Women During World War Two - 904 Words

I think a lot of women said, Screw that noise. Cause they had a taste of freedom, they had a taste of making their own money, a taste of spending their own money, making their own decisions. I think the beginning of the women s movement had its seeds right there in World War Two. President Franklin D. Roosevelt’s quote clearly illustrates the significance of women in the workforce during World War Two and the feelings women may have felt. World War II was crucial for women in the workforce because it was the first time the government needed women in the workforce to replace men in their jobs, while they were away at war. Although, women had some involvement in the First Great War, there was no greater demand for women to the workforce then during World War Two. Although women played a crucial role in the successes of the Second Great War, society had varying opinions and outlooks revolving around women’s involvement in the workforce. Not everyone was supportive of wom en’s involvement in the labor force because of the stereotypes formed many years previous to World War II regarding women being simply homemakers and working only in their homes, or very seldom as secretaries. This view of women caused many problems for women in the workforce and it continues to be a problem for women today. It is evident while looking at this particular time in history, that there were varying views of women being a part of the workforce; it is clear that there are people who thoughtShow MoreRelatedThe Role of Women During World War Two in Ontario, Canada, 1939-451242 Words   |  5 PagesWhile the men are away the women do not play. As men left to serve in World War Two, women were left to occupy the frontlines of the working force. They had to take over the industrial production for the war effort and the daily jobs that were not nearly as relevant to the war. In the essay I will be writing about the empty job positions left behind while men when to war across seas and the demand that was put on women to fill the positions. Once women entered the working force there was a conflictRead MoreWomen s Land Army And Woman s Voluntary Services ( Wvs ) During World War Two996 Words   |  4 Pagesthe Women’s Land Army and Women’s voluntary Services (WVS) during World War Two. Angus Calder in his book ‘The People’s War: Britain 1939 – 1945’ and Kate Adie’s book ‘Corsets to Camouflage: Women and War both evaluate the work done by the Women’s Land Army and Women’s Voluntary Services. Whereas Ron Freethy’s book ‘Yorkshire: The Secret War 1939 – 1945’ just evaluates the work of the Land Army. Ron Freethy’s work on Yorkshire the secret war, writes about how with ‘young men being conscripted for theRead MoreCompare and Contrast Women at Home in Ww1 and Ww21249 Words   |  5 Pagesthe role of women at home during World War I and World War II. Before World War I and World War II, women at home had the roles of maintaining duties for their family and children, such as cleaning, caring for the house, and cooking for the family. They were more likely judged by their exquisiteness rather than their ability. Just before World War I began, women were beginning to break away from the traditional roles they had played at home. Throughout both World Wars, women in the UnitedRead MoreImpact Of The World War On Australians1464 Words   |  6 PagesAlthough both the World Wars had significant impacts on Australians, the statement that wartime controls in World War One had a greater impact on Australians than they did in World War Two is fairly inaccurate. There are a number of reasons as to why this was the case, as demonstrated through the government s wartime controls. One of the wartime controls that was utilised by the government in both World Wars but had greater impact on Australians in World War Two was conscription. Ano ther wartimeRead MoreWomen in World War II747 Words   |  3 PagesWomen in World War II Women were important during World War II because of all of the different jobs they did. During World War II women lost loved ones including their husbands, boyfriends, and their sons (Reynoldson 5). They might have also lost their fathers in the war. They could have even lost their mothers. What are some of the roles women do in World War II? During World War II there were many shortages (Reynoldson 13). The women had all kinds of opportunities. They could work outsidesRead MoreHow the Two World Wars Altered the Independence of Women1095 Words   |  4 PagesBefore America was involved in the well-known wars of our time, many women were living their lives as oppressed housewives. With the changes that occurred throughout the two world wars, women had the chance to break out of their ordinary lifestyles and prove themselves worthy of something more than the housewife stereotype. Each world war brought on a different opportunity for the women of that time period. Women’s increasing roles during the two world wars were made apparent through their lifestylesRead MoreCanadian Women and the Second World War1173 Words   |  5 PagesCanada Women and the Second World War The changing roles of women throughout history has been drastic, and none more so than the period during and after World War II. The irrevocable changes that occurred once the war started and women went to work were unprecedented. In the end, the changing role of Canada’s women during the War was the beginning of a chain reaction of events that have forever changed the Canadian workplace and also that of men’s archaic views on the capabilities of women in generalRead MoreThe Rape Of Nanking And The Three Of The Art Works During World War II1266 Words   |  6 Pageshardships during the Japanese colonial period. Japanese did not treat Koreans as a human. They fiercely ignored and brutally harassed Koreans, as they wanted to. At a similar time, during World War II, Japanese did nasty and cruel brutalities to the Chinese as they did to the Koreans. After the World War II, Chinese still have many problems that have not been apologized by Japanese. One of the problems that Chinese faced during the war was the rape. Women were the most vulnerable existence during the warRead MoreWomen and their Involvement in World War II Essay787 Words   |  4 PagesWomen and their Involvement in World War II Women had a huge role in the World War II that so many do not recognize. Women were involved in many different jobs that allowed them to step out of the ordinary norm as the â€Å"typical housewife†, and dive into fierce hardworking jobs that until then only a man could do. Women jumped into the factories and many different roles that contributed to World War II, because the need for more American workers was crucial. A few roles of women prior to theRead MoreEssay on The Role of Women in World War II615 Words   |  3 Pages The role of woman in World War Two was an essential behind the scenes effort. Just as a cameraman is essential to the making of a movie the roles women played in the war was essential to our allied victory. In the war women provided food, clothing, funds, medical work, safety, knowledge and a safe and secure country to return to at the end of the war effort. All the help provided by women gave helped prove gender equality can work in society and helped lead to womens rights in our county. One

Nature of Human Resource Management Hiring and Recruiting Free Essays

string(152) " Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence\." EXECUTIVE SUMMARY INTRODUCTION In the present time, Organization’s most important assets are its people i. e. Employees. We will write a custom essay sample on Nature of Human Resource Management: Hiring and Recruiting or any similar topic only for you Order Now These employees are the foundation on which the organization stands strong; without the human power to perform certain tasks, to produce, to operate, to analyze, etc no organization can live. Although the modern technologies have made a lot things much easier but nothing can replace the significance of the Human Resources. Therefore, Hiring is a very challenging, time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is, â€Å"Making the right Hire†. Recruiting and Selection is all about â€Å"hiring the right person for the right job at the right time. † Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire, HR managers must carefully conduct and analyze the Human Resource Planning (HRP) process. HRP is a process used by the organizations to ensure that it has right amount and kind of people to fulfill its particular goals in future. This is done by forecasting the Labor Demand for future and matching it with the forecasted Labor Supply of the firm. Organizations that do not conduct HRP or don not perform HRP properly may not be able to meet their future labor shortage or may have to resort to layoffs due to labor surplus. Even though hiring the right people with right skills is very protracted and difficult process but Human capital is a substantial investment and even a single mistake can put financial burden on the firm. The pace at which a business moves from survival mode to growth paths is largely dependent on the successful hiring of the correct employees. The prosperity of the business not only depends on hiring good people but hiring extremely talented people with the right skills for any particular job. Following are some useful tips for hiring right people for the right job: * Develop a detailed Job Description; identify the key responsibilities, functions and expectations for the position under question. * Design a careful Job Specification; specify the skills, requirements, experience and knowledge required for the position under question. * Use internal or external labor market to find adequate number of potential candidates * Conduct the Screening process wisely and horoughly in order to find valuable information regarding competitive salaries, intelligence and the working standards. * Try to use structured interview process to select the best possible candidates * Check references provided by the candidates, verify their degrees and other information provided by them and find out about their past working behaviors by contactin g their ex boss or subordinates * After hiring, make the new hire welcomed and make him/her understand the culture of the organization through Orientation. Opening Case PAKISTAN CIVIL AVIATION AUTHORITY Pakistan Civil Aviation Authority is a Public sector autonomous body working under the Federal Government of Pakistan through the Ministry of Defence. You read "Nature of Human Resource Management: Hiring and Recruiting" in category "Essay examples" It was established on 7th December, 1982 as an autonomous body. Prior to its creation, a Civil Aviation Department in the Ministry of Defence used to manage the civil aviation related activities. The day of 7th December has significance, as it coincides with the date of creation of International Civil Aviation Organization (ICAO) in 1944 as a result of the famous Chicago Convention. Incidentally, the United Nations have declared 7th December as the International Civil Aviation day and celebrated as such every year all over the World. All kinds of Civil Aviation related activities are performed by CAA including the regulatory, air traffic services, airport management, infrastructure and commercial development at the airports, etc. Recently, Civil Aviation Authority underwent Restructuring and Change Management process to meet the present and future challenges. This organizational transformation process identified Structure, Culture, Skills, and Rewards as four tracks on which simultaneous emphasis is being laid. The Vision, Mission, and Core Values have been identified. Wide-angle buy-in process by CAA senior management with staff and lower levels for bridging communication gaps between different hierarchical levels of the organization has been taken. As a result of the Restructuring process, the fundamental organization structure has been balanced to focus on three core areas namely Regulatory, Air Navigations Services, and Airport Services. These Core / Line functions are fully supported by the various corporate functions of the organization. The restructuring process has helped Pakistan Civil Aviation Authority to fully focus on:- * Strengthening its safety and security oversight role as per International Civil Aviation Organization requirements and standards. * To facilitate growth of the infrastructure development (Airports and Airport Cities) on a fast-track basis. Private sector participation in the process is also being encouraged. Enhanced Regulatory and air space management capabilities. Moreover, emphasis is being laid on commercialization of its assets and land with improved customer / passenger service standards, benchmarked with top performing international airports * Development of a New Aviation Policy for the country in consultation with the Ministry of Defence, Planning Commission, World Bank, Airlines, and Aviation Experts (Expected to be considered by the Cabinet for approval shortly). Investing in Hum an resource development through structured approach with particular focus on quality of people and enhancing their professional capability. Quality work on new initiatives is in progress such as introduction of Enterprise Resource Planning (ERP), Health, Security, Safety, and Environment (HSSE), Corporate Social Responsibility (CSR), Ethics Management Program, Customer feedback mechanism at the airports, Employees Performance Management system, benchmarking, outsourcing of non-core and wasteful activities, etc. Recently, we have embarked upon a challenging phased program to acquire international standards of Integrated Management System (IMS) in CAA during which the international standards of ISO 9001:2000 (Quality Management System), ISO 14001:2004 (Environmental Management System), and OHSAS 18001:2007 (Occupational Health and Safety Management System) shall be acquired. VISION STATEMENT â€Å"Be world-class service provider in the aviation industry† MISSION STATEMENT â€Å"Provide safe, secure and efficient best-in-class aviation services to the stakeholders† CORE VALUES * Commitment * Professional Excellence * Customer Focus Safety and Security * Integrity ORGANIZATIONAL STRUCTURE PCAA MANAGEMENT BOARD Pakistan Civil Aviation Authority is administered by the Board which performs tasks like policy formulation, execution, monitoring and evaluation. The board is being assisted in different administrative and financial issues by the number of sub committees namely PCCA Executi ve Committee, PCAA Audit Committee and HR Committee. PCAA BOARD PCAA EXECUTIVE COMMITTEE PCAA AUDIT COMMITTEE HUMAN RESOURCE DEPARTMENT OF PCAA The HR department of PCAA is still under the developing process as it was formed only three years ago. Prior to the formation of the HR department there was an ‘Administrative Department’ which use to manage all the activities; finance, accounts, hiring and selection, employee record keeping, audit, etc. Even though the HR department is not completely established, PCAA HR is making pretty good efforts for fostering a prosperous corporate culture and developing organizational capabilities by designing an effective and efficient workforce who remains devoted towards the company. The head of the HR department is the Chief HR who is in Pay Group of 11. He is appointed by DG CAA (Director General). Directorate of human resource delivers high quality of management services from manpower. HR supports the line function/directorates to achieve strategic goals of PCAA. HR directorates have five branches which perform different functions. Each Branch has different head called General Manager (GM) which then reports to chief HR for approval. Following are the branches of the HR Department of PCAA: * HR Employee Relation and Record Management (EM RM) * HR Recruiting and Selecting (R S) * HR Career Planning and Performance Measurement (CP PM) * HR Pension * HR Training and Development (TD) This report only discusses the HR Recruiting and Selection branch. The HR policies and strategies are formulated and designed in a way to develop a unified, stable and fair working environment for every single employee so that they perform in the best way they can. Moreover, every employee is provided with opportunities to learn and grow. HR ORGANIZATIONAL CHART RECRUITING AND SELECTION AT PCAA The Recruiting and Selection branch is responsible for attracting the potential candidates for any present or future vacant positions; it plans and provides employees with the right skills for the right job. Similarly, the branch also deals with the employee layoffs in case an employee is not performing up to the mark or is indulged in wrong working practices and sometimes the layoffs result due to labor surplus. This branch first seeks approval for any new hire for a post or layoffs from Director General. Before starting the Hiring and Selection process, the HR first conducts Human Resource Planning to find out about its labor demand and analysis. But the HRP process is performed in depth. After the discovering the human resource requirements through HRP the Recruiting and Selection process is started. PCAA Recruiting and Selection Process Human Resource Planning The present working environment has become extremely competitive for every business. People are now open to a great deal of opportunities and they are also well informed about the market place; candidates know the standard working practices and salary being paid by the various employers in an industry. Therefore, employees have become less loyal to the companies in general; if they are not satisfied or happy with their employer or subordinates then they don’t hesitate to switch to some other company. Keeping this trend in mind, PCAA HR performs a simple demand and supply analysis for its labor force. Demand Forecasting Pakistan Civil Aviation Authority uses a very simple method for forecasting the labor demand i. e. RATIO ANALYSIS. The method simply compares the ratio of the employees to CAA units with the expected number of employees for each job. Below is a sample table which demonstrates how the demand forecasting is done in PCAA. Column A shows the current number of employees holding the existing key positions in the firm. Column B calculates the present ratio of employees to PCCA units. Column C calculates the expected number of employees for each job position in 2012 by multiplying the current ratio of employees to PCAA units by 32 (additional number of firms to be added). This is a Quantitative technique. Supply Forecasting Once the demand analysis is done the next step is to do labor supply forecasting. The labor requirements are fulfill either through Judgmental techniques. PCAA uses Executive Reviews; Top Management makes judgments about who should be promoted, reassigned or fired, and Vacancy analysis; judgments are made about likely employee movements Key Positions| DEMAND FORECAST ANumber of Employees2010| BRatio ofEmployees/CAA Units(Col A/25)| Projected 2012 laborDemand for 32 Firms(Col B x 32)| Secretary Ministerof Defense| 25| 1. 00| 32| Vice Chief of Air Staff| 9| 0. 36| 12| Secretary Planning and Development division| 23| 0. 92| 29| Managing Director PIAC| 20| 0. 80| 26| Director General CAA| 14| 0. 56| 18| Deputy Director General| 22| 0. 88| 28| Chief HR| 25| 1. 00| 32| Chief Financial Officer| 20| 0. 80| 26| General Manager| 45| 1. 80| 58| Director Technical| 27| 1. 08| 35| TOTAL| 230| | 296| Recruiting Recruiting is the process of generating a pool of qualified candidates for a particular job. The firm must announce the job’s availability to the market (inside or outside the organization) and attract qualified candidates to apply. First of all the Recruiting and Selecting branch obtains the detail information about the vacant positions from the respective departments (such as finance, Operations, etc). This is explained in Job Description and Job Specification. However, if the vacancy exists for any HR position then HR develops the job description and job specification. Once all the relevant information is gathered then the job vacancies are announced to the general public through posting the news on their website and newspapers. The internal employees are also informed about the job vacancies through announcements, official emails or office notice board. This is a newspaper ad: PCAA HR department receives job applications within 30 days of the publication of the advertisements (as per the mentioned date in the ads). All the job applications are carefully analyzed and scrutinized and then a certain amount of candidates are short-listed who are eligible for giving the written test. The HR (RS) then forwards the list of selected candidates to National Testing Service (NTS). Written Test For ensuring transparency and upholding the motto of Merit, PCAA has outsourced its written test examination to a third party National Testing Service (NTS). This decision was made during the Executive Committee Meeting held on 27th July, 2007 as proprietary to conduct all type of written test on behalf of HR (RS) branch. NTS carries out the written test once it receives the names of the short-listed candidates form HR (RS). NATIONAL TESTING SERVICE (NTS) NTS is an organization who provides services for conducting academic performance evaluation tests which was formed in July 2002. Following are the test standards that NTS follows for all of its tests. * Developmental procedures * Suitability for use * Customer service * Fairness * Uses and protection of information * Validity * Assessment development * Reliability * Cut scores, scaling, and equating * Assessment administration * Reporting assessment results * Assessment use * Test Takers’ rights and responsibilities After the test is conducted NTS compiles the results and announces them on their websites as well as forward them to HR (R;S) of PCAA. Then HR (R;S) branch is responsible for the development of merit list and issuance of interview call letter to top five candidates as per quota share given below: MERIT QUOTA| PERCENTAGES| PUNJAB| 50%| SINDH| 19%| SINDH (rural)| 11. 4%| SINDH (urban)| 7. 6%| NWFP| 11. 5%| BALOCHISTAN| 6%| AZAD KASHMIR| 2%| WOMEN | 10%| NON-MUSLIMS| 5%| DISABLE| 2%| Interview The candidates who made to the merit list are called for the final phase of the Recruiting and Selection process i. . Interview. The interview can be conducted at five centers namely Karachi, Islamabad, Lahore, Quetta and Peshawar. The Administration instructs the Airport Managers for making arrangements for the candidates. After interview, HR (R;S) branch compiles the result domicile vise by taking the weight-age of 60% of Written Test and 40% of Interview. INTERVIEW SELECTION BOARD Employee Veri fication Organizations should not hire people before verifying their documentations and past work behavior; even if they performed excellent in the written test or interview. HR (R;S), in order to predict the future performance of a prospective employee, looks at the Past Employment Record of their prospective candidates. Most of the companies do not provide any kind of job-related information about their ex employees due to fear of insult. But checking employee’s references is a best way for PCAA to avoid negligent hire. Another method used by HR (R;S) branch to do employee verification is to do Background Checks. This includes criminal background checks, verification of degrees, credit history, etc. Background checks help PCAA to avoid any lawsuit resulting due to a negligent hiring. Selection When the prospective employees pass the verification step they are hired. An appointment letter is issued in the name of the employee by the PCAA HR (R;S) branch. The new hires are given a date and time for the Orientation. Training Once the Orientation is conducted the new hires of non-technical posts (e. g. Financial Officer, Accountant, etc) is required to join PCAA from the very next day. But the new hires of technical posts (e. g. Engineers) are send to Civil Aviation Training Institute (CATI) Hyderabad for training. The duration of the training varies from four to six weeks depending upon the nature of the job. Evaluation of the Recruiting and Selection Process PCAA HR(R;S) branch doesn’t use any proper method of evaluating their Recruiting and Selection process. They simply see the performance of the new hires and see if their decision of hiring a particular employee was correct or not. Hiring and Keeping the Right People Case Study By: Rich Kramarik We have a couple of stories to share with you this month. The first is an accounting firm. This firm has 8 employees and revenues of three million dollars. This firm had been experiencing a problem with turn-over. The CEO was using good interview techniques and involved other members of the firm in the interview process. In a couple of cases clients were used to interview the candidates. This firm was using every bit of good judgment and process to screen candidates. But, yet they experience a high level of turnover. The reasons were all over the map. In one case the new hire just was not as productive as expected. In another case the new hire just didn’t get along with clients. And, in yet another case the new hire was very argumentative with other employees. We worked with this CEO and could not find any substantive changes that we thought would help. We started looking at how new employees were introduced into the firm and how they were trained and supported. We found that the nature of the business was the problem. This firm did contract accounting services and by the nature of the business new hires were out of the office and working in the client offices immediately after hiring on. Through interviews we discovered that the employees were uncomfortable and felt disconnected as they â€Å"got thrown to the wolves. †Ã‚   We work with the CEO and new support plans and work procedures were implemented. As new employees came on board, they were assigned a â€Å"buddy† who worked with them at the client location half the time. This helped the new hire get comfortable with both the client and accounting firm. The â€Å"buddy† was also responsible to â€Å"train† the new hire in the office for two weeks before the new hire went out to client locations. This was not dead time, but rather on the job training working on client work but at the accounting firm’s office. The CEO also implemented one-on-one coaching sessions with new hires that were held on a weekly basis for the first 90 days of employment. These coaching sessions were to help orient the new hire to the company culture and they were used by the CEO as a safety valve or venting session. The CEO found these coaching session invaluable in helping both of them to resolve issues before they got out of control and became commitment reducing concerns. The result of the new approach is that the CEO has not lost a new hire for nine months now. This is retention that is already longer than the past experiences. A second situation is an engineering firm with 20 employees and ten million dollars in revenues. The CEO said he was loosing his employees to competitive firms. He said he was tired of training new hires and then loosing them. With the permission of the CEO we interviewed several employees – both new hire and long term employees. We found some interesting environmental facts that pointed to the problem. We heard that employee expectations were not being met. The employees felt that they didn’t have adequate equipment and materials to perform their work. They also felt that there was disparity from employee to employee in the quality and capabilities of the equipment that the company made available to employees. We heard that employee assignments were constantly changing and that client demands often were accepted by management and the implications were longer work hours and lost family time. We heard much more, but this is enough of an example to show the problem. These items alone point to a poor work environment, but that was not the problem. These employees said that during the hire interview process the CEO made statements that led the new hires to believe they would have state of the art equipment. They said that the CEO said they had a culture of working a 40 hour work week. These employees also said that they had talked to friends who were working in other companies and that the environment was much better. The CEO said that demands from clients and fear of loosing business were driving some of his actions. He also said that poor revenues lately were impacting his ability to spend on equipment. Our CEO was also surprised to hear that his competitors were providing a better work environment. We helped this CEO implement some changes that have helped with his attrition problem. He did some work to script his interview questions and comments about the company. This helped him avoid his enthusiastic descriptions about the company that tended to overstate the real situation. We helped him put plans in place to stage the purchase of new equipment. He was able to schedule work hours in taggered sessions that allowed some sharing of the new equipment. The biggest change the CEO made was to share more information with the company employees on the business environment and to implement a more open listening style. This CEO is working hard to change these company culture issues and the results so fare is that he has not lost any employees since he started this new focus. In summary, our clients are getting our help to get their focus on working â€Å"on their business† rather than working â€Å"in their business† and when they do – they find excellent results. How to cite Nature of Human Resource Management: Hiring and Recruiting, Essay examples

A Combination of Liberal Arts and Christianity Essay Example For Students

A Combination of Liberal Arts and Christianity Essay Two ways of thought and life are combined to make one learning environment. Liberal arts and Christianity seem like two separate concepts to most, but together they create a harmonious setting for an individual to grow in a multitude outstays. A Liberal Arts College creates a elite long thinker that becomes adaptable to society using their knowledge to make decisions, In Holmes peg AS he says, Liberal education is an open invitation to join the human race and become more fully human, Its goals are to read and write and thereby think independently, and appreciation of lasting values coupled with the ability to sake sound value judgments and live by them, a critical appreciation of the past and responsible creative participation in the future. We are educated from kindergarten to 12th grade to learn the fundamentals of all subjects vivid hopes to impact the society as an educated citizen. This hope is continued if we choose to further our education in college With a specific emphasis on a major. Like many students with a major, Christians are faithful students that use the Bible to guide their daily lives, but to the rest Of the world they can be viewed as sheltered and limited to their beliefs. This causes a hindering on e ffectiveness that Christian have in the community and a misunderstanding of the validity of their thoughts. N Holmes peg 6 he supports this thought by saying, unless we understand the thought and value-patterns of our day, as well as those of biblical revelation and the Christian community, and unless we speak fluently the language of our contemporaries, we tragically limit our effectiveness, With a Christian College education is heightened by integrating literary works, theories, and concepts to Christian commitment, moral, and that making a collaboration of endless possibilities, This creates a well rounded opportunity tort students to learn at a college with the strengths to both liberal arts and Christianity called a Christian College. We are not limited to any one way of thinking. As people we want to explore and question the how, what, where, and waves of the world, The Christian College does not limit the ability of self perception or thought, but encourages the process. Using liberal arts to educate the Christian learner and further their insight in the world is a primary purpose of a Christian College. As stated in Holmes peg 8 Integration of faith and learning remains the distinctive task of the Christian liberal arts college. The worldview of Christianity should not be limited to ones home, but incorporated throughout a persons education to further equips them for a future that will continue to challenge and question their abilities. In support of this thought, On page 36 Holmes writes on the ever lasting benefits Of education, If the person, including what she becomes in this life, has an eternal destiny, then What become in the process Of education lives on forever Christian liberal arts education has an eternity in view. For most, being a student is only a fragment of a lifetime. That is why the importance of receiving a well rounded education that a Christian College has to offer is essential to establish a foundation of education to apply to the remaining years of our lives. Learning with a purpose to become a reflective being, and value being, and a responsible agent will prepare an individual to step into the world and make educated, reasonable, and moral decisions. A reflective beings have a passion to learn, ask, and wonder which leads us to analyze and come up with our own thoughts of possibilities. Reflections sometimes leads us to have a birds eye view Of a thought as a whole as opposed to thinking in a narrow, closed minded way. Causing us to become more critical thinkers and nurture our natural inquisitions. Holmes states, to teach a person to read and write is to teach him to think for himself, to develop more fully the possession of his God-given powers. .u991a5e560af03d78c34507714540c43b , .u991a5e560af03d78c34507714540c43b .postImageUrl , .u991a5e560af03d78c34507714540c43b .centered-text-area { min-height: 80px; position: relative; } .u991a5e560af03d78c34507714540c43b , .u991a5e560af03d78c34507714540c43b:hover , .u991a5e560af03d78c34507714540c43b:visited , .u991a5e560af03d78c34507714540c43b:active { border:0!important; } .u991a5e560af03d78c34507714540c43b .clearfix:after { content: ""; display: table; clear: both; } .u991a5e560af03d78c34507714540c43b { 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; } .u991a5e560af03d78c34507714540c43b:active , .u991a5e560af03d78c34507714540c43b:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u991a5e560af03d78c34507714540c43b .centered-text-area { width: 100%; position: relative ; } .u991a5e560af03d78c34507714540c43b .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u991a5e560af03d78c34507714540c43b .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u991a5e560af03d78c34507714540c43b .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; } .u991a5e560af03d78c34507714540c43b:hover .ctaButton { background-color: #34495E!important; } .u991a5e560af03d78c34507714540c43b .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u991a5e560af03d78c34507714540c43b .u991a5e560af03d78c34507714540c43b-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u991a5e560af03d78c34507714540c43b:after { content: ""; display: block; clear: both; } READ: Armenian Genocide EssayHe becomes in fact, not just in possibility, a reflective, thinking being. Next, as value being takes a worldview of everything important to them and acts on those thoughts and feelings for direction. In a Christian College we see those values as what God has created in the the reflection to Him, us. Actions we take have effects and the choices of those actions can not be learned by reading a book, but the foundations of values can guide a person towards a better outcome. Last, there is the need to be a responsible agent. As Christians we are accountable for our actions and are governed by our Lord Jesus Christ. Decisions to right and wrong are presented daily, but as a Christian going to a Christian College we are taught the principles of reasoning through education and guided with the eighties path Cod has called us to live, The world is filled with possibilities and opportunity, but it is the people we become with the help of a Christian College, that steers us on the road to a life of reflection, value, and responsibility. A Christian College provides a basis in creating a holistic person by incorporating faith with a liberal arts education. To see life as one picture rather than a million tiny pieces in a puzzle can create a smoother transition from college to the real world. Often students face the dilemma Of just figuring it out. There is no how to manual or direction guide of life. As Christians we look to the bible for answers and get the general idea Of What should be done With digging into our faith, but the is an element of critical thinking that must be applied. That kind of thinking is learned though a Christian College. If a person, including what she becomes in life, has an eternal destiny, then what become in the process of education lives forever Christian liberal arts education has an eternity in view. (Holmes 36) No one person or book can teach us the do and dont in life, but a well round education can prepare us for a life of constant decisions and obstacle to overcome.