Evolution Of Science And Religion - 2915 Words

Evolution is one of the major concepts in biology that had aroused a struggle between science and religion. There are two different viewpoints that have appeared from this conflict, one from scientists and one from the creationists. The scientists view evolution as a long-term process during which living organisms have developed over time. The teaching method that they see fit to this concept is through material in biology textbooks. These textbooks contain information on how certain species, organisms, and terrains evolved over time. However, the creationists have an opposing viewpoint on evolution. They view evolution not from the scientific standpoint, but from the biblical and religious standpoint - that God had created everything. Creationists object to evolution mainly because of this standpoint. Thus, they believe that evolution should not be studied through the scientific information found in textbooks, but instead it should be studied from the bible. According to the creatio nists, the bible has a wide variety of statements that show how God had played a major role in the creation of the universe, and in the evolution of species, all of which relate to the scientific â€Å"development over time† standpoint. Ken Ham, who is interviewed in the pbs video â€Å"What about God,† says that evolution is an evil to be fought, and he points out some of the conflicts the bible has with secular science that deals with origins. One of the conflicts that he listed was that â€Å"the Bible saysShow MoreRelatedEvolution Of Science And Religion1179 Words   |  5 PagesWhen comparing science and religion there has been a great rift. As long as humanity has believed in a creator there as always been thinkers trying to quantify and evaluate the truth behind religion, trying to disprove or prove a supernatural force. The ancient Greeks were pioneering philosophers which started the great rift we see in the early development of scientific and quantified analysis. This was first started by Aristotle whuch believed that science was a process of trying to understandRead More Evolution: Science and Religion Essay2032 Words   |  9 Pages Evolution: Science and Religion In 1895 Charles Darwin published a book describing his theory of evolution, and his theory of the natural selection process. This theory caused much uproar in the religious community because Darwin’s theory went against the story of creation portrayed in the Holy Bible. His theory claimed that all life currently in place had evolved and adapted from a single organism in the beginning. Over time and by process of natural selection only the dominant species were leftRead MoreThe Role Of Science And Religion : An Organism s Success At Catching The Attention Of A Mate949 Words   |  4 PagesAn evolution depends on an organism’s success at catching the attention of a mate, due to the fact that without a mate, an evolution cannot occur. Furthermore, a biological evolution makes reference to the cumulative changes in a population over time. The way it occurs is through species’ genes going through mutation and recombine in order for reproduction to occur. Therefore, a sexual reproduction must occur is by combining half of its genes with another organism’s genes. To put it differently,Read More Evolution Vs. Creationism Essay1323 Words   |  6 PagesEvolution vs. Creationism Abstract In the history of science vs. religion there have been no issues more intensely debated than evolution vs. creationism. The issue is passionately debated since the majority of evidence is in favor of evolution, but the creation point of view can never be proved wrong because of religious belief. Human creation breaks down into three simple beliefs; creation theory, naturalistic evolution theory, and theistic evolution theory. The complexities of all threeRead MoreThe Conflict Between Religion And Science951 Words   |  4 PagesIs there a conflict between religion and science, or are both items compatible? This question is addressed in the debate that is written about in the book Science and Religion, Are they Compatible, by Daniel C. Dennett and Alvin Plantinga. Alvin Plantinga thoroughly debates the topic by covering the compatibility of Christianity and science. He continues his argument by stating the issue of naturalist and science harbor the conflict not the theism. Planting a goes into detail how some scientific theoriesRead MoreAnalysis Of Barbara Kingsolvers A Fist In The Eye Of God1728 Words   |  7 Pagesover the acceptance of evolution and the scientific understandings of human origins. Scientists believe in the theory of evolution which states that organisms arise and develop through natural selection, whereas others believe that God is responsible in creating the natural processes essential to human life. The controversy on how organisms evolved affects the education system, since many schools are banning the teaching of evolution. The lack of scientific knowledge on evolution can be detrimental toRead MoreShould Intelligent Design and/or Creationism Be Taught Alongside Evolution in Public Schools?641 Words   |  3 Pagesshould be taught alongside evolution in public schools, which has been going on for a great amount of years. Intelligent design is the idea of natures changes cannot be a random process, but a type of guidance must have lead to why nature is the way it is in today’s era. In most cases, that specific guidance is God. God has created the world for a purpose. Creationism is the same idea as intelligent design, believing that nature was created by a divine being, God. Evolution is the idea of natural selectionRead MoreThe Beliefs Of The World : Creationism Vs Creationism1266 Words   |  6 PagesThe Beliefs of the World: Creationism vs Evolution Creationism and Evolution is a heavily discussed topic all over the world, sparking controversy on every turn. Whether humanity evolved from monkeys over time or was created instantly by an almighty God; that has been the debate between creationist and scientist since Charles Darwin came forth with the evolution theory in the late eighteen-fifties. It’s hard to contest against the facts of science. Science tells us that the Earth was created relativelyRead MoreThe Evolution Of Creationism And Evolution1276 Words   |  6 PagesCreationism and Evolution is a heavily discussed topic all over the world, sparking controversy on every turn. Whether humanity evolved from monkeys over time or was created instantly by an almighty God; that has been the debate between creationist and scientist since Charles Darwin came forth with the evolution theory in the late eighteen-fifties. It’s hard to contest against the facts of science. Science tells us that the Earth was created rel atively 4.5 billion years ago and life evolved fromRead MoreReligious Groups Responses On Science Groups1511 Words   |  7 PagesAdegbonmire Leh 355-A03W Prof Telliel 5/26/16 Religion Vs Science Research Topic: Religious groups responses on science group theories on how the world was formed in the modern era. In this essay, we are going to focus on religious group responses to science group theories on how the world was formed in the modern era. We see there has always being a conflict between religion and science groups, because they both believe in different ways on how the world was formed

Weimar Germany †The effects of the Depression Free Essays

A-1) By 1928, the economies of the world had become very interdependent on each other. Through the Dawes and young plan, Germany greatly relied on American loans to keep their economy running smoothly. When the Wall Street crash took place in 1929, it had disastrous effects on Germany as their economy was so dependent on American loans. We will write a custom essay sample on Weimar Germany – The effects of the Depression or any similar topic only for you Order Now This intern also affected Germany politically. The impact on Germany was disastrous. The depression caused major unemployment; jobs were being lost due to all the factories and industries being shutdown. In 1930 there were two million people who were unemployed but day by day the numbers kept increasing, resulting in six million people being unemployed between 1931-1933. Apart from unemployment banks collapsed and were unwilling to give out loans, the Americans wanted their money back. The loans given to Germany by American were short termed and called in quick, quicker than they could manage to repay them. All the economic prosperity in Germany was dying out. The Americans along with asking for their money back withdrew all their investments from Germany, this affected trade and exports. Exports fell from 630 mil pounds to 280 mil pounds causing the economy to falter even further down. The drastic economic affects the depression had on Germany soon began to create wavering in the government of the Weimar. Due to the horrifying rates of unemployment, jobless men were turning towards more extremist political parties like the Nazis and the communists as they had immediate solutions to the problems the current government could not fix. 55% of all working class recruits who joined the Nazi party from 1930-33 were unemployed and there were 1300 Nazi Party demonstrations during 1930, The Nazi Party benefited most from this slump. Ultimately creating substantial revival of extremism. Austere measures taken by Bruning also resulted in the unemployed being driven towards extremist parties as he was focused on removing burdens of reparations and tackled Germany’s domestic problems with orthodox, deflationary economic tactics which reduced social service and unemployment benefits when they were needed the most. This was done to try and get the international community to cancel their debts. Germany’s economy was suffering though the USA introduced the ‘new deal policy’ to sort out the mess they had created but to do so put them selves into economic isolation for a period of time. Other than that, the depression led to dramatic growth of influence for those parties that offered extreme solutions to contemporary problems, while playing a very important role in Hitler becoming chancellor. How to cite Weimar Germany – The effects of the Depression, Papers

Cultural Differences and Business

Question: Discuss about theCultural Differences and Business. Answer: Introduction: Nowadays, the term globalization has turned to be a reality. Advancement in the area of information and technology, as well as, liberalization in the investment and trade have increased the speed and ease with which companies are able to manage and carry their global operations (Morling, Kitayama and Miyamoto, 2002). Because of globalization, various companies are now establishing and operating their operations in more than one area and country. The crossing of the limits of geographical boundaries by various companies gave birth to the development of multicultural organization where individuals from different countries are work together (Krishna, Sahay, Walsham, 2004). It may be consistent that these companies are finding the expansion of their work at a global level to be lucrative and attractive but operating, as well as, managing the business globally is normally very tough and difficult in comparison to the management of a local company. There are various factors by which the g lobal business gets affected like differences in socio, cultural, economic, political, and legal environments. Moreover, the global businesses are also vulnerable to a various number of risks such as currency risks, political risks, cross-cultural risks, etc (Zetik and Stuhlmacher, 2002). This review article will include the factors that will help in overcoming the barriers of cultural differences in the businesses. Moreover, this review article will be focused on the analysis of the article based on the Managing changes in globalizing business: how to manage cross-cultural business partners, by Graen et al. The main aim of the article by Graen et al. was presenting an approach, which can be helpful and beneficial in building the partnerships between two different cultures and nationalities. The approach that was being used in this study for the establishment of partnerships between cross-cultural or cultural-national was the development of third cultures and its use as a foundation for developing effective business partnerships. The utilization of the cross-cultural diversity and effective knowledge can help in providing a source of innovative thinking and experience for enhancing the organizations competitive position globally. However, cultural differences and diversity may interfere and hinder the successful completion of the goals of the organization in todays multicultural community of global businesses. Hence, to avoid the origin of these cultural misunderstandings, the managers of the organization should be focused on cultural sensitivity and should promote motivation and creativ ity through flexible leadership (Van Boven and Thompson, 2003). As everyone is familiar that people across different cultures and nations have different beliefs and behavior, managing these differences in different cultures involves knowledge and understanding of how events or objects are defined and described in various cultures. Language, behavior, and institutions are the specific phenomena that are different in every nation and culture and are known to be as nominal differences. While, the other type of differences called the systematic differences consists of various fundamental differences existing in the types of values, philosophy, and beliefs of social regulation, which drives the manifested, observed phenomena in a culture or nation. Hence, to manage these cross-cultural or cross-national partnerships in an effective manner, there should be a well understanding, as well as, management of both systematic and nominal differences existing between the partnerships (Graen Hui, 1996). Historically, the intercultural cooperation was used to be attained by dominating the one culture by the other. However, this approach resulted in various dysfunctional outcomes involving resistance by means of violent and nonviolent methods. In the article published by Graen et al., this approach is addressed by the name of Two cultures. According to Graen et al., two cultures is when the two partners are not willing to accept the cultures of each other and try to enforce their cultures and beliefs on each other. The management of cross-cultural differences by this type come into force when a corporate body impose its whole system on the partners from cross-cultures and do not pay any or slight regard to their systematic or nominal cultural differences. This approach is based on the short-term focus and leads to the confrontation and competition within the organization partnership. In this case, business partners are focused on a win-lose position, where each partner wants his/her g ain in comparison to the other partner. As the two cultures concept was not a reliable method of overcoming the barriers of cultural differences, it failed to achieve the desired outcome of the organizations globally. Hence, a new concept of Third culture was established by which a cross-cultural management could be approached (Graen Hui, 1996). The third culture is focused on transcending and bridging of the two different cultures. In the process of bridging the existing cultural differences, the third cultures consist of different ways to convey compromises between the two distinct cultural practices. Moreover, this approach not only focuses on the nominal differences but also recognizes the systematic differences. Hence, through bridging the existing cultural differences, the partners from the different culture find methods to come up with the management programs and techniques, as well as, organizational practices that are acceptable to both the cultures (Graen Hui, 1996). According to Graen et al., the absence of the third culture can result in the failures very easily in the cross-cultural or cross-national business partnerships, while cultivation and use of a third culture often lead to the success. The evidence for his findings has been supported by a case study of a Japanese company. The Japanese companys venture i n Australia failed due to the failure of developing a cross-cultural partnerships between Australians and Japanese. As they never developed a third culture in their partnership they failed to mature into cross-culture partnerships. However, after few years when they developed a third culture during establishing a new venture in America, it leads to the successful venture. There was a development of a cross-cultural partnerships between the American and Japanese managers, which allowed sharing of "insider" hopes, solutions, and fears. They attained real understanding, knowledge and formed third culture procedures for decision-making. Hence, clearly describing the importance of the third culture in the management of cross-cultural partnerships. Graen et al. described the ways by which a third culture could be established and the requirement of transcultural for establishing the third culture. To become transcultural, the following characteristics are required, which are cultural adven turers, cultural sensitizer, discrepant cultural insider, comparative culture judges, and socializing sensitizers (Graen Hui, 1996). There are various researchers who are in support for the concept of third culture, like according to Wendi et al., third culture is the multi-cultural partners shared schema, which not only consists of knowledge of team and work, but also contains a shared system of values, beliefs, as well as, norms established in the two different cultures of the partnership members and helps in overcoming the cultural differences existing between the cross-cultural partnerships (L. Adair, H. Tinsley, S. Taylor, 2006). Useem et al. defined the third culture to be shared and learned behavior patterns of the individuals from distinct cultures who are communicating with each other. A third culture consists of a shared understanding consisting of work affliated norms, as well as, worldviews, thus helping to understand the cultural differences (Useem, Useem, Donoghue, 1963). According to Earley et al., third culture also called as a hybrid culture, is an simplified and emergent set of norms, rules, ro les, and anticipation that members of the team share and act, thus offering a common approach to identity, which turns to be specific to a team and helps in facilitating the team interaction (Earley Mosakowski, 2000). Casmir (1993), states that third culture includes shared systems of values, frameworks, and communication systems, which evolves when individuals from different culture interacts to share the resources for achieving a common goal (Casmir, 1993). The third culture helps in successful achievement of the task as this approach is and involves information not only about the team knowledge and the task but helps in understanding the cultural values, beliefs, and norms of the two culturally diverse teams (Mannix Brett, 2002). The management of cross-cultural diversity is undoubtedly important and greatly impact the success of global business operations. The research has shown that the management of the international business is inseparable from the concept of cultural differences because culture represents the shared norms, beliefs, symbols, and values that direct life of people of different groups (McIntyre and Foti, 2013). Moreover, the use of traditional two cultures is inadequate of solving the cultural diversities in the period of globalization (Demoulin and de Dreu, 2010). Hence, I also believe that the idea and development of the third culture is beneficial in overcoming the barriers faced by the culturally different environment in the organization and agrees with the authors point of view. As the third culture helps in identification and understanding of the cultures and beliefs of both the partners, it decreases the rise of conflict that can originate from the two different teams having different beliefs and values. Moreover, besides understanding the culture of both the partners it also transcends both the cultures and works for both of them (Earley Mosakowski, 2000). It is not just a concept based on the compromises, but also a new method of thinking and performing tasks in a way that are compatible to both the sides of the partnership and works effectively in accordance with the companys technology. Hence, development of the third culture is very beneficial and effective for the success of the international business work organizations and in overcoming the cultural barriers. References Casmir, F. (1993). Third-Culture Building: A Paradigm Shift for International and Intercultural Communication.Annals of the International Communication Association, 16(1), pp.407-428. Demoulin, S. and de Dreu, C. (2010). Introduction: Negotiation in intergroup conflict.Group Processes Intergroup Relations, 13(6), pp.675-683. Earley, P. and Mosakowski, E. (2000). Creating hybrid team cultures: an empirical test of transnational team functioning.Academy of Management Journal, 43(1), pp.26-49. Graen, G. and Hui, C. (1996). Managing changes in globalizing business: how to manage crossà ¢Ã¢â€š ¬Ã‚ cultural business partners.Journal of OrgChange Mgmt, 9(3), pp.62-72. Krishna, S., Sahay, S. and Walsham, G. (2004). Managing cross-cultural issues in global software outsourcing.Communications of the ACM, 47(4), pp.62-66. Adair,, W., H. Tinsley, C. and S. Taylor, M. (2006). MANAGING THE Intercultural Interface: Third Cultures, Antecedents, And Consequences.Research on Managing Groups and Teams,, 7. Mannix, E. and Brett, J. (2002). Negotiating Globally: How to Negotiate Deals, Resolve Disputes, and Make Decisions across Cultural Boundaries.Industrial and Labor Relations Review, 56(1), p.193. McIntyre, H. and Foti, R. (2013). The impact of shared leadership on teamwork mental models and performance in self-directed teams.Group Processes Intergroup Relations, 16(1), pp.46-57. Morling, B., Kitayama, S. and Miyamoto, Y. (2002). Cultural Practices Emphasize Influence in the United States and Adjustment in Japan.Personality and Social Psychology Bulletin, 28(3), pp.311-323. Useem, J., Useem, R. and Donoghue, J. (1963). Men in the Middle of the Third Culture: The Roles of American and Non-Western People in Cross-Cultural Administration.Human Organization, 22(3), pp.169-179. Van Boven, L. and Thompson, L. (2003). A Look into the Mind of the Negotiator: Mental Models in Negotiation.group proc intergr relat, 6(4), pp.387-404. Zetik, D. and Stuhlmacher, A. (2002). Goal Setting and Negotiation Performance: A Meta-Analysis.Group Processes Intergroup Relations, 5(1), pp.35-52.