Entrepreneurship 320 Movie Review Example | Topics and Well Written Essays - 250 words

Entrepreneurship 320 - Movie Review Example complete factory that was later named, â€Å"North Shore Soap Factory.† Market gaps were identified, and the products were designed to capture prospective consumers. A spa inspired boutique was established. Product differentiation was undertaken after more original recipes were established. The two founders of the North Shore Soap Factory attribute their success story to the following reasons; Richard Schmelzer realized a potential business empire from an idea generated by his wife Sheri and their kids. The idea relied on decorating shoes with rhinestones and clay charms. Sheri Schmelzer is a witness that entrepreneurial skills can sprout from creativity, timing, and patience. Rich took the business idea and created Jibbitz. The company specializes on producing accessories for Crocs shoes. He attributes the success to timing. His business was defined by the ability to capitalize on ideas no matter how small they appear. Entrepreneurial skills do not necessarily arise from strong business ideas, ideas as small as those of Rich’s wife and kids bear potential success. Jibbitz success story revolves around the spheres of capitalizing on potential business ideas and establishing the appropriate time to capture the existing market trends (Hutt p

A Business Research Proposal of British Airways

A Business of British Airways - Research Proposal Example The role of social media is very critical in today’s market, as business are desperate of attracting new customers and retaining the new ones as there is intensified competition in the market share of the customers (Kaplan & Haenlein 2010, 63). The airline industry is one of the most competitive markets in the service sector. Major airline operators in the industry are fighting to not only understand the needs of their customers but also in tracking their level of satisfaction with their services (Prokesch 1995, 109). As a result, the utilization of modern social technologies in reaching the customers has become a fundamental practice to enhance competitiveness among key players in the industry. A key player in the airline industry in the United Kingdom is the British Airways that owns about 47 per cent of UK airline market share (Mills 2003, 17). The purpose of the research study is focusing on the role of the social media on the British Airway Company as part of the company’s Customer Relationship Management strategy (CRM). As a result of the low differentiation of the services offered in the industry, the airline industry has become one of the markets under stiff competition in the service sector. As a result, major firms operating in the sector are adopting devise innovative strategies to improve their relationship with their customers through the Customer Relationship Management systems (Belobaba et al. 2009, par 1). The social media has developed to be one of the most effective and convenient platforms due to its popularity where customers are engaged, and communication is also enhanced. CRM has been related to understanding the needs of the customers and addressing them in a timely manner thus social media plays a key role  in enhancing effective CRM (Verhoef 2003, 33). In regards to the to the intensified competition in the

Human resource policies

Human resource policies Part A: Formal Human Resource Policies Introduction Human Resource (HR) policies can be defined as â€Å"continuing guidelines on the approach the organization intends to adopt in managing its people† (Armstrong, 2007). They are formal rules adopted by a business that define how to employ, train, assess, and reward the personnel, forming the philosophies of the organization, which lead to the principles which managers are supposed to practise when coping with HR matters. Consequently, HR policies help in the decision-making process concerning staff when HR practices are unfold. Part A of the assignment looks at a HR policies concept that promises to help organizations to manage various situations in working environment. The central statement that this part attempted to discuss and debate is: Literature Review According to Salinas O. in his Article â€Å"Other concepts and tools in Human Resources†Policies of recruitment, implementation, maintenance, development and control of Human Resource are vital for the proper performance of work force in the company. â€Å"In our opinion, the policies set by the company will never be unnecessary, just poorly developed or they have not been designed†. Advantages and Disadvantages of HR Policies The main claim made for HR policies is that when they are well-organized it can eliminate potential misinterpretations between employees and employers defining their rights and obligations within the firm. Ramey Sniffen (1991) claim that â€Å"sound human resource policy is a necessity in the growth of any business or company†. Authors believe that recognition of this necessity usually appears after the increase in time and money wasted on resolving human resource issues. These resources could be well spent on production, marketing, and planning for growth. Effective, consistent, and fair human resource decisions are often made more time consuming by a lack of written, standardized policies and procedures. The advantages of written HR policies may sound obvious, but there are also disadvantages. According to Armstrong (2007), formal policies can be inflexible, constrictive, and platitudinous. Moreover, policies are often expressed in abstract terms that may lead managers to get confused over abstractions. It appeared that even though HR experts tend to believe that written policies are a necessity, employees usually against it as written records may become dangerous and can be used against them in a lawsuit and vice versa, the organisation can become a subject to similar attacks. Organisational Analysis We can notice examples that show us the relationship between cause and effect of the poorly developed policies which further lead to organisational problems and low productivity. This can be reflected in following organisational examples analyzed below, however, some of the organisations mentioned have adopted some HR policies which brought a positive impact on the organisation. CAUSE # 1 →DIFFICULTIES IN PERFOMANCE EVALUATION Employees without self- assessment Effects The companys evaluation is not known by the areas Managers dont discuss the companys evaluation with employees CAUSE # 2 →COMMUNICATION PROBLEMS The company lacks of communication flow Effects Lack training for development of communicative skills Lack of spaces and technology in order to improve the communications transmission CAUSE # 3 →INSUFFICIENT TRAINING Lack of studies according to necessities of training Effects Resistance by employees to have training Few options to training CAUSE # 4 →LOW COMMITMENT TO DO TASKS Low motivation Effects Absolute ignorance of results achieved by the employees Low participation by the employees making decisions CAUSE # 5 →INADEQUATE SYSTEM OF SELECTION Poor pre-contract investigation Effects Deficiencies in the scheme of recruitment Gap in the call phase CAUSE # 6 →POOR STIMULATION SYSTEM Effects Insufficient Stimulation in items such as : salary, promotion, training and bonus Organisational Examples Wright et al. (2003) argues that companies start treating people as a human capital of competitive advantage which can be taken through the HR policies that best leverage of HR practices and its performance. Hilton Internationals UK hotels perceive this idea as being fundamenktally concerned with deployment of a service culture throughout the organization by paying special attention to line manager involvement in human resource practice (Maxwell Watson, 2006). HR policy also designed to address gender issues with emphasis on equal opportunities and efficiency concerns. Not taking these issues seriously usually lead to sexual discriminations particular among woman workforce sector. A study conducted by Standing (2000) describes the lack of reference to gender issues mostly in developing countries. It is exemplified that in Zimbabwe womens formal sector employment is mainly in the service sector and women stand at the lower end of the hierarchy and salary grades. It is also noted that in Uganda, only 3.7% women are employed in professional, technical, clerical and managerial occupations. LG Electronics India had come up with new and improved HR Policy by introducing the Joyful Working 5 (JW5) programme. To accelerate and strengthen the Culture at LGEIL as the survey was conducted within the company, which mainly focused on the monotony employees are facing at work and the boredom they are undergoing. Such policy created the platform for both the employees and employers in better understanding and pleasant work environment which not only helped the company creating the compelling future, but also build the culture of striving for number one position in the industry. (LG, 2009) NHS Direct were planning to redundant some of their employees in the next few months. With the formal company policies in place, the UNISON union committee had fought back with the statement that NHS Direct has breached policy for reasons which include failing to consult with UNISONs collective committee that there were plans to issue advance notice of redundancies. As a result, NHS Directs director of human resources said, If the proposal is accepted, we would, wherever possible, offer staff alternative employment at nearby NHS Direct sites and redundancies would only take effect as a last resort. (TheComet24, 2009) This is a case about Blue Cross Company; according to Larson (2007) Susan Baldwin working for Blue Cross Company claimed she was subjected to various profanities and sexual innuendo from her boss. Blue Cross immediately interviewed Scott Head, the alleged harasser, and three other employees, but no one substantiated Baldwins claims. Rather than terminating or disciplining the supervisor, Blue Cross gave him a warning and offered to hire an industrial psychologist to counsel both him and Baldwin. She refused. When Baldwin refused Blue Crosss subsequent offer to transfer her to another location, she was terminated. Her lawsuit followed quickly. The court found that Blue Cross was not liable for discrimination for terminating Baldwin because, Firing an employee because she will not cooperate with the employers reasonable efforts to resolve her complaints is not discrimination based on sex, even if the complaints are about sexual harassment. The court also found that Blue Cross was not liable for the alleged acts of its supervisor because it exercised reasonable care to promptly correct harassing behaviour as soon as it was reported, and Baldwin unreasonably failed to take advantage of the remedial actions Blue Cross offered. (Larson, 2007) A case about Sharon Coleman a former legal secretary in July 2008, won a legal battle in the European Court of Justice against her employers Attridge Law (now called EBR Attridge LLP), whom she accused of discriminating against her at the workplace and of having forced her into accepting voluntary redundancy. As Coleman had a 4-year-old son who was disabled, born with a medical condition that led to his having difficulties in breathing and hearing. According to Coleman, she was treated differently at work from other employees, who had normal children. By the law of Flexibility in the Workplace Discrimination by Association, Coleman sued the company and won her legal battle.(ICMR, 2008a) Eli Lilly Company (Lilly) worlds leading Pharmaceuticals Company, which claims to have a very good diversity program running at the company and was also widely regarded as a very good employer, faced a federal lawsuit regarding the companys human rights policies and practices. On April 20, 2006, a class action lawsuit was filed with the US District Court, Southern District of Indiana, by four black employees who had worked at Lilly. The lawsuit charged the company with being hostile and biased against them because of their race. Lilly was accused of discriminating against the black employees on the basis of race and denying them fair wages, promotions, performance evaluations and discipline. In terms of renovation, reinvention, transformation or redesign, General Electric, has done emphasis in having a good working relationship and keep the best atmosphere for their employees. According to Immelt J, people are the most important value in General Electric. Therefore, the ability to recruit the best people in the world is a competitive advantage without comparison. A strategic point into the management of RH is the communication chain, at the same time; the leaders must be able to represent employers and employees. Clear HR policies are essential so employees could understand their company and gain a sense of belonging. Harley Davison which has a human resources system based on formal training and learning management. The result of this is that their employees share a positive attitude that is associated with the development and competitiveness of this Company. Harley Davison institutionalises its commitment to learning and created the University of Harley with the aim if developing leaders, translating values into action with an emotional performance in which the value attached to learning applies and, the evaluation of individual performance shapes a new organization in which the learning is shared and it is the ingredient that binds employees. For the Swede Ingvar Kamprad founder of IKEA company, who started his idea in 1943, thinking in the basic necessities of the common people and nowadays his company has branch on 36 countries of Europe, Asia, North America and Oceania with more than 200 stores, the protection and careful of his employees, is and will be one of the most important policy, doing of them, a company with high social responsibility. Currently IKEA has more than 105.000 employees, for this reason their greatest concern for them is give to their employees a good balance between work and personal life, therefore, they have kept flexibility in their task and activities, suitable schedules, plans of professional development, support in different studies as college or universities and medical coverage; consequently of their policies in RH and programs for employees, IKEA has received several awards. WALMART, company which is into top 5 of the greatest companies in the world. It success is based mainly in â€Å"customers and employees†, In fact the policies created around the employees was essential in his goals, Sam Walson founder, offered their employees, benefits and gaining, in order to, they were part of the excellent results. In other words, Sam Walson wanted his employees were members, encouraging from cashiers to managers to think how owners, idea very successful, likewise, for him, was fundamental to have employees with new ideas, clear thoughts and positive mind without bad habits from their previous jobs. Nestlà © was a result of the merger in 1905 of the Anglo-Swiss Condensed Milk, founded in 1866, with (Farine Lactea) Nestlà © SA., Founded in 1867 by Henri Nestlà ©, who invented a product that continues to save the lives of children and newborn infant formula for babies whose mothers cannot breastfeed. its success is the sum of a long and distinguished history, part of its success is based on the thought that their partners should achieve a good balance between their careers and their privacy. Not only because it reinforces the loyalty, satisfaction and it improves productivity, also it has a positive impact on the reputation of the Company and to attract and motivate employees. According to the list of Best Workplaces 2007, Microsoft has been designated as the company with better working environment, the study include: credibility, respect, fairness, pride and camaraderie. According to it, the Microsoft executives are fulfilling their promises in creating career and training opportunities and properly assigning functions (promotions to worthy people), the company involves employees in decision-making takes into account their suggestions, recognizes his work and allows flexibility. Employee networks are a key element of American Express success in supporting diversity in the workplace. Currently, American Express has 10 networks open to all employees organized around topics of interest to African-American, Asian, Christian, Gay Lesbian, Hispanic, Jewish, and Native American employees, as well as for People over 40, People with Disabilities and Women. These networks provide support to American Express business objectives, including enhancing marketing efforts in targeted communities, supporting employee recruitment and retention initiatives, and participating in outreach and volunteer programs. These networks have also been instrumental in helping to introduce new policies and benefits to employees. For example, GLOBE, the companys gay and lesbian network, was instrumental in having domestic partner benefits introduced back in 1997. And WIN, the womens network, worked with management to introduce a customized companywide alternative work arrangements policy as well as a free backup childcare centers in several locations throughout the United States. A mishandling on the resources human policies, can lead to failure. Such as is the case of ENRON one of the seven biggest companies in United States, the problem was focused in a poor policy of recruitment and selection, due to, they chosen people with high qualification, but they were not suitable for the position, besides people hired by just friendship, taking wrong decisions in critical situations. Is the case of Cindy Olson who was HR Vice-President of ENRON. She did not have enough knowledge about United States laws regarding to employee benefits, giving wrong advices of investment over stock-options. The previous point represents a serious violation to the financial legislation in the United State of America. Conclusions Looking at the evidence provided, it seems that production and maintenance of formal HR policies record are applied in ways that assures that personnel management policies are in use. Companies typically have to make revisions to established HR policies on a regular basis otherwise there is a danger of those policies to become outdated as the company grows and as the regulatory and business environments in which it operates evolve. On the other side, Policies can be made today and changed tomorrow who can stop the management from doing that? Most research on human resource (HR) policies in the workplace suggests that formal policies can contribute to variation in discrimination by altering employers behaviours. We consider an alternative manner by which HR policies influence formal discrimination complaints. HR policies, especially those targeting employees, can raise employees rights awareness and encourage them to seek remedies for discrimination at work. PART B: BOYCOTTS, LOCKOUTS AND STRIKES Chapter 1. Introduction Industrial actions typically take place when a disagreement between the trade union and the management team of a business is not resolved through negotiation. The main forms of industrial action are: Strikes (workers refuse to work for the employer) and Lockouts (a work stoppage where the employer stops workers from working). These sorts of actions should be avoided because they are expensive for businesses and countries; actions must be taken by HR management and trade unions in order to solve the disputes at work, they have mechanisms such as: Mediation (A mediator, an impartial expert talks to both parties and gets a solution both can accept); Conciliation (Though similar to mediation but used to resolve legal dispute instead of general problems inside the company); Arbitration (An impartial person known as an arbitrator, decides between two claims).The last resource affirms by NI Direct, UK to solve a work problem is going to an Industrial Tribunal or a court Literature Review Not until the 1960s, Leopold, Harris, Watson (2005) claimed, â€Å"There was little in the way of legal intervention in the relationship between employer and employee. A growing concern about the impact of the countrys high level of industrial stoppages on the UKs economic performance led to the setting up of the Donovan Commission to investigate the countrys industrial relations problems. While the Commissions report (Donovan, 1968) supported the continuance of the voluntary system of bargaining it recommended reform based on ‘properly conducted, collective bargaining with a greater formalization of the process at company level which was to include the professionalization of personnel specialists. Certain individuals/organisations operate with a view of management and work organisations which academics often characterize as processual an approach which they contrast with a systems one (Watson, 2002). They see management as a process in which managers are ‘all the time negotiating and renegotiating compromises and achieving work agreements, rather than a ‘matter of resigning systems which sort everything out. They operate within a pluralist perspective: This always taking into account the fact that there is a plurality of interests, goals, wants and priorities among the variety of people involved in any given organisation. Other organisations see management and employment relations from Unitary Perspective: This assumes the predominance of common interests and shared priorities across the organisation†. Pages 412-414 Boycott Burnett (1891) defined boycott as â€Å"a means of moral offence used by individuals against each other, or by sections of a community against other sections or individuals differing from them on some matter of action or opinion. The industrial boycott almost invariably but not always or necessarily, is a phase of strike or lock-out, but it sometimes exists apart from either. It is generally used against an employer who refuses to concede the demands of his workpeople or of trade union, but it sometimes applied by one organisation of workmen against another. It may accompany or supplement and follow, an unsuccessful strike, or it may be wielded against an employer having no dispute with his employee, simply because they do not belong to a trade union†. Pages 163-173 Lock-Out According to DEWR, Australian Government, â€Å"Lockout is a weapon of an employer to thwart or enforce such change by preventing employees from working. Another measure is work to rule, when production is virtually brought to a halt by the strict following of union rules. This will depend on whether the lockout is â€Å"protected† (ie. lawful) or â€Å"unprotected† (ie. unlawful). Lockouts are protected if: They occur during a properly notified bargaining period There is a genuine attempt to reach agreement before the industrial action is taken; Employer gives at least three working days written notice to each party with whom they are negotiating (unless the lockout is a response to protected industrial action by employees). Guests (1995) fourfold classification of options for managing the employment relationship HRM PRIORITY High HRM PRIORITY Low IR PRIORITY High New Realism High emphasis on HRM ER Traditional Collectivism Priority to IR without HRM IR PRIORITY Low Individualised HRM High priority to HRM No IR The Black Hole No HRM No IR Guest identifies that there are a number of policy options that need to be considered when developing an employment relations strategy. He describes four options: The new realism a high emphasis on human resource management and industrial relations. The aim is to integrate human resource management and industrial relations. This is the policy of such organisation as Nissan and Toshiba. New collaborative arrangements in the shape of single-table bargaining are usually the result of employer initiatives, but both employers and unions are often satisfied with them. They have facilitated greater flexibility, more multiskilling, the removal of demarcations and improvements in quality. They can also extend consultation processes and accelerate moves towards single status. Traditional collectivism priority to industrial relations without human resource management. This involves retaining the traditional pluralist industrial relations arrangements within an eventually unchanged industrial relations system. Management may take the view in these circumstances that it is easier to continue to operate within a union, since it provides a useful, well-established channel for communication and for the handling of grievance, discipline and safety issues. Individualised human resource management high priority to human resource management with no industrial relations. According to Guest, this approach is not very common, except in North American owned firms. It is, he believes, essentially piecemeal and opportunist. The black hole no industrial relations. This option is becoming more prevalent in organisations in which human resource management is not a policy priority for management and where they do not see that there is a compelling reason to operate within a traditional industrial relations system. When such organisations are facing a decision on whether or not to recognise a union, they are increasingly deciding not to do so. THEORETICAL RECOMMENDATIONS FOR MANAGING UNION RELATIONS In general terms, various organisations/management employ different ways in resolving or managing conflicts with employees or trade unions. Leopold, Harris and Watson (2005) outlined the TraditionalStrategic Human Resourcing theory in managing Union Relations. Traditional Strategic Human Resourcing Options in Management-Union Relations One of the major ways in which employing organisations can manage conflicts and handle many of the potential differences that can arise between employer and employee has been through institutionalised arrangements of collective bargaining and Consultation with the Trade Unions. A key human resourcing strategic decision for the managers of any organisation is whether or not they are going to recognize, pr continue to recognize trade union(s) as a legitimate vehicle for the expression of employee interests Unions win the vast majority of pre-strike ballots, but in most cases, strikes do not occur because further negotiations to reach a final settlement occur (Labour Research Department, 1993). Thus Blyton and Turnbull (1998:301) conclude that strikes may be viewed as a sign of union weakness, not of strength, because a strong union is able to achieve a negotiated settlement through the threat of strike action backed by membership support in a ballot rather than actually conducting a strike. Union Recognition Although employers may be faced with demands for union recognition, the process of reaching agreement with the union (s) is likely to lead to a classification and codification of a number of key issues. Negotiations over recognition are also likely to confront a key issue. In the 1990s, there was a move towards the establishment of single-table bargaining where all the recognized unions in an organisation negotiated common pay and conditions agreements together rather than a series of separate agreements (Gall, 1994) The final area of decision-making in a recognition agreement is over which issues are to be part of the substantive agreements, that is, which areas of decision-making are to be subject to joint decision-making. These are likely to include basic pay and conditions of employment such as hours of work and pensions. Finally, a recognition agreement would also contain provisions for the resolution of disputes though conciliation or arbitration. Clauses would probably exclude the use of strikes or lockouts until these procedures had been exhausted, thus providing one of the key benefits to management of formal recognition The avoidance of informal or wild cat strikes while disputes are considered through the formal procedures. Substitution Strategic option Beaumont (1987) distinguishes between union substitution and union avoidance as approaches to staying or becoming non-union. In considering union substitution approaches, it might be useful to consider what unions have to offer employees and relate this to the chain of thought that employees might go through in deciding to join or not. The implication is that if management can intervene to influence any of these decisions then the outcome maybe that employees do not perceive any need to join a union as they do not believe that it would be able to improve the terms and conditions of employment or the nature of the employment relationship. Employers could seek to provide alternative channels ‘employee voice through such devices as open-door policies, employee-based works councils and individual-based employee participation mechanisms so that again employees do not feel that union channels of representation would significantly improve their situation at work. Many alternative providers of membership services exist through other membership and commercial organisations so that this is not likely to be the prime route into union membership for non-members (Whitston and Waddington, 1994; Waddington 2003). The essence of Beaumonts argument is therefore that employers can seek to introduce policies and practices that substitute for those which might follow from union membership and recognition. The Human Resource Management Approach to Employment Relations The human resource management approach to employment relations involves coordinating (or bundling) strategies to promote the psychological contract, improve involvement and communication. Armstrong (1999) suggests the following model for employment relations: a drive for commitment winning the hearts and minds of employees to get them to identify with the organisation, to exert themselves more on its behalf and to remain with the organisation, thus ensuring a return on their training and development; an emphasis on mutuality getting the message across that we are all in this together and that the interests of management and employees coincide (i.e. a unitarist approach); the organisation of complementary forms of communication, such as team briefing, alongside traditional collective bargaining i.e. approaching employees directly as individuals or in groups rather than through their representatives; a shift from collective bargaining to individual contracts; the use of employee involvement techniques such as quality circles or improvement groups; continuous pressure on quality total quality management; increased flexibility in working arrangements, including multi-skilling, to provide for the more effective use of human resources, sometimes accompanied by an agreement to provide secure employment for the core workers harmonisation of terms and conditions for all employees; and emphasis on teamwork. Organisational Examples Article written by Cary (2007) explains that Sears Holdings Corporation Canada and U.S October 1,2007 locked out 70 appliance repair technicians in Metro Vancouver, Canada. Sears said ‘the technicians could return to work under imposed terms that do not include any scheduled wage increases for four years. Sears scheduled work weeks without two consecutive days off, eliminated certain overtime premiums, and remove a pre-existing paid holiday. Sears also said ‘technicians returning to work would not pay union dues, almost four months the lockout continues. The lockout technicians are asking North American workers to boycott sears stores in order to get sears back to bargaining. Joe (2009) reports that, there is a chronic shortage of primary and secondary school places in Lewisham. The council of Lewisham proposes to demolish the school, currently for ages 3-

Evolving Antibodies Essay -- Biology

missing diagram Evolving Antibodies The immune system is an elegant system of defense against foreign invaders. It is able to successfully recognize and distinguish between thousands of different antigens. How is such complete recognition possible considering all the various structures foreign bodies may possess? How does the body produce antibodies specific enough to counter so many different pathogens? That is the subject of the recent research article, â€Å"Structural Insights into the Evolution of an Antibody Combining Site† (published in Science) by Gary J. Wedemayer, Phillip A. Patten, Leo H. Wang, Peter G. Schultz, and Raymond C. Stevens. This paper is dedicated to exploring and explaining (in lay terms), the research presented within this paper. To continue with the exploration, click on the forward arrow at the bottom of this page. To go to any point in the site instantly, click on the links at the bottom of the page. To return to the BLC homepage click on the backward arrow at the bottom of this page or on the link â€Å"BLC† at the bottom of the page. Words in orange represent glossary terms which may be looked up by clicking on the â€Å"Glossary† link at the bottom of the page. Words in yellow represent links to other pages within this site, while words in bright blue represent external links. As soon as a foreign molecule enters the human body, the immune system immediately takes over. The foreign body, also known as an antigen, can be anything from a harmless macromolecule to an infectious agent. The body sends B-cells with surface receptor proteins, known as antibodies, to bind to the antigens with the hope of inducing a specific immune response (see diagram below). Each B-cell has surface ... ...t. The binding potential of a specific antibody is greatly expanded by the ability of germ line antibodies to undergo further mutation and adopt more than one combining-site configuration. The results imply that there is an entirely new level of antigen recognition that takes place after the germ line antibody has bound to its antigen, and that this new level of recognition significantly increases the binding potential and effectiveness of the antibody. * References Wedmayer, Gary J., Phillup A. Pattern, Leo H. Wang, Peter G. Schultz, and Raymond C. Stevens. â€Å"Structural Insights into the Evolution of an Antibody Combining Site.† Science 13 June 1997: 166-1669. Raven, Peter H., and George B. Johnson. Biology: Fourth Edition. Dubuque, IA: Wm. C. Publishers, 1996. Kuby, Janis. Immunology: Second Edition. New York: W.H. Freedman and Company, 1994.

Peace and Justice (Сorrymela)

1) Outline the background of Corrymeela's work. The problems in Ireland began with Catholics wanting to regain their control of Ireland whilst Protestants wished to remain under British rule. The sectarian strife divided the religious denominations in Ireland (Catholics and Protestants). This led to The Troubles (1964-1994) – where many people were killed in the fighting between the two religious sects. 2) What has the community achieved over the years? Corrymeela, started in 1965, acts as a place of refuge where people can take their families and children away from the strife and violence. It is also a meeting place where people of various faiths, beliefs, cultures and backgrounds are brought together. They work with people to help cease the fighting and conflicts to reunite the people of Ireland, regardless of their faiths. 3) Why was the Ballycastle centre situated in such a remote spot? Ballycastle was primarily selected for practicality; it was of a suitable size and was for sale. It is also, however, remote from the trouble and violence that takes place in Ireland, so was a good location for a refuge centre. 4) Where did the volunteers come from? El Salvador, France, Africa, Canada and Ireland 5) Describe some of the symbolism of the Croi. The Croi is used as a place of informal worship in the Corrymeela community, instead of hosting such sessions in a church. To enter the Croi, whose front window held the words of the prayer of St Francis, so that â€Å"peace† was situated on the handle; to enter or leave you had to touch peace. The main room was a circle, reflecting that no one is more important than anyone else and that their worship is all inclusive. On the central table stood a Celtic cross, an open Bible and a Candle whose holder came from Desdon. In the entrance room stood a cross from El Salvador and a horse from Sweden; showing the variety of cultures that visit the community. 6) Explain whether the Croi is meant to be inclusive or exclusive. Inclusive; the circular room, gifts from various cultures and worship led by the laity (any member of the congregation) 7) Describe briefly John McCourt's tour of Derry. John led us round Londonderry and described to us the history of Northern Ireland, about the division of the Catholics and Protestants, specifically that of the local history of Derry; the apprentice boys and their march/the activities on Bloody Sunday. 8) Why was the final part of his talk so powerful? He pointed out, whilst we looked down on the Bogside, the places where three of his friends had been killed in The Troubles and allowed us to look at the murals drawn on the walls of the buildings to commemorate these times. He then led us down to where the blockade had originally stood and been stormed by British soldiers, to break into the area that the Catholic's had sectioned off, on Bloody Sunday (the day of an Apprentice Boys march). He then took us to a square where he watched his friend get shot; showing us the bullet holes in the wall and describing, in detail, his personal experience of the events. 9) What did David Quinney-Mee outline as significant factors in El Salvador? Its an extremely poor, corrupt country with 14 very rich families. The military have a threatening a powerful influence, gun crime is rampant and people often disappear. Oscar Romero considered a hero. Liberation theology. 10) Describe briefly the situation in El Salvador today. There are two prevailing gangs: MS13 and 18th Street. MS13 originated in Los Angeles and is possibly the largest gang in the world. It started because the Civil War had shown the El Salvadorians real violence and horror; witnessing such things as friends being shot dead with machine guns, and those who emigrated to America saw that the most violence there was the occasional stabbing or beating. They then chose to show Americans what real violence was by creating MS13. When the Civil War ended in 1992 they moved back to El Salvador and brought their gang culture with them. The origins of the rivalry with 18th Street isn't really known, but is believed to have started over something as petty as a fight at a party. They now join the gangs because they have little else as they lose their families to the fights, and so continue to fight for revenge, for something to do and simply because they belong to opposing gangs. There are separate prisons for each gang and they are guarded from the outside, whilst the inside is run by the prisoners like a small town. 11) How are the Churches perceived today in El Salvador? Archbishop Oscar Romero identified with the poor, and so now the churches are perceived in a more positive light. They aren't seen as part of the establishment as they once were. General Considerations 12) Why should Christian's work for peace? Human need, Gods will 13) Why should Christian's work for justice? Gods will: the 10 commandments, the idea that we are stewards of the earth. Human need: poor quality of life, unfair distribution of wealth, suffering etc. 14) Can peace be achieved without justice? Perhaps in the short term peace can be achieve, by stopping all fighting. However if this is achieved unjustly it will inevitably lead to a rebellion as people will fight for justice. 15) What does peace mean? Absence of war. Harmony. Wholeness. Happiness. Tranquillity. 16) What does justice mean? Fairness. Equality. 17) What well known Christians have worked for peace and justice? Martin Luther King. Nelson Mandela. Desmond Tutu. Gordon Wilson; 1987 Remembrance Day bomb killed his daughter, so he spoke to the people using his experience. 18) How is John McCourt working for peace and justice as a member of the Corrymeela community? By speaking out he is spreading a message that highlights the futility of the fighting. By speaking from experience, not hatred, he is able to connect with people who have lost as he has without losing rationality. He acts as a mediator in Northern Ireland. 19) Having visited both Iona and Corrymeela explain the similarities and differences in their work for Peace and Justice. Iona: more structure (though still open) worship; based on church attendance and singing; bringing together of different cultures/people; more traditional, though still led mainly by the laity; wider, international focus (e.g. poverty, peace & justice worldwide); spiritual. Corrymeela: more spontaneous; worship led completely by laity; open and inclusive to contributions from all members; peace making; localised focus on conflict and resolution; action; spirituality; less conventional/traditional.

Predestination: Christianity and Romans

Predestination is one of the most widely debated topics in the Christian world among many denominations today. There are many differing views and it is a harder topic to explain and understand. Often this topic is argued by twisting or taking the bible out of context. On the other hand many people truly don’t understand predestination and what it means or what it is. Others don’t want to understand predestination because of their fear that it might be truth. This paper will be outlining predestination and Calvinism by explaining this view as well as taking a deeper look into how Romans & Galatians fits into this view.Predestination has been defined in many ways by the many different denominations. Predestination is ultimately defined in our final destination is decided by God before we were even born. God decides if we are to be saved or not. He has foreordained all things that have come to pass and will continue into the future. It is the act that God chooses those who m he wants to be saved and the rest are left for eternal punishment in hell. This is not because God is unloving but because he is just and righteous. In the end the goal and duty as Christians are to bring glory to God and to evangelize as many as possible.Our concentration should be on Christ. Predestination is divided into two parts: election and reprobation. Election is unconditional and absolute; it is God’s election of man to salvation, not because of man’s works or merit. Election and reprobation have their basis in the good pleasure of God. Reprobation is defined as preterition and condemnation. Preterition is the passing over of some in the decree of election. God owes man nothing but judgment shown in Matt 20:15. God chooses whom he wants and man cannot justly argue against God for passing over him in election, which is God’s choice of condemnation.God’s choice of saving people is the same as God’s choice of the condemnation of others. Co ndemnation is an act of God as a sovereign judge. This condemnation comes from sin, which also damns man to hell. In order for God to be righteous and glorified those who are in sin should be punished. Everything is done for the glory of God 2 Tim 1:9, Heb. 2:10. The fact that some are elected and others are not is explained through God’s glory and sovereignty. Anything that God does is for his glory and this is best demonstrated through his decrees. The decrees of God are his eternal purpose according to the council of His will, where by for His own glory, He hath foreordained what so ever comes to pass† (Shorter Catechism #8). God’s decrees are free, sovereign, absolute, and efficacious. God’s decrees are free in that he moves by his own good pleasure. God’s decrees are sovereign because nothing occurs outside of God’s control or knowledge. God is a God who reigns and is in control and not limited in any way. God’s decrees are absolu te because they are not dependent upon any conditions that are not themselves determined by divine decree.God’s decrees are efficacious in that they infallibly determine the certainty of the future events decreed. These decrees are for God’s glory alone and not all ways for the good of the creature. God’s decrees relate to all events and comprehend all things in heaven and in earth. Therefore His providence is determined through his decrees. Though God’s providence he preserves and directs all his creatures. In the view of predestination God cares especially for his elect. In predestination the more debated topic is that of man’s free will. This free will is the choice that man has to choose God or choose to let the Holy Spirit work.This free will can be defined as freedom of indeterminacy or uncertainty, freedom of self-determination, and the power to contrary choice. Self-determination is directing ones self from the inside with no direction from the outside. The argument against predestination determines that a sinner freely chooses God or rejects Christ. The question of will is not whether man wills or even has a will, but whether God determines their will for good. Likewise the question is not whether a man chooses; but whether his choice has a cause or reason.This choice or lack there of is shown through the fact that man is a slave to sin John 8:34. As a slave to sin can man truly choose that which is good? One example of this is in the truth that God cannot lie. It is against his nature. God does not want to lie, so he cannot lie through his own free will Titus 1:2. Some verses talking about the will of man include John 6:65 which states, â€Å"no one can come to me unless it has been granted to him by the father. † In John 17:12 Jesus says that he has kept all those whom God has given him. According to John 6 man in his free will cannot believe because it is not in his heart to do so.Predestination suggests th at if man can choose God by the free will of his corrupt and perverse heart, it gives him more liberty and power than God himself. There is a barrier that every man cannot over come. That is the barrier of sin. It is not that he doesn’t want to choose God, although that is involved, it is that he cannot come to God, because he does not have the spiritual capacity to change his own heart and deny his own nature. Man always chooses sin and that which is corrupt unless he has a changed heart. Man is full of corruption.Therefore, man’s free will gives man nothing and is not the source of his salvation. The issue comes up that God is not fair and that he is not loving. If God were just and fair all humans would be in hell suffering eternal damnation. Mat 22:14 suggests that many are called but few are chosen. Here is al list of verses supporting predestination: John 8:6-7; Rom 11:5-7; John 6:12, 37-39, 44, 46, 65; John 15:16; John 3:5-7, 19-20; John 15:16-19; 2 Cor 5:14-17; 2 Tim 1:9; Matt. 20:16; John 8:34; Romans 8:6-7; and 2 Tim 2:26. Predestination came about through the works of Calvin, which later was named Calvinism.This view has give major points known in the word Tulip which is total depravity, unconditional election, limited atonement, irresistible grace, and perseverance of the saints. Romans & Galatians include many verses on the subject of Calvinism and many of this view use Romans as one of the most powerful books toward their argument. The first point total depravity is strongly upheld in Romans. This is the total inability of man. Man’s nature is corrupt, perverse, and sinful throughout. The word â€Å"total† in this point refers to the whole man and being are depraved.Man’s nature is sinful because of the sin that Adam committed in the very beginning. We are dead in sin. Man is utterly depraved and cannot come to God on his own accord. This is what Paul was trying to portray to the Romans. Chapter 3 best demonstra tes this truth about man’s state in this world. The first verse in Romans that points to mans sinful nature and inability to accept God is in Rom 1:20 which states, â€Å"For his invisible attributes, namely, his eternal power and divine nature, have been clearly perceived, ever since the creation of the world in the things that have been made.So they are without excuse. † This verse emphasizes that God has given man enough knowledge about himself through this world and nature to condemn man. This shows that evangelism doesn’t even have to be present for man to be condemned. Humanity was condemned the day it was born. Man is depraved from the heart and cannot come to God unless the Holy Spirit calls him and changes his heart. Chapter 1 also demonstrates the vileness and depravity of the people in Rome.Verses 24-25 say, â€Å"Therefore God gave them up in the lusts of their hearts to impurity, to the dishonoring of their bodies among themselves, because they exc hanged the truth about God for a lie and worshiped and served the creature rather than the Creator, who is blessed forever. † Paul continues this same topic into chapter 2 and 3 of Romans. Verse 6 of chapter 2 says, â€Å"He will render to each one according to his works. † God punishes those whom he wants because He is a just God. This same judgment is taken through verses 12-29. Paul then continues in chapter 3 preaching on the inability of man.This chapter is the strongest support of this point of Calvinism. Verse 9 begins to show that Jews are no better than any other human being. Paul was preaching directly to the Jews telling them that no one is righteous, not even one vs. 10. He continues in vs. 11-12 â€Å"no one understands; no one seeks for God. All have turned aside; together they have become worthless; no one does good, not even one. † There are none righteous in the whole world. The second point of Calvinism is the unconditional election of man. God chooses certain individuals from fallen sinners to receive grace and salvation.God could have saved all men from condemnation or he could have chosen to save none but by his grace he has chosen those whom he wants. This choice was not because of man’s works but instead by the mercy and will of God 1 Thes. 5:9, Eph. 1:5. This point is also shown through Galatians revealing that our salvation is through grace not of works lest any one should boast. In Romans 1 also shows that God passes over some and chooses others. Verse 6 calls the elect the chosen ones of Christ. He chose to give over these Roman sinners to the desires of their heart in order that they may receive their due punishment.God also darkens the hearts of those he chooses. Romans 8:28-30 states, â€Å"And we know that for those who love God all things work together for good, for those who are called according to his purpose. For those whom he foreknew he also predestined to be conformed to the image of his Son, in order that he might be the first-born among many brothers. And those whom he predestined he also called, and those whom he called he also justified, and those whom he justified he also glorified. † This verse most specifically talks about predestination because it mentions the word as well as how God works in the process of salvation.In these verses we see that God does predestine mankind to be saved or for condemnation. Those he chose he also called. Later in vs. 33 Paul directly references Gods elect. The strongest passage for unconditional election is Romans 9 speaking on the subject of God’s sovereign choice. Paul was taking examples from the Old Testament. Paul calls the elect as the children of promise in vs. 8. God chooses not because of what man did but because of hi own will. Verse 10-24 talks about God’s purpose in election. He chose man before he was even born having done nothing bad or good vs. 1. Verse 13 states that â€Å"Jacob have I loved, but E sau I have hated†. This shows the will and sovereignty of God. Paul continues to emphasize that God is fair and he does what he chooses with whom he chooses. Many suggest that God is not fair and that God is showing favoritism when he chooses some and not others but God himself says in vs. 15 â€Å"I will have mercy on whom I have mercy, and I will have compassion on whom I have compassion. † Romans continues to show that as creator God can do whatever he wants with his creation and creatures.God uses us for specific purposes in this life and we are all apart of God’s plan. It is hard to understand God’s decision to create creatures just for condemnation but this is reality. Romans 9:22 states, â€Å"What if God, desiring to show his wrath and to make known his power, has endured with much patience vessels of wrath prepared for destruction. † In the end man chooses sin and can only choose sin. Whether or not predestination is true, man goes to hell because of his decision. Some other verses regarding the election are found in Romans 11:5, 7, and 28.The third point in Calvinism is particular redemption known more commonly as limited atonement. This is explained through the work of Christ on the Cross. Christ only atoned for those whom God chose to be saved by grace. Therefore Christ didn’t die for the whole world but instead died for those who were called (the elect). Romans 8:30 also demonstrates this point. Christ’s power on the Cross was eternal. Therefore with this kind of power Christ had to only died for those who God chose and believed in Him because if Christ had redeemed the whole world then the whole world would be blameless before God and saved.If Christ had died for the world then he would have died for those who have already gone to hell. This limits Christ’s power and ultimately makes Christ’s role in this world for sinners meaningless. The fourth point of Calvinism is the efficacious c all of the Holy Spirit also known as irresistible grace. The Holy Spirit uses the gospel to call people to himself and God. He calls the elect from the inside and places a desire for God in their hearts. This call of the Holy Spirit is irresistible meaning that man cannot resist the power of the Holy Spirit.Those who were called by the Spirit were saved by Christ on the Cross and justified in the sight of God. The Holy Spirit is also powerful and his calling is irresistible. Whenever the bible speaks of the calling of God this is reference to the calling of the Holy Spirit. Galatians 1:15-16 states, â€Å"But when he who called me by his grace, was pleased to reveal his Son to me, in order that I might preach him among the Gentiles, I did not immediately consult with anyone. † Paul constantly suggests that we are called by his Grace.The fifth and final point of Calvinism is the perseverance of the saints. This is the security that believers have in Christ to never fall away f rom the hand and hold of Christ. All believers are eternally secure in Him. No one or nothing can separate God from His elected. We are saints in Gods sight. Romans 8:38-39 proves this point which states, â€Å"For I am sure that neither death nor life, nor angels nor rulers, nor things present nor things to come, nor powers, nor height nor depth, nor anything else in all creation, will be able to separate us from the love of God in Christ Jesus our Lord. This shows that nothing can be taken away from God’s hands or snatched out of His fingers. Christ is powerful and Satan can do nothing against the power of God. This verse specifically names many things and some powerful things but nothing can take believers away from Christ. Believers cannot loose their salvation. If believers could loose their salvation then God is limited and the devil is more powerful than God. This would also negate Jesus and his role on earth. Paul speaks of the righteousness of believers in Christ in Galatians 3.Paul begins to talk about being in the spirit or having salvation and suggesting to them that they are foolish because they are in sin and their fleshly desires are dominating. Paul continues to talk about the promise given to Abraham, which is eternal life. This covenant and promise that believers have in Christ is eternal and not moving or changing. This shows that believers cannot loose their salvation but instead they were not saved in the beginning or they are struggling with their sin. Predestination is clear to some but not to others many also use verses in Romans and Galatians that point away from Calvinism.Romans 5:18-19 states, â€Å"Therefore, as one trespass led to condemnation for all men, so one act of righteousness leads to justification and life for all men. For as by the ones man’s disobedience the many were made sinners, so by the one man’s obedience the many will be made righteous. † This verse shows that condemnation is for all m en, which is direct and true but then Paul says that Christ’s act on the cross leads to justification and life for all men. If this were true then all men would be saved. Therefore, Paul here is talking about all believers.Romans 10:13-14,17 also states, â€Å"For everyone who calls on the name of the Lord will be saved. But how are they to call on him whom they have not believed? And how are they to believe in him whom they have never heard? And how are they to hear without someone preaching? So faith comes form hearing, and hearing from the word of Christ. † This verse also shows that those who call on Christ are saved. Many take this verse to mean that humans have a choice to call on God while they are in sin and that this leaves no grounds for unconditional election.Man cannot call unto God unless the Holy Spirit has worked in their hearts so that they no longer are subject to the power of sin and the blindness that comes from sin. Predestination is a powerful view and is debated among many but the most important fact about the Christian life is not the small things of doctrine but instead the Christian duty to go out into the world and preach the Gospel to the nations. Christians are called to serve Christ and build up one another not argue about doctrine. Christ is the most important part of being a Christian and that fact many times is overlooked.