Ken the Drunkard Essay Example | Topics and Well Written Essays - 750 words

Ken the Drunkard - Essay Example Maggie has been married to Ken for ten years and their two kids are now eight and six years old. At the time the two met, Ken never used to drink in fact they met in a church function. Maggie had gone to pay a visit to her aunt in Brooklyn. It happened that on her first Sunday at the place, she and her cousins went to church when Ken happened to be worshipping. Ken took notice of Maggie when she and her cousins entered the church. After the church service, Ken approached Maggie and they exchanged contacts. They became friends for quite sometime and Maggie would go and visit him. As time went by, they became lovers an affair which led to their marriage five years later. By then Ken was an engineer in a certain firm where he worked for eight years and afterwards got retrenched. Consequently, he turned to drinking in trying to cope with the situation. Ken would go drinking and would go home as early as nine but on one particular night, he was late. After knocking the door for sometime a nd no one opening, he decided to sleep on the veranda. Fortunately, Ken used to snore while asleep and thus at some point, Maggie woke up and realized her husband had not come home yet. She went to the living room, turned on the lights and on looking at the watch it was three in the morning. Shortly after, she heard some sounds emerging from the door. At first, she was afraid and decided to peep through the window since the front side of the house was lit up by the security light. Surprisingly, she saw her husband lying down just at the door. She opened the door and woke him up. After waking up, Ken started shouting at Maggie telling her what a non-caring wife she was and that she refused to open the door for him despite the fact that the house was his. Maggie tried explaining to him that she did not hear his knock but he could not listen. Ken’s voice was so loud that, the kids woke up. When the kids showed up at the living room, Ken went ahead and started telling the kids ho w useless their mother was and that he was going to chase them away from his house together with their mother. There and then, Ken told Maggie that, he did not care what time it was but she and the kids should pack their things and leave the house. Maggie in response told him that neither she nor the kids were going anywhere. At that time, their voices were so loud and the kids were crying aloud which woke up their neighbours who started streaming in the compound one by one to know what the matter was. Ken kept on repeating to Maggie to leave the house before he did something crazy but Maggie could not listen. At some point, he pushed her through the front door only for her to fall on the rough surface of the veranda where she secured some knee and arm bruises. The neighbours were now increasing in number and Ken viewed it as some sort of interruption to his family affairs. What followed next was a very terrifying scene to Maggie, the kids and the neighbours. Ken who happened to be at the door of the house entered inside and came out with a gun. He started chasing everybody in the compound shouting that Maggie should leave his house and the neighbours should leave his compound. Some of the male neighbours tried their best to take hold of Ken but their efforts where all in vain since Ken was too strong and they were still afraid of the weapon. At first, Ken fired in the air to scare away the crowd. A philosopher once said that, when a person is terrified or exposed to a frightening situation or a

Politics of Recognition Essay Example | Topics and Well Written Essays - 750 words

Politics of Recognition - Essay Example It is evidently clear from the discussion that Taylor’s essay on â€Å"politics of recognition† was first published back in 1992. According to Taylor, there is a strong relationship between â€Å"personal identity† and â€Å"recognition†. As explained by Taylor, the term â€Å"personal identity† is all about being able to know who we really are as a human being and that the â€Å"personal identity† of each person often times can be molded by how the society would perceive our own identity including how our personal identity should be. For instance, in case the society was able to create a positive opinion concerning a group of people, then one can easily argue that this group of people would definitely develop a positive feeling about their own self. On the contrary, assuming that the society would have a negative thought about a certain group of people, then those people who are affected by the society’s negative remarks would somehow make the affected people feel bad about themselves. A good example wherein the society can cause harm to a certain group of people can be noted in the case of the African Americans. In line with this, Taylor mentioned that it is the group of white Americans who created a degrading image on most African American people. For this reason, there are some African Americans who may somehow be unconsciously affected by such negative remarks. This also partly explains why there are some African Americans who view themselves as someone who is less superior as compared to the white Americans. Taylor also considered the case of the feminist's group as an example of â€Å"politics of recognition†. As a common knowledge, the feminist's group is a group of women who aim to fight for gender equality and so on. However, one cannot deny the fact that there are quite a lot of women all over the world who have decided to accept the socio-economic limitations that were imposed on them by most p atriarchal society. Instead of fighting for their rights to have gender equality, some women are more willing to let go of more promising opportunities due to the absence of adequate self-identity.

Tma Essay Example for Free

Tma Essay People, being naturally inquisitive, have often been referred to as scientists. Even as young children, people are constantly testing and evaluating the boundaries to decipher their own social environment and quickly recognise what is acceptable and what is not. This soon evolves into intuition and whether it is constructed in a logical and rational way depends on a number factors. However, when considering cognitive psychology and the information processing that underpins judgements and risks, peoples cognitive processes are often likened to computers in the way that these processes interact. This essay begins by looking at Fritz Heider (1944, as cited in Buchanan et al. , p. 60) an influential psychologist in this area who coined the phrase naive psychology. It then progresses onto the advantages and disadvantages of the attribution theories using Kelleys covariation method and MacArthurs vignettes to test the theory. This is followed by looking into optimistic bias and whether this bias can prevent people from constructing rational and logical theories when making sense of their social environment. Finally, the essay evaluates the HIV/AIDs and smoking progression and how people can conceptualise risk, resulting in laying blame elsewhere other than in their social group. Heider was one of the first psychologists to study in detail social cognition. He believed that delving into how people made sense of their social environments was fundamental in understanding social behaviours, he believed people actively built models of cause and effect to find predictability and regularity which would help control their lives, operating like naive psychologists. Heider also believed people used this method when people perceive others and their actions. He constructed a study using animated cartoons of moving shapes consisting of a circle, a box and a rectangle. When asked to describe what they saw, all but one of the participants described the shapes movement in terms of human action. The fact that these people were perceiving these shapes automatically to be people goes some way to provide support for Heiders theory and prove that people are certainly trying to make sense of their social environment. However this, albeit simple use of experimental social psychology, has a few limitations. As this was a simplified experiment and disimilar to what would happen in a real social environment, Heider was not able to prove that the results would be the same outside in real life. In fact, often results obtained outside of the laboratory conclude opposite results to that of the laboratory. There is also a possibility that the participants, upon hearing that they would be attending a psychological experiment, subconciously associated psychology with people or themselves and their answers reflected this. In an experimental condition there will always be confounding variables no matter what measures are taken to eliminate them, it is certainly difficult to take research on perception and attention out of everyday life and into a controlled experiment. In a social environment because people are not manufacturing social situations, people see them as they are, this could put them in good stead to construct rational and logical theories on their environment. What Heiders theory lacks is specific procedures and data. Harold Kelley (1967, as cited in Buchanan et al. , p. 2) who developed the covariation model, used testable predictions and data in his attribution theory. The attribution theories suggest people distinguish between external/disposition factors and internal/disposition factors to recognise the causes of social behaviour. Kelley proposed that when people use information in causal reasoning, three variables are decided upon, distinctiveness, consensus and consistency, this was known as the covariation model. He supported the belief that people behave like intuitive scientists. MacArthur (1972, as cited in Buchanan et al. , p. 4) tested this theory in her studies, she wanted to test the effect of different types and level of information on the nature of causal attributions. She used 16 vignettes, a short description of a behaviour event that contained different types of the three variables, CCD. They then assigned an internal or external cause to the event. The results were supportive of MacArthurs theory and imply that we tend to favour internal rather than external attributions, the FAE (fundamental attribution error). However, it has been proven that people do not use always use all the information available to them. This shows that the way people view risk is not particularly logical, people overlook risk and when comparing people to experts, people do not usually conceptualise risks as well as experts Vignettes are easy to use and provide much needed data and from a large number of participants which is likely to produce more accurate results. The kind of control applied in this study would not have been able to take place if it took place in real life. However they do have low ecological validity because of this very reason, it is still constructed. Attribution theories have also been criticised for overstating the rationality of peoples causal reasoning. When considering the idea of people as intuitive scientists it is important to understand that people can tend to be more optimistic about risk than statistics warrant. This results in optimistic bias. For example, irrespective of empirical evidence, some people think smoking wont harm them. Some people know that they are likely to become ill from it and still continue because the immediate gain overcomes any alternative, albeit potentially deadly. This may be as a result of a motivational source which can result in judgemental biases. There are several explanations for this optimistic bias. The availability heuristic, which involves making decisions based on generating examples in peoples cognitive system, perhaps someone they know who has smoked constantly for 60 years has other any side effects. These are good examples to use when deciphering whether people are intuitive scientists and can make rational and logical judgements because the risk of smoking can be estimated using mathematics. The amount of people that still smoke however is a strong argument that people may be intuitive scientists but the concept of making rational, logical decisions can still be lost if alternative factors get in the way, like smoking or HIV. When people have to make decisions quickly, they often unconsciously rely on incomplete information as a result of the environment in which the social cognition takes place, rather than just the basic cognitive processes, this could account for people rejecting the possibility of HIV leading to death, perhaps because the information they have in incomplete. The fact that people have survived despite this however goes some way to suggest that although peoples cognitive processes do not always lead them to the mathematically correct answer, perhaps that element of risk, optimistic bias and inquisitiveness has prolonged peoples evolution so far. The studies involving optimistic bias and indeed many studies involving how people conceptualise risk however, have been conducted in largely Western cultures and having found previous contradictions between studies in Western cultures, (which tend to focus largely on the individual rather than the social group, as is more popular in many Asian cultures), these theories may not apply to the majority of people and therefore more research entailing diverse cultures would build a more successful conclusion as to why optimistic bias occurs. One reason could be evolution, natural selection could have resulted in humans having evolved with optimistic bias meaning that the people who took the risks were more sexually successful. Another reason for this could that in the urgency of everyday life, people do not use all the information available. One could argue that as we do not process everything we see, we connect the dots based on our rational judgement. The people in many of these experiments drew from their own conclusions and upon their own schema which could be wrong. This kind of error highlights one of the disadvantages of people drawing from their own logical and rational theories. Although it is important to note that the above examples are experiments and the situations are unlikely to occur in everyday life, however research has also shown our schema is highly tuned and usually correct. Both cognitive psychology and experimental social psychology initiate ideas of people thinking in machine ways, operating like scientists but the studies have shown otherwise. Perhaps logical and rational ideas are ideologies and are not appropriate in the context of our own social environments. People, in general tend to perceive events as being more under their own control than they perhaps are, it is clear from these studies that people can sometimes become more optimistic when is comes to risks when comparing the true scientific statistics. From the research into varying theories it appears that the majority of people are intuitive scientists, that to a certain extent people do use logical and rational theories to make sense of their social environment, however these are not always successful. As the evidence of several theories suggests, intuition in people is not always correct. Mistakes are bound to be made, especially when motivation factors overcomes logic and experience and imagination interferes with the process. If people have survived thus far using their own rational and logical judgements than anything further may be seen as striving for improvement, where one could argue, it is unnecessary. Word count 1,503 References K. Buchanan, P. Anand, H. Joffe ; K. Thomas (2007) Perceiving and understanding the social world. In D. Miell, A. Phoenix, ; K. Thomas (Eds. ), Mapping Psychology (2nd ed. , pp. 5-49). Milton Keynes: The Open University

Broad Classification Of Work Motivational Theories Commerce Essay

Broad Classification Of Work Motivational Theories Commerce Essay The work motivation theories can be broadly classified as content theories and process theories. The content theories are concerned with identifying the needs that people have and how needs are prioritized. They are concerned with types of incentives that drive people to attain need fulfillment. The Maslow hierarchy theory, Fredrick Herzbergs two factor theory and Alderfers ERG needs theory fall in this category. Although such a content approach has logic, is easy to understand, and can be readily translated in practice, the research evidence points out limitations. There is very little research support for these models theoretical basic and predictability. The trade off for simplicity sacrifices true understanding of the complexity of work motivation. On the positive side, however, the content models have given emphasis to important content factors that were largely ignored by human relationists. In addition the Alderfers ERG needs theory allows more flexibility and Herzbergs two-fa ctor theory is useful as an explanation for job satisfaction and as a point of departure for job design. The process theories are concerned with the cognitive antecedents that go into motivation and with the way they are related to one another. The theories given by Vroom, Porter and Lawler, equity theory and attribution theory fall in this category. These theories provide a much sounder explanation of work motivations. The expectancy model of Vroom and the extensions and the refinements provided by Porter and Lawler help explain the important cognitive variables and how they relate to one another in the process of work motivation. The Porter Lawler model also gives specific attention to the important relationship between performance and satisfaction. A growing research literature is somewhat supportive of these expectancy models, but conceptual and methodological problems remain. Unlike the content models, these expectancy models are relatively complex and difficult to translate into actual practice. They have also failed to meet the goals of prediction and control Motivation Theory 1 Adams Equity Theory of Work Motivation The theory explains that a major input into job performance and satisfaction is the degree of equity or inequity that people perceive in work situations. Adam depicts a specific process of how this motivation occurs. Inequality occurs when a person perceives that the ratio of his or her outcomes to inputs and the ratio of a relevant others outcomes to inputs are unequal. Our Outcomes Our Inputs Others Inputs Our Outcomes = Others Outcomes = Equity Our Inputs Others Inputs Our Outcomes > Others Outcomes = Inequity (over-rewarded) Our Inputs Others Inputs Both the inputs and the outputs of the person and the other are based upon the persons perceptions, which are affected by age, sex, education, social status, organizational position, qualifications, and how hard the person works, etc. Outcomes consist primarily of rewards such as pay, status, promotion, and intrinsic interest in the job. Equity sensitivity is the ratio based upon the persons perception of what the person is giving (inputs) and receiving (outcomes) versus the ratio of what the relevant is giving and receiving. This cognition may or may not be the same as someone elses observation of the ratios or the same as the actual situation. If the persons perceived ratio is not equal to the others, he or she will strive to restore the ratio to equity. This striving to restore equity is used as the explanation of work motivation. The strength of this motivation is in direct proportion to the perceived inequity that exists. Research suggests that individuals engage in illegal behaviors to maintain equity in relationships, either with their employing organization or with other people (Greenberg, 1990). The theory was later expanded with the concept of Organizational Justice. Organizational justice reflects the extend to which people perceive that they are treated fairly at work. It identified three different components of justice: distributive (The perceived fairness of how resources and rewards are distributed), procedural (The perceived fairness of the process and procedures used to make allocation decisions) and interactional (The perceived fairness of the decision makers behavior in the process of decision-making). (Copanzano, Rupp, Mohler and Schminke, 2001). Critiques: Equity theory is descriptive and it reflects much of our everyday experience. As a theory however equity is only partial in analysis and as a predictor. There are many societal and institutional variables (inequalities) that we all navigate. The theory ignores peoples natural resilience, their competitiveness, selflessness and selfishness, their ethical dilemmas in decision-making and their passions. It does not adequately explain interactions in close relationships such as marriage or emotional labor where we may provide care to others at a burdensome cost of declining personal well-being and self-denial. Norms of equity and reciprocity are often discounted in close and romantic friendships or where there are deep family bonds. In the social exchanges of business, causal, or stranger relationships, there may be more of a dominant assumption that inputs are offered with the expectation of a like response. There is more of a formal contract of tangible and intangible reward. A promise unfulfilled, without proper reciprocity incurs a debt of honor. A promise is broken. In our community, obligations of reciprocal response operate. We are expected to apply the Golden Rule and to help where we can an act ably demonstrated by the Parable of the Good Samaritan. Social exchange theory assumes rational, calculated action involving an expected pay-off. We do not always act rationally. Many will not be as selfish as rational action may suggest. Indeed our reward may be the inner glow of respecting oneself and living to ones own values. Such altruism, albeit self-referential, does not sit easily under the assumptions of the rational, economic-person model. Implications It is necessary to pay attention to what employees perceive to be fair and equitable. For example: In my company, one of my colleagues was assigned to a project that required him to work during non business hours frequently. He worked three days at the office and two days at home in a week for a month and half. This caused others to start working from home during business hours. Allow employees to have a voice and an opportunity to appeal. Organizational changes, promoting cooperation, etc. can come easier with equitable outcomes. Managements failure to achieve equity could be costly for the organization. For example: One of my technically team members was not very competent. He took double the time to complete any give work when compared to the others. Management failed to take any action; instead the others were given more work. Eventually, even the competent workers took it easy to restore equity causing project delays. Motivation Theory 2 Vrooms Expectancy Theory of Motivation: Expectancy theory provides a framework for analyzing work motivation, which is eminently practical. It provides a checklist of factors to be considered in any managerial situation and it points to the links between the relevant factors and the direction, which these factors tend to follow in their interrelationships. (Tony J. Watson, Routledge Kegan Paul, 1986). Expectancy theory holds that people are motivated to behave in ways that produce desired combinations of expected outcomes. It can be used to predict motivation and behavior in any situation in which a choice between two or more alternatives must be made. (Kreitner R. Kinicki A., Mcgraw Hill, 7th Edition). Vroom gave the following equation of Motivation: Motivation (M) = Valence (V) x Expectancy (E) Valence stands for the preference of an individual for a particular outcome. Thus, when an individual desires a particular outcome the value of V is positive. On the other hand when the individual does not desire a certain outcome, the value of V is negative. The value of expectancy ranges between zero and one. When a certain event will definitely not occur the value of E is zero. On the other hand when the event is sure to occur the value of E is one. Since its original conception, the expectancy theory model has been refined and extended many times. The better know of all is the Porter-Lawler model. Although conventional wisdom argues that satisfaction leads to performance, Porter and Lawler argued the reverse. If rewards are adequate, high levels of performance may lead to satisfaction. In addition to the features included in the original expectancy model, the Porter-Lawler model includes abilities, traits, and role perceptions. Critiques: Vrooms theory does not directly contribute to the techniques of motivating people. It is of value in understanding organizational behavior. It clarifies the relation between individuals and the organizational goals. The model is designed to help management understand and analyze employee motivation and identify some to the relevant variables. However, the theory falls short of providing specific solutions to the motivational problems. The theory also does not take into account the individual differences based on individual perceptions nor does it assume that most people have the same hierarchy of needs. It treats as a variable to be investigated just what it is that particular employees are seeking in their work. Thus the theory indicates only the conceptional determinants of motivation and how they are related. Research studies have confirmed that the association of both kinds of expectancies and valences with effort and performance. The motivated behavior of people arises from their valuing expected rewards, believing effort will lead to performance, and that performance will result in desired rewards. The expectancy theory explains motivation in the U.S. better than elsewhere and therefore may not be suitable for other regions. Implications This theory can be used by the managers to: Â · Determine the primary outcome each employee wants. Â · Decide what levels and kinds of performance are needed to meet organizational goals. Â · Make sure the desired levels of performance are possible. Â · Link desired outcomes and desired performance. Â · Analyze the situation for conflicting expectations. Â · Make sure the rewards are large enough. Â · Make sure the overall system is equitable for everyone. Motivation Theory 3 Maslows Theory of Hierarchy of Need: Maslow believed that within every individual, there exists a hierarchy of five needs and that each level of need must be satisfied before an individual pursues the next higher level of need (Maslow, 1943). As an individual progresses through the various levels of needs, the proceeding needs loose their motivational value. The basic human needs placed by Maslow in an ascending order of importance can be summarized and shown as below: The desire to become what one is capable of becoming. These are the needs to be held in esteem both by oneself and by others. These are the needs to belong and to be accepted by various groups. These are the needs to be free of physical danger. The safety needs look to the future. These are the basic needs for sustaining human life itself, such as food, water, warmth, shelter, and sleep. Maslow in his later work (Maslow, 1954) said: 1. Gratification of the self-actualization need causes an increase in its importance rather than a decrease. 2. Long deprivation of a given need, results in fixation for that need. 3. Higher needs may emerge not after gratification, but rather by long deprivation, renunciation or suppression of lower needs. 4. Human behavior is multi-determined and multi-motivated. Critiques: Part of the appeal of Maslows theory is that it provides both a theory of human motives by classifying basic human needs in a hierarchy and the theory of human motivation that relates these needs to general behavior. Maslows major contribution lies in the hierarchical concept. He was the first to recognize that a need once satisfied is a spent force and ceases to be a motivator. Maslows need hierarchy presents a paradox in as much as while the theory is widely accepted, there is a little research evidence available to support the theory. It is said that beyond structuring needs in a certain fashion Maslow does not give concrete guidance to the managers as to how they should motivate their employees. Implications: The need hierarchy as postulated by Maslow does not appear in practice. It is likely that over fulfillment of anyones particular need may result in fixation for the need. In that case even when a particular need is satisfied a person may still engage in the fulfillment of the same need. Furthermore, in a normal human being, all the needs are not always satisfied entirely. There remains an unsatisfied corner of every need in spite of which the person seeks fulfillment of the higher need. A person may move on to the next need in spite of the lower need being unfulfilled or being partly fulfilled. Conclusion No single motivation theory can suffice in todays workplace. Each motivational theory has its pros and cons. A theory may get the highest performance from an employee but may not from another employee. The organizations workplace has changed dramatically in the past decade. Companies are both downsizing and expanding (often at the same time, in different divisions or levels of the hierarchy). Work is being out-sourced to various regions and countries. The workforce is characterized by increased diversity with highly divergent needs and demands. Information technology has frequently changed both the manner and location of work activities. New organizational forms (such as e-commerce) are now common. Teams are redefining the notion of hierarchy, as well as traditional power distributions. The use of contingent workers is on the rise and globalization and the challenges of managing across borders are now the norm. These changes have had a profound influence on how companies attempt to attract, retain, and motivate their employees. Yet we lack new models capable of guiding managers in this new era of work. As management scholar Peter Cappelli notes, Most observers of the corporate world believe that the traditional relationship between employer and employee is gone, but there is little understanding of why it ended and even less about what is replacing that relationship (Cappelli, 1999). I believe that the existing work motivation and job performance theories are inadequate to cater to the present era of such diverse workforce. New theories of motivation are required to commensurate with this new era.

Future Psychology Essay -- essays research papers

The Future Many time periods have been interesting to those who were living in them. Things aren’t going to change overnight, even if they change rapidly. Some issues are enormous, fundamental and long-term, such as male dominance, social victimization, or urban sprawl. Meanwhile other critical issues play a smaller part, such as disposable packaging, youth crime, family arguments that lead into gunfire and screeching tires. Some things definitely must go because they affect our survival prospects like military overkill, dangerous chemicals, or fast population growth. Many matters are debatable such as alcohol-abuse, risky scientific research or biased nationalism. We might say goodbye to such things as war, secrecy, faceless social disaffection, and public powerlessness. Soon enough it could be goodbye to dangerous stress, tobacco, burgers, serial killings, muggings, and smog. Times change. Many of today’s accepted virtues might one day be judged as crimes against humanity and natu re, which leads to the question: What kind of world do you want to live in? Our ancient habit is to stumble backwards into the future. We feel that we as individuals make little difference, as if history and the future just happen at us. Obscure plans, which have guided people forward in the past, have now rendered themselves useless. There are no known maps to show pathways into the future. We’ll need to consider back to our hearts, common sense and basic human capabilities. We’ll need to consider the deep issues at stake and make deep choices about them. This idea of disaster is actually an aide. It activates resourceful survival instincts. The human race needs to change course. There are so many causes of large-scale disaster that it would need whole libraries to contain it. While there is no way of knowing whether such possibilities could become real, it is valuable to consider options and to make ideal adjustments, without fear, to help structure research and planning and to consider worst-case effects. We need to make a list of likely models and dimensions of disaster, to value responses to them and also values helpful factors that are to our advantage. This is risky business, but no government likes entertaining out in the open. Yet, it has been done secretly in and governments. We witness inhumanity, abuse, and scandals in dail... ...gically is not going to happen. Logic and rationality have become part of the problem. Interestingly, we come to this element of perception just as we approach the Millennium. The coming century is likely to be portrayed by multiple revisions and radical changes in social structures, human values and beliefs. Tragedies from the past, cultural frictions, withdrawal-flashbacks and exhaustion are also on the agenda. It’s likely that different parts of the world will go through different scenarios. Some parts rising to the moment and others going horribly wrong, but there could be a center of breakthrough going on, a process of giving birth to a newly, sophisticated civilization. There could be much more happiness in coming times. Possibly that’s what many of the young being born today are coming for. The link of world change lies with us now in our current societies and situations. Whether or not it is because it is the turn of a millennium, this keen situation nevertheless exists. Our options are dynamic change or acquired crisis. Destruction is not really an option. It is a meaningless end met before our time. It doesn’t make sense of our history.

The Fallibility of Man Exposed in The Bible Essays -- Religion Biblica

The Fallibility of Man Exposed in The Bible The story of the Golden Calf illustrates the inherent fallibility of man. It starts out when the people ask Aaron to â€Å"make us gods, which shall go before us.† Despite the fact that God had spoken to them just days earlier commanding them not to make themselves any graven images, Aaron doesn’t argue too strongly against this, immediately asking them to turn over any gold jewelry they have so that he may make them a figure of worship. This choice of material symbolizes man’s covetous nature, perhaps also implying that Aaron feared to go against God’s wishes directly, and so he chose gold in the hope that the people would be loathe to part with it. However, they readily hand over their wealth, which Aaron makes into a statue of a golden calf. In this too, Aaron compromises; while the people asked him to make them â€Å"gods,† he chooses to make a single figure, and states that it is the God that brought them out of Egypt. This concession is intended to sooth God’s wrath when he sees what the Israelites have done. The people seem to be remarkably unconcerned with Moses’ whereabouts at this point considering the fact that he just brought them out of Egypt and is leading them to the Promised Land. In this story they seem to treat him with a great deal of suspicion, stating that they â€Å"wot not what is become of him,† which implies that he’s abandoned them, and that they’re ready to move along without his guidance. This seems ironic, given that he is all that saves them from God’s wrath for this very incident. Upon seeing this idolatry, the Lord becomes enraged, and tells Moses to leave so that he may d... ...ll every man who played a part in the creation of this false icon, even friends or kin. This done, Moses returns to face God in hopes of prevailing upon him to forgive his people. In the conclusion of the story, Moses confesses to the Lord, stating that â€Å"this people have sinned a great sin, and have made them gods of gold,† reiterating the prior thought that men were worshipping material values over God himself. Moses asks that God destroy him with the rest of his people if he will not grant them forgiveness, implying that the thought of god’s displeasure so disturbed him that he would rather die in hopes of averting this disaster. While God denies him this, he grants that those guilty of the sin shall only be plagued with misfortune, rather than destruction, as he planned earlier. Thus the people are given mercy, but not forgiveness.

Health Benefits of Namaz or Salah.

Namaz The Best Exercise (STD: V, VI, VII, and VIII) What is Namaz? Namaz is the Urdu word for Prayer. The Arabic word for Prayer is Salah. Namaz is the form of Worship of Allah S. W. T performed by Muslims. Namaz is one of the most important of the 5 pillars of Islam. Allah S. W. T has mentioned the benefits and the importance of Namaz as many as 500 times in the Holy Qur’an. Apart from the spiritual benefits that Namaz offers to Muslim worshippers, it is also one of the best forms of exercise that one can do on a regular basis. Namaz has been made compulsory for Muslims 5 times daily the five times are: Fajr: Early morning just before sunrise. It consists of 4 Rakats. Zuhar:: Afternoon paryers post the period of Zawaal (when sun is perpendicular to earth). It consists of 12 Rakats. Asar:: Post afternoon and before Sunset. It consists of 8 Rakats. Maghrib: Just after Sunset. It consists of 7 Rakats. Isha: Late evening after the Sunset is complete and darkness of the night is complete and the cooling effect of the atmosphere begins. It consists of 17 Rakats A Rakat is one complete cycle of Standing, Bending, Prostrations and subsequent Sitting or Standing up again in the Namaz. Each posture of the Namaz has a standard defined procedure and recitations that are observed by every Muslim irrespective of where he lives or what race he belongs to. Muslims follow the methods as taught to us by Prophet Muhammad (Sallallahu-Alaihi-Wasallam). Praying Namaz requires one to be clean in all respects, be it’s the physical self, the surroundings or the intent. No matter how hard a person prays or for how long he lies in prostration (Sajda), unless his intention are clean and motives selfless, the Namaz will not be accepted by Allah. It is required that a person ensures the surrounding is clean and free from sins where he intends to offer Namaz. The Prophet (Sallallahu-Alaihi-Wasallam) advised that except for the washroom or where one relieves himself and the graveyard, Allah has made the whole world as a place of worship for his believers. Namaz makes us disciplined and brings feeling of regularity and gives a direction to our daily life, 5 times a day, if we make it a routine to get up on hearing the Azaan, do the Wuzu (ablutions) and head for prayers, either in a congregation or alone, we feel a sense of Time Management in our daily chores. Interestingly there are various similarities between some of the postures of Namaz and Yoga! Now let us see some beneficial effects of different Namaz postures. Different Namaz Postures And Their Benefits: Posture 1 Name: Niyyat (Takbeer-e-Tahreema) First Takbeer in standing position to begin prayer Instructions: Bring hands, palms open, up to ears, and place thumbs behind earlobes, as â€Å"Allahu Akbar† (God is Great) is uttered. Beneficial Effects: It relaxes our body, straightening back improves posture and improves concentration. It also sharpens our vision by focusing on the floor. Posture 2 Name: Quayam Instructions: After you have touched your earlobes and said Takbeer bring down your hands and place your hands below the navel In this posture your sight should be fixed where you are going to perform Sajdah (Prostration), Place right wrist over the left, Wrap your left wrist with the thumb and the little finger. Rest the remaining fingers on the left forearm; Make sure your hands are tied below the navel, Beneficial Effects: It relaxes legs and back and extends concentration. It stimulates heart, thyroid and other important function of our body. Posture 3 Name: Ruku' (pronounced Rukoo) Instructions: Bend down at waist, placing palms of hands with fingers spread over knees. Back is parallel to ground, such that if a glass of water were on the back, it would not spill. Eyes looking down, directly ahead. Beneficial Effects: Blood is pumped down into upper torso as our muscles are stretched it also tones our muscles. This posture improves personality, generating sweet kindness and inner harmony. Posture 4 Name: Qauma Instructions: Stand straight again with you hands by your sides Beneficial Effects: It relaxes body and releases tension. Posture 5 Name: Sajdah Instructions: Go down to a kneeling position by placing both hands on knees, lowering oneself slowly and easily onto knees, then touch the head upon the ground so that the following seven body parts are in contact: forehead, two palms, two knees, toes of both feet. The end position of this posture is given below. Beneficial Effects: It prevents growth of flabbiness in the mid section and increase flow of blood in the head, including eyes, ears, nose and lungs; allows mental toxins to be cleansed by blood. It increases elasticity of joints. Posture 6 Name: Jalsa Instructions: Sit on your left foot which should be flat the ground, keep your right foot upright with toes faceing the Qiblah and place your hands near the knees in a manner that the fingers face the Qiblah Beneficial Effects: It cleanses respiratory, circulatory and nervous system and brings lightness in body and emotional happiness. Posture 7 Name: Second Sajdah Instructions: Go down to a kneeling position by placing both hands on knees, lowering oneself slowly and easily onto knees, then touch the head upon the ground so that the following seven body parts are in contact: forehead, two palms, two knees, toes of both feet. The end position of this posture is given below. Beneficial Effects: It prevents growth of flabbiness in the mid section and increase flow of blood in the head which allows mental toxin to be cleansed by the blood. It increases elasticity of joints. Posture 8 Name: Quood (Qa'dah-e-Akhira) Last sitting Completing the Salat: Beneficial Effects: It detoxifies liver and stimulates action of large intestine. It improves digestion. Posture 9 Name:Salaam Saying peace to end the Namaz Instructions: Turn your head to the right shoulder and say Salam, then turn your head to the left and say Salaam Beneficial Effects: It is one of the best neck exercises. http://www. janathimessage. co. uk/kids/learning/namaz. html www. chishti. org Namaz The Best Exercise (STD: I, II, III, and IV) Muslims pray five times a day, which each prayer made of a series of postures and movements, each set of which is called a rak'ah. For praying Namaz we should not only keep ourselves clean but our surroundings and the place of worship should also be clean. Namaz teaches us to be disciplined and understand the importance of Time Management. It is the perfect combination of Ablution (Wudu) and Namaz that keeps our soul and body clean and healthy. Interestingly there are various similarities between some of the postures of Namaz and Yoga! Now let us see some beneficial effects of different Namaz postures. Posture 1 Name: Niyyat (Takbeer-e-Tahreema) Beneficial Effects: It relaxes our body, straightening back. It also sharpens our vision by focusing on the floor. Posture 2 Name: Quayam Beneficial Effects: It relaxes legs and back and extends concentration. Posture 3 Name: Ruku' (pronounced Rukoo) Beneficial Effects: Blood is pumped down into upper torso as our muscles are stretched it also tones our muscles. This posture improves personality, generating sweet kindness and inner harmony. Posture 4 Name: Qauma Beneficial Effects: It relaxes body and releases tension. Posture 5 Name: Sajdah Beneficial Effects: It increase flow of blood in the head, including eyes, ears, nose and lungs; allows mental toxins to be cleansed by blood. It increases elasticity of joints. Posture 6 Name: Jalsa Beneficial Effects: It cleanses respiratory, circulatory and nervous system and brings lightness in body and emotional happiness. Posture 7 Name: Second Sajdah Beneficial Effects: Knees forming a right angle allow stomach muscles to be developed. Posture 8 Name: Quood (Qa'dah-e-Akhira) Beneficial Effects: It improves digestion. Posture 9 Name:Salaam Saying peace to end the Namaz Beneficial Effects: It is one of the best neck exercises. http://www. janathimessage. co. uk/kids/learning/namaz. html www. chishti. org