Pepsi Case Study Example | Topics and Well Written Essays - 750 words

Pepsi - Case Study Example The company has heavily relied on the use of social media in order to promote its products. The case even outlines how Pepsi plans to distribute the grants and how grant proposals can be submitted. There are various commonalities that can be identified by reviewing the slogans that Pepsi has used to advertise itself. One of the most common themes in these slogans was the youth of the society. In various slogans Pepsi has associated itself with people from the younger generation for example the slogan of 1961 states that those individuals who think that they are young should consume Pepsi. In order to target the youth and to develop its image as a product that has been developed for the youth the slogans mostly focus on the elements of adventure and youthfulness. Another theme that the company has used to advertise its cola is the theme of social ability. It has tried to again and again create the idea that people who aim to socialize more or are individuals who find it easy to socialize should drink Pepsi Cola. Pepsi has quite effectively used different elements of the marketing mix and has left no stone unturned to reach their consumers. They have used the element of advertising by aggressively using social media and they have even advertised on more than 30 cable television channels as well as sponsored reality shows. They have used the element of public relations in which they are trying to develop healthy relationships by positioning themselves as a socially responsible company (Du, 2000, p.3). For the purpose of public relation they have used the refresheverything.com website that allows webpage visitors to select different social causes that need donations and funding. Furthermore, they have use public celebrities such as Mark Sanchez to act as spokespersons of their new grant campaign. Overall the company has quite effectively used various marketing mix elements and created a well-designed

Women Essay Example for Free

Women Essay In the persuasive paper, the issue of abortion through a Feminist perspective and ethical lens will be looked into. Much controversy surrounds the issue but looking at feminist theory, more specifically, radical feminist theory, the decision for a woman to abort should be available if needed. Not only that, but the decision should be left up to the pregnant woman and the pregnant woman only, as this is seen as a form of escaping male dominance in society. The main arguments that will be used within the paper are: most importantly the feminist perspective of abortion, a feminist perspective of a woman’s control over her sexuality and how this relates to abortion, birth control, and lastly the reasoning behind why women may choose to abort. The writing style the persuasive paper will follow is APA style, and the following are a list of scholarly sources that will be used: 1.Himmelweit, S. (1980). Abortion: Individual choice and social control. Feminist Review, 5(1), 65-68. doi: http://dx.doi.org/10.1057/fr.1980.13 is one of the sources that will be used in the persuasive paper. The journal informs and a report on original research, as well as it provides an analysis of issues specific to the discipline. These two reasons demonstrate a purpose of publication which clearly indicates that this is indeed a scholarly source. 2. Zampas, C., Gher, J. M. (2008). Abortion as a human right—international and regional standards. Oxford Journals, 8(2), 269-294. doi: 10.1093/hrlr/ngn008 is another source chosen to be used within the paper. Frequency of publication is often a good indication that a source is in fact scholarly. Often quarterly is a good forewarning of a scholarly source, which Oxford Journals is credible for. 3. Bridgeman, J. (2011). Wise women in community: building on everyday radical feminism for social change. Interface, 3(2), 288-293. Retrieved from http://www.interfacejournal.net/wordpress/wp-content/uploads/2011/12/Interfac

Intrinsic And Extrinsic Compensation Instruments Commerce Essay

Intrinsic And Extrinsic Compensation Instruments Commerce Essay Compensation is the remuneration received by an employee in return for his/her contribution to the organization. It is an organized practice that involves balancing the work-employee relation by providing monetary and non-monetary benefits to employees. Compensation is an integral part of human resource management which helps in motivating the employees and improving organizational effectiveness. Components of Compensation System Compensation systems are designed keeping in minds the strategic goals and business objectives. Compensation system is designed on the basis of certain factors after analyzing the job work and responsibilities. Components of a compensation system are as follows: à ¢Ã¢â€š ¬Ã‚ ¢ Job analysis à ¢Ã¢â€š ¬Ã‚ ¢ Salary structures à ¢Ã¢â€š ¬Ã‚ ¢ Pay structure Need of Compensation Management A good compensation package is important to motivate the employees to increase the organizational productivity. Unless compensation is provided no one will come and work for the organization. Thus, compensation helps in running an organization effectively and accomplishing its goals. Salary is just a part of the compensation system, the employees have other psychological and self-actualization needs to fulfill. Thus, compensation serves the purpose. The most competitive compensation will help the organization to attract and sustain the best talent. The compensation package should be as per industry standards. The financial assets of a company have always occupied central importance whenever it has come to management decisions. However worlds recent plunge into financial crisis has raised this importance to critical level. This has particularly put direct effect upon financial sector such as banks. The fact that organizations cannot control their external environment in current period of recession has put direct emphasis. Compensation management deals with the ability to effectively compensate the employees to work and create a competitive advantage through highly motivated human resources (HR). Compensation is the cornerstone of an effective talent management strategy. The ability to enable consistent, reliable and standardized compensation processes that are linked to performance drivers of individual and organizational strategies can affect many facets of the business. Some of these facets include: (1) Improved employee morale and retention, (2) Increased employee engagement and productivity, (3) Strengthened governance and compliance with company and regulatory issues. Motivation is the set of reasons that determines one to engage in a particular behavior, having phenomenological and physiological dimensions. The term is generally used for human motivation but, theoretically, it can be used to describe the causes for animal behavior as well. This article refers to human motivation. According to various theories, motivation may be rooted in the basic need to minimize physical pain and maximize pleasure, or it may include specific needs such as eating and resting, or a desired object, hobby, goal, state of being ideal. Employee satisfaction helps the company to maintain a standard increase productivity by motivating the employees. As human resource is the most important resource for any organization, so to study on employee satisfaction helps to know the working conditions what are the things that affect them to work properly or otherwise. These factors become really crucial when we talk about financial institutions that have nothing more than services and that also of financial basis to attract their customers. In this condition it becomes really important for them to deal in an effective and committed way to their customers. Because they have no real brand names to back them up, and also customers feel very protective while dealing with financial products, services or institutions. The strength of any financial service provider lies in it human resources. It is logical that if you have a strength that can be your competitive advantage and is directly related towards your operations it will help in evading your threats in external environment. A satisfied and motivated workforce will have convincing influence upon customers and can attract them even in most gruesome conditions as we can find nowadays. 2. OVERVIEW OF THE BANKING SECTOR IN PAKISTAN Pakistan is a developing country, and being a developing country the recent financial crunch has the worst impact over it. Where developed countries like America and that of European Union managed to sustain their financial institutions through the strength of their governments. But it is evident that countries like Pakistan lack such government strength. So businesses and especially financial institutions in a country like Pakistan has no hope to control the effect of any such calamities through bailing out by factors like government from their external environment. So then what they must do? It is the question that has to arise. We have already discussed the problem of financial institutions for lacking any strong brand and having sensitive customers. In this scenario financial institutions may only count on the strength of their internal environment. Observing financial sector of Pakistan, it becomes clear that banking sector dominates it. Banking sector for Pakistan has been somewhat static and slow moving for decades, until government let go of all banks except National Bank of Pakistan in private hands. This started a new revolution in banking sector, with changes erupting in almost every aspect of private banks. This brought about a serious competitive environment in the banking sector. But with all the positive impacts it also brought some big question marks and doubts. Doubts regarding employees and customer satisfaction. Question marks about who is the best. But with financial crunch these doubts have changed to which bank can survive, and who can still have trust of its customers. In banking sector if one name cant be ignored then it is National Bank of Pakistan, The bank that has not only the largest branch network nationwide but also in foreign country, largest reserves, highest authority and strong corporate brand posi tion with government backing. National Bank of Pakistan National Bank of Pakistan was established under the NPB ordinance in 1949 and was 100% govt.-owned. NBP acted as an agent of the Central Bank wherever the State Bank did not have its own Branch. It also undertook Government Treasury operations. Its first branches were in jute growing areas in East Pakistan. Offices in Karachi and Lahore followed. In1950 NBP established a branch in Jeddah, Saudi Arabia. By this time NBP had branches in London and Calcutta, in 1955. In1957 NBP established a branch in Baghdad, Iraq. In 1962 NBP established a branch in Dar-as-Salaam, Tanganyika. In 1964 The Iraqi government nationalized NBPs Baghdad branch. In 1965 the Indian government seized the Calcutta branch on the outbreak of hostilities between India and Pakistan. In 1967 The Tanzanian government nationalized the Dar-Es-Salaam branch. In 1971 NBP acquired Bank of Chinas two branches, one in Karachi and one at Chittagong. At separation of East Pakistan NBP lost its branches there. NBP merged with E astern Mercantile Bank and with Eastern Bank Corporation. In 1974 the government of Pakistan nationalized NBP. As part of the concomitant consolidation of the banking sector, NBP acquired Bank of Bahawalpur (est. 1947). In 1977 NBP opened an offshore brain Cairo. In 1994 NBP amalgamated Tehran Bank (EST. 1991). In 1997 NBPs branch in Ashgabat, Turkmenistan commenced operations. In 2000 NBP opened a representative office in Almay, Kazakhstan. In 2001 State Bank of Pakistan and Bank of England agree to allow only 2 Pakistani banks to operate in the UK. NBP and United Bank agreed to merge their operations to form Pakistan International Bank, of which NBP would own 45% and United Bank 55%. Also that year, NBP closed its branch in New York. In 2002 Pakistan International Bank renamed itself United National Bank Limited (Ileana Gumby, 2009). The ownership structure of the UNB remained as before. The only change to the shareholding structure is that UBL had recently been privatized in Pakistan and was now owned 49% by the Government of Pakistan and 51% by a joint foreign consortium of Abu Dhabi. In 2003 NBP received permission to open a branch in Afghanistan. Today NBP has 1450 domestic branches nationwide spread over 23 regional segmentation. It has assets up to 350 billion rupees (NBP, 2011). 3. PROBLEM STATEMENT This paper will look in to the perspective of compensation management system in banking sector by knowing about what motivates employees in baking sector. Nowadays banks have become extremely decentralized in nature and due to privatization of banks the level of competition has entered in a new dynamic phase, which directly has its effects over employees of banks. Continuous increasing market demands have literally over loaded employees of banking sector and stretched their working hours in an absurd way. All of this has resulted in employee complaints about work pressure, stress, strain, lack of fulfilling family expectations etc which really have a bad impact over employee motivation of banking sector and ultimately their performance. To handle this situation banks are using different compensation (both intrinsic extrinsic) and reward policies for motivating their employees. The question is whether banks are applying the appropriate compensation strategies with respect to their em ployees? Are these strategies achieving the desired results? Which type of compensation has more motivational effects? These issues if remained unaddressed then can lead to problems like de-motivation, dissatisfaction of employees and customer, high turnover etc and therefore needs to be studied with care. 4. RESEARCH OBJECTIVES The paper will find out different aspects of a compensation system having motivational effects by finding what employees perceive to be the most motivating factor in their compensation system by the assessment of instruments used for extrinsic as well as extrinsic compensation through checking the effectiveness of different intrinsic instruments regarding job satisfaction and motivation to work among the employees of National Bank of Pakistan, Attack city. 5. LITERATURE REVIEW Swinton (2006) described a relationship between Maslows hierarchies of needs with Herzberg theory. Maslows theory state a persons needs hierarchy with basic needs at base followed by security needs, social needs, esteem needs and self actualization needs. She is of the opinion that up to esteem needs level employee motivation or satisfaction can be maintained by factors which Herzberg called hygiene factors. This includes salary, benefits, job security, company policy etc while to deal with people at self actualization level factors known as motivators would be needed. This includes employee achievement, employee recognition, and employee growth. By keeping in mind this relationship among two basic theories of management organization may find it easy to manage their HR and other operations. Kidman and Golding (2006) are of the view that knowledge management system could play an integral part in increasing any organizations performance and can help it to compete in such highly competi tive environment as todays. They say that knowledge management system if applied can bring improvements in decision making, increase in customer value, improving relationships with consumers and bringing new value in to sight by including the concept of innovation. Sureshchandar et al (2002) in their research studied banking sector of India and analyzed how different banks apply concept of total quality service in their functions. They found that these applications are inconsistent and incongruent with in all banks. Which makes it highly sophisticated sector. According to them banks of India can be divided into three groups based upon their perception about total quality services in operations. Barney and Wright (1997) describe that although human resources are accepted to be organizations most important assets yet organizations decision often depicts contradiction with this belief. They further say that HR should not be neglected because they can bring competitive advantage to orga nization. Therefore they should be managed with equal importance with other functions of the business. Hustled (1995) has emphasized on the fact that usage of high performance work practices i.e. comprehensive employee recruitment, Incentive compensation and performance management, extensive employee training and involvement programs surely increase competence of employees, it increase their motivation and reduce turnover. This results in retention of quality employees and also is a useful way to eradicate poor performers from the organization. Nowadays organizations have been persuaded by competitive environment to apply a progressive HR strategy. As stated with the relevance of Pfeiffer (1996) the past decade has presented with many testimonials to the value of progressive HRM practices and system of such practices. In particular, employee participation, empowerment and job redesign, extensive employee training and performance contingent incentive compensation, are widely believed to improve the performance of organizations (John T Delaney and Mark A Hustled, 1996, Mark A Hustled, 1995). Human Resource management and productivity of organization has a direct relationship with each other. If employees are managed appropriately i.e. job analysis, recruitment, training, motivational tools like compensation etc they are destined to give high performance in their operations so will improve the overall productivity of the organization (Casey Ichniowski et al., 1997). While Catanzaro (2001) described the effects of compensation over employee motivation, he stated that compensation has a profound effect over employee motivation. He also discussed several factors of compensation which include both intrinsic and extrinsic factors and their possible effects over motivation in detail. He also emphasized that monetary values are not the only motivators but non monetary factors have more importance towards motivating employees. In Hong Kong, base salary, merit pay, year-end bonus, annual leave, mortgage loan, and profit sharing were the most important factors to retain and motivate employees. In China, base salary, merit pay, year-end bonus, housing provision, cash allowance, over time allowance, and individual bonus were the most important factors to retain and motivate employees (Randy K Chiu et al., 2002). Reward and recognition programs can positively affect motivation, performance and interest within an organization. While a little more problematic, team-based incentives, if designed appropriately, can also encourage and support a range of positive outcomes (Patricia Milne, 2007). Promotion and wages positively influence employees work motivation. A comparison of the relative strengths of the effects reveals that fair promotion was a more powerful motivator than wage level and wage increase. The reason why fairness in promotion was more effective than wage to motivate employees was discussed in light of the unique career system existing in Japanese companies and the agency problems between companies and their supervisors. Takahashi (2006) explores past and present attitudes of employees concerning work-related motivational factors. Understanding the factors that employees consider motivating lends insight to the rewards to which they more positively respond. It compares the results of four motivation surveys conducted in 1946, 1980, 1986 and 1992. The comparisons revealed that employees motivational preferences vary over time. In addition, the results of the 1992 survey indicate that the factors that motivate todays workers are more extrinsic than they used to be. Although employees differ on how they rank these factors, they overwhelmingly selected good wages as the top motivator. A good wage is an extrinsic reward with intrinsic potency. On the surface good wages seem to be purely extrinsic. Yet, at a deeper level, monetary rewards communicate what the company values and affect employees emotional and familial wellbeing (Carolyn Wiley, 1997). 6. HYPOTHESIS After conducting literature review the following hypotheses have to be tested. H1: Compensation plans are significantly associated with extrinsic and intrinsic factors of motivation. H2: Extrinsic factors are significantly contributing to the overall compensation plan. H3: Intrinsic factors are significantly contributing to the overall compensation plan. 7. METHODOLOGY AND RESEARCH DESIGN A case study research design was adopted by taking National Bank of Pakistan as special case. In fact case study is research, which is an intensive analysis of an individual unit (e.g., a person, group, or event) stressing developmental factors in relation to context. Total 50 bank employees were interviewed, including officer cadre employees like branch managers and operation managers and non officers cadre employees like cashiers, tellers and dispatchers of the branches located in Attack city, Karma, Makah and Ghorghushti of the district Attock. Structured Interview technique was adopted as primary data collection tool. Five sub variables were developed for extrinsic compensation variable and four sub variables were developed for intrinsic compensation variable. Total 30 statements were asked from the respondents regarding both intrinsic as well as extrinsic compensation factors, which can motivate them, in such way that 17 statements were about intrinsic compensation and 13 statements were about extrinsic compensation. The statements were firstly scaled according to the Likert Scaling technique by assigning weights to it on poly-cot scale from 1 strongly dis-agrees to 5 strongly agree. The weights of each statement were added in such way that they were multiplied with total statements, that is, (30X5=150) to get total score of 150. Then low, medium and high categories were made. The score of (30-to 60) was considered as low score. The score of (70 to 100) was considered as medium score and the score of (110 to 140) was considered as high score. The framework of the study consists of two main variables for the total compensation system, i.e. Intrinsic and extrinsic. The intrinsic variable has been further divided in to five sub variables, i.e. salary, benefits, short term incentives, long term incentives and perquisite. On the other side, the extrinsic variable has been divided into four sub variables, i.e. job itself, career development, autonomy and delegation. These factors are the motivational elements for the employees. 8. PRESENTATION AND ANALYSIS The data has presented in shape of tables, in such way that the table, 1 is about the Demographic Characteristics of the respondents Scores of the Respondents, and the table 2 is correlation Analysis for knowing the relationship between the intrinsic and extrinsic variables. The above table shows the demographic characteristics of respondents as well as the scores achieved in each variable. The data shows that gender wise, there are more males employees in the National Bank of Pakistan, Attock Branch. On other side age wise there are more employees in 20-25 years age as compared to other age groups. Marital statuses wide there are more married as compared to single employees. The scores of the employees shows that gender wise females were more motivated both about intrinsic as well extrinsic compensation factors by having 137 out of 150 score as compared to counterpart males, who have got 119/150 score. Age wise the young employees in age category of 20-25 years had got more score i.e. 138/150, which mean that this age category was more motivated as compared to other age categories. Marital status wise, the single employees had more score 131/150 as compared to married one. The correlation analysis shows that there has been strong positive relationship between the both types compensation factors used by the National Bank of Pakistan, Attock branches. The 1st sub variable, salary is highly positively correlated with job (r: 0.78), career development (r: 0.69), autonomy (r: 0.73) and delegation (r: 0.64). In same way Benefits is also highly positively correlated with job (r: 0.81) and career development (r: 0.71), but moderately positively correlated with autonomy (r: 0.68) and delegation (r: 0.58). In same way short term incentives is also is highly positively correlated with job (r: 0.82) and career development (r: 0.78), but moderately positively correlated with autonomy (r: 0.73) and delegation (r: 0.67). So far as the long term incentives is concerned. It is strongly positively correlated with Job (r: 0.76) but moderately positively correlated with career development (r: 0.67), autonomy (r: 0.64) and delegation (r: 0.59). In the last there is perquisite which is strongly correlated with job (r: 0.80), but moderately correlated with career development (r: 0.68), autonomy (r: 0.59) and Delegation (r: 0.62). This moderate, and high correlation between the compensation variables show that in one or other way all of the compensation variables have impact on each other and they motivate the employees at the National Bank of Pakistan, Attack branch. 9. DISCUSSION The Findings of this study shows that nine compensation factors have been used in the overall compensation strategy by National Bank of Pakistan and these factors have positive relationship with each other in such way that all of them are contributing positively towards development of motivation among the employees of bank. The scores of the employees shows that female employees were more motivated by these motivating factors of compensation as compared to male employees, this could be because the female employees are more contended with their jobs and family lives and have less responsibility. On other side the young employees regardless of gender, in the age category of (20-30) were more motivated by these compensation factors as compared to other age groups. This is probably because the young employees are more energetic and have more involvement towards job as compared to old employees, who get fed up from job. Furthermore the young employees have less home as well as job related responsibilities as compared to old people who have tension of both family as well as job. Marital status wise, the single employees were more motivated with the compensation factors, most probably because the single employees have less familial responsibilities and less expenses as compared to married one, who have more familial responsibilities and expenses, and thus they remain under tight budget and their motivation level is less. It was found that employees had general acceptance that their salary and benefits package are better. And a high level of satisfaction was felt and observed in employees regarding their extrinsic factors. However intrinsic factors of compensation were more important, like the permanent nature of the job. So employees can deliver their best with a sense of satisfaction. Employees who were interviewed strongly advocated that no other bank in Pakistan except National Bank of Pakistan keeps its employees this much close. Nor do they really do much for employee loyalty, and development. For instance regular promotions of employees cannot be observed in other banks like Habit Bank as quoted by several employees. Also creation and observation of this sense of belongingness to a prestigious organization to and by Employees of NBP cannot be seen else here. Reason for this claim was related mostly towards privatization of other banks. From interviews it became a reality that National Banks employees are one of the most loyal Human Resources an organization may find regardless of the fact that they have to work more hours and hectically than other banks. There were complaints about low staff distribution in many branches of small cities and long working hours disturbing employees social life but even these overcame by the positive effects created by National Banks compensation strategy upon its employees over the years. 10. CONCLUSION The paper had concluded that Compensation management has a direct relationship with employee motivation and performance. Extrinsic benefit plans plays a delight role in perception of an employee towards its organization and its work. And these factors play the role of satisfiers. Instruments of intrinsic factors have a profound impact upon an employees loyalty and an organizations turn over. Intrinsic factors play the role of motivators for the employees and associate them with their job and organization. They feel important and consider their performance as organization performance and image of organization as their own image. It is recommended that banking sector must focus a lot upon the well being of its Human Resources by properly designing their compensation system. So that banks can achieve a competitive advantage through their employees and stand apart as well stand strong in such hard times as in current global financial crisis when financial sector is experiencing a tight squeeze in external environment. Intrinsic Instruments are strongly advised to be more aligned for the entire banking sector. The paper recommends extrinsic factors as the basis but intrinsic as the beauty as only the inner satisfaction can produce optimum quality. For the future research, studies which can find out the relationship of other factors of compensation, especially the subjective one, with motivation would be of great value. 11. THEORY AND PRACTICE The final findings were compared with the Best Practices Compensation policies. This led to the following observations. 1. The bank offers very few pay incentives. Best Practices recommend little emphasis on pay and therefore the banks policy is in line with Best Practices recommendations. Most employees however demand higher pay incentives. 2. The bank does not have any policy for rewarding individual level job performance. This is contrary to Best Practices Compensation recommendations 3. The Bank does not have any policy for rewarding team or group performance. This is in accordance with the Best Practices recommendations. 4. Most employees suggest that the bank should pay certain rewards on the basis of individual level job performance as does Best Practice theory. 5. Bank policy indicates an increased emphasis on seniority when it comes to pay decisions. This is contrary to Best Practices recommendations. Most employees also suggest that seniority should remain an important factor when it comes to pay decisions. Although the Bank has based its policies on long-term goals but it appears that it is unable to implement this. It seems that short-term goals have been given priority in practice. The Bank offers excellent benefits package in accordance with the Best Practices Compensation policies. However most employees want more benefits. 12. RECOMMENDATIONS The following recommendations have been suggested in accordance with the Best Practices Compensation policies:- 1. The bank must device policies to reward individuals for the individual level performances. This could be in the form of performance bonuses, rewards or profit sharing. 2. The Bank must consider reducing the emphasis on seniority. Although it is not a matter of concern for most of the employees, but in the long run, this may adversely affect the performance of the Bank. 3. The Bank must continue with it exists benefit package in accordance with best practices. 4. The Bank must communicate the importance of its excellent benefit package to the employees of the Bank. This may help to increase the motivation level of the employees. 5. The bank must continue its policy for not awarding any incentive for group performance. 6. The bank must refocus its attention on long-term goals.

The Power And The Glory :: essays research papers

The Power and Glory writing assignment   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The spirit is willing but the flesh is weak†.(Matthew 26:41) These words of Jesus are thematic in both the novel, The Power and the Glory, by Graham Greene, and the poem, â€Å"Batter my heart, three-personed God†, by John Donne. Both the whiskey priest and the speaker of the poem are involved in a battle between their sinful flesh and their spirit, which seeks the Divine. They also admit their sin and commit themselves to God. In both the novel and the poem, the authors use similar paradoxes to describe the character’s relationship with God while the search for holiness takes each on a different path. The speaker and the whiskey priest describe themselves as sinners, yielding to temptation. The speaker of the poem says, â€Å"But I am betrothed unto your enemy†(ln.10), showing the speaker is subdued by the devil. The priest, a drunkard with a child, thinks of himself as a transgressor and a disgrace to the Church. While in the prison, the priest says to the pious woman, â€Å"But I’m a bad priest†¦I know from experience-how much beauty Satan carried down with him when he fell.†(p.130) When he is arrested the priest says to a soldier, â€Å"You mustn’t think they are like me†¦It’s just that I’m a bad priest.†(p.191). In addition to recognizing their betrayal of God, they believe that a sacred life is the ultimate victory. The speaker confesses, â€Å"Yet dearly I love you and would be loved fain.†(ln.9) The priest also desires to love God above all, â€Å"He knew now at the end there was only one thing that counted – to be a saint.†(p.210) However, each character pursues the Divine in a different way. Even though the whiskey priest perceives himself as a sinner, his way of life resembles the good of the Holy Spirit. The priest resembles Jesus in many places in the novel. The prison scene is very much like the Last Supper, when Jesus said to his apostles that one of them would betray him. The priest thinks, â€Å"Surely one of these people will betray me first.†(p.128) He also cleans the pails of the cells in the prison just as Jesus washes the apostles’ feet. The night before he is executed the priest prays alone as Jesus did in the garden. The priest embarks on a mission to keep his religion alive in Mexico while helping the individuals he meets, and he finally dies because of his faith and sense of duty. The Power And The Glory :: essays research papers The Power and Glory writing assignment   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The spirit is willing but the flesh is weak†.(Matthew 26:41) These words of Jesus are thematic in both the novel, The Power and the Glory, by Graham Greene, and the poem, â€Å"Batter my heart, three-personed God†, by John Donne. Both the whiskey priest and the speaker of the poem are involved in a battle between their sinful flesh and their spirit, which seeks the Divine. They also admit their sin and commit themselves to God. In both the novel and the poem, the authors use similar paradoxes to describe the character’s relationship with God while the search for holiness takes each on a different path. The speaker and the whiskey priest describe themselves as sinners, yielding to temptation. The speaker of the poem says, â€Å"But I am betrothed unto your enemy†(ln.10), showing the speaker is subdued by the devil. The priest, a drunkard with a child, thinks of himself as a transgressor and a disgrace to the Church. While in the prison, the priest says to the pious woman, â€Å"But I’m a bad priest†¦I know from experience-how much beauty Satan carried down with him when he fell.†(p.130) When he is arrested the priest says to a soldier, â€Å"You mustn’t think they are like me†¦It’s just that I’m a bad priest.†(p.191). In addition to recognizing their betrayal of God, they believe that a sacred life is the ultimate victory. The speaker confesses, â€Å"Yet dearly I love you and would be loved fain.†(ln.9) The priest also desires to love God above all, â€Å"He knew now at the end there was only one thing that counted – to be a saint.†(p.210) However, each character pursues the Divine in a different way. Even though the whiskey priest perceives himself as a sinner, his way of life resembles the good of the Holy Spirit. The priest resembles Jesus in many places in the novel. The prison scene is very much like the Last Supper, when Jesus said to his apostles that one of them would betray him. The priest thinks, â€Å"Surely one of these people will betray me first.†(p.128) He also cleans the pails of the cells in the prison just as Jesus washes the apostles’ feet. The night before he is executed the priest prays alone as Jesus did in the garden. The priest embarks on a mission to keep his religion alive in Mexico while helping the individuals he meets, and he finally dies because of his faith and sense of duty.

Dreamtime Definition Essay

Dreamtime, a time known to the aboriginals of Australia who live in the outskirts of the towns and have barely any rights and responsibilities. Dreamtime to these people refers to the time of the spirits they worship and when there were no people, just spirits, and they were on the verge of creating everything we know to this day on earth. Now ask yourself this†¦ do any of you wish you could go back to your dreamtime? By that I mean the 50’s and 60’s when everything futuristic was on its way of being invented. This was the time when there were no phones so guys had to go to theirs girlfriends house to talk to them, instead of text them. The time when dating meant you knew her inside and out, not dating as in you’ve met her twice. The time when men wore pants when it was 30 degrees out†¦ yes they were hardcore even back then. And the time when jumping off a 40 foot tall overpass with 5 of your best friends while tresspassing on private property in the outback of a country side was a fun Friday night. Times have changed and so have the acts of kids. So many people are so stuck up about school and work and rules that sometimes they forget to have fun along the way. People need to think about when their dreamtime is and maybe they will realize that things haven’t changed so much, and that they themselves have a bit of the characteristics of that time inside of them. My dream time was filled with hard rock like led zeppelin, crazy hair styles like the jerry curl, leg warmers and neon clothes as a fashion statement, and 3 inch think cell phones, and god damn do I wish I could pull off neon colored clothes. Moving on is what the talk of the century has been about, when something traumatic happens like causalities in war, or violent acts caused by crazy men and women, it is put on the news and in newspapers. The most amount of time that that event will be talked about for is a month or two, even if the event has impacted some people negatively for the rest of their lives, and those people cant move on. I know my dreamtime isn’t traumatic and isn’t life scaring but if I don’t want to move on then maybe I can get a taste of the 50’s and 60’s and experience some of my own dreamtime. Why not experience yours?

Learn About Rock Cycle in the Earths Crust

Learn About Rock Cycle in the Earth's Crust Rocks are composed primarily of minerals and can be an amalgam of different minerals or can be composed of one mineral. Over 3500 minerals have been identified; most of these can be found in the Earths crust. Some of the Earths minerals are exceedingly popular - fewer than 20 minerals compose more than 95% of the Earths crust. There are three different ways rock can be created on Earth and thus there are three main classifications of rock, based on the three processes - igneous, sedimentary, and metamorphic. Igneous Rock Igneous rocks are formed from the molten liquid minerals that lie below the Earths crust. Theyre formed from magma that cools beneath the Earths surface or from lava that cools upon the Earths surface. These two methods of igneous rock formation are known as intrusive and extrusive, respectively. Intrusive igneous formations can be forced to the surface of the Earth where they can exist as masses of rock known as plutons. The largest types of exposed plutons are called batholiths. The Sierra Nevada mountains are a large batholith of igneous granite rock. Slowly cooling igneous rock will usually contain larger mineral crystals than igneous rock that cools more quickly. The magma that forms igneous rock beneath the surface of the earth can take thousands of years to cool. Quickly cooling rock, often extrusive lava that comes from volcanoes or fissures in the Earths surface has small crystals and may be quite smooth, such as the volcanic obsidian rock. All rocks on Earth were originally igneous as thats the only method entirely new rock can be formed. Igneous rocks continue to form today under and above the earths surface as magma and lava cool to form new rock. The word igneous comes from Latin and means fire formed. Most of the rocks of the Earths crust are igneous although sedimentary rocks usually cover them. Basalt is the most common type of igneous rock and it covers the ocean floor and thus, exists over two-thirds of the Earths surface. Sedimentary Rock Sedimentary rocks are formed by the lithification (cementing, compacting, and hardening) of existing rock or the bones, shells, and pieces of formerly living things. Rocks are weathered and eroded into tiny particles which are then transported and deposited along with other pieces of rock called sediments. Sediments are cemented together and compacted and hardened over time by the weight and pressure of up to thousands of feet of additional sediments above them. Eventually, the sediments are lithified and become solid sedimentary rock. These sediments that come together are known as clastic sediments. Sediments usually sort themselves by the size of the particles during the deposition process so sedimentary rocks tend to contain similarly sized sedimentary particles. An alternative to clastic sediments are chemical sediments which are minerals in solution that harden. The most common chemical sedimentary rock is limestone, which is a biochemical product of calcium carbonate created by the parts of dead creatures. Approximately three-quarters of the Earths bedrock on the continents is sedimentary. Metamorphic Rock Metamorphic rock, which comes from the Greek to change form, is formed by applying great pressure and temperature to existing rock converting it into a new distinct type of rock. Igneous rocks, sedimentary rocks, and even other metamorphic rocks and be modified into metamorphic rocks. Metamorphic rocks are usually created when they come under extreme pressure such as under many thousands of feet of bedrock or through being crushed at the junction of tectonic plates. Sedimentary rocks can become metamorphic rocks if the thousands of feet of sediments above them apply enough heat and pressure to further change the structure of the sedimentary rock. Metamorphic rocks are harder than other types of rock so theyre more resistant to weathering and erosion. Rock always converts into the same type of metamorphic rock. For example, the sedimentary rocks limestone and shale become marble and slate, respectively, when metamorphosed. The Rock Cycle We know that all three rock types can be turned into metamorphic rocks but all three types can also be changed through the rock cycle. All rocks can be weathered and eroded into sediments, which can then form sedimentary rock. Rocks can also be completely melted into magma and become reincarnated as igneous rock.