Origin of Major World Religions

Origin of Major World Religions Islam is a monotheistic religion that was founded by Prophet Muhammad, a visionary leader from Arabia, centuries after Jesuss coming. Islam religion considers Allah to be their God and believes in Muhammad’s revelations detailed in the Quran.Advertising We will write a custom essay sample on Origin of Major World Religions specifically for you for only $16.05 $11/page Learn More Prophet Muhammad’s writings are valued by Muslims who consider them as flawless, which are final revelations of God. Christianity, on the other hand, is based on the teachings contained in the holy book, the Bible. They believe in an eternal, all-powerful and all-knowing God personified in Trinity. Christians believe that God created the universe and everything within it including human beings. Judaism is based on Tora which are the Old Testament books written by Moses. Similarities Revelation is considered to be the basis of the world major religions such as Christiani ty, Islam and Judaism. According to Judaism, their major goal was not connected with the knowledge of God but with an intimate and immediate communion with God. The three religions, also known as Abrahamic religions (Judaism, Christianity and Islam), share the commonality that consists in the fact that God does exist capable of revealing His will to humanity. These religions have profound documents which help the faithful distinguish between the false and true prophets. From historical books it is recorded that Abraham had two sons, Ishmael and Isaac. Islam religion considers Ishmael as the father of their religion while Christians and Jewish believe that Abraham’s second son, Isaac, is their patriarch. However, the similarity is based on the fact that Islamic and Jewish religions share a common ancestor, Abraham, and their patriarchs Ishmael and Isaac were blood brothers (Taylor).Advertising Looking for essay on religion theology? Let's see if we can help you! Get y our first paper with 15% OFF Learn More Differences Judaism, Christianity and Islam are believed to have originated around 2000 BC from the covenant between ancestor Abraham and the God of the ancient Israelites (Heschel). The three religious beliefs point out the specific leaders who led Israelites out of Egyptian bondage to the Promised Land. Their texts describe leaders such as Moses as an outstanding leader who took Israelites out of captivity. The same leader provided people with the laws of God who was later succeeded by Joshua that led the multitudes into the Promised Land where they were ruled by kings. The first Israelite King was Saul who was succeeded by David and then Solomon, the son of David, who ultimately built the first temple in Jerusalem. The Jews believe in God who possesses absolute power and wisdom hence should be worshipped by all people (Taylor). Judaism regards the God as the one who rewards good deeds but punishes evil. The Jews believe that God made perfect all creations hence there is no need in salvation for people (Heschel). Judaism does not believe in the need for ones salvation, which is contrary to the Christians beliefs who affirm the fact that God sent His son Jesus Christ onto the Earth to redeem human kind from sin by dying upon the cross (Taylor). Conclusions In conclusion, it must be mentioned that the understanding of world religions requires one to have religious tolerance. There is need of bringing religions closer through establishment of some commonality based on identified similarities. Religious importance consists in the fact that it helps in understanding the world and everything within it is Gods handiwork. The same applies to revelation which helps in reflecting the will of God upon our lives as exposed through Holy Scriptures.Advertising We will write a custom essay sample on Origin of Major World Religions specifically for you for only $16.05 $11/page Learn More Hesc hel, Joshua.God in Search of Man: A Philosophy of Judaism, Chicago: Noonday, 1955. Print Heschel, Joshua.God in Search of Man: A Philosophy of Judaism,Westport, Connecticut: Aronson Inc., 1987. Taylor, John.The Theological Basis of Interfaith Dialogue, in J. Hick and B. Hebblethwaite, eds., Christianity and Other Religions, Philadelphia: Fortress, 1981 Taylor, Daniel.Deconstructing the gospel of tolerance, Minnesota: Bethel College, 1999. Print

Google Recruiting Process Essay Example

Google Recruiting Process Essay Example Google Recruiting Process Paper Google Recruiting Process Paper The recruitment process at Google BY maximum 1. Introduction Google has gained an excellent reputation as an employer by the unique organizational culture the company has created and by the way It treats their employees. Google has become one of the most sought after employers: last year the company was receiving about 75,000 applications a week at peak times (Waters, 2011). In order to keep and further develop their unique culture and to hire the appropriate candidates for it, Google emphasizes on developing a recruitment culture within the organization. However, the question raised here Is how to establish recruitment culture In a company and how to deal effectively with such an enormous number of applications? And furthermore, how to figure out the right candidates that will suit to the company s culture and further contribute to its growth? This term paper first will show how the recruitment process at Google has developed and than illustrate important characteristics of it. Secondly, the theoretical background will be demonstrated and a conclusion on the topics highlighted before will be drawn. The recruitment process at Google Development of the recruitment process To change the way the company recruits was considered first In 2005, when Google had to readjust Its high bars for hiring employees due to Its rapidly growing business. Co-founder Sergey Bin was recognizing long recruitment processes were holding back expansion and in March 2006, a new head of human resources, Laszlo Bock, was introduced. Before Bock came in charge applicants had to pass more than 6 interviews on average and often even exceeded 10. : Also did Google turn its nose at engineers who had less than a 3. 7 average (Hansel, 2007) and was known for a long- assisting recruitment process in which applicants where involved up to several month. A lot has developed since that. Bock recognized that the Interface with new potential employees had to be changed and started to restructure the recruiting process step by step. Already in June 2007 average interviews job applicants had to pass went down to 5 and the number of new employees hired went up from 13 to 16 a day. Overall recruiting was streamlined, before Bock came into office candidates who came from elite schools with a high grade-point average were favored, whereas now read-point average Is no formal requirement anymore. Thereby, candidates who do not have college degrees but do provide solid professional track records(Hansel, 2007) have the chance to get employed, as well. Characteristics of the recruitment process What differs Google from most other highly valued companies Is that they pay huge attention on tenet recruitment process as well as spending large amounts AT money on it. The company has fund recruiting to the point where the function is in a league by itself (Sullivan, 2005) and has gone exceptional steps to change the way employees work at Google in order to create a unique working culture. To find the right people to match to the chaotic and competitive culture (Delaney, 2006) at Google the company also crosses boarders and attempts to discover new ways more traditional companies would probably deem as not appropriate in terms of recruiting. Google started to analyze the personality of their current employees in order to derive traits that may not seem visible at first sight, but may also contribute to success in the company to at least some degree. Already in summer 2006 employees ho worked at least 5 month at Google were asked to fill out a 300-question survey. Nowadays every applicant is asked to fill out a comparable survey. Google thereby tries to analyze every little piece of personality and life experience that could make a prospective employee a meaningful enrichment to the company. Questions to employees may include what pets they own, what magazines they subscribe to, how many patents they have or when they first used a computer. A number of formulas created to evaluate the survey than calculates a score ranging from 0-100 in order to establish a measurable corporate fit for the unique corporate culture at Google. The key driver to run such an inconvenient questionnaire is that applicants should create an organizational citizenship, which is also in part tested on in the questionnaire. Google seeks to hire innovative and entrepreneurial talent, rather than strictly focusing on intelligence as selection criteria. The designer of the survey and todays director of staffing, Todd Carlisle, states that Google thereby tries to figure out things you do that arena t technically part of your Job but make Google a better place to work (Hansel, 2007). By that, Google tries to manage to find the right people to fit into their culture and further contribute to it. Furthermore, Google maintains a very large, flexible, and motivated recruiting force. The company does not reveal exact numbers, but it is estimated that it keeps up to 70% of its recruiters as contractors, providing them with only 6 to 12 months contracts. Thereby it is guaranteed that the recruiting force is kept motivated and Google stays very flexible regarding its staffing need: As needs of hiring new employees rise up, new contractors can quickly be signed, as well as being quickly red when the need for recruiting is diminishing.  However, in general it can be stated that Google keeps a very high recruiter-to-employee ratio: Conservative estimates state that that Google has 1 recruiter for every 64 employees; a very high number compared too 577-to-l ratio for most large companies. Theoretical background Several researches suggest that test of general mental adaptability (GAMMA) and cognitive ability tests are considered to be effective predictors of later Job performances, such as Google conducts them. GAMMA is defined to be valid in case the assure Includes a variety AT Items measuring spectacle ODL t II less or Tanat condones two, three, or more specific aptitudes (Slogan, 2003). Since Google is testing their applicants GAMMA on a large scale one can conclude that the companys questionnaire produces satisfactory and informative results. Additionally, personality measures seem to be an increasing trend among organizations as part of their personnel selection practices. When surveys taken in 2002 still revealed pessimism about the use of personality testing, already in 2004 the use of integrity tests has been growing y 20% a year and more than 40% of Fortune 100 companies reported using personality tests (Rottenest, Goofing, 2006). Google therefore does not only follows a trend but actively brings forward developments in international staffing. 4. Conclusion One reason why Google does create such an innovative hiring process is that are concerned to miss out some of the best candidates, as the company is enormously fast growing. Google has doubled the number of employees in each year from 2004 to 2007. Furthermore, in nowadays business environment a strategic focus on nagging people is essential to become a highly innovative company. A company cannot be capable of maximizing innovation if it is not capable of recruiting and retaining innovators. Google has succeeded in not only recruiting, but also retaining these innovators and top performers by changing the way their employees work. One aspect that makes Google such an attractive employer is that the work itself becomes an essential attraction and recruiting force, and thus a driver of innovation and motivation.

Motivation and Applied Performance Practices Dissertation

Motivation and Applied Performance Practices - Dissertation Example The level of dissatisfaction is also analysed from the fact that the employee takes long leaves and also aims to leave the organization. Critical Analysis The issues highlighted in the case can be analysed using the framework of the Exit Voice Loyalty Neglect Model. This model distinguishes employee behaviour into two kinds namely a constructive and a destructive type. It also shows two forms of action namely passive and passive response (Harvey & Wenzel, 2001, p.41). In this case Wendy shows a destructive and active response in behaviour while Tanya shows a constructive and passive response. The response shown by Wendy largely implies negative effects on an organization whereas the opposite is reflected from the response shown by Tanya. The behaviour of the employee is largely an outcome of employee motivation and job satisfaction. Theoretically it has been stated that employee satisfaction is strongly correlated with motivation levels (Andrews & Johnson, 2002, p.152). In this case Wendy as largely de motivated following the promotion of Tanya that led to de motivation ultimately leading to dissatisfaction from the job. Stress Management It is very clear from the case that Tanya is suffering from stress following the state of events unfolded in the organization.