My Application For South Africa - 1860 Words

My Application for South Africa 2016 The first time I was introduced to South Africa was last year during choir. For choir we sang a South African ritual. This enticed me to look into the culture of South Africa to find out more things about my new found interest. During this investigation I found out that South Africa is prominent for their unique wild life, it is the only country which has hosted the world cup for cricket, rugby, and soccer, the vast history due to the colonialization of Africa by Europe, and the luxurious bodies of water found in South Africa. Also during my research, I found out that Woodberry offers an exchange program in South Africa. I became extremely interested in this program. I would love to do this program so†¦show more content†¦These include Nelson Mandela’s house, Robben Island, Groot Constantia, The Company’s Garden, and the Bartholomeu Dias Museum Complex. These places entice me due to the fact that history is one of my favorit e subjects. Another major part of South Africa is the sports seen there. South Africa’s main sports are rugby, cricket, and soccer. I am a huge sports fanatic, however I am not as interested in South African sports as I would like to be. South Africa has such a dedication to its sports that it is the only country which has hosted the world cup in rugby, soccer, and cricket. South Africa hosted the rugby world cup in 1995, the cricket world cup in 2003, and the soccer world cup in 2010. I would love to see the locations of where these important games were played, which brings me to my next point, South Africa’s unique sights. South Africa is also known for its breathtaking sights which include the Kruger National Park, Table Mountain, Blyde River Canyon, and the Hluhluwe-Umfolozi Game Reserve just to name a few. At these sights you can either see the unique animals of South Africa in their natural habitat, or look over all of South Africa from the mountain and the canyon. The cultur e of South Africa is one of the major reasons why I would love to be able to participate in this unique opportunity. I also think I would be the right choice for this program due to the person that I am. If I am chosen St Johns would be

Assess the Ontological Argument - 818 Words

08 Assess whether the ontological argument demonstrates the existence of God. (30 marks) The ontological argument was first formulated by St. Anselm in the 11th century. It argues the existence of God from a deductive and a priori stance. God is a being than which none greater can be conceived. This is the response given by St Anselm to the fool in the psalm who believed there was no God. St Anselm the Archbishop of Canterbury and of the Benedictine Order explained that for God to exist in the mind he would not be the greatest being. However were God to exist in the mind and reality this would make a being ‘than which none greater can be conceived’, this means God must exist. This demonstration for the existence of God was†¦show more content†¦To evaluate the whole ontological arguments’ attempt to prove and demonstrate God’s existence, it is clear due to the deductive stance, it shouldn’t be argued as the conclusion drawn must be ‘God is a necessary being’, ‘God is a being than which none greater can be conceived’. But as soon as you understand that definition you will find that it could be used to prove the existence of many things and beings. The ontological argument proves the idea that if God exists he is going to be a necessary being, but it does not prove that he actually does exist. Therefore as Richard Dawkins would describe it ‘infinite, playground argument’ and does not demonstrate God’s existence. REAL MARKS AO1 - /9 AO2 - / 12 AO3 - / 9 TOTAL - /30. YOUR MARKS AO1 - /9 AO2 - / 12 AO3 - / 9 TOTAL - /30. How could this be improved? How could we conclude differently? Are you reassured by this? Does the mark it got makeShow MoreRelatedValidity And Effectiveness Of Anselm s Ontological Argument On The Existence Of God1095 Words   |  5 PagesAnselm s Ontological Argument on the existence of God. I will begin by presenting Anselm’s Ontological Argument from the ground up. This includes the argument, basic idea, initial assumptions, Anselm’s definition of god, and Anselm s distinctions which are needed to completely understand the nature of my argument. Furthermore, I will present concepts of logic and define what makes an argument valid, and circular argument because they are necessary for understanding the validity of this argument. FollowingRead MoreTwo Kinds of Ontological Commitment1819 Words   |  8 Pages Participants in the debate about `ontological commitment would benefit from distinguishing two different ways of understanding the notion. 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Manage Conflict Solution could you propose †MyAssignmenthelp.com

Questions: 1.Why it is important that you intervene? 2.What the reason/s may be for this particular difficult behavior? 3.What reward mechanism/s may be put to use which should keep the person from using this behavior? 4.ow you would conduct the conversation with the perpetrator. Provide examples of the sentences or phrases you would use to demonstrate your approach? 5.What strategies you may use to help reduce the frequency of the behavior? 6.Reflect on your proposed solution. What possible improvements to your solution could you propose? Answers: Assessment 1 will be done on the basis of the particular situation given in the Manage conflict handbook. In the given case study, it has been mentioned that the narrator, presumably holding a managerial position in the organization, has witnessed a spat between Sean and Jessica, two of the workers in the organization. The spat started since Sean teased Jessica for being late whereas Jessica takes pride in herself for being always on time. In the given assignment, the following questions have been posed for the narrator to deal with while managing the conflict situation described above. 1. It is important for the manager to intervene since the spat described can take a bad shape in future and consequently affect the team performance (Yen and Teng 2013. It will also be difficult to manage individuals if this leads to fragmentation based upon the two camps the two concerned individuals are in. The whole scenario can transpire into other groups and encourage more of such behaviors (Woodrow and Guest 2014). Subsequently the productivity will be hampered. 2. There can be several possible reasons behind such behavior. One of the reasons may be personal conflicts which appeared to have vengeful outcomes like teasing based on insignificant issues like being late. There can also be dearth of common sense and sense of authority. The role an individual has to play in a job is often not clear to the person or there may be a lack of specification regarding the same. The motive behind behaving in this particular manner may have been driven solely by the will to wield power over the person at the receiving end an incident of bullying in this case. This behavior can also be seen as the exhibition of patriarchal authority since, in this particular case, the perpetrator was a man and the victim was a woman. 3. The perpetrator should not be in any way encouraged for making such behavior at workplace, however, he or she should also not be punished for behaving in this manner since that may be humiliating and make the person feel de-motivated. A monthly feedback program can be implemented. The feedback form should be anonymous and can enable the person giving feedback to take names of a perpetrator. If there is any report against a person or persons and if, after cross-checking, it is found out to have truly occurred; every employee can get bonus points that add to their future appraisal points and increases their chance of promotion (Schyns and Schilling 2013). Not only that, points will be deducted from the perpetrator. This can help management be aware of the perpetrators and take necessary steps and can also alert employees and keep them from behaving badly. 4. Conversation with the perpetrator should be conducted in properly formal tone, without any frankness. Companies Zero Tolerance Policies should be conveyed to the perpetrator. The perpetrator must not be intimidated or humiliated but he or she should know that the consequences of repetition of such behaviors can ultimately cause loss of job. Perpetrator should be informed about possible substantial deduction in salary for behaving badly. Phrases like, Your job may be genuinely at stake! or A large amount of your salary may be deducted! can be used so that they take good care of their behavior. 5. The companies Zero Tolerance Policies can be articulated in clear terms, that is, without any confusion prevailing on the part of the employees. The policies should also connect the code of conduct to possible consequences that may take place for breaching the rules. The reward mechanism can encourage true reporting since that involves incentives, appraisals, promotions and salary hikes. Bad behaviors can be considered as key performance indicators so that the employees keep their outward behavior on check since bad behaviors can hamper the teamwork as well as productive capacity (Klotz and Bolino 2013). Higher authoritys involvement can be encouraged if the situation goes haywire. 6. The solution that has been proposed above apparently has no loopholes that may still give room for a person to get away with foul behavior. The solution has focused heavily upon the incorporation of the financial security of an employee to his or her conduct at workplace (Resick et al. 2013). The solution has also been connected to the appraisal and appraisal is the key to promotions. There may be persistent foul behavior by employees. The possibility is increased if the misconduct is perpetuated by means of involving more individuals and targeting someone who is not very strong emotionally (Cohen et al. 2014). In these instances, feedback report often gets feigned and the victims voice remains unheard. The team leader should keep a vigilant eye on the teams interaction and if there is observed any discrepancy in terms of involvement levels of each member in a team, then a thorough research should be conducted to detect where the problems lie. An alternative plan can be a thorough feedback regarding employees deviations from the proposed code of conduct. The code of conduct can also be improvised and made stringent. References: Cohen, T.R., Panter, A.T., Turan, N., Morse, L. and Kim, Y., 2014. Moral character in the workplace.Journal of Personality and Social Psychology,107(5), p.943. Klotz, A.C. and Bolino, M.C., 2013. Citizenship and counterproductive work behavior: A moral licensing view.Academy of Management Review,38(2), pp.292-306. Resick, C.J., Hargis, M.B., Shao, P. and Dust, S.B., 2013. Ethical leadership, moral equity judgments, and discretionary workplace behavior.Human Relations,66(7), pp.951-972. Schyns, B. and Schilling, J., 2013. How bad are the effects of bad leaders? A meta-analysis of destructive leadership and its outcomes.The Leadership Quarterly,24(1), pp.138-158. Woodrow, C. and Guest, D.E., 2014. When good HR gets bad results: Exploring the challenge of HR implementation in the case of workplace bullying.Human Resource Management Journal,24(1), pp.38-56. Yen, C.H. and Teng, H.Y., 2013. The effect of centralization on organizational citizenship behavior and deviant workplace behavior in the hospitality industry.Tourism Management,36, pp.401-410.