentials comprising etiquette related to email, job descriptions, payment methods, attendance expectations. Screen for Culture fit All the organizations follow some type of culture. It is up to the entrepreneur to select to describe and shape it or let it cultivate on its own. Selecting an applicant as per the culture of the organization is very difficult. Understand Motivation A HR manager should have knowledge about the aspects that help in motivating employees. Money and financial rewards are not always the appropriate methods to provide the employees a drive. Every department of HR should plan some programs of non-financial rewards such as highlighting special employees, mentoring lunches, or better parking. Money is not considered always the best driver of strong employees (Technology Marketing, 2013). Be transparent Generation Y deeply highlights culture at workplace, transparency, and benefits. Occasionally these matters even undermine salary considerations. Hence, the most vital practice of HR is that each business must implement culture and emphasize the business transparent culture during the interviews (Martin and Whiting, 2016). Be Consistent After setting the suitable measures and strategies, it is important to ensure that all these set rules and strategies that are being enforced should be followed regularly across all staff members. Nothing weakens your respect for the view of playing favourites. Even if staff members do not like some strategies and are being imposed regularly it makes much more challenging to be questioned. Involve personally At the time company develops or grow, the owner should select their own battle properly and hiring people is very critical as it the heart of the company. Ultimately the owner has to hire the HR manager, but by involving in every activity of the company sets a standard which reflects how the company operates and who is the head. Reward and Commitment Practices Nowadays companies are reflecting a high commitment towards strengthening of reward practices that are associated with other various practices of HR and the organization objectives for motivating, retaining, and attracting employees (Management Study Guide, 2018). Operative reward practices support in inviting result focused expert who can flourish and thrive in the environment which is performance-based. Therefore, it is a motivator and may add something to the development of the employees productivity if executed properly. An operative reward system should be of administrative behaviour along with the system of performance development, which emphases on the payment based on performance and provide plenty of learning opportunities with a strong work environment. Inconstant pay plays a vital part in refining the performance of the employee mostly the top performers instead of the stable pay packages. An effective reward system management might have a valuable result on the performance in numerous ways such as inspiring a feeling of ownership between the employees, may enable long-term emphasis with nonstop development, decreases service operating costs, endorses teamwork, reduces employee disappointment and improved interest of the employees in the companys financial performance. Some of the companies such as General Mills provide a reward to their employees for achieving new skills that can add extra value to the performance of the organization and thus enable cross training, self-managed work teams, and job rotation. Some of the organizations also identify excellent performance by offering lump-sum merit awards and recognition awards for achieving long-term beneficial outcomes and winning employee commitment. For instance, TISCO follows on the spot reward scheme i.e. Shabashi Scheme, in which they provide annual and monthly rewards to the employees. Impact of High-Performance Work Practices High-performance Work practices are a combination of Human Resource practices which have a major influence on the employees performance and positively affect the performance of the organization. Bigger firms essentially own high market power and more resources to strive in the market by exploiting their resources to achieve a competitive advantage that can be improved by the High-Performance Work Practices. Industries differ in the context of their opportunities and pressures that in return disturb the performance of the firm. Big firms have the extra advantage of their resources in order to compete with their competitors and performing different strategies that have an effect on the Human Resource practices (Ismail, 2012). Business with diverse ownership varies in the matter of availability to capital and market exposure declares that the factors of the external environment in which the company function have an influence on the performance of the company. Globalization sets a pressu re on the companies to possess best HR practices in order to survive in the competitive market. In order to implement high involvement the management of the company should practically plan every main feature of the organization in a different way. Ledford and Mohrman established the self-design method in 1993. The self-design change strategy needs supervisors to improve a vision of the organization and define it in wide terms. Self-design is operative as the program to a high-involvement system needs a very high level of learning between front-line employees and managers. By engaging in the growth and investigating process of system changes, managers and employees get the opportunity to receive the required information in order to make the variation and develop the skills and knowledge anticipated to change successfully. In self-design, changes are recognized and applied iteratively as units of business recognize a proper beginning point for the change, plan and test the new system, and make corrections. Over time, members in the procedure re-design extra systems and form their change management and skills of system design. This policy for change is suitable in managing changes in large-scale where all possibilities and dealings cannot be identified in advance, and where companies and their employees are necessary to absorb considerably new conduct patterns to provision the anticipated change to the high involvement work system. There are various reasons why a process of participatory change is higher for executing high-involvement management. Beyond the information, skills, and knowledge, employees gain by the process of participation; it creates engagement at every level by affecting opinions, approaches, and behaviours. Participation also creates positive approaches in the direction of the change to high involvement. At the time people involve in the new system designing, they become individually devoted in creating the system prosper. Lastly, participation in the process of design creates the behaviours suggestive of extremely engaged employees. By in volving in the process of design, employees start acting in different ways that go outside of their contracted job descriptions to add something to the organizational efficiency. They start applying broader range of skill, information and proficiency to the problems of the organization. Therefore, employees gain knowledge by providing their effort, time, and information to the organization. Over time, the process of self-design regularizes these conducts, making an environment of high employee engagement. High involvement practices offer the power of decision making to the employees, training to increase their skills and knowledge to make and execute decisions successfully, information about the performance of the unit, and rewards for the efforts. This leads to a win-win situation for managers and employees. Employees always enjoy performing at the workplace with high employee involvement, and manager gains improved performance from this approach (Konrad, 2006). Human Resource Practices The time strategies of HR have been established, the idea should be implemented. Many times, companies spend money and time while making plans that are stored in the database and never used. By making a feasible HR strategy, companies can avoid this drawback and cultivate a plan that can assist them in improving the performance of their business (Schmidt, 2014). The HR strategy, though a motivating force of the company, required to be flexible to fulfil the companys altering needs. Executing a new strategy can be puzzling and exhausting. Executives of the company may be unwilling to follow with new methods or strategies of human resource planning. It must be noted, however, that the companys leadership sets the standard for the employees of how to respond to the new systems. If the executives of the company hold the new plan and determine a willingness to apply the HR strategy, then it is applied that the rest of the employees in the company will definitely follow it. A slow execution of the policy or scheme might be used, aiming at adding the single feature at a time to let existing employees become familiar with the new principles or standards. This may be revealed in the assessment and rearrangement of the packages of compensation. In place of presenting a new pay scale, new job responsibilities and a fresh process of hiring in the single meeting, it might be more sensible to present the fresh pay scale on one week, and the process of new employee hiring after some weeks (Martin, 2014). For a strategy of HR to be operative, it should be assessable. Defining measurable and specific purposes are essential to confirm that the policy is functioning and that it is valuable. These purposes should provide a clear sign of how the achievement of a policy will be measured. Once the company has got their operative system for assessing and estimating the performance of the employee, they have to properly provide a reward to the employees who regularly perform well. As per the situation, the performance reward of an individual can involve one or more of the following: Compensation Compensation means the recompense provided to an employee in return for the services provided by them. The offered compensations level is based on various factors, comprising salaries offered by similar companies for same parts, the skill set of the employee and efficiency and the present and projected financial strength of the company. Executive compensation is a slighter term that talks about the financial payment offered to senior executives, mostly the CEO of the company. At this level, the compensation mostly consists of a variety of options like bonuses and stocks of the company. Compensation management is said to be a function of business that permits business to invite and retain important talent, keep existing employees happy and allow the behavior to perform beneficially (HR Zone, 2018). Benefits and Perks Benefits of the employee are said to be non-salary compensation that differs from one company to another. Benefits are non-cash payments and indirect in a package of compensation. They are offered by the companies besides salary to make a competitive package for the prospective employee (Cascio, 2018). Other benefits can differ between businesses and industries and are occasionally referred to as a fringe benefits. These perks, also called as benefits in kind can include medical, use of company car, bonuses, pensions, life insurance, profit sharing, free meals, childcare, disability, paid vacations, stock options, personal days, gratuity, company holidays, sick leave, retirement and , other time off from work, etc. (Doyle, 2018) Recognition Recognition is an acknowledgment of the person who has done something valued. A leader makes his/her employees feel vital by identifying or recognizing them and building an environment that is helpful towards others activities (Nelson, 2015). Appreciation Employee appreciation means efforts made by the companys management to praise, acknowledge, and recognize employees for their offerings to the goals of the company. This appreciation can be stated in various ways, from verbal interaction to offering rewards. Few of the companies arrange periodic meetings where they announce and acknowledge the person who has performed excellently however other companies will form a specific day to display their appreciation (Nelson, 2017). Rewards must be ascended to the accomplishments and regularly executed in the whole organization. A company will not provide anyone a 10% increase just showing up on time. However, an excellent performer who brings a new way to 10% production cost of the company might get a bonus and noticeable recognition in front of his/her peers. The key goal of rewards is to provide employees concrete reasons to regularly enhance their performance and support company to grow and develop (Ferguson, 2018). In the conclusion, it can be said that there is not always a best possible way to solve the problems or achieve success in the business world. If there is one best practice to solve one problem it doesn't mean that it will solve the problems of the different organization because the circumstances, climate, culture, and functions change according to time. Along with this, the above essay has also highlighted the concept of high-performance work practices which states that the practices which are accepted by the HR Manager of the company and provide best results are considered as the high-performance work practices. Along with this, these are the practices that determine the relationship between employer and employees and the policies of the HR are guiding such relationships. The practices involve three wide-ranging areas like High involvement of Employee, Practices of Human, and Commitment and Reward Practices. From the above analysis, it can be said that the organization who involve their employees in the decision-making process are considered to be successful in the market and make a good image in the eyes of the customers. Human Resource Management is a pre-planned activity which is very important for every organization to perform effectively in the market. Well-organized practices of Human Resource Management are very helpful because they support in achieving the departments goals or objectives and enhance productivity. There are various Human Resource Practices which are used in an organization and are discussed above. Nowadays organizations are getting committed towards rewards system and trying to strengthen the practices of reward in order to achieve organizations goals by attracting, motivating, and retaining the employees. This reflects that the high-performance work practices have a major influence on the performance of the organization and supports in retaining employees and customers. Further, the above essay has provided the execution of high-perfo rmance work practices. References Timiyo, A.J. (2014) High Performance Work Practices: One best-way or no best-way. IOSR Journal of Business and Management, 16(6), 8-14. Sung, J. and Ashton, D. (2011) High Performance Work Practices: linking strategy and skills to performance outcomes [online]. Available from https://www.longwoods.com/articles/images/High%20Performance%20Work%20Practices_UKReport2011.pdf [Accessed 4 April 2018] Ramsay, H., Scholarios, D. and Harley, B. (2000) Employees and High-PerformanceWork Systems:Testing inside the Black Box. British Journal of Industrial Relations, 38(4), 501-531. Hossain, N., Campbell, B., Harrison, E., McKinley, B., and Shah, P. (2011) The impact of the global economic downturn on communities and poverty in the UK [online]. Available from https://www.jrf.org.uk/sites/default/files/jrf/migrated/files/experiences-of-economic-downturn-full.pdf [Accessed 4 April 2018] Patel, P.C., and Conklin, B. (2012) Perceived Labor Productivity in Small FirmsThe Effects of High-Performance Work Systems and Group Culture Through Employee Retention. Entrepreneurship Theory and Practice, 36(4), 205-235. Huselid, M.A. (2014) The Impact Of Human Resourcemanagement Practices On Turnover,Productivity, And Corporatefinancial Performance. Academy of Mangement Journal, 38(3), 638-872. Wood, S. (2018) The four pillars of talent management systems: A solid HR foundation [online]. Available from https://searchhrsoftware.techtarget.com/essentialguide/The-four-pillars-of-talent-management-systems-A-solid-HR-foundation [Accessed 4 April 2018] Armstrong, M., and Taylor, S. (2014) Human Resource Management Practice. 13th edn. UK: Kogan Page Limited. Jery, H. and Soua, S. (2014) Strategic Human Resource Management and Performance: The Contingency Approach Case of Tunisia. International Journal of Humanities and Social Science, 4(6), 282-291. Dickson, T. (2018) The Human Equation: Building Profits by Putting People First by Jeffery Pfeffer [online]. Available from https://www.strategy-business.com/article/15825?gko=e5535 [Accessed 4 April 2018] Cognitive Performance Group (2013) Best Practices in Competency Modeling [online]. Available from https://cognitiveperformancegroup.com/2013/10/09/practices-competency-modeling/ [Accessed 4 April 2018] Gerber, S. (2018) 10 Best Practices For Your Human Resources Department [online]. Available from https://www.americanexpress.com/us/small-business/openforum/articles/10-best-practices-for-your-human-resources-department/ [Accessed 4 April 2018] CSB (2018) Human Resource Management Good Practices [online]. Available from https://www.csb.gov.hk/hkgcsb/hrm/e-good-practices/e-gp.htm [Accessed 4 April 2018] Heathfield, S.M. (2018) Employee Involvement [online]. Available from https://www.thebalance.com/employee-involvement-1918100 [Accessed 4 April 2018] Konrad, A.M. (2006) Engaging Employees Through High-Involvement Work Practices [online]. Available from https://iveybusinessjournal.com/publication/engaging-employees-through-high-involvement-work-practices/ [Accessed 4 April 2018] Haas, M.D. (2017) Employee perceptions of High Performance Work Practices and its relationship with stress and work well-being [online]. Available from https://arno.uvt.nl/show.cgi?fid=144424 [Accessed 4 April 2018] Sparham, E. and Sung, J. (2017) High Performance Work Practices: Work Intensification or 'Win-win'? [online]. Available from https://www.beprodevelopment.co.uk/wp-content/uploads/2017/01/The-case-against-HPW-practices.pdf [Accessed 4 April 2018] Management Study Guide (2018) Performance Management and Reward Practices [online]. Available from https://www.managementstudyguide.com/performance-management-and-reward-practices.htm [Accessed 4 April 2018] Martin (2014) How to Design and Implement an HR Strategy [online]. Available from https://www.cleverism.com/design-implement-hr-strategy/ [Accessed 4 April 2018] Ferguson, S. (2018) Defining, Measuring, and Improving Employee Performance [online]. Available from https://www.thehartford.com/business-playbook/in-depth/implementing-employee-rewards-programs [Accessed 4 April 2018] HR Zone (2018) What is Compensation? [online]. Available from https://www.hrzone.com/hr-glossary/what-is-compensation [Accessed 4 April 2018] Ismail, S. (2012) The Impact of High Performance Work Systems on Firm Performance in MNCs and Local Manufacturing Firms in Malaysia. International Journal of Economics and Management Engineering, 6(11), 3034-3044. Anthony, S. (2008) When Are Best Practices Not Best Practices? [online]. Available from https://hbr.org/2008/04/when-are-best-practices-not-becm_sp=Article-_-Links-_-End%20of%20Page%20Recirculation [Accessed 4 April 2018] Boxall, P. and Macky, K. (2007) High-performance work systems and organisational performance: Bridging theory and practice. Asia Pacific Journal of Human Resources, 45(3), 261-270. Nelson, L. (2017) The Importance of Employee Appreciation [online]. Available from https://bizfluent.com/about-6614787-importance-employee-appreciation.html [Accessed 4 April 2018] Schmidt, L.L. (2014) What are High Performance Work Practices? [online]. Available from https://www.thewisdomthatworks.com/high-performance-work-practices/ [Accessed 4 April 2018] Ebejer, C. (2010) High performance work practices [online]. Available from https://www.timesofmalta.com/articles/view/20100404/business/high-performance-work-practices.301105 [Accessed 4 April 2018] Nelson, B. (2015) Recognizing and Engaging Employees For Dummies. 3rd edn. U.S: John Wiley Sons. Doyle, A. (2018) Types of Employee Benefits and Perks [online]. Available from https://www.thebalance.com/types-of-employee-benefits-and-perks-2060433 [Accessed 4 April 2018] Cascio, W. (2018). Managing human resources. 8th edn. McGraw-Hill Education. U.S: McGraw-Hill Education. Quantech Solutions (2014) Better Practices - why not Best Practice [online]. Available from https://www.quantechsolutions.co.uk/better-practices-why-not-best-practice.htm [Accessed 4 April 2018] Eilertsen, S. (2017) Best Practices Arent Always Best [online]. Available from https://www.clomedia.com/2017/01/26/best-practices-arent-always-best/ [Accessed 4 April 2018] Technology Marketing (2013) Implementing High-Performance Work Practices in Healthcare Organizations: Qualitative and Conceptual Evidence/Practitioner Application [online]. Available from https://unified-communications.tmcnet.com/news/2013/12/16/7596126.htm [Accessed 4 April 2018] Martin, M. and Whiting, F. (2016) Human Resource Practice. 7th edn. U.K: Kogan Page Publishers.

Times Oldest Debate Essay Example For Students

Times Oldest Debate Essay Times Oldest DebateRaffikkiPeriod 2According to recent studies, planet earth formed approximately four and ahalf billion years ago. Since then, the earth has undergone many evolutionarychanges. Earth began as a swirling gas which condensed to create an immenseland mass. The ancient earth was basically the same as todays earth except forthe environment. The atmosphere of the ancient earth was quite different,containing more carbon and nitrogen gases than oxygen. The former atmosphere iswhere much of present day organic molecules such as proteins, lipids, andenzymes were created in abundance. By chance or simply because of the laws ofnature, those life producing compounds bonded together to create the oldestknown life form on earth a bacterium. Other life forms evolved from thebacterium through natural selection. These microscopic organisms formedsymbiotic relationships with each other and produced larger, multicellularorganisms, such as man. It may seem like a gigantic leap, bacteriu m to man, butgiven billions of years, it is certainly possible. It is true that The Bibleholds certain truths which would imply a reliable source of information; however,some parts of The Bible are not true at all. According to science, life evolvedin the following order: bacterium to fish, fish to various land animals, andanimals to man. Coincidentally or divinely, The Bible states that God said,Let the waters teem with fish and other lifelet the earth bring forth everykind of animalLet us make man (Genesis 1:20-26). The Bible accuratelydepicts the order in which life was established. But how could the primitivepeople who wrote The Bible know the order of which life was created withoutscience to aid them? This evidence would stand to prove that The Bible truly isthe word of God Himself. However, evolutionists would prefer to believe thatthe writer of The Bible was an incredible guesser. That is because many partsof The Bible seem to be written based on conjectures of what people of the timethought was correct. An example of this would be from Genesis, God made twogreat lights the greater light to govern the day and the lesser light togovern the night (Genesis 1:16). Obviously the greater light is the sun andthe lesser light is the moon; however, the moon is not a light, it is a planetthat reflects light. The people who wrote The Bible did not know that the moonwas a planet; nor did they know that other planets even existed. So, theydescribed the moon as a source of light just as the sun is a source of light. We will write a custom essay on Times Oldest Debate specifically for you for only $16.38 $13.9/page Order now The writers of The Bible made a good guess; nevertheless, they were wrong. Thisis not to say that the entire Bible is completely inaccurate, but explanationsconcerning the creation are a little vague. Such an unclear source should not beheld accountable to explain the origin of mankind. Other proof that the biblical account of creation is wrong lies withinthe process of carbon and uranium dating, and fossil records. Carbon dating isthe process of determining age by counting the amount of radioactive carbon in afossil or corpse. When a creature is living, it has a certain ratio ofradioactive carbon in it. That radioactive material decays at a fixed rate whenthe creature dies. Scientists know the fixed rate and can therefore determinehow old a carcass is by counting how much radioactive material remains insidethe carcass. Carbon dating is useful for dating remains less than fiftythousand years old. Using carbon dating, scientists have discovered fossils ofanimals that lived five times as long ago as creationists say is possible. .u84a66fb514d3155ebd8edb1277141003 , .u84a66fb514d3155ebd8edb1277141003 .postImageUrl , .u84a66fb514d3155ebd8edb1277141003 .centered-text-area { min-height: 80px; position: relative; } .u84a66fb514d3155ebd8edb1277141003 , .u84a66fb514d3155ebd8edb1277141003:hover , .u84a66fb514d3155ebd8edb1277141003:visited , .u84a66fb514d3155ebd8edb1277141003:active { border:0!important; } .u84a66fb514d3155ebd8edb1277141003 .clearfix:after { content: ""; display: table; clear: both; } .u84a66fb514d3155ebd8edb1277141003 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u84a66fb514d3155ebd8edb1277141003:active , .u84a66fb514d3155ebd8edb1277141003:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u84a66fb514d3155ebd8edb1277141003 .centered-text-area { width: 100%; position: relative ; } .u84a66fb514d3155ebd8edb1277141003 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u84a66fb514d3155ebd8edb1277141003 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u84a66fb514d3155ebd8edb1277141003 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u84a66fb514d3155ebd8edb1277141003:hover .ctaButton { background-color: #34495E!important; } .u84a66fb514d3155ebd8edb1277141003 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u84a66fb514d3155ebd8edb1277141003 .u84a66fb514d3155ebd8edb1277141003-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u84a66fb514d3155ebd8edb1277141003:after { content: ""; display: block; clear: both; } READ: Bipolar disorders EssayUranium dating is similar to carbon dating except that it is used for datingthings much older than fifty thousand years, such as the earth. Using uraniumdating, scientists have accurately calculated the age of the earth to be fourand a half billion years old and the age of the earliest living creature to bethree and a half billion years old (Campbell 505). Carbon and uranium datingfurnish indisputable evidence that the biblical account of creation is wrong andevolution has occurred. The most conclusive proof that man has evolved fromlower life forms lies within the physical characteristics of man and hisrelation to other creatures. One physical examp le that man evolved is thevarious stages of a developing embryo. For example, while a human is still inearly embryonic stages, it has gill slits. While the gill slits never fullymature, they serve as evidence that mans ancestors at one time had gills. During another period of embryonic development, a human has a tail. Sometimes,a human is actually born with a tail. The tail is evidence of a traitpreviously owned by an ancestor, but was discarded thousands of years ago. Thisis not to say that tails and other physical features are simply cast off, butafter years of disuse, a feature will grow smaller and eventually disappear. This is also evident in the growth of certain animals as well. At certainstages of development, the embryos of various mammals, birds, fish, and humansare indistinguishable. Further evidence suggesting evolution is vestigialorgans (organs that are of little or no use to the organism). For example,whales possess a pelvic bone which would serve a purpose for functioning legs,and yet they have no legs. Millions of years ago sea creatures came onto land,acquired legs, then returned to the sea where legs were not needed. The pelvicbone is vestigial in whales because it no longer serves a purpose. Another morefamiliar vestigial organ is the human appendix. It serves absolutely no purposeand, for some humans, is even removed. Embryonic proof, and vestigial organs aresufficient evidence that man has evolved from lower organisms. While creationists may believe evolution is wrong in defense of theirbelief in God, evolutionists have extensive evidence to strengthen their claimthat man is the result of evolution. Evolutionists say that man is a highlyevolved ape-like creature. There is scientific evidence to prove that claim. There is also proof that evolution is occurring today. Modern apes are aperfect example: they portray almost identical physical characteristics to thatof man, use tools, and are learning to speak using sign language. Apes are notonly similar to man physically and intellectually, but genetically as well. Human and ape DNA are ninety-nine percent identical. In fact, genetically,humans are more closely related to the ape than the ape is to the orangutan. Regardless of this scientific evidence, creationists will continue to believethat mankind was created by God. Of course, the creationists view only holdsif there is belief that The Bible is the true word of God. If mankind had nobelief in The Bibles account of creation, the Book would remain a work ofmythology. The Bible requires no ordinary belief, however, but a gigantic leapof faith because there is absolutely no evidence God created mankind. The onlyevidence of creation is in the opinions of millions of creationists.But ifopinion or belief were to be the only basis for determining human origin,couldnt mankind believe in literally anything and claim it for fact? Humanscould believe the mythical god, Zeus, created mankind! Its a sad truth, butcreationism is a relic in a world where the concept of evolution logicallyexplains the origin of mankind. .ub8a74567d368e02d316882ea838352d7 , .ub8a74567d368e02d316882ea838352d7 .postImageUrl , .ub8a74567d368e02d316882ea838352d7 .centered-text-area { min-height: 80px; position: relative; } .ub8a74567d368e02d316882ea838352d7 , .ub8a74567d368e02d316882ea838352d7:hover , .ub8a74567d368e02d316882ea838352d7:visited , .ub8a74567d368e02d316882ea838352d7:active { border:0!important; } .ub8a74567d368e02d316882ea838352d7 .clearfix:after { content: ""; display: table; clear: both; } .ub8a74567d368e02d316882ea838352d7 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub8a74567d368e02d316882ea838352d7:active , .ub8a74567d368e02d316882ea838352d7:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub8a74567d368e02d316882ea838352d7 .centered-text-area { width: 100%; position: relative ; } .ub8a74567d368e02d316882ea838352d7 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub8a74567d368e02d316882ea838352d7 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub8a74567d368e02d316882ea838352d7 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub8a74567d368e02d316882ea838352d7:hover .ctaButton { background-color: #34495E!important; } .ub8a74567d368e02d316882ea838352d7 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub8a74567d368e02d316882ea838352d7 .ub8a74567d368e02d316882ea838352d7-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub8a74567d368e02d316882ea838352d7:after { content: ""; display: block; clear: both; } READ: The effects of the RussoJapanese War on WW1 EssayWorks CitedCampbell, Neil A. Biology Third Edition. California: The Benjamin/CummingsPublishing Company, Inc., 1993. The Living Bible: Paraphrased. 1971 ed. Wheaton, Illinois: Tyndale HousePublishers, 1971. Wertheim, Margaret. Science and Religion: Blurring the Boundaries.Omni Publications International, Ltd. October 1994: 36. Religion: SIRS, Vol. 4. 77. Religion