For Jesus, Compassion was the Central Quality of God - Free Essay Example

Many individuals in the current society are more eager to understand the meaning and importance of compassion in their daily lives. The subject of compassion is critical since it helps create a good understanding and cohesion among people. It is hence timely since various religions in the world all discuss divine, regarding God as being compassionate and they pressurize on the need of living and practicing compassion in daily lives. Divine is, therefore, a virtue that is mostly required in today’s world since it values power and rivalry and greed as compared to compassion. Even God central quality was compassion as Jesus said and all individuals have to try and imitate God to live by God desire as discussed below. In the Old Testament, the Hebrew word for compassion which in singular form stands for womb which is mostly related to God. It is interpreted as being compassionate in the characterization of God as being merciful and gracious. Hence, the Hebrew bible discusses God as compassionate with the resemblance of womb close at hand as for Jesus compassion was the central quality of God. Jesus statement requiring individuals to be compassionate as the God himself is compassionate is entrenched in the tradition of the Jewish. Where it is striking to claim as an image for the central quality of God, saying God is compassionate is like likening him to a womb. As it is the case with the womb, God is the one responsible for giving birth to us that is the mother who gave birth to all individuals in the world. God feels and loves us as it is expected of how a mother loves and feels for her children of her own womb. In its regard of a womb, compassionate has the distinction of encompassing, embracing , caring and perhaps nourishing and giving life since for Jesus this is what God is like. Furthermore, being compassionate as God is like being a womb as God himself is a womb. This helps one to feel like the way God feels and to perform as God performs in a beneficial and a life giving way. In the New Testament to be compassionate is somewhat what more abstract command to what love is. Hence, according to Jesus compassion should act as the central quality of a faithful life to heavenly God the compassionate one at all the time. It is even precisely known as according to a bible that God is a gracious and a compassionate God who contains the characteristic of slow to hunger and full of abundant faithfulness and love. As it the case with all God of attributes, God compassion is eternal and infinite in various ways where his compassion never fail at all. Even Jesus Christ, the son of the God, demonstrated all of the heavenly father attributes and more so compassion in various occasions. For, instance Jesus displayed compassion for his friends when they were weeping at the g rave of Lazarus.  Ã‚  Ã‚   As it would be the case with God, Jesus displayed compassion by healing the large grounds that came to him for help. Also, he regarded the large troops as sheep without a steer, and hence his compassion led to educate them the things the unreal shepherds of Israel had neglected. The pastors and clerks were corrupt and proud; they hated the common people and abandoned them. However, Jesus had compassion on all them, and he loved and taught them. The New Testament and the intertestament literature further try to expound God as being a compassionate one. In his son ministry for and among his individuals, God compassion was demonstrated. The sickly masses, blind and the hungry people, helpless crowds were extended by the messianic compassion. The coming up father is occupied with compassion when he sees his wayward son coming back as just the heavenly God has compassion on all individuals and accepts all when we regret and decides to return. Disciples learn about compassion using exhortation and examples where imitating God can lead to having many lives of exemplary compassion. The scripture furthermore urges supporters to make compassion an important part of their daily lives. Compassion requires practicing and nurturing since this plain love comeback can produce cold and dull. God compassion is caringly and freely provided and is compared to that of parents towards their child. Even God himself confidently announces claim tha t’s, â€Å"I will have compassion on which I will have compassion’ ’Even though his compassion in most cases can be dissatisfied by disobedience there are instances where his disobedient individuals only hope is that his compassion overwhelms his fierce anger. God compassion is entrenched in his agreement understanding with his individuals, where also hope for the future is also entrenched in his compassion. It is claimed that compassion trails anger that is it is new every morning and overwhelms sin rather than disregarding it. It is not a surprise to learn that compassion is a character of God very being since the acting flow from the compassionate persons that is in the form of the lord, the lord, the gracious and merciful God. Throughout, the scripture the ethos of this assertion is contained. God used compassion as means or a tool that was important in maintaining the covenant, and therefore his followers praised for its continuation. Compassion in most situations is not always used with a human theme, but rather it initiates in a mother attitude toward her child or princes response to an uncared child. The various way may be applied as God desire to open the doors of compassion. As Christian or believers on him, we should at all-time involve ourselves in duties of mercy to imitate God and reproduce his omnipresent within us. Moreover, another aspect that individual may apply is to open our moral character and intentions were the kind of individual we make all the alteration in doing great things or wor k for God. For instance, it is of importance to working at a children homes, however, if the intention of working were to gain recognition or praise from other individuals, this would be acting against the love of God, and therefore we should at all-time be a character that works at imitating God presence within ourselves. In our hymns, scripture and the writing of the church, it is often clear that God loves to apply that God is compassionate and merciful. In this world, nothing is more suitable than being compassionate and at the same time being merciful[footnoteRef:6]. In short the discipleship that Jesus was more interested in was the discipleship of all sinners that in most of the time lived using the means of spirit of thankfulness, a discipleship that is equipped to accept all those who are viewed as being not relevant to the opinion makers, and therefore they should be ready to serve     rather than look to be served by others. Jesus also integrated the notion of compassion into his various lessons in addition to his example, afterward assigning some powerful and comforting realities. For instance, it is shared information to the bible learner that Jews had no relations with the Samaritan which was a pedigree race seen as turncoats. However, there was a situation where conceited Jewish lawy er to validate himself, remarked: who is perceived as his neighbor. Jesus response was based on the parable of the traveling Samaritan who faced an injured Jew. In this parable, the hero is the hated Samaritan who was progressed with compassion in contradiction to his enemy. For Jesus, Compassion was the central quality of God and therefore always tried to imitate the God through his various actions. For instance, Jesus had a sentiment for a poor man who was stricken with a feared disease known as leprosy. After seeing Jesus, the man kneeled in front of him and pleaded with him to make him clean with unknown confidence. Then Jesus portrayed his compassion by agreeing to heal the man where he was instantly cleansed with a touch of the saviors hand. Therefore, it can be correct for someone to say that it was through the Lord Compassion hand he had that ensured the gentleman enjoyed his life once again. The intention of the miracle was for instance to expound Jesus credibility as a tutor from God[footnoteRef:8]. All in all it important that we do not overlook the point that Christ had genuine compassion for this horrible man dilemma. Therefore, Jesus may not astoundingly protect us from various bodily outcomes of a sin annoying world, but it is important to note that as we suffer we may expect or be assured of his genuine compassion. Lastly, on a similar but a different situation Jesus and his disciples visited a city known as Nain which was almost near Nazareth. While Jesus and his disciples on their way to the city, they came across a funeral gathering at the entrance, where the gatherings was mourning a young man who was the only child of the widowed mother. On seeing the whole sad scene Jesus had compassion on the lonely lady and helped him and begged him to stop weeping. Jesus moved near the corpse of the young man as the bearer looked at him shockingly and just with a touch the young man aroused. The young man perceived to be dead aroused and began talking to his mother. The mother was overjoyed and thanked Jesus for the delightful gift she has never seen in her life. Similarly it essential to note that the purpose of this miracle was meant to find Jesus credentials a divine narrator an outcome which was created immediately. Hence, irrespective of the way it may be, it is essential that we avoid failing to note the point that about that higher objective the Lord always had compassion which was also the central quality of God.

Human Resource Managers Influence Organization Performance - 1925 Words

Extent To Which Human Resource Managers Influence Organization Performance (Essay Sample) Content: Extent to which Human Resource (HR) managers influence organization performanceNameInstructorInstitutionDateExtent to which HR managers influence organization performanceIntroductionThe business environment is rapidly changing and organizations are required to quickly adjust to the new trends in order to meet customer demands. Modern businesses have to contend with the 21st technologically-based changes that include globalization, exponentially increasing product market competition, and rapidly changing investors and customer demands (Pascu 2015). Therefore, in order for organization to remain competitive, they should continually improving their performance through various strategies such as improving speed to market, reducing costs of production, investing in innovative processes and products, and improving quality and productivity (Becker Gerhart 1996). In order to achieve all these, it is important to understand the role of human resource managers in creating, mai ntaining, and improving overall organizational performance.Relationship between Human Resource Management and performanceByremo (2015) stated that human resource management can be traced back to Fredric Taylors Scientific Management experimentation which aimed at explaining ways of ensuring and increasing effectiveness of employees through management practices such as employee selection, training, and motivation through remuneration. Scientific Management became the foundation of studies such as the Hawthorne studies of the 1930s which delved deeper into how to achieve workplace motivation and increasing employee motivation. Byremo (2015) argued that the era of industrial relations was very important in revolutionizing management of human resources because it prioritized activities that influenced peoples motivation and grouped employees together under Personal Administration (PA), where every activity had a clear objective or solving a particular problem based on a specific theoret ical model. Nevertheless, later PA evolved into human resource management (HRM), which was aimed at improving overall organizational effectiveness as opposed to individual job performance.The shift from PA to HRM resulted to a new perception of employees as significant resources in an organization, hence needs to be managed better and jointly with other organizational resources to improve organizational performance (Byremo 2015). This led to the need to create strategic practices aimed at impacting overall objective of human resources to increase organizational effectiveness. For instance, as opposed to PA-based activities that were aimed at tackling specific problems like job satisfaction, turnover, and absenteeism, the shift to human resource management focused attention to overall organizational outcomes (Byremo 2015). This means that human resource managers focused on translating traditional human resource measures like training effectiveness, turnover, and job performance into cost and profit, which are more relevant to overall organizational performance.There are various perspectives and theories regarding the role of human resource managers in improving overall organizational performance. These perspectives include universalistic, contingency, and configuration points of views or perspectives (Byremo 2015). Universalistic perspective of human resource management is based on the assumption that there is a universal association between HRM and performance characterized by some HR practices which influence organizational performance across an organizations population, and under all circumstances. For instance, selective hiring, decentralization of decision-making, employment security, and self-managed teams, extensive training, extensive sharing of information, high contingency pay, and reducing barriers and status distinction are presumed to have a positive influence on organizational performance (Pfeffer 1998). Nevertheless, scientist and proponents of u niversalistic point of view believe that human managers do not need to adapt the HR practices with respect to any specific strategy or organizational context (Lengnick-Hall et al. 2009).On the other hand, scientists who believe in the contingency perspective claim that the association between relevant independent and dependent variables is likely to change with different degrees of contingency variables (Byremo 2015). Unlike in the universalistic perspective, the contingency perspective considers an organizations business strategy because it is presumed to be the most crucial factor influencing employee performance. Therefore, all the HR activities that an organization engages in must be aligned with the organizations strategy among other contingencies to influence performance (Delery Doty 1996)The configuration perspective of human resource management is based on the argument that team synergy impacts HR practices that are grouped together and deployed coherently (Byremo 2015). Th e rationale for this argument is that the total impact that HR practices can achieve when grouped together and deployed coherently is far more greater than when deployed independently. Ichniowski and colleagues (1997) supported this view of human management by arguing that systems of innovative HR practices substantially affects production workers performance but changes in individual practices only achieves insignificant effects. These perspectives lay the foundation for human management theories that explain the link between human management and its impact in overall organizational performance.Wright, Gardner, and Moynihan (2003) argued that Human Resource (HR) directly impact on employee motivation, skills, work structures, and job design. This means that HR plays a fundamental role in influencing overall organizational performance because the above variables elicit employees creativity, discretionary effort, and productivity, which directly impacts operating performance. This ca use and effect relationship between HR practices and operating performance impacts not only an organizations profitability, but also its growth and a firms market valuation.Job performance theoryIt could be argued that performance is as a result of behavior; such that employees actions determine the organizations capability to achieve its goals. Wright, Gardner, and Moynihan (2003) study on the correlation between task elements and the significance of behavior in an organization have concluded that there are three job behaviors that impact affect organizational performance. The first category of job behavior is known as in-role behavior, which is defined as the behavior expected of employees. It is derived from often accepted norms and job requirements. This implies that in-role behavior could also be described as employees core task proficiency because it requires employee to do what they were hired to do. Another job behavior is known as extra-role behavior, which requires employe es to go outside the scope or requirements of their assigned jobs or tasks to achieve organizational goals. It could be presumed that extra-role behavior has a positive influence on organizational performance because it suggests that employees are always motivated to achieve to go beyond doing minimum requirement to achieve organizational goals. For instance, employee can decide to help another team member in completing a task or deviate from an organizations standard procedure when necessary to pursue an activity that is likely to result to good customer service. The third job behavior is called counter-productive behavior, which is mainly constitute of either in-role or extra-role behaviors which are purposely aimed at harming the organization (Sackett DeVore 2000). For instance, employees might decide to engage in sabotage or insider threat activities such as stealing of sensitive information hence harming an organizations performance.Wright, Gardner, and Moynihan (2003) theoriz ed that the employees attitude towards each other and management substantially influences the categories of job behaviors described above in an organization. Since attitude comprises of cognitive and affective components of behavior, they influence the participation of employees in fulfilling their roles. Therefore, human resource management has a critical role of shaping employee attitude to influence individual employee commitment to their duties. Wright, Gardner. And Moynihan (2003) argued that there are a number of ways that HR practices can improve employee commitment and overall performance. For instance selection and staffing is the prerequisite HR practices that cause immediate impact to employee commitment. Investing in the most highly skilled employee and continuously improving their skills through training and presenting them with more development opportunities besides ensuring that their workplace is filled with well-qualified co-workers is essential to inspiring empl oyee commitment and improving performance because it creates a positive working environment. Therefore, proper employee selection and staffing is important because it helps employees to work at their full potential in serving customers as opposed to concentrating in both doing their jobs and cleaning after the mess created by less qualified co-workers. In addition, HR practices might include use of monetary incentives and valid performance management systems to not only elicit high performance among employees, but also help them balance behavior and individual development.DiscussionThere is a wide array of ways in which human resource managers can influence organizational performance. As highlighted above, employee behavior plays a significant role in promoting organizational performance. Therefore, human resource managers use relevant HR practices t...