My relationship with Jesus Christ and how it begin free essay sample

Jesus is my second father. He is always ready to listen when I need someone to talk to. My father and I have never exactly seen eye to eye. It is because we are too much alike. We had different opinions about the colleges I should apply to. I began to cry as I screamed at him, and he yelled even louder back. I slipped my shoes on, sprinted outside, unlocked my car, and jumped in. I revved the engine and sped out of my driveway. I got to the stop sign and realized I did not know where I was going. I arrived at my grandparents’ house, and my grandfather greeted me at the door with an ice cream cone in hand. He let me in and we walked into the kitchen. My aunt was eating ice cream at the table. I sat down next to her, and my grandpa handed me a cone with butterscotch ice cream. We will write a custom essay sample on My relationship with Jesus Christ and how it begin or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page As I sat and ate my cone in silence, I prayed to God. I prayed He could help me have patience next time I talked to my father, and I could have strength to hold my tongue next time he yelled at me. To just swallow my pride and be quiet. My grandma walked into the kitchen in her pajamas. She grabbed three Bibles. And handed me an Amplified Version of the Bible. We had a mini Bible study. As we flipped through the Bible, my grandma went to Galatians 5:22-23. Which talks about the fruit of the Spirit, one of which is patience. My grandmother told me my dad loves me and I must be patient with him. I flipped to Genesis 9:12-17. This is my favorite verse. Where God promises He will never flood the earth again. He explains the sign of his convent is a rainbow after it rains. She told me I should not forget my dad loves me. I told her I knew, and she gave me a hug. When I finally left, I went in my car and prayed asking God to forgive me. I thanked God I had the opportunity to have Bible st udy with my grandma. I prayed for a safe ride home and closed in Jesus’ name. Amen. Jesus listened to me and answered. I went home and apologized to my dad. I gave him a hug and told him I was sorry for arguing. Galatians 5:22-23. When I was in second grade, I met God. I knew a little about him, but had never asked Jesus into my heart. School had just started and I felt lucky to have Ms. Kohler as my second grade teacher. The first day she read a chapter from Harry Potter and the Sorcerer’s Stone to my class. I was dazzled by Harry and his magical abilities. How he could simply get on a broomstick and fly up in the clouds just like the birds. My innocent imagination was stunned by all the possibilities. I came home from school that day excited to share with my mom all about Harry Potter and his adventures. And I did not get the response I was expecting. She told me it was not possible to be a wizard, do magic, or fly on a broom. I felt extremely disappointed and ran u pstairs to have one of my crying fits. Later, my mom came into my room, gave me a hug, and took me into her bathroom. She asked me if I thought Jesus would want me to be a wizard. To be totally honest, I had not exactly asked for his opinion. I told her no. She asked me if I understood that Jesus died for me. I told her I did. The she asked me the big question. â€Å"Katie, do you want to pray with me and ask Jesus into your heart?† Upstairs in my parents bathroom is where I accepted Jesus into my heart.

Pele essays

Pele essays Edson Arantes De Nascimento, who was later called Pele, was born October 23, 1940, in the poor district of Tres Coracoes, Brazil. His father, an undistinguished soccer player, was known as Dondhino (International). Pele started his soccer training at the age of eleven (Encyclopedia). When he was fourteen he joined th Bauru Athletic Club in Sao Paulo. Pele began to pay for the club team, Santos, when he was merely sixteen years old (International). He received further attention when he was loaned to the team called Vaso de Gama which was in Rio de Janeiro (Encyclopedia). He led Santos to World Club victories in 1962 and 1963 (World). He stayed with Santos until 1974 (International). In 1958 Pele traveled to Stockholm Sweden to play for Brazil in his first World Cup (Encyclopedia). He scored the first of his twelve World Cup goals in 1958 against Wales (International). He and Brazil then went on to win that World Cup which gave him his first World Cup title (World). In 1961 Pele was undisputedly regarded as the best in the world. He was only twenty-one at the time. Pele returned to the World Cup in 1962. He unfortunately suffered a torn muscle in his thigh that had him sitting on the bench for the rest of the tournament. Brazil, with a great team effort, managed to win without him (International). The 1966 World Cup was the worst world cup for Pele. Brazil was beaten in the first round. It was their first World Cup loss in twelve years. Pele was devastated and afterwards he vowed never to play in another World Cup again. In 1969, in front of over 100,000 fans at a stadium in Rio de Janeiro, Pele scored his one-thousandth goal (International). He is the only player to have ever scored one thousand career goals. It is a feat that no one since, has been able to top (World).He did not live up to his vow because in1970 he traveled to Mexico City to once again play in the World Cup (International). Bra ...

Enterprise Culture in the Organization and Strategy Essay

Enterprise Culture in the Organization and Strategy - Essay Example Change is inevitable and is the only constant factor that can keep on happening from time to time. Industrial environments change with time, courtesy to a number of macroeconomic factors like the buyer’s power, the influence of technology, political environments and most obviously the performance of the global economy (Grant, 2005, p. 272). To stay ahead in the global competition and sustain itself in the marketplace, global corporations as well as small and medium enterprises have to respond to these changing business environment and are increasingly trying to inculcate innovation among the products and services that they are offering to other business or to the end consumers. Product Innovation for companies offering products in the open market is very essential to survive in the competitive global war zone. Innovation can be radical or incremental in nature. A quick glance at the evolution of today’s highly popular digitized cameras will explain the two concepts in t he most perfect manner. Radical innovation happened when old Polaroid cameras were replaced by companies with the highly advanced digital cameras. Companies to keep up with fast pace of consumer demands and in order to cater to whims and fancies of consumers, due to their increased buying power have started to have an entire division of Entrepreneurship and Innovation, which will be responsible for providing necessary innovations and modifications within the product offerings by staying within the boundaries of the organization or even trying to develop something on their own, which will be in line with the mother organization’s needs, requirements and objectives. Many a times, it has been found out by various studies that radical and even incremental innovations have happened on the shoulders of an entrepreneurship effort of someone within the organization or even outside the organization. Large corporations and even small and medium enterprises are increasingly encouraging entrepreneurship and motivating current or even ex employees of organization to don the hat of an entrepreneur and work under the company’s brand name, while developing, promoting and marketing their own brands or ventures. Even many a times, it has been noticed that ex employees of large organizations after working in the organization for a lot of years, and developing the required skills, insights and expertise leave the organization in an effort to do something on their own or even to pursue their hobbies or dreams, which people can identify as zeal of an entrepreneurship drive of the individual. Companies are increasingly recognizing employees, who are giving the extra effort to push things forward and trying to being a change agent. Basically, a certain clan of people in each and every organization, who generally put in the shoes of an entrepreneur within the job role, he or she is assigned to by the company. When these groups of highly self motivated people are willing to try something on

Racism (Walleye Warrior) Reading and Questions Coursework

Racism (Walleye Warrior) Reading and Questions - Coursework Example It is evident from the article that people of color suffered significant discrimination from the impacts of unchallenged white privilege. Other ethnic groups that were lobbying for their social justice ended up creating and promoting new identities, including the white identities, which oppress people of color and those who reject white privileges (Lipsitz 119). A new idea evident, in the article, is that the white community strongly campaigned to end treaty rights signed between the federal government and the Native American communities with the notion that it gave them more access to the nation’s natural resources more than other communities. However, when treaty rights were abolished and a number of economic activities such as lumbering, mining and extensive fishing begun in north Wisconsin, the land become polluted and considerably polluted. The supply of the game and fish were also threatened by carbon emission from motor boats, poor management of natural resources, corporate pollution and lax government regulations (Lipsitz 115). Additionally, many whites began killing Native Americans and African Americans who rejected their privileges. These are just, but a few evidences that white supremacist were specifically not interested in conserving environment, but in discriminating against people of color and accessing their natural resources without any opposition. This is something that makes me feel uncomfortable with this article. Under the courtesy of this article, I come to learn that the success of Native Americans, in fighting for their asocial justice, also came from the support of other whites who came to realize that the future success of north Wisconsin was more possible with Indians than the White Supremacists (Lipsitz 116). In this case, I do not expect white supremacists who were earlier strong anti-treaty rights and

Ted Bundy Essay Example | Topics and Well Written Essays - 1500 words

Ted Bundy - Essay Example Around the time Ted began college, joined the Republican Party, and answered calls with Ann Rule, he met the love of his life. This woman partly triggered something evil in Ted. She had long brown hair parted in middle, a common hairstyle in the sixties. When the woman, Stephanie, broke up with Ted in 1968, he was devastated, dropping out of college (Schum). Many of Ted Bundy’s later victims had long brown hair parted in the middle. Another factor happened in 1969 that sent Ted down the path of destruction; he found out his sister was really his biological mother (Lohr). These two events sent Ted on a hunting spree leaving women dead across American, from Washington to Florida. Finding out about his true origins seemed to invigorate Ted, sending him back to college. Ted also began dating Meg Anders. This relationship seemed to get Ted together, leading him to graduate from the University of Washington in 1973 and accepted into the Law program in Utah. Around this time he began seeing Stephanie and Meg at the same time. The pressure seemed to overwhelm Ted. During this period, he committed his first known attack, and then murder. The first woman Bundy attacked survived, barely. â€Å"On January 4, 1974, 18-year-old Joni Lenz became Bundy’s first victim† (Lohr). Lenz was sexually assaulted with a bed post, beaten with a crowbar, and left in a coma. Because of her injuries, â€Å"she was left with brain damage†. Ted attacked another Washington Law student, Lynda Ann Healy, at the end of January 1974 (Lohr).

Women Leadership In Public Sector History Essay

Women Leadership In Public Sector History Essay In a fast paced and changing environment, the focus of attention is increasingly on the need for effective leadership not just good management, and women have recently proved that they are not only good in making food and taking care of children, but also good in leading the society and promoting a better generations. Moreover, women made dramatic gains in electoral politics, winning a number of high profile positions of national leadership and a record number of seats in parliaments around the world. However, ladies who are aspiring to leadership positions are facing particular challenges; they often face far more meticulous tests to determine their suitability for promotion and must be active in seeking selection for leadership positions. Nevertheless, in order to create your own opportunities, you should acquire the characteristics and competencies of an effective leader and integrate these into your personal leadership style not caring about your identity or gender. Furthermore, through interactive exercises and group discussions, female will gain powerful communication, negotiation and influencing skills which will help them succeed in male oriented working environments. They will learn how to achieve an assertive but not aggressive response styles and create and sustain an image of authority. They will also acquire valuable techniques to help them lead, empower and motivate their staff to excel. To give an opportunity for women to develop practical leadership skills as well as to benefit from the breadth of knowledge and experience of their peers within a range of commercial and public organizations is an obligation and a duty in the hands of the government. In fact, a large number of women around the world have set up and managed their own businesses. It was not easy for those women to succeed in business. They had to face a lot of difficulties and overcome a number of barriers to become successful in their ventures. They had to deal with discrimination and endure the doubt of society, and also put in more effort than men to prove their credibility to others. The frequent mismatch that arose against women, on the one hand is because of societal discourses and media representations which often reproduced slim and highly stereotypical accounts of womens leadership, and on the other hand, because individual womens subjective experiences of leadership challenged such representations. Many experiences have been conducted concerning womens leadership, One of them was done through the Student Leadership Practices Inventory (Student LPI) and Leadership Competency Inventory (LCI), demographic questionnaire, and focus group interviews have been asked, the researchers explored the leadership training the women had received and their perception of their leadership abilities and development needs. The findings showed that the women reported frequently demonstrated exemplary leadership practices and many possessed significant leadership experience. Participants scored highest on competencies utilizing people skills and lowest in areas reflecting competence in cognitive or strategic skills. While exposed to formal leadership education, they reported receiving their leadership education primarily through observation and experience. Data from other studies were gathered in three diverse sample conditions to examine whether male and female managers differed in styles of leadership observed by their direct reports and they examined differences in both transformational and transactional leadership styles using the Multifactor Leadership Questionnaire. In three samples, women leaders were rated by both their female and male direct reports as displaying certain key aspects of transformational leadership (i.e. charisma, individualized consideration) more frequently than men. Although the effect sizes were generally small, the results of these studies suggest that women are no less transformational than their male counterparts, and may, in fact, be more so. The sex of the raters did not appear to make any difference in the results obtained. What studies and research have shown? According to  the new Deloitte Touche Tohmatsu report, Paths to  power: Advancing women in government, launched in advance of International Womens Day on March 8, governments have been more successful at advancing women than the  private sector. Globally, women are increasingly being elected and appointed to  positions of power within the  public sector such as heads of state, ministers and cabinet members, and legislators more so than in the  private sector. Furthermore, Talent and knowledge are the  most important resources a  nation can possess, said Greg Pellegrino, Deloitte Touche Tohmatsu, Global Public Sector Industry Leader, and one of the  authors of the  report. Womens progress has vital implications for the  health and growth of governments, companies, and nations. Therefore, it is crucial that governments and companies work together to  harness and cultivate global female talent, to  help create positive change and ensure continued growth and success. According to Diana Radl Roger, partner at Deloitte Czech Republic and Slovakia, creating appropriate conditions for women is a  very difficult task because it demands cooperation of the whole organization. In  my opinion, companies that take care of and support a  better work-life balance, win their employees loyalty, and not only their female employees. They provide incentives for higher performance and professional growth. Indeed, the number of women in a company suggests the companys culture and  values, Progress with respect to  womens participation in the  public sector serves as a  model for the  private sector. Countries that have women in government leadership positions have an  increased number of issues affecting women on the  legislative agenda, often resulting in positive societal and economic developments. For example, after ten women won parliamentary seats in Kenya, legislation relating to  womens issues, such as combating domestic violence, was passed into law. Likewise, research has shown companies with women in leadership positions perform better and achieve more economic rewards than those without women representation. The  top 500 multinational firms, which had at least three women on their boards, saw a  16.7  percent return on equity, while average companies just saw an  11.5  percent return. Evidence suggests that as female representation in government increases, their shared interests emerge, bringing about increased attention of issues affecting women. It also paves the  way for more women to  move up the  ranks, as their predecessors break down many of the  cultural and institutional biases still in existence. As the  world grows ever more interconnected, talent is becoming increasingly mobile. With the  exception of North America, regions throughout the  world are experiencing a  brain drain, in which educated women are emigrating at alarming rates in search of advancement opportunities. For example, in Africa alone, 27.7  percent of females with tertiary education emigrate 10  percent more than men. What are the steps to be taken to preserve women rights to leadership? An organization-wide culture shift is required to  nurture an  environment that is friendly to  women and encourages their advancement. In reality, women are a  critical national resource for economic growth  .Womens progress has vital implications for the  health and growth of governments, companies, and nations. Both the  private and public sectors must continue to  nurture and advance diverse talent including high-potential women in order to  stay competitive and grow. According to Anne Weisberg who is the director of Deloitte Services LP in the  United States, and one of the  authors of the  report, While women have used individual strategies to  achieve their ambitions, accelerating the  advancement of women into positions of leadership in the  government will require new organizational strategies led by those in senior positionsà ¢Ã¢â€š ¬Ã‚ ¦ Among others steps, it will require organizations to  establish metrics and accountability measures, focus on career development for women and promote work life integration. The insertion of women in the workforce is critically important to the economy. Research has shown that if you have women in leadership in a company, it performs better. The same is true for the public sector. In fact, having women in high levels of government according to Excellency Maha Nakib, Minister of Tourism and Antiquities for the Hashemite Kingdom of Jordan is important, but whats more important is having women who can make a difference. The United States Case: In the United States, women are increasingly praised for having excellent skills for leadership and, in fact, women, more than men, manifest leadership styles associated with effective performance as leaders. Nevertheless, more people prefer male than female bosses, and it is more difficult for women than men to become leaders and to succeed in Male dominated leadership roles. This mix of apparent advantage and disadvantage that women leaders experience reflects the considerable progress toward gender equality that has taken place in both attitudes and behavior, coupled with the lack of complete attainment of this goal. United States, where women constitute 24% of the chief executives of organizations, 37% of all managers, and 43% of individuals in management, financial, and financial operations occupations (U. S. Bureau of Labor Statistics, 2006,). Although no one would argue that gender equality has arrived or is even near at hand, such statistics reflect massive social change in womens roles and opportunities. Advantages mixed with disadvantages: Alice H. Eagly argues in her book Psychology of Women Quarterly that research has established a mixed picture for contemporary female leadership. Women leaders on average manifest valued, effective leadership styles, even somewhat more than men do, and are often associated with successful business organizations. Attitudinal prejudice against women leaders appears to have lessened substantially, although even now there are more Americans who prefer male than female bosses. People say that they would vote for a woman for president; however, only slightly more than half of Americans indicate that the country is ready to have a female president. Because of the remaining prejudicial barriers, women face challenges as leaders that men do not face, especially in settings where female leaders are nontraditional. Such signs of advantage mixed with disadvantage and trust mixed with distrust are contradictory only on the surface. They are manifestations of gender relations that have changed dramatically yet have not arrived at equality between the sexes. Changes occurring in the 21st century: Many women have contended successfully with barriers to their leadership, as shown by the fact that women now have far more access to leadership roles than at any other period in history. The inroads of women into positions of power and authority reflect many underlying changes (Eagly Carli, 2003, in press)-above all, womens high level of paid employment (U.S. Census Bureau, 2007) and a lessening of the time demands of womens housework, accompanied by greater sharing of childcare and housework with husbands and partners (Bianchi, Robinson, Milkie, 2006; U.S. Bureau of Labor Statistics, 2005). Associated with these shifts in roles is a large increase in womens education, whereby young women have become more educated than young men (U. S. National Center for Education Statistics, 2005). Because these changes in employment and education are accompanied by psychological changes in the form of increasing agency in women (e.g., Twenge, 1997, 2001) and greater career ambition (e.g., Astin, Oseguera, Sax,Korn,2002), women have achieved many more leadership positions than in the past. Women continue to encounter impediments to leadership within organizations, but many of these impediments can be removed or weakened by organizational changes designed to improve womens (and minorities) access to and success in leadership roles (e.g., Kalev, Dobbin,Kelly, 2006; Rapoport, Bailyn, Fletcher,Pruitt, 2002; Yoder, Schleicher, McDonald, 1998). On the other hand, the authors of Gender Equity or Bust! On the Road to Campus  Leadership  with Women in Higher Education argue that, Born of a patriarchal tradition, higher education continues to marginalize  women  at every turn as students, administrators, faculty, and athletic leaders. Whether the bias is conscious or unconscious,  women  are being penalized consistently for their gender (Wenniger and Conroy, 2001: 7) However, taking into consideration the deep changes taking place in womens roles and in the cultural explanation of good leadership, it is clear that women will continue their rise toward greater power and authority. The 20th-century shift toward gender equality has not ceased but is continuing (Jackson, 1998). The presence of more women in leadership positions is one of the clearest indicators of this transformation. Are women interested in political leadership? Women  would not be equally represented in student  government, much like they are not equally represented in the federal government, because they do not choose to run for office. One explanation is that  women  are not as interested in politics and  government  as men. The second explanation for not running for office could be that they do not believe they are qualified. Ultimately, these findings show that further research in which female student  government  representatives, candidates and the student body electorate are asked specifically why  women  might not be running for office or getting elected would offer more insight into this gender division of  leadership. Gender and Leadership: When it comes to gender and leadership, one thing is clear. Women can be successful in leading both private and public sector organizations. Women corporate leaders face a special set of challenges due to the male dominated nature of these things. Because women are members of the lower status minority group, for them assimilation creates problems with cultural adaption, the inability to maintain a positive sense of identity, feelings of marginalization and isolation and increased exposure to harassment and other stressors. (Korabik, 1997) What is the role of the media in all this? An analysis of media discourses on womens leadership, suggests the need for more nuanced ways of understanding women leaders identity formation that combine a range of macro and micro methodologies. It points to the importance of including an examination of both the specific organizational fields and the broader political, social and economic discourses of womens leadership, as mediating influences on the construction of womens leadership habits. It is our hoped that our study reveals the need for more complex ways of understanding women leaders identity formation and, in so doing, opens up productive spaces from which may flow subjugated knowledge of diverse womens leadership. Where is the female disadvantage? Our meta-analytic demonstration that women fare less well than men in male-dominated and masculine leadership roles identifies context-specific disadvantage (e.g., Eagly et al., 1995)-that is, in some leadership roles, women face obstacles that men do not face. If women who are in fact equal to their male counterparts are treated differently either in their access to male-dominated leader roles or in evaluations of their performance once they are in such roles, women would indeed face disadvantage as leaders. Such Disadvantage would be prejudicial, as defined by less favorable treatment of women than men, despite their objective equality (Eagly Diekman, 2005) one place to look for evidence of prejudicial disadvantage is in studies of attitudes toward female and male leaders. Especially informative are national polls that have asked representative samples of respondents for evaluations of men and women as leaders. Such polls have consistently shown favoritism toward male over female leaders. For example, for many years, pollsters have asked people what they think about personally having a job in which a woman or a man has authority over them. The specific Gallup Poll question is If you were taking a new job and had your choice of a boss, would you prefer to work for a man or woman? These data show a preference for male bosses over female bosses, although this differential in favor of men has decreased substantially through the years. What are the female advantages? Although revealing relatively small differences, findings indicate an advantage for women leaders. Women, more than men, appear to lead in styles that recommend them for leadership. In contrast, men, more than women, appear to lead in less advantageous styles by attending to subordinates failures to meet standards or by displaying behaviors that involve avoiding solving problems until they become acute and by being absent or uninvolved at critical times. What is clear from the meta-analysis is that women leaders, on average, exert leadership through behaviors considered appropriate for effective leadership under contemporary conditions. Why might women and men display somewhat different leadership styles within the limits set by their leader roles? Women are faced with accommodating the sometimes conflicting demands of their roles as women and their roles as leaders. In general, people expect and prefer that women be communal, manifesting traits such as kindness, concern for others, warmth, and gentleness and that man be agentic, manifesting traits such as confidence, aggressiveness, and self-direction (e.g., Newport, 2001; Williams and Best, 1990). Because leaders are thought to have more agentic than communal qualities (Powell, Butterfield, Parent, 2002; Schein, 2001), stereotypes about leaders generally resemble stereotypes of men more than stereotypes of women. As a result, men can seem usual or natural in most leadership roles, thereby placing women at a disadvantage (Eagly Karau, 2002; Heilman, 2001). Consequences of prejudice toward female leaders: Although prejudicial attitudes do not invariably produce discriminatory behavior, such attitudes can limit womens access to leadership roles and foster discriminatory evaluations when they occupy such positions. Social scientists have evaluated womens access to leadership roles through a large number of studies that implement regression methods. Finally, women have different opinions and views and having just one woman does not mean all are represented. We need to take more action in order to ensure that leadership women who have the style and the personality of a leader are taking their chance and are being represented. Moreover in order to ensure this right, we should provide women with education because in educating a woman, you educate a community. In the 21st century, many women are coming up in government and its really important to give them the mentorship they need to grow their careers and to motivate other women to act like them. This way, women will embrace a participative empowering consensus-building style of leadership and women will change the nature of power; power will not change the nature of women. (Bella Abzug, State of the World Forum, 1996)

Like Water For Chocolate by Laura Esquivel Essay example -- Film Movie

Like Water For Chocolate The film, Like Water for Chocolate, represents a story through incorporating the idea of food as feelings and expressing the woman’s roles during the Mexican Revolution. The film is a romantic-comedy showing many joking ways of hard times and soft issues and the way of life. The most striking and theme seems to be how women seem to be in charge rather then males; during this time period, I thought that men were more likely to be the head of the household and in charge. Throughout the film, the main overall theme is that a woman had an illegitimate daughter with someone while she was married, her husband left her, and she was alone with three girls and the youngest, Tita, was to never marry because she was to take care of her mother until the day she died. As Tita grew her and a boy, Pedro, fell in love, but her mother would not allow her to marry, and instead, he married her sister, Rosura, to be close to her. Pedro and Rosura had their last child and Rosura vowed she would not be able to marry because she too, like Tita, would have to take care of her until the day she died. Tita very much hated this idea, as she hated how her mother controlled her and forbade her to not marry her only love, as seen at the end when Rosura dies, Pedro and Tita are now able to get married at last. This silly tradition of the youngest girl taking care of her mother shows the power of family traditions and most likely, a Latin American tradition. The mother was ...