Commentary on Accounting Ratios Research Paper Example | Topics and Well Written Essays - 1000 words

Editorial on Accounting Ratios - Research Paper Example This implies more current organizations will by and large have lower ROCE when contrasted with more established organizations because of the deteriorated measure of its benefits. Furthermore, the quantity of years that both Dairy Crest and its nearby rival have been doing business is indistinct. The income of Dairy Crest is up by practically 20% in 2008, bringing about Operating Profit Margin of 6%. This outcome is comparable to its rival. In any case, the improvement may have been credited by the twofold increment in Dairy Crest's other salary, of which the breakdown has not been uncovered. Given the equivalent outcome, it very well may be said that the contender might be new in the market since its ROCE is path lower than that of Dairy Crest. Truth be told, the organization's Gross Margin Profit is down from 4.6% in 2007 to just 3.9% in 2008, though its rival's is 25.7%. Seeing Dairy Crest's united pay proclamation, its working expense is up by practically 21% while its income expanded distinctly by about 20%. Additionally, there might be a few contrasts in the estimating procedure embraced by the two organizations, which clarifies the enormous hole in the edge. The organization's Asset Turnover Ratio is somewhat better at 1.8 occasions in 2008, while its rival is at 1.9 occasions. The higher income in 2008 methods Dairy Crest is using its advantages more. Expecting its rival is new in the business, this outcome shows Dairy Crest isn't proceeding just as its rival. Apparently Dairy Crest has better control of its stocks with a drop in its Stock Turnover of 38.6 days in 2008 against 43.1 days in 2007. As food stocks are short-lived things, it is prudent not to hold them for a really long time. Dairy Crest's transition to bring its stock holding period somewhere near 10% is astute. While its rival holds stocks 46 days in 2008, it is muddled if this is because of vulnerability in providers, as the significant levels appear to be pointless dependent on industry. The Current Ratio of Dairy Crest in 2008 is 1.4, an improvement from 1.0 in 2007. This shows the organization's budgetary position is more beneficial. Nonetheless, its rival's Current Ratio of 0.8 in 2008 appears to be hazardous, as

Corporate Strategy Essay Example | Topics and Well Written Essays - 3500 words - 1

Corporate Strategy - Essay Example It is an organization possessed by Dipti Mahapatra in India and has been in the business for near two decades. Having begun in the year 1988, this organization began as a little unit with four tailors and has now proceeded to get one of the most renowned names in inside beautification in the territory of Orissa. The interest for Dipti’s items developed and there was a business opportunity for inside enrichment. By 1993, Dipti was caught up with undertaking a few turnkey ventures for complete outfitting of visitor houses, inns, just as the Governor’s living arrangements in the territory of Orissa. Orissa is a little state in the Eastern piece of India. It is cut off from any significant advancement that happens somewhere else in the nation. For this reasons, Dipti needed to move. Following are the issues that she has experienced: Prior to setting out the proper game plan, it is important to comprehend the components that will be engaged with the technique that has been grown later in the paper, from the point of view of the organization. This will assist us with understanding the specific use of the hypotheses through the length and broadness of the paper. A significant piece of Dipti’s game plan must incorporate after a system dependent on increasing upper hand just as accomplishing manageable pioneering development. Let us initially analyze upper hand to perceive how and where it will fit in with the general development and extension of the Anukul gathering. Michael E Porter has prepared for progressive strategising patterns and an entirely different point of view on rivalry through his upper hand hypothesis. In the corporate world, Porters first book Competitive Strategy (1980), which he wrote in his thirties, turned into a universal hit, and is viewed as a legitimate bit of work on corporate methodology. The book, which has been distributed in nineteen dialects and re-printed moving toward multiple times, changed the way business leaders’ minds worked. Further,

Controlling Alcohol Cravings With Medication

Controlling Alcohol Cravings With Medication Addiction Coping and Recovery Overcoming Addiction Print Controlling Alcohol Cravings With Medication By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Reviewed by Reviewed by Amy Morin, LCSW on June 19, 2019 facebook twitter instagram Amy Morin, LCSW, is a psychotherapist, author of the bestselling book 13 Things Mentally Strong People Dont Do, and a highly sought-after speaker. Learn about our Wellness Board Amy Morin, LCSW Updated on September 04, 2019 More in Addiction Coping and Recovery Overcoming Addiction Methods and Support Personal Stories Alcohol Use Addictive Behaviors Drug Use Nicotine Use People who have become alcohol dependent often experience withdrawal symptoms and cravings when they try to stop drinking. This craving for alcohol is one of the reasons that a majority of those who try to quit drinking fail to do so on their first attempt.?? Medications for Alcohol Cravings Currently, only three medications are approved by the FDA for the treatment of alcoholism, plus one that is sometimes prescribed for off-label use, and others that are being studied. Naltrexone: Marketed as Revia in pill form and Vivitrol as a once-monthly injection,  it works by blocking in the brain the high that people experience when they drink alcohol. By blocking the pleasure the drinker receives from alcohol and the reward feedback loop in the brain, naltrexone eventually reduces cravings.??Campral (acamprosate)  is the only medication available in the U.S. that claims to reduce alcohol craving. It also reduces the physical distress and emotional discomfort people usually experience when they quit drinking.  How Campral works to reduce the craving for alcohol is not completely understood, but researchers believe that it helps restore a  chemical imbalance in the brains reward system  that is altered by long-term alcohol abuse.  Campral does not help someone  quit drinking. It is prescribed (usually 3 time-released pills a day) for those who have already stopped drinking alcohol. Because the side effects are mild and well tolerated, it is usually prescribed for up to 12 months following alcohol abstinence.??Antabuse  (disulfiram)  works by causing a severe adverse  reaction when someone  taking the medication  consumes alcohol. Rather than reducing craving, it reinforces aversion to alcohol due to these obnoxious results when you drink alcohol. They include flushing, nausea, vomiting, headaches, and palpitations. There can be severe reactions, so it might be saved for use for high-risk patients, or when you are going into a high-risk situation such as a party where there will be alcohol.??Topiramate is not yet FDA-approved for treating alcohol addiction. It is an antiepileptic medication that has shown promise in trials similar to naltrexone. Physicians may prescribe it off-label for alcohol dependence.?? Other drugs being studied to reduce cravings include gabapentin, baclofen, nalmefene, selective serotonin reuptake inhibitors (SSRIs), and ondansetron. Preventing Alcohol Cravings Combination With Behavioral Therapy and 12-Step Programs It should be noted that many members of Alcoholics Anonymous report that their cravings for alcohol were removed through the spiritual experience of working the twelve step program, without medication. As it says in the How It Works section of The Big Book: ... our personal adventures before and after make clear three pertinent ideas: (a) That we were alcoholic and could not manage our own lives. (b) That probably no human power could have relieved our alcoholism. (c) That God could and would if He were sought. Being a member of AA  and working the 12-step program does not mean that you cannot also take medication to help reduce your cravings. The combination of medication and support group participation has been shown by research to produce better outcomes.??

Wind Power And The Glebe Mountain Wind Farm Case Essay

For this last case study, we focus on the topic of wind power, the details of the Catamount Energy and the Glebe Mountain Wind Farm Case, and the importance of wind power around the world. It was very interesting learning about the history of the wind power and how it made an impact in the world. To start it off, it is important to understand the significance of wind power and how it plays in important role in this case study. The earliest appearance of wind power was traced back to 2000 BC in ancient Babylon. It was used to grind grain and pump water. Over the next thousand years, windmills began to spread to the Islamic world, China, and India. The usage of windmills traveled to the western world during the medieval times and slowly began to adapt for use of irrigation canals. During the 19th century, the steam based railway system had made its introduction to the world, while using windmills to pump water into train engines. In Europe, windmills were the primary energy source duri ng the 19th century until the steam engine came through. Then during the early and mid 1950s, that s when government efforts to extend this windmill power grid to every American household ended the market for these machines. In record, the first largest windmill usage to generate electricity was built in Cleveland, Ohio in 1888 by a man named Charles F. Brush. The Brush windmill was successful and for over twenty years it is being operated. A Dane, Pou La court designed the first wind machine

20 Hours of Work Should Suffice The College Student

Being a college student is a difficult, however, being a working college student is even more of a challenge. In their attempts to manage school, work and social life, students often find that something suffers- oftentimes it is the academic portion of their life that takes the hit. Over the years, the number of college students who are working while studying has been constantly escalating. Recent studies have shown that not only do 80% of undergraduates work while in school, but they are also working longer hours than in the past (Baum, 2010 and Scott-Clayton, 2012). In this paper I will show that if college students work 20 hours or more then their academic success and graduation probability suffers more than those students working fewer than 20 hours or not at all. REASONS WHY COLLEGE STUDENTS WORK Studying and working in some capacity is often synonymous with college life. However, few questions arise- â€Å"How much work is too much?† and â€Å" What are the effects of the number of hours worked on the student’s academic success?†. It is estimated that at least 10% of full time college students work 35 hours or more per week. Working while studying can affect students’ academic performance, ability to socialize, graduate on time or graduate at all. College students work for different reasons. Some traditional aged students (ages 15-24) work to gain experience and earn spending money. It also helps them prove they can handle the responsibilities that come along with being aShow MoreRelatedShould College Athletes Be Paid?1390 Words   |  6 PagesA highly debated topic in college sports today is whether or not schools should begin to pay their athletes. As major college sports become more popular, more money is being brought into universities because of their athletics. 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Kids go through bouts of hyperactivity and disobedience in school, but at a certain point this behavior may distract other students away from learning. Teachers should be counseled on how to interact with and teach an ADHD child in order to give that child an ultimate learning experience. At some point in their lives, approximately 4.6 million children in the United States aged 5-17Read MorePhilippine Educational System3252 Words   |  14 Pages1990s a total of 65 percent of Filipinos understood English. During the last four decades of the twentieth century, education in all levels had vastly improved. In the compulsory elementary level, from 1965-1966, there were a total of 5.8 million students enrolled, 4.5 percent of which were in private institutions. In 1987-1988 these numbers grew to 9.6 million enrolled, 6.6 percent of which were in private schools. By school year 1999-2000, 12.6 million were enrolled with 7.1 percent in the privateRead MoreWal-Mart and the Weak U.S. Labor Laws2041 Words   |  8 Pageswith at least fifty full-time workers must offer health coverage to all employees that work 30 or more hours a week or pay penalties. All Wal-Mart and even other large corporations did was cut workers hours to under thirty a week. Wal-Mart workers have ve ry little power over their schedules, and no unions to fight for any type of rights, so as one might assume, much was said over Wal-Mart cutting its workers hours, but little to anything was done to stop it. As I have already said, there are no laborRead MoreContemporary Education : Support The Learning Requirements Of Introverted And Introverted Students Equally3135 Words   |  13 PagesContemporary Education: A Need to Modify Educational Standards to Support the Learning Requirements of Introverted and Extroverted Students Equally. 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Employee Attitudes and Job Satisfaction Free Essays

Assignment on: Employee Attitudes and Job Satisfaction Done by: T. K. Cedric Wan Wing Kai(081461) Cohort: BSc (Hons) Human Resource Management 09 Part Time Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. We will write a custom essay sample on Employee Attitudes and Job Satisfaction or any similar topic only for you Order Now . 3 Employee Attitude†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦4 * Features of Attitudes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 4 Attitudes, Opinions and Beliefs†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 5 Factors in Attitude formation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 Methods of Attitude change†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 6 Values and attitudes†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Values and Behavior†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 7 Attitude of employees towards the organization†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 8 Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Job Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 Models of Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 * Affect Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 * Dispositional Theoryâ⠂¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 10 * Two-Factor Theory†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦10 Measuring Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 11 Superior-Subordinate Communication†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 1 Relation ships and Practical implications†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 12 Employee Attitudes in Relation to Job Satisfaction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 13 â€Å"Job satisfaction is an attitude, but researches should clearly distinguish between cognitive evaluation which are emotions, beliefs and behaviors†, Weiss(2002) Introduction: The way one is satisfied with one’s job depends on many factors. Both internal and external factors affect the attitudes of employees which lead to satisfaction or dissatisfaction in one’s job. What makes e mployees happy? Are they more productive when happy or less productive when happy? What are the causes of employee attitudes? What is the impact of positive and negative job satisfaction on the employees? How to influence employee attitudes? All those questions are going to be answered in this study of Attitudes and Job Satisfaction. People have their own beliefs, norms and views. Due to this, employees will not always behave in the same way as they are not the same, even though they may be performing the same job at a same given level. Job satisfaction is referred to how much an employee is satisfied and happy with his or her job. The happier people are with their job, the more satisfied they are said to be. Employee Attitude: As it has been briefly stated in the introduction, employees have attitudes or point of views about different aspects of their jobs, their career and the organization in which they work. Allport defines attitude as follows: â€Å"Attitude is a mental and neural state of readiness organized through experience, exerting a directive or dynamic influence upon the individual’s response to all objects and situations with which it is related† Features of attitude: Attitudes affect an individual’s behavior making him ready to respond either favorably or unfavorably to things in his environment. * Attitudes are acquired through a learning process over a period of time. It is a never-ending process that starts from childhood throughout the life of a person. * Attitudes cannot be seen with the naked eyes because they are psychological phenomenon which cannot be observed directl y. They can be examined by observing the behavior of an individual. * Attitudes are pervasive and every individual has some kind of attitude towards objects in his surroundings. In fact, attitudes are forced in the socialization process and may relate to anything in his environment. Attitude, Opinion and Belief: An opinion is in general one’s judgmental expression of a particular set of facts, an evaluation of the circumstances presented to him. Thurstone defines opinion as ‘a response to a specifically limited stimulus, but the response is certainly influenced by the predisposition with, with the individual is operating, that is, the attitude structure’. A difference can also be made between attitude and belief. A belief is an enduring organization of perceptions and cognitions about some aspects of individual world whereas belief is a hypothesis concerning the nature of objects, more particularly, concerning one’s judgement of the probability regarding the nature. In this sense, belief is the cognitive component of attitude which reflects the manner in which an object is perceived. The difference between attitude, opinion and belief exists on conceptual basis. Most researchers believe that these three terms are so closely tied that it is difficult to separate them except on a limited conceptual basis. Many psychologists however think that attitudes are more important to human behavior than are the related aspects. For instance, more efforts have been put into analyzing attitudes rather than others. It is obvious to say that attitudes are an important concern because of their main position in the process of changing work perquisites in efforts. Attitude itself do not influence behavior but these acts with other factors in the individual influencing behavior, such as personality, perception, motivation and others. Further, attitudes are also affected by the individual dimension as well as the objects, persons and ideas. Attitudes have been through as serving four functions and there by influencing the behavior. These are: 1. Instrumental – Attitude are a way to reach a desired objective or to avoid an unwanted one. Instrumental attitude are aroused by the activation of a need or cues that are associated with the attitude object and arouse favorable or unfavorable feelings. 2. Ego-Defensive – The ego-defensive functions of attitude focus on the importance of psychological thought. Attitude may be acquired by facing threats in the external world or becoming aware of his own unacceptable impulses. . The value – Orientation function takes into account attitudes that are held because they express a person’s self-image, or by cues that engage the person’s values and make them salient to him. 4. Knowledge – The knowledge function of attitude is based on a person’s need to maintain a stable, organized and meaningful structure of the world. 5. Attitude that gi ves a standard against which someone evaluates the facets of his world and use it as the knowledge function too. These functions of attitudes affect the individual’s way of interpreting the information coming to him. Since they affect work requirements and work responses, information about the way people feel about their jobs can be very useful in way people will behave about their job. Thus, these types of attitudes can create areas of enquiry for making the employee and the organization more compatible. Factors in Attitude Formation The attitudes are learned. Generally, an individual learn things from his surroundings, that is, the environment in which they interact, even though there are different approaches to learning those. Thus, for an attitude to be formed, all the factors from which people learn must be taken into consideration. Such factors may be examined in terms of groups starting from the family itself as a group, an individual moves in a close group, then to larger groups, and finally to the society as a whole. Being part of these groups, the individual’s psychology which makes up his personality particularly, is also responsible for behavior and attitudes. Methods of Attitude Change There are various ways through which a positively attitude change can be brought. Cohen has suggested four methods for attitude change: 1. Communication of additional information 2. Approval or disapproval of a particular attitude 3. Group influence 4. Inducing engagement in discrepant behavior. In any way, all these methods involve getting to know discrepancies among the elements making up the individual’s attitudes. From an organizational point of view, a Manager can take the following actions making attitudes of members of the organization to change. * Group action * Persuasion through leadership * Persuasion through communication and * Influence of total situation These actions involve analysis of different aspects affecting a particular action. Values and Attitudes Some researchers view values as being made of large groups of related attitudes. For instance, Fishbein and Ajzen have included two components in attitudes-informational and emotional. Thus, they have taken values as a part of attitudes. However, there are some differences between values and attitudes. Attitudes are specific and related to distinct objects which are people or ideas. Values are more general than attitudes. Statement of values that people have generally is often perceived as good or bad. Values are beliefs about which attitudes we should have or not. Values and Behavior The behavior of people is inclined by the values which they embrace, particularly in terms of those stimuli which have some value orientation in the organizational context, understanding the influence of individual value system on the behavior of individuals in the following ways: * Values influence the way an individual perceives problems he or she faces and also the decision he or she makes to tackle those problems. * Values influences the way in which someone looks at other people and groups of people, that is, interpersonal relationship. Values are the base of interpersonal relationship interactions. People judge organizational success as well as its achievement of the basis of their value system. Thus, for some people, organizational success may be in the form of high- profit earning irrespective of the means adopted whereas, this may be a harsh thing for others. * Individuals determine whether behaviors that they adopt are either ethical or unethical whether towards themselves or others * Values determine the extent to which employees accept organizational pressures and goals. If these do not correspond to the values held by them, they oppose the organizational pressures and objectives, and even quit their job. Attitudes of Employees towards the Organization Attitudes and values are not the same but they are interrelated. It can be seen by examining the three components of attitudes which are cognition, affect and behavior. The belief that ‘discrimination is wrong’ is a value statement. * Cognitive Component of an Attitude – It sets the phase for the more important part of an attitude and is reflected in the statements of evaluation concerning objects, people or events. The behavioral component of an attitude refers to an intentional way to act in a certain manner towards someone or something. In an Organization, attitudes are crucial, because they affect job behavior. If for instance, employees believe that their superiors and other people at managerial levels are all doing a conspiracy to make them work harder for the same wage, then, it is important to try to comprehend how those attitudes that reflect their beliefs were formed and how those can be changed. Job Satisfaction Job satisfaction has been defined as ‘a pleasurable emotional state resulting from the appraisal of one’s job’. Job satisfaction describes how happy an employee is with his or her job. People are said to be more satisfied the happier they are with their job. Job satisfaction is not the same as motivation, although it is clearly linked, that is, someone will be more motivated to work if he or she likes the job being practiced by the latter. Job Design Job design tries to improve job satisfaction along with performance. The methods used include job rotation, job enlargement and job enrichment. Other influences on satisfaction include the management style and culture, employee involvement, empowerment and autonomous work position. Job satisfaction is a very important attribute which is frequently measured by organizations. Rating scales are mostly used to measure the level of job satisfaction. Employees are brought to report their reactions to their jobs. The questions are relative to the rate of pay, work responsibilities, variety of tasks, promotional opportunities, the work itself and co-workers. Models of Job Satisfaction Affect Theory Edwin A. Locke’s Range of Affect Theory (1976) is arguably the most famous job satisfaction model. The main principle of this theory is that satisfaction is determined by a discrepancy between what one wants in a job and what one has in a job. Further, the theory states that how much one values a given facet of work (e. g. the degree of autonomy in a position) moderates how satisfied/dissatisfied one becomes when expectations are or aren’t met. When a person likes a specific facet of a job, his satisfaction is more greatly impacted both positively (when expectations are met) and negatively (when expectations are not met), compared to one who doesn’t value that facet. For example, if a certain Employee A prefers autonomy in the workspace and another Employee B does not care about autonomy, then Employee A would be more satisfied in a position that allows a high degree of autonomy and less satisfied with little or no autonomy as compared to Employee B. This theory also states that too much of a particular facet will produce stronger feelings of dissatisfaction the more a worker values that facet. Dispositional Theory Another well-known job satisfaction theory is the Dispositional Theory. It is a theory that suggests that people have innate dispositions that cause them to have tendencies toward a certain level of satisfaction, regardless of one’s job. This approach became a considerable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs. Two-Factor Theory (Motivator-Hygiene Theory) Frederick Hertzberg’s Two factor theory, also known as motivator hygiene theory, attempts to explain satisfaction in the workplace. This theory states that satisfaction and dissatisfaction are driven by different factors hich are motivation and hygiene factors respectively. An employee’s motivation to work is continually related to job satisfaction of a subordinate. Motivation can be seen as an inner force that drives individuals to reach personal and organizational goals. Motivating factors are those aspects of the job that make people want to perform, and provide people with satisfaction, for example achievement in work, recognition, promotion opportunities. These motivating factors are considered to be intrinsic to the job or the work carried out. Hygiene factors include aspects of the working environment such as pay, company policies, supervisory practices, and other working conditions While Hertzberg’s model has stimulated much research, researchers have not been able to reliably empirically prove the model, with Hackman Oldham suggesting that Hertzberg’s original formulation of the model may have been a methodological artifact. Moreover, the theory does not consider individual differences, conversely predicting all employees will react in an identical manner to change in motivating/hygiene factors. Finally, the model has been criticized in that it does not specify how motivating and hygiene factors are to be measured. Measuring Job Satisfaction There are many methods for measuring job satisfaction. By far, the most common method for collecting data regarding job satisfaction is the Likert Scale named after Rensis Likert. A Likert Scale is a psychometric scale commonly used in questionnaires, and is the most widely used scale in survey research, such that the term is often used interchangeably with rating scale even though the two are not synonyms. When responding to a Likert questionnaire, participators specify their level of agreement to a statement. Other less common methods used for measuring job satisfaction include: yes/no question, True/False questions, point systems, checklists and forced choice answers. This data is typically collected using an Enterprise Feedback Management system. The Job Descriptive Index(JDI), created by Smith, Kendall Hulin(1969), is a specific questionnaire of job satisfaction that has been widely used. It measures one’s satisfaction in five ways: pay, promotions and promotion opportunities, coworkers, supervision and the work itself. Superior-Subordinate Communication Superior-subordinate communication influences greatly job satisfaction in the workplace. The way in which a subordinate perceives a supervisor’s behavior can positively or negatively influence job satisfaction. Communication behavior such as facial expression, eye contact, vocal expression and body movement is crucial to the superior-subordinate relationship. Non verbal messages can play a central role in interpersonal interactions with respect to impression formation, deception, attraction, social influence and satisfaction. Individuals who dislike and think negatively about their supervisors are less willing to communicate or be motivated to work whereas individuals who like and think positively about their supervisor are most likely to communicate and be satisfied with their job and work environment. The relationship a subordinate holds with their supervisor is a very important aspect in the workplace. Relationships and practical implications Job satisfaction can be an important indicator of how employees feel about their jobs and a predictor of work behaviors such as organizational citizenship, absenteeism and turnover. Further, job satisfaction can partially mediate the relationship of personality variables and deviant work behaviors. One common research finding is that job satisfaction is correlated with life satisfaction. This correlation is reciprocal, meaning people who are satisfied with life tend to be satisfied with their job and people who are satisfied with their job ten to be satisfied in life. However, some research has found that job satisfaction is not significantly related to life satisfaction when other variables such as non-work satisfaction and core self-evaluations are taken into account. Employee attitude in relation to Job Satisfaction Employees in a work place will not have the same attitudes and level of job satisfaction. Because of various factors such as age, race, sex, religion, values, beliefs, and many other factors, employees will react very differently from one another within a work place. People perceive things differently and will eventually not feel the same in a job, even though conditions such as wage, environment and management are the same. Some employees may be more satisfied than others. References http://www. wikipedia. org http://www. scribd. com Essentials of Organisational Behavior by Stephen Robbins, Timothy Judge http://books. google. com How to cite Employee Attitudes and Job Satisfaction, Essay examples

Jesus ; Buddha Essay Example For Students

Jesus ; Buddha Essay Jesus BuddhaBrett SchopenWestern Traditions 20110/29/94Disciple?: I have heard that you are two of the wisest men in the land and so Ihave come to you in hopes of advise. I am scared for my future and for thefuture of my newborn daughter. Can you tell me what is in store for us orgive me an assurance me that we will be all right? Jesus: Do not worryabout your life. Do not worry about food, drink, the body. Life is more thanthese things. Believe in your heavenly Father. He knows what you need and willprovide you with it if you practice and have faith in his teachings. Strive forthe kingdom of God and his righteousness and all these things will be given toyou as well. Buddha: No. Comfort in the present and future must come frominside the self , not from a God. In meditation you will find the truth oflife that will set you free from worry. Dont chase after the past,Dont seek the future;The past is goneThe future hasnt comeBut see clearly on the spotThat object which is now,While finding and living inA still, unmoving state of mind. This focus on the present is the beginning of the path to enlightenmentwhich is comfort through understanding. When you are able to keep yourmind focused on the present in a still, unmoving state of mind you havereached enlightenment, where you will be beyond all emotion includingsuffering and worry. Jesus: That is not so. A search for the entire true of life can never make youcontent in your life because you can never know everything there is. Thatis for God alone to know. To enter the kingdom of heaven you must havefaith in our Father. You must trust in His wisdom even in hard times. For to know all and understand all you would be a god. And puttingyourself on a platform with God is disrespectful and blasphemous. But if youfollow His laws your suffering will end in the hereafter. Buddha: Truth is available to all people not just gods. For truth is in allthings in the universe. We only have to learn not to react with emotion tosee it. If you can master not reacting through meditation you will see thetrue nature of the universe that lies behind the illusion of emotion. In thistruth you will see the cause and effect relationship of all things andin that an order which will bring you understanding and comfort. Disciple?: What are the truths and teachings you speak of?Jesus: In everything do to others as you would have them do to you. Alwayslive by this rule and respect your Father and you will one day beallowed to walk beside Him in the kingdom of heaven. Buddha: In this we do not much differ. The most fundamental truth is to havecompassion for all creatures. Without this you can never end suffering . If a man foolishly does me wrong, I will return to him the protection ofmy ungrudging love. In trying to cause another anguish you only hurtyourself. A wicked man who spits at heaven spoils not the heaven, butdefiles himself when the spittle comes back on him.Disciple?: But how can I know who is right?Jesus: You can know I speak the truth because I am our Fathers Son and I carryhis word. Blessed are the poor in spirit, for theirs is the kingdom ofheaven. Blessed are those who mourn, for they will be comforted. Blessedare those who hunger and thirst for righteousness, for they will befilled. Blessed are the pure in heart for they will see God.Disciple?: That seems fair. But if I believe in God I cannot be saved because Ihave already gone against these without even knowing it. .uf772e11edb2e321b0e122ffc3d389fa5 , .uf772e11edb2e321b0e122ffc3d389fa5 .postImageUrl , .uf772e11edb2e321b0e122ffc3d389fa5 .centered-text-area { min-height: 80px; position: relative; } .uf772e11edb2e321b0e122ffc3d389fa5 , .uf772e11edb2e321b0e122ffc3d389fa5:hover , .uf772e11edb2e321b0e122ffc3d389fa5:visited , .uf772e11edb2e321b0e122ffc3d389fa5:active { border:0!important; } .uf772e11edb2e321b0e122ffc3d389fa5 .clearfix:after { content: ""; display: table; clear: both; } .uf772e11edb2e321b0e122ffc3d389fa5 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uf772e11edb2e321b0e122ffc3d389fa5:active , .uf772e11edb2e321b0e122ffc3d389fa5:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uf772e11edb2e321b0e122ffc3d389fa5 .centered-text-area { width: 100%; position: relative ; } .uf772e11edb2e321b0e122ffc3d389fa5 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uf772e11edb2e321b0e122ffc3d389fa5 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uf772e11edb2e321b0e122ffc3d389fa5 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uf772e11edb2e321b0e122ffc3d389fa5:hover .ctaButton { background-color: #34495E!important; } .uf772e11edb2e321b0e122ffc3d389fa5 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uf772e11edb2e321b0e122ffc3d389fa5 .uf772e11edb2e321b0e122ffc3d389fa5-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uf772e11edb2e321b0e122ffc3d389fa5:after { content: ""; display: block; clear: both; } READ: La Vita Bella e EssayJesus: You can still be saved my son. For I am the Son of God and I am here toheal you and absolve your sins. Disciple?: You even have the power to cleanse my rotted leg?Jesus: Yes I do. Be made clean!Disciple?: OH MY?! My eyes deceive my mind! How can this be?!?Jesus: The power of God my son. Buddha: My dear boy do you not see that no matter what power he might have hecannot truly free you from suffering? In your reaction to his healingyou started again the cycle that leads