Cain Cain s Life Essay - 1252 Words

Cain Cain grew up as the very first child in the world. He was the son of Adam and Eve, the handcrafted creations of God at the beginning of time. Cain grew up with a younger brother named Abel. He worked as a gardener while Abel was a herdsman. The turning point in Cain’s life was during harvest time when he brought a sacrifice of vegetables to God while his brother brought the best lamb he had. God accepted Abel’s offering but rejected Cain’s. This threw Cain into an uncontrollable rage in which he planned the murder of his brother. Even though God warned Cain to subdue his evil intentions, Cain murdered his brother. This caused God to curse Cain as an endless wonderer. Cain’s sin was infected into all his descendants to the point of God whipping the slate clean in a flood only to save Cain’s brother’s second brother Seth’s descendant – Noah and his family. Isaac Isaac was the long anticipated son of Abraham and Sarah. He was the son of the promise in which God gave to Abraham. However, Isaac was born into a hostile environment because of is half brother Ishmael. There was great favoritism played between the boys in the family which eventually Isaac won and Ishmael moved out. Tragically, Isaac’s life just about came to an end when his father obeyed the instructions of the Lord and headed to Mount Moriah to sacrifice him as a burnt offering. Isaac was not fully aware of the situation and asked where the sacrifice was, which became obvious when Abraham tied him up andShow MoreRelatedReligion By John Steinbeck s East Of Eden1379 Words   |  6 Pagessimilarities between the Cain and Abel story, the Hebrew word timshel, and the presence of God and Fate in the novel. Throughout the book, the characters struggle with the ideas of good and evil, and choice and freewill. As the story unfolds and progresses, we see the characters deal wi th these things with religion being the base and the root that the book lays upon. The biblical story of Cain and Abel plays a central role in the novel East of Eden. In Genesis, Adam and Eve s sons, Cain and Abel, offeredRead MoreEssay on Brothers of the Bible1624 Words   |  7 PagesBrothers of the Bible The Old Testament sibling rivalries between Cain and Abel, Esau and Jacob, and Joseph and his brothers were similar in some ways and different in others, but they all hold lessons for us today, for brothers today still face many of the same problems in life that challenged brothers thousands of years ago. Cain and Abel were in a situation much more unique than Esau and Jacob, and Joseph and his brothers faced, for the society they lived in was extremely small, and theyRead MoreEternal Reward And Consequences Beyond Residency Essay1498 Words   |  6 PagesRomans 14:10-12. These passages include a reckoning of more than just financial issues. The above truth is a sobering fact of Scripture. 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However, from the mid-1930’s to the 1950’s, â€Å"Hollywood-ization† referred to the opposite case where controversial books had to be purified to abide by the Production Code of 1934.[1] This occurred to many of James Cain’s novels as they moved from text to the genre of â€Å"film noir.† AsRead More Analysis Of Grendel And Beowulf Essay1228 Words   |  5 Pages Point of View in Grendel and Beowulfnbsp;nbsp;nbsp;nbsp;nbsp; nbsp;nbsp;nbsp;nbsp;nbsp;Contrasting points of view in Grendel and Beowulf significantly alter the readeramp;#8217;s perception of religion, good and evil, and the character Grendel. John Gardneramp;#8217;s book, Grendel, is written in first person. The book translated by Burton Raffel, Beowulf, is written in third person. nbsp;nbsp;nbsp;nbsp;nbsp;Good and evil is one of the main conflicts in the poem Beowulf. How is

Od vs Hr Free Essays

string(172) " of HRS managers and VSP that preceded them, when there was no professional training for HRS managers and when these posts often went to the UP who was due to retire next\." We are witnessing and participating in an unprecedented dissolution of the boundaries of the field of organization development. In organizations around the world, the HRS function Is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. † ODD and HRS Do We Want the Lady or the Tiger? By Matt Mailman Ding. We will write a custom essay sample on Od vs Hr or any similar topic only for you Order Now Ding. Ding. K, time’s up. Time to decide. Will it be door number one, or door number two? The lady or the tiger? In Frank Stockpot’s allegory (1882), a prisoner is ordered to choose between two closed doors. Behind one is a woman whom he must marry sight unseen and live with for the rest of his life; behind the other is the tiger which would surely eat him alive. Without knowing exactly what is behind which door, how Is one to choose? And, which does one really prefer? Like the mythical prisoner, the field of ODD has been standing In front of two doors for too long, putting off the choice between them. One door would leave the ODD function embedded within HRS; the other would get ODD out to stand independently on its own two feet in the organization. The field of ODD has been putting off this decision for too long? nice its inception, in fact?and it is time for us to make the decision. Well into our mid-ass as a field, we can’t really blame all of this mess on our forebears, because frankly we’re dealing with these choices Just as badly as they did when the field was first founded. We’re still standing looking at the same two doors between which our ODD forebears could not decide. Long History, Deep Roots This question about whether ODD should be part of HRS or should stand on its own goes back to the founding of our field. What became organization development had its roots in the training and placement function, where the T group was the primary Intervention. At a panel of the founders of ODD at the 2009 Academy of Management conference in Chicago, almost every one of them, to a man, said that they were trained as writers or sociologists or engineers, but attended an ANT Institute T group where their lives changed. (Several also lamented that they were all white men in the field at that time, and on that panel at MOM. Following their ANT experiences, they tried to bring these insights they had obtained Into their organizations via the training function. By the ate sass, Just a few years after the field was founded by about a dozen Internal training and development people at Ant’s summer home in Bethel, Maine, the theory was, â€Å"let’s transform the way managers think about themselves and the ways they relate to people and solve problems, and once we’ve done that, we can send the m back home to transform their own organizations† (Operas Bradford, 2004). Evidently, there were some who said that the ODD function should stand on its own and be independent to other intelligence (Burke, 2 ). Others, however, were concerned t the field of ODD was too new and unknown and should reside in the personnel or raining function, as advocated by Shell Davis of TRW Systems, Sys Levy from Pillsbury, Herb Sheppard formerly of Sees, Dick Backyard, and others. Their belief was that â€Å"ODD at the time was too new, too ephemeral, and too suspect to survive on its own in the organization †¦ Early on, then, two models or scenarios ODD and HRS: Do We Want the Lady or the Tiger? 17 about the place of ODD within the organization were debated regarding the wisdom of such a placement† (Burke, 2004). Theory Versus Fact The vast majority of the central thinkers, writers, and scholars in our field today (Cummings Worldly, 2005; Marshal, 2009; Ferrymen Worldly, 2009; Retell, et al. , 2009) write as if ODD is a separate and distinct field of practice, but the facts on the ground tell a different story. We are witnessing and participating in an unprecedented dissolution of the world, the HRS function is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. As a field, we are behaving as if there is nothing we can do about it; it is as if we are watching ourselves in an automobile crash in slow motion, worried and concerned at hat we see, and yet unable to find the brakes or grab the steering wheel to avert the collision and all of the collateral damage. Maybe the founders of the field were right that ODD was too new and too fragile to stand on its own. But they didn’t count on what’s happening now in the field of HRS. The Ascendancy of HRS Over the past 15 years, we have seen better and better leadership of the HRS function, with several universities now offering Masters’ degrees in HARM and HARD and several MBA degrees with an HRS concentration. The result has been a generation of stronger, more tragic HRS managers who have achieved a seat at the table and are trusted advisors at the top of organizations. Many managers at the top of the HRS function are getting better by the year about understanding the dynamics of the organizations in which they serve. Increasingly, they can speak the language of the board room, and are not afraid to undertake even major organization change projects. This new generation of HRS leaders clearly understands that people and money are the powers that run organizations; and when the system can provide enough of the latter, their Job is to get Just enough f it into the hands of the former to get the Job done. And then return the rest to stakeholders. And to keep the organization out of court. In these regards, they are notably different from the generation of HRS managers and VSP that preceded them, when there was no professional training for HRS managers and when these posts often went to the UP who was due to retire next. You read "Od vs Hr" in category "Papers" The evolution of the training function also has had an impact. Ever increasing pressures to reduce costs nave torched the training diminution to get smart about impact evaluation. Kirkpatrick (1998) four levels have forced the training function to kook beyond end-of-session â€Å"smile sheets† to defend their budgets and make the case that training is a valuable investment. The result has been that training functions are now requiring training managers who have the skills to collect data, analyze it, and think systemically about what to do with it. Sounds familiar, doesn’t it? If you needed The days of HRS staff being hired principally because they were people persons with DOD listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by asking itself more relevant to the business of the organization. Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. With this smarter, more strategic generation of HRS managers comes the instinct and desire to have at hand one of the most powerful levers for organizational change and renewal, the ODD function. Thus the trend of ODD roles and functions being acquired by HRS. And, to be clear, in merger and acquisition terms, these are not mergers of equals; they are straight up acquisitions of the ODD function by HRS. Another factor has been the pressure on HRS functions to be relevant to the business of the organization. The days of HRS staff being hired principally because they were people persons with good listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by making itself more relevant to the business of the organization. Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. Money to do that, wouldn’t you be looking for a DOD ODD person? Often desperate to meet their utilization goals, the training function is very happy to let managers continue to believe that training is the answer to every problem, a kind of panacea for whatever ails. Leaders and employees alike seem to rely on training as the answer, believing perhaps that with the right education they can deliver what the business needs. That is certainly an easier solution to accept than facing ODD issues related to how people, teams, and departments relate and connect with one another, how business processes work, and how all connect with ND work toward the strategic direction of the organization. So, it is no wonder that smart HRS leaders are looking to candidates trained and educated in ODD to take on these business partner and training leadership roles, resulting in even more blurring of the lines between ODD and HRS. 18 ODD PRACTITIONER Volvo. 42 NO. 4 2010 Differences Are Real, and Important By now, this author’s biases are probably clear: there are important differences between the ODD and HRS functions; and as these roles collapse and the differences disappear, the field of ODD is losing its unique position in the organization and its effectiveness overall. We’re behaving as a field as if we uncoil be living in a both/and world around this, when the truth is exactly the opposite. Many in ODD struggle to find and hold boundaries that separate people and things. We spend our entire time helping our clients make better connections between each other at all levels?individuals and pairs, cross unit collaboration, organizations working toward better partnerships, etc. But when it comes to ODD and our HRS cousins, we should be sharpening and better defining our boundaries, not blurring them, because the differences in our functions are real and important. The HRS function has a legally mandated, regulatory role: to provide people to fill Jobs, to reduce costs (for payroll, health care insurance, benefits, etc. ), and to keep the organization out of the courts and the press by ensuring compliance and avoiding claims of discrimination or harassment. People view HRS as the people you go to with a problem that you want to make official. People feel that going to HRS puts things in the record. They see HRS as the enforcers or policemen. The ODD function has a developmental mandate; in fact, our Job is to increase the effectiveness of the organization and to maximize the potential of the human beings in the work force. We have theories, concepts, beliefs, and values through which we help our clients assure that there is alignment among strategy, structure, business process, and culture, while at the same time embedding human values such as honesty, respect, diversity, and voice. One model (Marshal, 2006) outlines three domains of knowledge for ODD practitioners: Ð’Â » understanding social systems, drawing on theories and ideas from the social sciences, including psychology, social psychology, sociology, anthropology, political science, and others, consistent with ODD aloes; understanding the wows and whys of change, including the bodies of knowledge that help explain how all levels of the system?individual, group, organizational, community, and even societies change; and understanding the role of the third party change agent, especially aiding the person in charge as well as the system itself to bring about the desired changes, requiring an understanding of the issues, politics, psychological processes related to being a third party in a change process. That doesn’t sound much like the recruit, retain, train, and develop mandate of the HRS function, does it? It is hard to imagine even the highest functioning HRS departments being knowledgeable and skilled in all these areas. There are many in HRS who look at the list of ODD functions and say, â€Å"Oh, we can do that! † And, on occasion, they may be right. But the philosophies of the two disciplines are starkly different, as are the theory bases, the world views, the core skills sets, and their roles within the organization. There is a built-in conflict between the role of ODD consultant, coach or adviser with a developmental mandate working toward organizational effectiveness, versus the role to the R practitioner whose core mandate is regulatory and endorsement. Can a good HRS person advise on selected developmental matters, such as training strategies and needs assessments? Yes, as can a good ODD person. But the conflict of interest for the HRS staff shows up when the Action Research process of retreat planning and design requires them to interview staff about a manager’s effectiveness. What staff member in her right mind would say something critical of their manager to someone from HRS, who is likely also to be involved in decisions about that manager’s promotion, pay, and even succession planning? Or their own? HRS has its hands on too many of the organizational levers and has too many mandates centering around enforcement and control to ever be effective at drawing out of managers the truth about their insecurities, anxieties, and the shadow sides, that is so necessary to doing good work and being effective in doing ODD. Troubling Examples These concerns aren’t Just theoretical, either. Quick conversations with a handful of colleagues, both ODD and HRS, turn up some troubling examples. In a large multinational organization, The Different Functions Organization Development Ђ Improve the effectiveness of the organization Maximize the potential of human beings and their contributions to the organization Align strategy, structure, business processes, and behavior into an effective corporate culture Model and foster humanistic values into the workplace Human Resources Manage employee attraction, retention, development, and performance management Develop and manage programs for employee relations, staff wellbeing, workforce planning, and workload management Ensure equity and diversity Reduce labor costs Avoid litigation Enforce corporate policies 9 the ODD staff and external consultants were forced to follow the rules that govern the rest of the HRS function around meeting with VSP and senior managers. The HRS UP insisted that he attend every meeting that the HRS?and ODD! ?staff had with other VSP in the organization. Not Just marketing or contracting meetings, but a ctual project meetings as well. He was unwilling to make an exception for the ODD staff lest the HRS staff get upset. Within weeks, his it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top dervish on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Then a succession to HRS managers grade- practitioner is, then anybody can hang out a shingle claiming he or she is an ODD consultant. In fact, some years ago, there was an informal study of the members of the ODD Network that found that almost one third of them had taken on the label or the role of ODD consultant, with no previous education or training in the field. Not All Bad News To be clear, the field has shifted largely positively, over the past few decades, responding to some of the â€Å"red flags† that Larry Greener (1972) identified for ODD, including: Ð’Â » Putting individual behavior ahead of strategy, structure, process, and controls; Ð’Â » Overemphasized the informal at the expense of the formal organization, driving more for openness and trust to change the culture, often at the expense of efficiency, hierarchy, and accountability; Ð’Â » Driving open and trusting relationships as a normative model for change, without questioning the context or applicability in a even situation, and assuming that team building was always the preferred intervention; Ð’Â » Putting process before task, enamored with the human dynamics of working together over getting the work done; and Ð’Â » Treating the manager as Just another stakeholder, relatively uninvolved in the planning and conduct of consultant programs rather than t he key stakeholder. Historically, the field has addressed many, if not all, of these red flags among strong and well-grounded practitioners. However, many of them are still quite evident in HRS people who are trying to do ODD today. The Right Answer Reflecting on the various options for organizing and structuring the ODD function and constructing its relationship with HRS, the optimum solution is to establish In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top leadership on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Schedule became a huge constraint on the work of the ODD function because consultants (internal and external) could not get into his calendar to meet with their clients. In a science-ba sed organization the ODD function was fully financially self-sufficient, recovering the costs and a bit of an â€Å"upgrade† from its internal clients. Other HRS managers got resentful of this chargeable mechanism. They forced the manager of the ODD program to stop cupping her costs, which effectively killed the ODD function because it had no free- standing budget of its own. In a university, a very strong and capable ODD function has been merged and renamed Learning and ODD, resulting in the organization’s best ODD talent being diverted into managing the training program for the university. In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when ally reduced the ODD function to delivering two day team alluding retreats, and a cadre of dozens of internal and external consultants has been whittled down to less than 10. In one knowledge -based organization we know, the ODD person is required to have the HRS person present during all contracting and data collection meetings. Clients are now creatively working around the requirement by calling the ODD staff directly on their cell phones after hours to discuss matters that they can’t or won’t say in front of the HRS people, who are not trusted in that system. No Boundaries, No Standards What Bradford and Burke (2004) said about the jack of standards in the field of ODD applies equally well to the lack of boundaries with the HRS function. â€Å"When there is lack of clarity as to the boundaries of the field and corresponding confusion about what the appropriate role of an ODD 20 the ODD function independently. Ideally, it would have a blended mandate and funding, charging back for local unit-specific work, and centrally funded for organization-wide efforts. There are instances when ODD should be working in partnership with the HRS function, specialists on one discipline speaking with and working closely with specialists of the other discipline. There are instances when the HRS function would be the ODD function’s client; and there are instances when the ODD and HRS functions ought not to be working together at all, such as when there are conflicts of interest or large scale organization strategy or design projects not ready for implementation. There are disadvantages to being freestanding and independent within the organization. The ODD function may become vulnerable to exposure, scrutiny, and politics. Some ODD people can’t play in the C-suite (Burke, 2004). The function would have to earn its stripes and compete for money and mandate with there functions in strategic planning, financial management, budget, and yes, even HRS. But the upsides of organizational independence are quite significant, and are evident now where strong ODD departments are standing on their own. The ODD function becomes central to the business of the organization, influencing strategy, mergers and acquisitions, divestitures, restructuring, etc. It works upstream, providing early input on the development of plans and processes, able to bring a systemic perspective and ODD values to actions that previously had been made primarily on financial grounds alone. It is present and able to influence the setting of the agenda, not Just the implementation of it. But How to Get There? It is no longer enough Just to be good at process. To be able to stand independently in organizations, free of the cover and support of the HRS function, ODD practitioners need to: Ð’Â » Know the major environmental, regulatory, and financial drivers of the organization; Know, be known by, and trusted by the top leadership to the organization; Know what’s involved in evaluating, deciding, and implementing mergers and acquisitions, especially around blending corporate cultures and business processes; Be effective n working across cultures, in global environments, and especially today, virtually; and Be attuned to the organizational politics within the organization and within its governance structures. (Greener ; Cummings, 2004) Integrating sustainability and globalization into the world of ODD brings another set of challenges. To play effectively as a free standing function, free of support from HRS, ODD practitioners need: Ð’Â » New and better ideas for progress, guided by diversity, development, and sustainability; Ð’Â » To understand and be effective at intervening in economic systems, balancing productivity with innovation, sustainability, and perversity; socially constructed and negotiated (Bushes ; Marshal, 2008). As the boundaries of the field have expanded over the past 15 years to include more systemic perspectives, there are new challenges for how to educate new ODD professionals (Minoan ; Farther, 2008). That’s a tall order for a field that has prided itself historically on being apolitical, focusing on the individual, following the lead of the client, ambivalent about asserting ourselves in leadership roles within our client systems, and seeing ourselves as a bit subversive in being countercultures. There is some good news here, however. How to cite Od vs Hr, Papers

ENGLISH TUESDAYS WITH MORRIE Essay Example For Students

ENGLISH: TUESDAYS WITH MORRIE Essay ENGLISH ESSAY: TUESDAYS WITH MORRIE Tuesdays with Morrie written by Mitch Albom, tells the amazing story of the unbelievable life that Morrie Schwartz lived, and how he left such a huge impact on peoples lifes such as Mitch Albom. Morrie Schwartz, with whom Mitch has lost in touch with for the last 16 years. Upon seeing him on the Nightline program talking to Ted Koppel about what it was like to die from Lou Gehrigs disease (ALS) Mitch was both horrified and ashamed. Soon Mitch found himself in weekly meetings with Morrie on a Tuesday where they would share and reflect on lifes issues, this is where the transformation of Mitch begins. The story is an Autobiographical documentary written in first person narrated by Mitch Albom. What makes this story so brilliant is the way in which it is written to portray Morries fantastic philosophy of life and his attitudes towards death. What keeps the reader so intrigued to find out what happens next is the style of the Narrative structure of the text. Narrative Structure, repetition, foreshadowing flashbacks and symbolism are some of the techniques used by Mitch Albom to present the main themes in the text which are love and perish, acceptance through detachment and morality. Repetition is an important technique used to depict both Mitch and Morries characters. Mitch calls Morrie Coach as he views him as a teacher of life. Coach is repeated throughout the text which illustrates the impact Morrie is having on Mitchs life, he continually learns from him. Then again, how many business or law students ever visit their old professors once they leave? Morries students did that all the time. And in final months, they came back to him, hundreds of them, from Boston, New York, California, London, and Switzerland; from corporate offices and inner city school programs. They called. They wrote. They drove hundreds of miles for a visit, a word, a smile. Ive never had a teacher like you, they all said. This proves that Morrie was not just a teacher, but a mentor. Also, it wasnt just Mitch who became aware of this fact. The extract from the text highlights Mitch wasnt the only student who saw his coach as a mentor and even, a hero. Morrie affected hundreds of his students in great unimaginable ways to make significant differences in their lives. This is one of the reasons why Morrie is looked upon by so many as a fine inspirational professor, and was mourned by so many as he became ill and began to pass away. Morrie was Mitchs coach at university teaching sociology, and this is where he fell in love with him and saw his love for teaching and helping others. On one occasion Morrie gave all his students As to avoid them having to go to war, this shows Morries strong character. The repetition of flashbacks is an important and effective device used to show the growth of Mitchs character. Before having a strong relationship with Morrie, Mitch can be seen as an ambitious money orientated journalist, but as the story proceeds he starts to adopt Morries attitudes and values towards life. Flashbacks are used to depict Mitch as an ungrateful man with poor attitudes towards life. As you grow, you learn more. If you stayed as ignorant as you were at twenty- two, youd always be twenty-two. Aging is not just decay, you know. Its growth. Its more than the negative that youre going to die, its the positive that you understand youre going to die, and that you live a better life because of it. This quote is said during a flashback in the second Tuesday. Morrie had asked his class to perform a trust fall exercise where he would test anothers trust and reliability. The attitude Morrie was trying to put out was that one must sometimes trust blindly, relying only on what they fell to guide them in their decision making. .uef64ba3da8b09952cff9e1c1870370b1 , .uef64ba3da8b09952cff9e1c1870370b1 .postImageUrl , .uef64ba3da8b09952cff9e1c1870370b1 .centered-text-area { min-height: 80px; position: relative; } .uef64ba3da8b09952cff9e1c1870370b1 , .uef64ba3da8b09952cff9e1c1870370b1:hover , .uef64ba3da8b09952cff9e1c1870370b1:visited , .uef64ba3da8b09952cff9e1c1870370b1:active { border:0!important; } .uef64ba3da8b09952cff9e1c1870370b1 .clearfix:after { content: ""; display: table; clear: both; } .uef64ba3da8b09952cff9e1c1870370b1 { 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; } .uef64ba3da8b09952cff9e1c1870370b1:active , .uef64ba3da8b09952cff9e1c1870370b1:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uef64ba3da8b09952cff9e1c1870370b1 .centered-text-area { width: 100%; position: relative ; } .uef64ba3da8b09952cff9e1c1870370b1 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uef64ba3da8b09952cff9e1c1870370b1 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uef64ba3da8b09952cff9e1c1870370b1 .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; } .uef64ba3da8b09952cff9e1c1870370b1:hover .ctaButton { background-color: #34495E!important; } .uef64ba3da8b09952cff9e1c1870370b1 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uef64ba3da8b09952cff9e1c1870370b1 .uef64ba3da8b09952cff9e1c1870370b1-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uef64ba3da8b09952cff9e1c1870370b1:after { content: ""; display: block; clear: both; } READ: 9-11 could have been avoided if the Secret Service Essay He uses the exercise to teach his students that trustworthiness is a quality shared by two people in a partnership, and that each person takes a risk in trusting the other. This risk, however, is a risk that people must take. Morrie teaches his students that trust is blind; one can only judge whether or not to trust another based on an instinctive feeling, not because of any rational judgment or method of thinking. This flashback is very useful in showing Morrie has always had the same attitude towards life, and that Mitch was to trust him and adopt his attitudes. The style the text .

Las Vegas Trip free essay sample

Finding your going to the wrong Las Vegas, having to drive a car that looked more like a dump than a motor vehicle, and almost getting hit by lighting. Couldn’t be any worse right? When I finally got to my hotel, I realized that I was dead wrong. Words cannot describe how horrific the place was, but I’ll do my best to get you close to what it looks like. Imagine your typical haunted house. Got it? Okay, now take that house, sink it in a mud hole, pull it out, and let wild dogs run through it. I think you get the picture. After I had gotten over the shock of where I was to stay, Louis took my luggage up to my room, I gave him a tip, and he drove off. That was the last time I saw Louis. Now I didn’t know what to do? This was not the Las Vegas everyones knows, this was the las vegas that people didn’t think even exist. We will write a custom essay sample on Las Vegas Trip or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page â€Å"grrrr†my stomach growled. †Oh man! I am hungry† I then left my hotel room and started to explore the hotel. I was on the top floor of the hotel so I took an elevator down to the lobby area. When I was walking around the only sound of life I saw was these guys talking to each other, but I couldn’t understand a word they said. So I left to go check their outdoor swimming pool. I knew something was going to go wrong at the swimming pool and I was right. â€Å"Wow! † I said so surprisingly. There it was a 12 ft deep pool of weird-looking water with seaweed looking stuff all around. â€Å"Howdy† someone said. There he was a crinkle-up little man sunbathing in the sun. â€Å"Ummm. hey†I said shyly. â€Å"Wanna come hangout with me? hLas Vegas Trip Who knew that a trip to Las Vegas could be so tragic? As a matter of fact, who knew that an all-expense-paid-three-day-vacation to Las Vegas would be a mistake to accept? I really should read the fine print or any print for that matter, But when I called the radio station as the 95th caller. I won. When I got to the airport, I noticed that my plane ticket was to Albuquerque. Albuquerque? Are you serious ? Remember when Bugs Bunny used to always take wrong left turns there? It turns out that I was about to do the same. I read the radio station’s letter as I sat on the Plane. â€Å"Las Vegas , New Mexico? Are you serious? † I yelled at the flight attendant. â€Å"Bushleague. † 6 hours later i finally arrived in Albuquerque, New Mexico. As I got my luggage I saw a man with my name on it so I started to head his way. â€Å"Hi. † I said. â€Å"Hola Senor† He said in his spanish accent. â€Å"Are you Tom John? † â€Å"Why, yes I am. †I said back. â€Å"Welcome to Albuquerque. † He said cheerfully. â€Å"May I ask? What is your name? † I asked. â€Å"My name is Luis the 3rd. † Luis replied. â€Å"So how far is Las Vegas from here? I questioned. â€Å"It is 120 Miles Tom† Luis said. â€Å"Well Lets get to it! † I said trying to sound excited. â€Å"Luis and I started to head out of the airport. I then saw the machinery we were taking it ws a small red truck that looked like it was going to fall apart at any minute. I got into the truck hesitantly, and Luis smiled as he took my luggage from me and put it in the bed of the truck. â€Å"Have you ever visited Las Vegas before? † Luis asked me as he got in the car and began driving. We continued making small talk until the rain started. It started pouring rain and we could see lightning hitting trees that happened to be in the field we were dining next to. The next flash of lightning of thunder came at almost the exact same time and lit a tree on fire that was literally less than 10 feet away from us. e said. â€Å"Ummm. I have to go soon. So probably next time I see you. †I said then quickly left. â€Å"ok boy†he said as I quickly left the room. I then went up to my room and just lay on the bed. I couldnt believe that I have to stay here for another 3 days. From a tiring day I then fell into a deep sleep. All of a sudden I woke up. yawnnnn† I said as I stretched. I then looked at my phone and saw I had slept for 12 hours. It was just about the afternoon. I then got up and got ready for the day. I then tried to think of things I could do in this place but none came in mind. I then decided to stay in my room for the rest of my vacation. When it got time to go I quickly as possible tried to go to t he airport and fly home. I finally arrive home. â€Å"Hi, how was your trip? † curiously said my mom. â€Å"Oh it was ok. † I explained. Now for the rest of my life I will never listen to the radio station. THE END.