Value Alignment - Free Essay Example

Sample details Pages: 3 Words: 1044 Downloads: 8 Date added: 2017/09/22 Category Advertising Essay Type Argumentative essay Did you like this example? Running head: VALUE ALIGNMENT Value Alignment Denise Allen, Lavinia Wright, Katrece Wade University of Phoenix Intregrated Business Topics BUS/475 Rod Ramadan Jun 28, 2010 Value Alignment The values of Hewitt Associates derive from the organization’s mission which is â€Å"making the world a better place to work. Hewitt’s values consist of four points which are people, excellence, collaboration and integrity. The first point people derives from Hewitt’s will to treat employee’s, clients, customers, business associates and providers with the highest respect. During my time at Hewitt I have noticed the high respect one is shown amongst my peers. In a diverse setting in which a professional level of respect may not be expected. The value of people has continued to resonate with me in and outside of my work setting. The organization quest for excellence is shown through it dependability to bring resolutions to clients that exhibit eminence, trustwo rthiness, and improvement. The employee’s attains excellence in the course of personal initiative and constant progress of skills and comprehension, along with strong support from the organization. Excellence is something that I have always personally strived for. The will to be the best and provide the best of my ability made me a perfect employee for Hewitt Associates; however it is the idea of innovation that the organization instills that wills me to become better. Collaboration brings forth Hewitt’s personal ability to cater to clients and their associates with high quality service. Working collectively, Hewitt believes it can influence individual thoughts and contributions to bring forth greater outcomes, assisting clients, associates, the companies firms, business associates, and the companies suppliers. Collaborating with other is a skill that I have gained from Hewitt. Before Hewitt I believed that you should be the best you and above and beyond the rest . I have learned It is possible to be better than everyone and it is impossible to be better than everyone collectively. I once considered myself a skilled individual I now consider myself a skilled teammate. Hewitt has gathered integrity through its great effort to make the correct decisions, despite of the state of affairs. The employee’s at Hewitt associates are to pride themselves in signifying ethical conduct, truthfulness, and veracity in all facets of the organization. Integrity in one’s self is very important to the point where it should exude from his or hers persona. I believe that integrity is the responsibility of those who want to be the best and I want to be the best. Hewitt Associates values have not changed since the origin as they are etched in marble at the company’s headquarters. At Hewitt, working collectively with clients as important as the goals set to be accomplished. The actual plans and values of UPS organizations actions plans an d actions are as required to satisfy the customer and the internal stakeholders as well as the entire organization. The plans and goals of the company stated are to become a satisfied employer having a great rewards and opportunity to recognize achievement of its employee’s and outside stakeholders. The degree of alignment is measured with a positive action plan put forth to accomplish the most out going tasks of the company. Knowing that the analyzing degree of alignment of the stated values has been enforced in the company in a most honest and integrity way is the company best way of establishing the best policies to suit the company’s value system. The most important issues is being able to tackle the most hectic issues at hand and solving the problem becoming apart of the solution and not the problem, knowing that the problem is always making the culture of the company values a great environment to work is the main action or action plan a company can have. Th e integrity of the company is always the main seeker in the company and second most important value is the honesty of the organizations action plan put forward. The persistence of the company’s mission statement is another value that is greatly looked upon and the reflection of the companies policies being enforced in the greatest possible way ever. This plan is the plan I and other employees look at when entering the company knowing that the employee as well as the internal and external stakeholders are always valued with integrity and honesty. The alignment of my values are having the most respect and integrity of the company and keeping the satisfaction of the company between the most valued customers and having the internal and external stakeholders happy at all times. Having the proper action plan put forward is the greatest aspect of any company or business. The reflected values are greatly looked upon as a reward system and a commitment to leadership of the business and the values that any company may have. The positive aspect of the UPS company or business is the having the open door policy and being able to relate to the employee as well as the customer. The other is the leadership and the commitment to make every action plan and values a looked upon asset for the company and knowing it is being enforced in the most enhanced way. The plans and values of Wal-Mart are built upon honesty, respect, fairness and integrity. Wal-Mart mission is to enhance and integrate the supplier diversity programs into all of the procurement practices and to be an advocate for minority and women owned business. Wal-mart hints and tips will provide the people with inspiration to develop the success of people explanatory paragraph which will prove to be suitable for associates, customers and employees. The conclusion is having great integrity and honesty having a well planned plan action plan and positive actions put forward working for the integrity of the people which are the internal and external stakeholders of the company. The educational background of learning and knowing that any company has a primary and secondary SWOTT analysis conducted is a well effective strategic plan and an efficient and effective value that are valued within the company aspects. Knowing the company core values and behaviors are put into place to make the company a better place and environment to work in is a plus for any business. 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Policy Review Essay - 1313 Words

Introduction A policy is defined as a definite course or method of action selected from among alternatives and in light of given conditions to guide and determine present and future decisions (Miriam Webster, para. 1). Policies are used in acute settings as operational tools that give support and direction to staff, patients and the public (Collins Patel, 2009, p.42). In nursing practice, it is important to understand these different policies as they influence our nursing practice every day. Ballarat Health Services (2011) developed a policy to provide a guideline on storage, transport and checking procedures for expressed breast milk in the scope of maternity and pediatric units (p.1). In the following paper a critique of the policy†¦show more content†¦For the policy to enhance the amount of support it receives from evidence, it would be highly recommended that the policy refers to sources that are concurrent with recent research and that are accessible for proper analysis of the poli cy. The six other sources that were listed in the references, provided sufficient support to the policy. Two of these references will be discussed in the following paragraphs. One of the sources listed was one from the Centers for Disease Control and Prevention (CDC), which is a U.S. federal agency that works to protect public health by providing communities with the necessary tools and information essential to protecting health (US Legal Definitions, 2013, para.1). The CDC refers to an outside website for its policy, which brings the readers to a protocol by the Academy of Breastfeeding Medicine (2004). Academy of Breastfeeding Medicine (2004) refers to about eleven other scholarly articles that were written about breast milk. The articles range from being published from 1983 to 2001. One of the sources done by Olowe, Ahmed, Lawal, Ransome-Kuti, S. (1987), was a structured longitudinal study done on theShow MoreRelatedPolicy Implementation And Review On Sustainability Essay2369 Words   |  10 PagesPolicy Implementation Review Each sustainability goal will require changes to the existing way your company does business. To try and say that sustainability is just an attitude is incorrect. With only an attitude, your company will see no recognizable or measurable change in sustainability. Transmitting the desires of the board, as expressed through policy, into actual business practices is challenging. It requires analyzing the existing way of doing business, what the desired result is, andRead MoreCritical Review On Electricity Policy1539 Words   |  7 PagesCritical Review 3 Electricity Policy in Ontario Readings included: â€Å"Making Choices: Reviewing Ontario’s Long-term Energy Plan†, â€Å"The Development of Renewable Electricity Policy in the Province of Ontario: The Influence of Ideas and Timing†, â€Å"The Politics of Renewable Energy Policies: The Case of Feed-in Tariffs in Ontario, Canada†, â€Å"Energy, Economic and environmental discourses and their policy impact: The case of Ontario’s Green Energy and Green Economy Act†. For the sake of this review, the titlesRead More Review of UKSports Anti-Doping Policy Essay3361 Words   |  14 Pagescompetition† (Black, 1996; as cited by Waddington, 2000) The main objective of the U.K. Statement of the Anti-doping Policy stems from this. The aim is to ensure that the various governing bodies of sport in the United Kingdom have consistent and regular sets of policies and regulations in order to â€Å"protect the rights of athletes to compete drug-free† (U.K. Statement of Anti-doping Policy). This policy, (January 2002) published by U.K. Sport, was considered â€Å"a major landmark in the fight for drug-free sport†Read MoreA Review of Is Monetary Policy Overburdened? 1584 Words   |  7 Pagestoo high expectation on monetary policy to achieve long-term goals which can only be accomplished â€Å"by the appropriate policy mix and the cooperation of other public institutions.† Orphanides focused on three major goals burdened on Central banks (CB) which are full employment, fiscal sustainability and financial stability; and developed his arguments using four typical economies, US, Japan, UK and Euro area. 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Summary Introduction: After the global financial crisis, the economies of many countries were stagnant, some companies closed down, many people lost their jobs, and governments needed to spend much money to help these companies and unemployed people which caused large government debts, the banks also faced to bankrupt. All of these problems caused the governments wish the monetaryRead MoreWorkplace Policy Review : Workplace895 Words   |  4 PagesWorkplace Policy Review Workplace policies and procedures should be up-to-date and consistent, that may be a primary objective for several HR audits. Annual reviews of employee handbooks, customary in operation procedures and work postings guarantee employers’ rules are per labor and employment laws. This additionally provides employers a chance to see whether or not all workers are tuned in to policies that have an effect on the employment relationship. HR Processes Auditing human resources processesRead MoreNewark and Philadelphia Policy Review1276 Words   |  6 Pages This policy analysis will review the programs that the cities of Newark and Philadelphia implemented and why these issues are important. The analysis will also examine the programs each city created to address the violence in the specific urban areas of their city and the impacts the programs have had to date. The purpose of this study was to determine the effectiveness of police foot patrol as a means of deterrence through apprehension and as a means of risk reduction, community and problemRead MorePolicy Review And The Lucas Criticisms Essay919 Words   |  4 Pages Policy Review and the Lucas Critiques Orthodox Keynesian economists believe that the change of the money supply will lead to the change of effective demand, and further result in the change of the economy. However, in the monetary economy cycle theories, the expected monetary supply changes will not influence the total economy; the unexpected money supply changes will impact the total economic in short term. In the long term, it merely impacts the changes of general price levels, instead of onRead MoreDividend Policy : Review Of Theories2650 Words   |  11 PagesDividend Policy – Review of Theories Introduction Dividend policy refers to the payout policy that a company follows in determining the size and pattern of distributions to shareholders over time. Distribution of cash to shareholders by either payment of dividends and repurchase of shares has been a hotly debated topic amongst scholars. There exists many answers to an optimal dividend policy that satisfies both shareholders and management. With this the company generally faces two operational choices

Organisation Development Plan and Drastic Action

Question: Discuss about the Organisation development Plan and Drastic Action Or evolutionary adaptation An organisation Development Perspective. Answer: Introduction The aim of this project is to develop a plan for organizational change resulting in organization development. The project team comprises of four members who have the following responsibilities. The first team member addressed the purpose, rationale, goals and objectives of the strategic requirement. The second team member was responsible for identification of key stakeholders and required organizational climate for implementation of plan. The third team member was responsible to describe the strategic priorities, planning of implementation change and communication. The fourth team member was responsible to conduct a cost-benefit analysis and plan review. All the team members were collectively responsible for proposed staff development. Purpose and Rationale From the case scenario, it is evident that ABC International Pty Ltd faces increasing competitive pressure that led to departure of two senior executives. An implementation of organizational development plan can help increase the fallen market share and revenue. With successful organizational change, the firm shall be sustainable in the long-run. The technology infrastructure upgrading shall help in better management of departments. Reviewing the staff competencies shall helpful in identifying the areas of development to enhance organizational performance[1]. Goals and Objectives The goals and objectives of this organizational development plan are addressed as follows: To recover for 8% lost market share and increase the overall rate by 15% within six months by ensuring consistent technology platforms and efficient training and development to the employees. To increase the revenue of the firm while recovering for 23% lost amount within a year by enhancing the management system and responsibility among employees. Key Stakeholders Stakeholders play a vital role in an organizations outcome. In the given case scenario, the key stakeholders for the planning and implementation process of organizational change development are senior management, graphic designers, product managers, brand managers, and marketing team. The senior management determine the methods to be used to achieve goals and objectives. The other stakeholders play the role for implementation of plans for organizational development[2]. Required Organizational Climate Organizational climate refers to the conditions or practices of conflict, communication, rewards and leadership practices as viewed by the employees. There must be flexibility and adaptability among employees for accepting the technological change in the infrastructure. The employees must possess strong and unified cultures by aligning goals. Additionally, the organizational conflicts must be resolved by the senior management at ABC International Pty Ltd so that the competitive needs can be met. The operational change requirements such as change in processes and implementation of enterprise resource planning shall be helpful in leading to success[3]. Strategic Priority The first strategic priority is to review and upgrade the existing technology infrastructure for ensuring there is consistency in the technology platforms, applications and maintenance across different departments. It is observed that there are multiple departments in the development and distribution of beauty products represented in pharmacies, boutique stores and retail chains. The second strategic priority is to review the existing staff competencies while identifying the training and development needs. The company is not able to sustain in the competition and lack of training led to the departure of two senior executives. Implementation Strategies The planned development strategies can be implemented using four steps. Firstly, organizational development refers to the professional development of employees. The employees shall be trained to adapt to the new infrastructure and computer applications. Secondly, financial resources can be utilized to engage in the activities. The company policies can be formulated to support the strategy. So any activity that does not contribute to the strategy cannot be done. Continuous improvement programs cab be ensured based on the previous infrastructure provided to the employees. Communication Plan After identification of strategic priorities, the senior management at ABC need to develop a communication plan. Core messages must be developed that determine the nature of organizational development and necessity of change. The process of changing from the existing to the desired state shall be communicated. The role played by all employees shall be determined as required in the change process. The method of communication needs to be determined using memos, emails or notices. The circulation of the message shall be determined so that it reaches all the employees. Based on content preparation, the frequency shall be determined. The employees must be provided with a feedback opportunity to determine paths of resistance. Cost-benefit Analysis The first strategic priority of reviewing and upgrading the current technology infrastructure shall involve costs of software development. The human resources shall be increased and financial expenses shall rise up high so that the employees can reap the benefits of latest technology. The benefit of this strategy is that the organization shall be able to sustain in the market and compete. In the second strategic priority, identification of training and development needs shall not have high cost. Software is available online where the competencies can be assessed. The benefit obtained shall improve the overall staffing structure and training needs of employees to help ABC reach new competitive heights. Proposed Staff Development The purpose of training is to test and enhance the knowledge of employees regarding technology infrastructure and competencies. Online tests can be conducted so that the employees can have an idea of where they stand. It shall also help in knowing the skill-level before training. The senior management shall be responsible to look after the development of organization post-training. On-the-job training methods can be used where the employees are trained to use the latest technology infrastructure. Plan Review The key performance indicators can help in reviewing if the training was effective and extent of success of the organization development. An assessment shall be made if any other senior executive left the organization. The figures for market share and revenue shall be assessed to see if the losses made in the previous times have been recovered. Further, a survey may be conducted to check if the vision and mission statements of the organization are met[4]. Drastic Action or Evolutionary Adaptation: An Organization Development Perspective Organizational change can be defined as the process of changing an organizations procedures, processes, culture and technologies. Organizational change can be continuous or occur for distinct periods of time. The organizations are under a risk of failure in running the business successfully if there is no efficient change management. Change management s a tool that focuses on how teams and people are affected by transition. The increasing innovation of technology in companies thereby boosting competition makes it necessary for the organizations to undergo change. Therefore, change management helps the organizations to sustain in the competition as it affects all employees and departments directly. The organizational change can be distinguished into two categories based on its intensity- transformation through drastic action or through evolutionary adaptation[5]. The aim of this essay is to discuss the two approaches with a focus on organizational development. Multiple theories of org anizational behaviour, organizational culture, organizational dynamics and change management are considered. The organizations undergo change through drastic action and evolutionary adaption. In case of change through drastic action, change is forced and mandated by the senior management. As the name suggests, the change is discontinuous in nature. Change through drastic action can be caused by several reasons such as changes in political, regulatory, competitive and legal landscape. In this change management scenario, changes happen quickly in case of major technological innovations or the above specified reasons. This can be related with the Theory E that has the purpose of creating economic value. Theory E is often driven by the top management as the approach is based on formal systems and structure. The Theory E involves drastic layoffs, restructuring and downsizing of the organizations as the firm may undergo drastic changes. The theory streamlines hardware- structures and systems. The leadership involves top-down approach that involves low involvement of the managers or lower levels. The drastic action requires clear, comprehensive and common plan of action in process with specific deadlines. The reward system is primarily financial in nature and the employee compensation is linked to financial incentives[6]. Organizational dynamic refer to the process of continually strengthening resources and improving employee performance. Firstly, the senior management set measurable goals that shall determine decisions and future actions. In change through drastic action, the management defines the departments and divisions for all the regular duties. Further, goal execution involves allocation of resources by the top management. The skills and schedules of employees is enhanced in a manner that the drastic change requirements are met. Authoritarian leadership style is followed to drive innovation and performance among employees. Under the authoritarian leadership style, the employees are expected to follow the systems and processes without questioning the authority. Drastic change is revolutionary in nature that is rapid and is planned by a limited people. The organizational culture may be conflicting and unsavoury. The employees who tend to resist change shall suffer. The management may fire the employees and replace them with the new ones if it fits and meets the purpose of existing growth stage of the organization. The drastic change management process is often painful. Drastic change is also referred to as unplanned change which is a result of unforeseen circumstances. Following the motivational theory, the autocratic managers tend to motivate the employees by establishing confidence in the manager's ability to make accurate and productive decisions. Employees become comfortable with the manager's knowledge of the industry and the company processes and derive motivation from the manager's ability to keep the department focused on achieving company goals. Autocratic managers do not value employee contributions, preferring to manage operations with zero feedback from their teams. They also tend to supervise their teams closely to ensure deadlines and goals are being met. As the change management is drastic, Kurt Lewins change model may be applicable. There are three simple steps in implementing change through drastic action. When the senior management recognizes the need for change, it may unfreeze the change. Naturally, the employees resist change as the change is unplanned and drastic in nature. The senior management must conduct communication so that the employees feel that the change is urgent and necessary. In the next stage, the employees learn new behaviours and processes of thinking. Support and education are critical and it must be carefully planned and executed. In the last stage refreezing, the change model must be refrozen based on the new processes, status, structure and people that is cemented into the culture. The employees must be given positive rewards and their individual efforts must be acknowledged so that they are motivated to repeat the behaviour if required[7]. The second approach is recognized as evolutionary change approach. In this type of change, the change is incremental and decentralized that involves lasting shift with less upheaval. As the name suggests, the change management involves continuous improvement or changes in systems, processes or procedures. The evolutionary change approach can be related with Theory O. In this theory, the changes are based on organizational capability. The main focus of the theory involves process of changing, gaining feedback, making a critical analysis and implementing further change. It involves development of human capability and culture through individual and organizational learning. The Theory O involves all the employees using bottom-up approach requiring emotional commitment from them. The bottom up approach is use to transform the behaviour, culture and attitude of the employees. The change in this approach is more emergent and evolutionary. This change management approach involves innovative work processes, culture and value changes. As the employee involvement is high, the external consultants are not hired or relied upon. The employees tend to analyze their own solutions. The reward system involves skills-based pay system and profit sharing plans. These compensation systems do not drive goals but support the goals of culture change. Applying the theoretical elements of organizational dynamics, evolutionary change involves proper planning that is actionable foundation for all their regular duties. This form of change management involves transformational leadership style in which the leader envisions or guides the employees through inspiration to execute change. The management can apply Herzbergs two factor theory of motivation. In this theory, the factors that create job satisfaction and job dissatisfaction are identified. The hygiene factors refer to the factors that cause dissatisfaction in its absence such as compensation, working conditions, job security and others. Motivation factors are the ones that create satisfaction if they are present in the organization such as recognition, achievement, personal development and responsibility. Therefore, for evolutionary change management, the senior management must maximize the above identified motivation and hygiene factors so that the employees are adaptive towards change management[8]. For changing the culture, systems and processes continually, Kotters eight-step model can be implemented for successful change management. This theory helps in improving the process in a logical fashion. In the first step, the potential opportunities or crises may be discussed and catalyst for change shall be created. A powerful coalition may be formed so that the employees develop strategies to achieve vision. Vision shall be created that would help direct the change effort. Vision shall be communicated using the bottoms-up approach. The obstacles to change shall be removed and employees must be motivated to encourage risk taking. The sixth step in Kotters model is to create short term wins. This shall enable the employees to change their behaviour and attitude slowly. The seventh step is to build on the change. The management must keep communicating the vision, removing obstacles, and keep delivering benefits. Lastly, anchor the change. The senior management must embed it into orga nizational procedures, operating models and into peoples day to day work. Conclusively, both hard and soft approaches of change management are necessary. Both these approaches can be combined. Both hard and soft culture can be transformed by freeze pay-rises, greater transparency and less hierarchical standards. There is no one way to effect change. The examples and theories used in the above paper illustrate how organizations can implement change through drastic action or evolutionary change. Change management s a tool that focuses on how teams and people are affected by transition. Multiple theories of organizational behaviour, organizational culture, organizational dynamics and change management are considered. In case of change through drastic action, change is forced and mandated by the senior management. The leadership involves top-down approach that involves low involvement of the managers or lower levels. The skills and schedules of employees is enhanced in a manner that the drastic change requirements are met. As the change management is drastic, Kurt Lewins change model may be applicable. In evolutionary change approach, the change is incremental and decentralized that involves lasting shift with less upheaval. The management can apply Herzbergs two factor theory of motivation. For changing the culture, systems and processes continually, Kotters eight-step model can be implemented for successful change management. References Bridges W,Managing Transitions(1st edn, Nicholas Brealey 2014) Cameron E and Green M,Making Sense Of Change Management: A Complete Guide To The Models, Tools And Techniques Of Organizational Change(1st edn, Kogan Page 2015) Chun M, 'How Does The Organization's Environment And Motivation Of Social Work Case Managers Affect Their Case Management Performance?' (2012) 46 Journal of community welfare Cummings S, Bridgman T and Brown K, 'Unfreezing Change As Three Steps: Rethinking Kurt LewinS Legacy For Change Management' (2016) 69 Human Relations Glisson C, 'The Role Of Organizational Culture And Climate In Innovation And Effectiveness' (2015) 39 Human Service Organizations: Management, Leadership Governance Kotter J,Leading Change(1st edn, Harvard Business School Press 1996) Meyerson D, 'Radical Change, The Quiet Way' (Harvard Business Review, 2011) https://hbr.org/2001/10/radical-change-the-quiet-way accessed 29 March 2017 Yang L and others, 'Workplace Mistreatment Climate And Potential Employee And Organizational Outcomes: A Meta-Analytic Review From The TargetS Perspective.' (2014) 19 Journal of Occupational Health Psychology

Plan for Growth in Various Aspects of the Prayer Life

The role of praying in the personal life is difficult to be overestimated because a prayer is a way to communicate with God, and it can reflect the nature of the person’s relationship with the divine forces. In spite of the fact that a religious person usually has the developed skills in praying because it is a part of his or her daily life, it is necessary to improve the prayer life when a person sets objectives to make praying more efficient and even beneficial for the spiritual growth.Advertising We will write a custom term paper sample on Plan for Growth in Various Aspects of the Prayer Life specifically for you for only $16.05 $11/page Learn More Praying can be discussed as one of the most inspirational activities during the day, and a person needs to pay some attention to analyzing how he or she prays in order to become more proficient in this type of communication with God. Therefore, this paper aims to present the discussion of readings in forming the vision of a prayer’s importance and to provide the plan for improving the prayer’s life with the focus on several aspects that are critical for the spiritual growth. How the Readings and Discussions Can Be Helpful to Develop the Plan Readings studied during the course and completed discussions provide a significant background to direct and influence the self-analysis related to the importance and effectiveness of the prayer life. In order to become able to evaluate the qualities of the personal approach to praying, it is essential to focus on the ideas presented by theologians and famous spiritual leaders who share their praying experience in the books studied during the course. The Impact of Neil Anderson’s Ideas Thus, in his book, Neil Anderson states that praying has the significant protective power, and a prayer should be daily and be associated with every activity and event in the person’s life. The book also demonstrates how the prayer helps accentuate the person’s dependence on God, and why it is necessary to think about everyday emotions, feelings, and experiences. I started to refer to Anderson’s book many times during my typical day because the book includes not only discussions of the meaning of prayers in life, but it also includes the specific prayer for almost each daily activity1. As a result, I can see how I can pray many times a day while developing my spirituality and praising God. In addition, I can analyze how I can follow my strict daily plan in praying without forgetting about the routine tasks. The book had a significant impact on my vision of praying because now I discuss praying as a usual activity that also needs improving as any other task or daily routine in my life. However, in contrast to usual activities like study, work, or communication with friends, praying influences each moment of my life because I see how I can grow spiritually and how beneficial a prayer can be. Dave E arley’s Work and Impact If the book by Anderson provides practical hints that can be used for daily praying, the book by Dave Earley is important to add more theological discussions and explanations to the role of the prayer in the personal life. Presenting the valuable analysis of praying, Earley focuses on the praying experience of spiritual leaders.Advertising Looking for term paper on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More According to the author, each spiritual leader has its unique approach to praying. Focusing on this idea, Earley states, â€Å"It is my conclusion and conviction that prayer is the timeless, and often overlooked, secret to high-impact spiritual leadership†2. Therefore, praying can be considered as important for everyone’s growth in terms of spirituality and religiosity. The author also notes that those persons who are experienced in praying are inclined to pray much time ; they pray not only for themselves but also for other people and for resolving their specific problems; and they â€Å"pray with greater boldness†3. Therefore, this book inspired me to develop my plan for growth while focusing on finding more time for a prayer as well as for learning how to pray effectively for other people and how to pray with ‘boldness’. Samuel Gordon’s Visions and Their Impact on My Prayer Life The reading of the book written by Samuel Gordon was a unique experience for me because I could realize how a prayer can influence my everyday life and why it is really important to improve the personal approach to praying. Gordon states in his book that the great people are those ones who pray regularly. Gordon explains, â€Å"I do not mean those who talk about prayer; nor those who say they believe in prayer; nor yet those who can explain about prayer; but I mean these people who take time and pray†4. I can state that I received the opp ortunity to think about the role of finding the time for praying again, and it was a kind of the important driving force for me. In this context, the most convincing phrase found in the book was that â€Å"there are people that put prayer first, and group the other items in life’s schedule around and after prayer†5. Thus, I began to think about my opportunities to organize my life â€Å"around and after prayer†6. I should also state that the more I read the book, the more I understood the importance of my decision to focus on praying much and praising God during the right time. I was persistent, and I found the explanation to the importance of praying in the following words of the author: â€Å"This spirit-telegraphy called prayer puts a man into direct dynamic touch with a planet†7.Advertising We will write a custom term paper sample on Plan for Growth in Various Aspects of the Prayer Life specifically for you for only $16.05 $11/page Learn More I have realized that to improve my prayer life, I need to organize all my activities after a daily prayer in order to receive God’s blessing first. Jerry Rankin’s Views The above-mentioned books helped me understand how to organize my life in order to pay much attention to praying and how to practice praying every day in order to receive the satisfaction and to contribute to my spiritual growth. However, the different experience was associated with reading and analyzing the book written by Jerry Rankin. I focused on the opportunity to consider praying as the statement of God’s role in my life and as the opportunity to oppose Satan in the daily life8. I have understood that I am able to ignore the evil forces and to become victorious only when I pray for protection, for other people, and for blessing. Referring to Rankin’s ideas, I have realized that I need to ask God for blessing and opportunities for the spiritual growth every day i n my life. Furthermore, I should remember that a prayer is important for confessing my sins. Thus, while reading the book written by Rankin, I could focus on the aspects in my prayer life that required the improvement. A Plan for Growth in Various Aspects of the Personal Prayer Life Praying is important in order to worship God, ask for the help, and demonstrate the confession. Therefore, the improvement of the praying practice is the main task while focusing on the advancement of the personal prayer life. In order to become satisfied with the efforts made during the daily praying practice, it is important to concentrate on completing the following objective: To improve the daily praying practice while focusing on such aspects as worship, confession, thanksgiving, and praying for others as well as such points as the time of praying and the purpose of praying. Steps of the Plan Certain steps and actions need to be taken in order to complete the determined objective. These steps are th e following ones:Advertising Looking for term paper on religion theology? Let's see if we can help you! Get your first paper with 15% OFF Learn More reflection on the aspects of a prayer and the thinking about the used personal formulas or phrases that are typical for my prayers; the determination of the time set for praying every day of my life; the formulation of the clear purpose for each prayer in order to meet personal expectations; the implementation of the plan of praying daily as the part of my life. Indicators of My Personal Success In order to understand that the objective is completed and the expected outcome such as the improved personal praying practice is achieved, it is necessary to set certain indicators that are important to indentify while monitoring my personal progress in the prayer’s life. Thus, the reflection on the parts of praying and the contents of prayers can be discussed as successful when a prayer includes such particular elements as worshiping God, thanksgiving, asking for answers and assistance, confession, and praying for the others. It is necessary to focus on possible personal sins in o rder to confess, to thank for God’s mercy, and to ask God to help other people who need help and support on their life path because I need to view a prayer as my communication with God and I should concentrate on the really important aspects. The second step is the organizational process. The daily praying practice can become a significant shift to improving the everyday life only when there is enough time for praying and reflecting on the received experience. This part of the plan can be viewed as completed when the time for daily praying will include no less than two hours for morning and evening prayers. These hours do not include the prayers uttered before reading the Bible or prayers spoken on daily events. My goal is to pray in the morning, before starting all other activities, and in the evening, remembering the events for which it is necessary to thank God. The third step means that each prayer is not the formal worshipping necessary because of the religious rules fol lowed in my family, but it is a kind of my personal communication with God. Therefore, each prayer needs to have the spiritual purpose. I should pay more attention to praying for my family and friends as well as for people in need. It is possible to expect that my life will become better, if I concentrate on praying for others. In addition, the indicator of my success will be my possibility to encourage other people to pray for individuals and nations. The final important step is the daily implementation of the developed plan. The main outcome of this step will be my faithful daily praying in the morning and in the evening. It is planned to spend these hours praising God and focusing on the important religious questions as well as on confessing sins in order to grow in terms of the spiritual development. As a result of the plan implementation, it will be possible to pay more attention to the successful and beneficial praying that can lead to the spiritual growth and to the improveme nt of my personal life as a prayer. Conclusion The information learnt with the focus on course texts and discussions is important to help me understand the aspects of my prayer life in order to develop a specific plan for the improvement. Focusing on the information from read books, I could develop each step of my plan in order to practice all important pieces of advice found in the readings. It was important for me to support my plan with the aspects from the books written by theologians and spiritual leaders whose experience can be discussed as inimitable in this sphere. Therefore, while formulating the objective for the development and discussing the appropriate steps, I chose to refer to the thoughts and ideas of these great thinkers, and the learnt information influenced my vision and approach significantly. As a result of this experience, I became able to formulate the efficient plan to follow daily and to contribute to my spiritual growth. Bibliography Anderson, Neil. The Bon dage Breaker: Overcoming Negative Thoughts, Irrational Feelings, Habitual Sins. Sisters, OR: Harvest House Publishers, 2006. Earley, Dave. Prayer: The Timeless Secret of High-Impact Leaders. Chattanooga, TN: AMG Publishers, 2008. Gordon, Samuel. Quiet Talks on Prayer. Shippensburg, PA: Destiny Image Publishers, 2003. Rankin, Jerry. Spiritual Warfare: The Battle for God’s Glory. Nashville, TN: BH Publishing Groups, 2009. Footnotes 1 Neil Anderson, The Bondage Breaker: Overcoming Negative Thoughts, Irrational Feelings, Habitual Sins (Sisters, OR: Harvest House Publishers, 2006), 38. 2 Dave Earley, Prayer: The Timeless Secret of High-Impact Leaders (Chattanooga, TN: AMG Publishers, 2008), x. 3 Earley, Prayer, 111. 4 Samuel Gordon, Quiet Talks on Prayer (Shippensburg, PA: Destiny Image Publishers, 2003), 12. 5 Gordon, Quiet Talks on Prayer, 12. 6 Ibid., 12. 7 Ibid., 17. 8 Jerry Rankin, Spiritual Warfare: The Battle for God’s Glory (Nashville, TN: BH Publishing Groups, 2009 ), 24. This term paper on Plan for Growth in Various Aspects of the Prayer Life was written and submitted by user Dirty F0x to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.