Sports Memorabilia a True Hobby Essay Example For Students

Sports Memorabilia a True Hobby Essay As he stepped up to the plate, he dug his right back foot into the dirt getting a firm stance. Little did he know that the ball given to the umpire before the game which cost just nine dollars and now coming at him was going to be worth a little over 2.7 million dollars in seconds. Mark McGwire is truly a reason why a person can make money, gain notoriety and have fun while collecting memorabilia. Making money through regular jobs is one thing, making money by collecting sports memorabilia is entirely another. If one wants to make money collecting sports memorabilia, one has to be patient because collecting memorabilia is not a get-rich-quick scheme. Two main reasons why the value of sports memorabilia increases are the passage of time and the achievements of the athletes. One way to get these items before they increase in value is to attend free autograph signing sessions. Another way for one to make money is to write to an athlete and get something signed for free, then turn around and sell it. One example of this is Vince DeAngello who started this process when only a kid and now owns a very successful sports memorabilia shop. I have personally received memorabilia through letters to athletes; I have seen their value rise, then I have sold them to a sports memorabilia shop for a profit. One of the easiest ways to make money by collecting memorabilia is to follow rookies and get as much signed by them as you can. This is very convenient because rookies do not usually charge for their signatures. Also, as a first year player, rookies are more eager to sign autographs so they can make a favorable first impression. Not only can one make money by collecting sports memorabilia but one can also be seen as a hero in the eyes of the public. By collecting memorabilia, one can gain public recognition also. For example, the person who bought Mark McGwires seventieth homerun ball for $2.7 million certainly gained public recognition. Anyone who donates a piece of his or her collection of memorabilia to a sports hall of fame such as the Baseball Hall of Fame in Cooperstown, New York, will receive a great deal of public acclaim. Such recognition was given to the Rotary club who last year donated George Bretts pine tar bat to the Rockhurst Spectacular. The retired Royals reliever Jeff Montgomery is also known as a great benefactor to many charitable organizations. Con sidered a hero to many young children, Cal Ripken Jr. is known for his willingness to sign as many autographs as are requested both before and after games. Some people gain public notoriety by having memorabilia within their homes or business. I have gained a personal reputation for the amount of memorabilia I have in my house. Former baseball star Danny Jackson, owner of the Incredibowl draws people to his business not only to bowl, but also to gaze at his vast collection of sports memorabilia. With all of this money and fame, we often forget how fun, collecting memorabilia can be. The fun of collecting sports memorabilia can take many ways, shapes and forms. It is fun to meet star athletes and get autographs to add to your collection. One can also enjoy trading and collecting with people of similar interests. Not only does this fun come by trading, but also by watching your investment rise. My friend Brad Long was fortunate enough six years ago to invest $500 in a signed Mark McGw ire jersey, which now is worth several thousands. I have also been privileged to watch my Joe Montana football go up in value. Sports memorabilia has brought many great hours of pleasure to my life, and others. I have had fun decorating rooms of my house with sports history. My neighbor and friend Jamie Quirk has also inspired me by showing me his rooms of fun with endless memorabilia. .u29e52355370c4a8dc0d3b74ece4b0157 , .u29e52355370c4a8dc0d3b74ece4b0157 .postImageUrl , .u29e52355370c4a8dc0d3b74ece4b0157 .centered-text-area { min-height: 80px; position: relative; } .u29e52355370c4a8dc0d3b74ece4b0157 , .u29e52355370c4a8dc0d3b74ece4b0157:hover , .u29e52355370c4a8dc0d3b74ece4b0157:visited , .u29e52355370c4a8dc0d3b74ece4b0157:active { border:0!important; } .u29e52355370c4a8dc0d3b74ece4b0157 .clearfix:after { content: ""; display: table; clear: both; } .u29e52355370c4a8dc0d3b74ece4b0157 { 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; } .u29e52355370c4a8dc0d3b74ece4b0157:active , .u29e52355370c4a8dc0d3b74ece4b0157:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u29e52355370c4a8dc0d3b74ece4b0157 .centered-text-area { width: 100%; position: relative ; } .u29e52355370c4a8dc0d3b74ece4b0157 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u29e52355370c4a8dc0d3b74ece4b0157 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u29e52355370c4a8dc0d3b74ece4b0157 .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; } .u29e52355370c4a8dc0d3b74ece4b0157:hover .ctaButton { background-color: #34495E!important; } .u29e52355370c4a8dc0d3b74ece4b0157 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u29e52355370c4a8dc0d3b74ece4b0157 .u29e52355370c4a8dc0d3b74ece4b0157-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u29e52355370c4a8dc0d3b74ece4b0157:after { content: ""; display: block; clear: both; } READ: Plato Essay Thesis We will write a custom essay on Sports Memorabilia a True Hobby specifically for you for only $16.38 $13.9/page Order now In conclusion, by collecting sports memorabilia a person can make money, gain notoriety and have fun. One of the nice things about collecting sports memorabilia is the possibility that a hero can emerge at any time, seeming from out of the blue. Nothing can sum that up better than the slogan used for the New York Yankees a few years ago, at any moment, a great moment. Sports Memorabilia a True Hobby Essay Example For Students Sports Memorabilia a True Hobby Essay As he stepped up to the plate, he dug his right back foot into the dirt getting a firm stance. Little did he know that the ball given to the umpire before the game which cost just nine dollars and now coming at him was going to be worth a little over 2.7 million dollars in seconds. Mark McGwire is truly a reason why a person can make money, gain notoriety and have fun while collecting memorabilia. Making money through regular jobs is one thing, making money by collecting sports memorabilia is entirely another. If one wants to make money collecting sports memorabilia, one has to be patient because collecting memorabilia is not a get-rich-quick scheme. Two main reasons why the value of sports memorabilia increases are the passage of time and the achievements of the athletes. One way to get these items before they increase in value is to attend free autograph signing sessions. Another way for one to make money is to write to an athlete and get something signed for free, then turn around and sell it. One example of this is Vince DeAngello who started this process when only a kid and now owns a very successful sports memorabilia shop. I have personally received memorabilia through letters to athletes; I have seen their value rise, then I have sold them to a sports memorabilia shop for a profit. We will write a custom essay on Sports Memorabilia a True Hobby specifically for you for only $16.38 $13.9/page Order now One of the easiest ways to make money by collecting memorabilia is to follow rookies and get as much signed by them as you can. This is very convenient because rookies do not usually charge for their signatures. Also, as a first year player, rookies are more eager to sign autographs so they can make a favorable first impression. Not only can one make money by collecting sports memorabilia but one can also be seen as a hero in the eyes of the public. By collecting memorabilia, one can gain public recognition also. For example, the person who bought Mark McGwires seventieth homerun ball for $2. 7 million certainly gained public recognition. Anyone who donates a piece of his or her collection of memorabilia to a sports hall of fame such as the Baseball Hall of Fame in Cooperstown, New York, will receive a great deal of public acclaim. Such recognition was given to the Rotary club who last year donated George Bretts pine tar bat to the Rockhurst Spectacular. The retired Royals reliever Jeff Montgomery is also known as a great benefactor to many charitable organizations. Considered a hero to many young children, Cal Ripken Jr. is known for his willingness to sign as many autographs as are requested both before and after games. Some people gain public notoriety by having memorabilia within their homes or business. I have gained a personal reputation for the amount of memorabilia I have in my house. Former baseball star Danny Jackson, owner of the Incredibowl draws people to his business not only to bowl, but also to gaze at his vast collection of sports memorabilia. With all of this money and fame, we often forget how fun, collecting memorabilia can be. The fun of collecting sports memorabilia can take many ways, shapes and forms. It is fun to meet star athletes and get autographs to add to your collection. One can also enjoy trading and collecting with people of similar interests. Not only does this fun come by trading, but also by watching your investment rise. My friend Brad Long was fortunate enough six years ago to invest $500 in a signed Mark McGwire jersey, which now is worth several thousands. I have also been privileged to watch my Joe Montana football go up in value. Sports memorabilia has brought many great hours of pleasure to my life, and others. I have had fun decorating rooms of my house with sports history. .u44c255eee9384851acccb8fa5131aede , .u44c255eee9384851acccb8fa5131aede .postImageUrl , .u44c255eee9384851acccb8fa5131aede .centered-text-area { min-height: 80px; position: relative; } .u44c255eee9384851acccb8fa5131aede , .u44c255eee9384851acccb8fa5131aede:hover , .u44c255eee9384851acccb8fa5131aede:visited , .u44c255eee9384851acccb8fa5131aede:active { border:0!important; } .u44c255eee9384851acccb8fa5131aede .clearfix:after { content: ""; display: table; clear: both; } .u44c255eee9384851acccb8fa5131aede { 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; } .u44c255eee9384851acccb8fa5131aede:active , .u44c255eee9384851acccb8fa5131aede:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u44c255eee9384851acccb8fa5131aede .centered-text-area { width: 100%; position: relative ; } .u44c255eee9384851acccb8fa5131aede .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u44c255eee9384851acccb8fa5131aede .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u44c255eee9384851acccb8fa5131aede .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; } .u44c255eee9384851acccb8fa5131aede:hover .ctaButton { background-color: #34495E!important; } .u44c255eee9384851acccb8fa5131aede .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u44c255eee9384851acccb8fa5131aede .u44c255eee9384851acccb8fa5131aede-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u44c255eee9384851acccb8fa5131aede:after { content: ""; display: block; clear: both; } READ: Through A Narrow Chink: An Ethical Dilemma Essay My neighbor and friend Jamie Quirk has also inspired me by showing me his rooms of fun with endless memorabilia. In conclusion, by collecting sports memorabilia a person can make money, gain notoriety and have fun. One of the nice things about collecting sports memorabilia is the possibility that a hero can emerge at any time, seeming from .

Old Testament Essays - Religion, Enma Eli, Mythology, Free Essays

Old Testament Essays - Religion, Enma Eli, Mythology, Free Essays Old Testament The Old Testament is a compilation, and like every compilation it has a wide variety of contributors who, in turn, have their individual influence upon the final work. It is no surprise, then, that there exist certain parallels between the Enuma Elish, the cosmogony of the Babylonians, and the Book of Genesis, the first part of the Pentateuch section of the Bible. In fact, arguments may be made that other Near Eastern texts, particularly Sumerian, have had their influences in Biblical texts. The extent of this 'borrowing', as it were, is not limited to the Bible; the Enuma Elish has its own roots in Sumerian mythology, predating the Enuma Elish by nearly a thousand years. A superficial examination of this evidence would erroneously lead one to believe that the Bible is somewhat a collection of older mythology re-written specifically for the Semites. In fact, what develops is that the writers have addressed each myth as a separate issue, and what the writers say is that their God surpasses every other. Each myth or text that has a counterpart in the Bible only serves to further an important idea among the Hebrews: there is but one God, and He is omnipotent, omniscient, and other-worldly; He is not of this world, but outside it, apart from it. The idea of a monotheistic religion is first evinced in recorded history with Judaism, and it is vital to see that instead of being an example of plagiarism, the Book of Genesis is a meticulously composed document that will set apart the Hebrew God from the others before, and after. To get a clear picture of the way the Book of Genesis may have been formed (because we can only guess with some degree of certainty), we must place in somewhere in time, and then define the cultures in that time. The influences, possible and probable, must be illustrated, and then we may draw our conclusions. If we trace back to the first appearance of the Bible in written form, in its earliest translation, we arrive at 444 B.C.. Two texts, components of the Pentateuch referred to as 'J' and 'E' texts, can be traced to around 650 B.C. Note that 'J' refers to Yahweh (YHVH) texts, characterized by the use of the word 'Yahweh' or 'Lord' in accounts; 'E' refers to Elohist texts, which use, naturally, 'Elohim' in its references to God.1 But 650 B.C. isn't our oldest reference to the 'J' and 'E' texts; they can be traced, along with the other three strands of the Pentateuch, to at least 1000 B.C. Our first compilation of these strands existed in 650 B.C.. We must therefore begin our search further back in time. We can begin with the father of the Hebrew people, Abraham. We can deduce when he lived, and find that he lived around 1900 B.C. in ancient Mesopotamia2. If we examine his world and its culture, we may find the reasons behind certain references in Genesis, and the mythologies they resemble. The First Babylonian Dynasty had begun around 1950 B.C. and would last well into the late 16th century B.C.. The Babylonians had just conquered a land previously under the control of the Assyrians, and before that, the Summering. Abraham had lived during a time of great prosperity and a remarkably advanced culture. He was initially believed to have come from the city of Ur, as given in the Bible as "...the Ur of Chaldees". Earlier translations read, however, simply "...Land of the Chaldees"; later, it was deduced that Abraham had come from a city called Haran3. In any case, he lived in a thriving and prosperous world. Homes were comfortable, even luxurious. Copies of hymns were found next to mathematical tablets detailing formulae for extracting square and cube roots.4 The level of sophistication 4000 years ago is remarkable. We can also deduce that it was a relatively stable and peaceful society; its art is characterized by the absence of any warlike activity, paintings or sculptures.5 We also have evidence of an Israelite tribe, the Benjamites, in Babylonian texts. The Benjamites were nomads on the frontier of its boundaries, and certainly came in contact with Babylonian ideas- culture, religion, ethics. The early tribes of Israel were nomadic, "taking with them the early traditions, and in varying latitudes have modified it"6 according to external influences. The message remained constant, but the context would subtly change. In addition to the Benjamites in Mesopotamia, there were tribes of Israel in Egypt during the Egyptian Middle Kingdom period7, which certainly exposed these people to Egyptian culture

State some of the major student rights. What do you think should be Essay

State some of the major student rights. What do you think should be some of their matching responsibilities illustrate - Essay Example In this particular study, a new type of assessment is proposed, which is known as hybrid-problem based learning. Students have the right to be interactive and seek new ways to learn and stimulate their mind. Instead of having endless boring drills, students have the right to utilize the latest technologies that can facilitate their learning process. As a matter of fact, there is a strong push will be made by the school to develop a more â€Å"hands-on approach† in the dynamic learning environment. Younger students are further engaged in a process of collaboration and discovery as they explore the new spheres of the environment.  Ã‚   Matching responsibilities between students and teachers is respect. Students should respect their tutors and administrative staff because education is a privilege not a right. The effects of mutual symbiotic learning is essential for both groups to be sync and be beneficial for both. Technology and new methodology can play in this role. Another responsibility is to ensure that they are teachers are given new opportunities to work with new students. New opportunities is essential for learning and nurturing. This ensures a system of harnessing and development for both parties. This new methodology imposes key concepts of critical thinking that traditional techniques lack in their system. They must enjoy the learning process through simulation. For instance, I would highly suggest e-learning software and applications that can be integrated in their learning environment. If a student struggled with an issue, I would hope that they have developed the necessary skillset to rectify that is sue. Goodine, J.. Comparing computer software programs: Determining the most efficient system for teaching English language learners. Ed.D. dissertation,Northcentral University, United States -- Arizona. Retrieved August 1, 2011, from Dissertations & Theses: Full Text.(Publication No. AAT

Common Ground Essay Example | Topics and Well Written Essays - 1000 words

Common Ground - Essay Example The authors nevertheless place greatest stress on the effects of sprawl on the environment while they separately discuss the matter of wildlife preservation. Effects to the environment include air and water pollution, the destruction of scenic and historical vistas, the economic costs and higher level of maintenance required, traffic congestion, absence of sidewalks, and proliferation of obesity due to abandonment of walking and bicycling as means of transportation. Chen and Duany also mention the effects on animal life and habitat, the topic exclusively dwelt on by the other two articles. As to value of animal life and their habitat, the articles agree that sprawl has intruded into the natural habitats of wildlife. They disagree, however, as to how this intrusion affects both animal habits and human lifestyles. For Chen and Duany (2000), they see sprawl as a form of broad ecosystem degradation implying a destruction of the ecological territories where the animals thrive. Terris (199 9), on the other hand, bewails the increasing land area occupied by urban sprawl as impacting negatively on the wildlife whose habitats are encroached upon. What Chen and Duany merely imply as the negative effects of sprawl on the ecosystem, Terris implicitly describes as posing an actual and tangible risk to the survival of American wildlife. According to Terris, the rapidly growing settlements endanger a great number of species of American wildlife, destroying their feeding and breeding grounds, causing their populations to shrink, fragment, and disappear altogether. For Shaw (2004), she sees sprawl more of an enhancement of the areas where wild animals thrive and adapt. She cites an upsurge in incidents of human encounters with wildlife, such as bears raiding trash cans and mountain lions prowling the subdivisions. More than implying that people are moving into the territories and habitats of the wildlife in the area, it means that more and more, suburban life tends to attract wi ld animals. Aiding the proliferation of wild animals is the natural reforestation taking place as well as the expansion of low-density residential developments outside cities that animals find attractive. Developers create ponds, establish gardens and plant trees which creates a setting conducive to animals, while in their natural habitats nearby, wetlands may be drained, hayfields may disappear or trees cut down. The result is increasing hazards of automobile collisions with deer, and human injuries or deaths due to animal attacks. Causes of sprawl According to Chen and Duany, Increasingly complex requirements for urban planning have caused subdivision developers to resort to sprawl. Some requirements for instance require wide streets to accommodate vehicles travelling at 65 mph, setbacks of buildings far from streets, parking lots of a certain minimum size, etc. Wide streets and curved corners encourage use of cars and speeding, thereby also endangering pedestrians/bicyclists. Oth er causes cited by this article include population growth, technological change, and the misguided government policies on development and its inability to plan for future growth (Chen & Duany, 2000). Shaw agrees with Chen and Duany that

Converting Arabic sign language to Arabic Text using iPhone(Xcode) and Thesis

Converting Arabic sign language to Arabic Text using iPhone(Xcode) and image processing - Thesis Example †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦16 1. Planning†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.17 2. Design†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.17 3. Implementation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...19 4. Testing†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦21 5. ... This can be a very difficult and time consuming process and the results may not satisfy the maximum amount of deaf students with needs. This project aims to develop an application that can be used by a school owner which will produce an XCode based on Arabic sign language to Arabic text. A number of factors must be considered in order to fit everything together in a schedule. The school owner of an institution will provide the data required for the project’s development. The application will process the data provided through calculations and comparisons in order to create an XCode that tries to satisfy the needs of the institution. Within this project it will be attempted to complete student scheduling based on various constraints. These constraints have been chosen and will be talked more at length in the paper. However, for now, we know that deaf students need to come on certain days, such as on Monday and Thursday, Tuesday and Friday, and Wednesday and Saturday. This would make three deaf students total so far. Another constraint is that one student will need to come with his brother although they are taught Arabic at different levels. Also, one student would be coming from 3 to 5 p.m., as he would not be able to come to class during working hours. Altogether, these constraints make six deaf students, possibly more if needed. What is going to happen is that code has been designed in order to reflect these variables using Prolog and tkXCode software. Additionally, the use of C++ code will help in the design of the coding for this project. The code for C++ will be run through the website codepad dot org, and from there appropriate code for Prolog and XCode will be developed. Constraint logic programming (XCODE) will be used

Analysis Of Experience Organizational Change Management Essay

Analysis Of Experience Organizational Change Management Essay Todays organizations are facing a continually changing world, unpredictable and fast-paced environment that require constant restudying to change. For an organization to be successful in this modern world it is ultimately for organization to regularly evaluate the need for them to change to stay up to date. Organizational change enables a company to strive to stay competitive and profitable. In 2006, Seagate Technology (NASDAQ: STX) had acquired Maxtor Corporation; Maxtor was an American manufacturer of computer conventional disk drives and the third largest in the world prior to acquisition. In 2008, some commentators argue that Solid-state drive (SSD) challenge may give threat to Seagate steady as a worlds largest manufacturer of conventional disk drives. Organizations likely to be struggling to survive if fail to meet the challenges and demands of both the external and internal environment factors. Today environment is erratic and does not stand still, so organizations cannot assu me that the future is stagnant, there is a need for organizations to continuously review their vision, strategies, technologies and goals based on changing environment and technological. As Charles Darwin quotes that It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change. Jai B. P. Sinha (2008: 352) states that there is two-dimensional view of organizational change, where organizational change can be triggering by external and internal factors, either unplanned or planned. The unplanned change is usually reacting to ad hoc measures that company does not anticipate and it may cause distraction to operation. For examples, change of government policy, critical incidents due to lacking of skills, unscheduled tools maintenance due to lacking of preventive measurement, and missing standard operating procedures. The planned change is usually change of organization business plans and organization restructuring, such as offer competitive pricing in the market, redesign or align roles and responsibilities to improve productivity and employees morale. The effective outcome of unplanned and planned change both can be effective and ineffective; basically it depends on how efficient of the strategic plans that put into practical effect. There are many external triggers for organizational change. For example, in 2011, Europe solar industry sees hurt and affected with legal environment factor when UK government announced plans to introduce a cut to the Feed-In Tariff scheme (FIT) for large solar energy enterprises. Such legal constraints may have serious negative impact on an industry and would hurt organization budget and react unintentional, such as cease some of its operations and will cost jobs lost and low morale. Globalization is another key external factor in the world economy and could be a good or bad for organization. Globalization has brought in new opportunities to developing countries or third world countries. For example, international companies in Asia have big advantages with better government subsidies and lower labor costs. In order for developed countries companies to stay competitive they must be consistently review their strategic plans so be more innovative than overseas competitors, such as real locate their manufacturing business to overseas countries. Likewise, new technological advances make present company struggle to stay competitive. Nokia Corp profit has been suffered badly due to lacks of new technology or model to challenge smart phone, such as Apple iPhone and Samsung Galaxy. An organization has to continuously research and develop new technology in order having ability to challenge the threat from competitors and demanding customers. Internal triggers are the factors happening within the organization itself. For example, workplace abuse or high stress employees can lead to low morale and low performance; it will affect the productivity, staff turnover, or legal issue. For example, in 2012, China Company Foxconn Technology has reported several suicides cases at its factories in southern china, which is a major supplier to Apple, Dell and Hewlett-Packard. Some commentators revealed that the issue may due to poor management policies that workers have force to keep up with the machines speed and not allowed to talk to each other in the workshop. Therefore, it is an obligation that organization has to response to the incident and investigates to identify what are the factors caused the incident. Organization must decide and implement a strategic change to resolve the incident and prevent from reoccurring. Also the change has to include the plan how to calm, raise employees morale and motivate employees. Huczynski and Buchanan (2010: 565-566) discussed that one way to distinguish type of change is to consider how deeply they penetrate the organization. However it does not mean that all change must be deep change to be a good change. The depths of organization intervention are surface, shallow, penetrating, deep, and transformation. The surface or fine tuning is an appropriate to minor issue, where the deep change is appropriate when dealing with major change. For example, in 2009, the deep change will be appropriates for Chartered Semiconductor Company when the company acquired by the main stockholder of Global Foundries Inc, and it required to change to align and transform their corporate mission, vision and values. Kurt Lewin (1985) change theory contains three stage model of change, unfreezing->moving->refreezing. Based on Kurt Lewin unfreezing model, it can be comprehend that organization has to be aware to the changing world and willing to accept change when get trigger. The second step, moving, it is the period to identify appropriate strategic planning and ability to influence to implement the change. The third step, refreezing, it is a step to settle down the change and stabilization of behavior, and then get ready for next change. There is a potential failure to the change if the change does not settle down soon enough in the refreezing period, because the impact to human behavior may be considered risky if stabilization of behavior unable to execute promptly. Also, the ability for continuous of the change would be depends on how fast or how effective the organization to settle down the change, where the change must be accepted and practiced consistently by members of organization. Pennington Change Model (2006) suggests that proposed changes can be placed along two scales: radical incremental and core peripheral. Plotting the character of a proposed change along these scales can provide a sense of how difficult the introduction of any particular initiative might be and how much disturbance to the status quo it might generate. Radical change is generally is a dramatic change and require employees to move far apart or react very differently to a change. However incremental change does not necessary is better that radical change in term of resistance of change. It is still depends how well of organization mitigating resistance and encouraging people. Organizations have always met with resistance to change because human naturally tend to resist change. Huczynski and Buchanan (2010: 567) discussed that the Elizabeth Kubler-Ross (1969) model has addresses human reaction associated with change. The five stages in the Kubler-Ross coping cycle are denial, anger, bargaining, depression, and acceptance. The five sets of emotional may not all experience by employee throughout the change process. However by understanding the response of people during change, organization will be better ready to promote the change. Huczynski and Buchanan also discussed the Yerkes-Dodson law, which first observed by Robert M. Yerkes and John D. Dodson (1908). The Yerkes-Dodson law argues that human performance increases with arousal or stress increases, however it sees an inverted U-shaped function between arousal and performance. A certain amount of arousal can be a good motivator toward change such as employees may work and learn better with little pressur e. However too little arousal has a sluggish affect too and performance will be slow. When arousal reach an optimal level, the individual will has a hyperactive affect such as overloaded and exhausted and performance will start to drop. How organization response to resistance is very important, such as by force could increase resistance and turnover. The degree of readiness, understanding, commitment and compromise by employees can help to accelerate the change process. According to Huczynski and Buchanan (2010: 567), Arthur Bedeian (1980) has states there are four reasons that certain people resist change are parochial self-interest (concerned), Misunderstanding, Low tolerance to change, and Different assessments of the situation. To manage or overcome the resistance to change, Kotter and Schlesinger (2008) have identify 6 methods for dealing with resistance of change. The methods are Education and commitment, Participation and involvement, Facilitation and support, Negotiation and agreement, Manipulation and co-optation, and Implicit and explicit coercion. These 6 methods have their own advantages and disadvantages, however this is a model that organization can use as guidance, and apply it wisely on right situation to prevent or minimize resistance to change in organizations. Jai B. P. Sinha (2008: 354) discussed that culture plays an important role in organizational change processes. Huczynski and Buchanan highlight that Edgar Schein (1985) model sees culture as a three levels: Surface manifestations (the visible aspects of an organizations culture: object and behaviors that can be seen, heard and felt), Values and beliefs (strategies, goals and philosophies), and Basic assumptions (unconscious, taken for granted beliefs, thoughts and perceptions). It is a challenge for culture change to support organizational change, such as what are the best approaches to change people belief and corporate values so that can align with both internal and external factors that resulting from organizational change. Additional, organizational climate and culture are go hand in hand. The culture and climate are both important aspects to organization and have the strong impact during organizational change. Organization change must be always focusing to seek balance between culture and climate throughout the change process. It is very difficult to implement and sustain the organizational change without a properly strategies to manage the climate. The reason is because climate or individual psychological climate such as attitudes, behavior and feelings in the organization are easier to be affected, especially during transformation change that affect organizational mission and strategy. However with a right strategic planning, thorough assessment of organizational human behavior, and the consistent commitment of organizational from both shareholders and top management, so the change may accomplishable and sustainable. For example, Micron Semiconductor Inc had open and respect climates: Managers in op en and respect climates are often look more pleasant and easier to work with, hence it will be much better performance that the managers in closed and contempt climates. With strong culture and right values, everyone in the organization will be having the common perspective in mind and working toward a common goal. As Frances Hesselbein quotes that, Culture does not change because we desire to change it. Culture changes when the organization is transformed; the culture reflects the realities of people working together every day. There are really no specific model is the best for organizational change. Organization should proactive continuously learning to identify better ways of develop the innovative strategic planning for driving effective change in organizations by the team members. The successful implementation of organizational change will be depends on how well the ability of leaders or management in choosing the right strategic planning, and implement it ethically. Although change in today fast-paced world is often essential to keep up, however managing organizational change requires skill. Organizational change can be sabotaged if key members refuse to align with the new strategies, because resistance to change is a natural human phenomenon. Hence, all members of organization have to involve and be aligned with the change process, and then integrate their efforts to the organizational change towards the achievement of ultimate organizational goal. The consistent commitment from both senior management and employees are the main key for organization change to succeed. As Jai B. P. Sinha (2008: 369) say that although changes are inevitable and only those who adjust with them survive, effective organizations plan changes for improving individual and organizational performance and well-being of the employees. ASSIGNMENT 1: REFERENCES/BIBLIOGRAPHY Bradford University School of Management, 2005, 2006, 2007, 2008, 2009, 20010, 2011, 2012. Managing People (MP) Study Book. David A. Buchanan and AndrzeJ A. Huczynski, Organizational Behavior. 7 Editions. 1985, 2010. Jai B. P. Sinha, Culture and Organizational Behavior, First Published in 2008 by SAGE Publications India Pvt Ltd. Jeff Dooley, A holw-Person/Systemic Approach to organization Change Management, copyright 1998. Retrieved on July 1, 2012, from http://www.well.com/user/dooley/change.pdf Michael W. Durant, Durant, CCE, CPA. Managing Organ0izational Change. 1999. Retrieved on July 1, 2012, from http://www.crfonline.org/orc/pdf/ref4.pdf Charles Darwin quotes. Retrieved July 1, 2012, from http://www.brainyquote.com/quotes/authors/c/charles_darwin.html Running Head: Organizational Change. Retrieved July 1, 2012, from http:///www.advanceessays.com/samples/Organizational_Change.pdf JISC InfoNet, Change Management. Retrieved July 1, 2012, from http://www.jiscinfonet.ac.uk/infokits/change-management/printable-version.pdf Sam Kogan, Gen3 Partners, October 10, 2006. How IT companies can stay competitive in a global market. Retrieved July 1, 2012, from http://www.zdnet.com/news/how-it-companies-can-stay-competitive-in-a-global-market/149830 20 Awesome Quotes on Change Management. Retrieved July 1, 2012, from http://www.torbenrick.eu/blog/change-management/20-awesome-quotes-on-change-management/ Michael Birnbaum and Anthony Faiola, Published: March 19. Solar industry faces subsidy cuts in Europe. Retrieved July 1, 2012, from http://www.washingtonpost.com/world/solar-industry-faces-subsidy-cuts-in-europe/2012/03/10/gIQArkbXLS_story.html Chandrasekaran Balakrishnan, Impact of Globalisation on Developing Countries and India. Retrieved July 1, 2012, from http://economics.about.com/od/globalizationtrade/l/aaglobalization.htm By Malcolm Moore in Shanghai, 27 May 2010. Inside Foxconns suicide factory Retrieved July 1, 2012, from http://www.telegraph.co.uk/finance/china-business/7773011/A-look-inside-the-Foxconn-suicide-factory.html ASSIGNMENT 2: ESSAY QUESTION Why have managers and researchers been so interested in leadership theories to develop effective work performance? Today, a lot of managers and researchers have gone into searching the perfect leadership solution and ideas to achieve organization effectiveness. Many different leadership theories have emerged; some of the popularly adopted leadership theories have evolved over time and have developed their own lines of thoughts and debates endlessly. The leadership theories may have understood and differentially by managers and researchers. And leaders applied these adopted leadership theories as guidance and generate new ideas to strive for their organizational effectiveness in today fast-pace environment. Huczynski and Buchanan (2010: 596) state that Leadership appears to be a critical determinant of organizational effectiveness. Yuki (2002: 7) defines that leadership as Leadership is the process of influencing others to understand and agree what needs to be done and how to can be done effectively, and the process of facilitating individual and collective efforts to accomplish the shared objecti ve. The preceding two arguments may reach an understanding that leadership in organizations is a critical process of influencing and facilitating others to develop effective work performance. The benchmark to measure how well the effective work performance may depends on how well the ability of leaders understand the adopted leadership theories as the conceptual template to demonstrate in actual life and business situations. The clearer a leader can comprehend or perceive it the more effective leader can get into the act. Hence we can argue that the better theory and models enables leader to act more effectively to develop effective work performance. Is boss or manager a leader? Huczynski and Buchanan (2010: 598) discussed that Warren Bennis and Burt Nanus (1985, P.21) observed that managers do things right, while leaders do the right thing. John Kotters (1990) contrast different functions between leaders and managers, such as Leader establish direction and aligning people, where Manager plans and budget, and Organizing and staffing. Managers have the authority and power in organization to do certain tasks but it does not simply mean the manager is a leader. Some leaders may not have any formal authority but have the ability to influence the behavior of group of people to achieve goal. Individuals can learn to lead and develop their leadership. Jai B. P. Sinha (2008: 354) discussed that Whether managers are developed into leaders depends first of all their own efforts to rise above their routine functions, expand their roles, and cultivate beliefs, dispositions, skills, and styles that make them stand out from others around them. Organizations also play a facilitating role by creating conditions and devising mechanisms transcend their managerial roles. There are many leadership theories that individuals or managers can stick at for learning and developing leadership skills. Apparently, managers interested in leadership theories to develop into leaders and ability to develop effective work performance. Theories of leadership tend to serve a guideline for organization to apply all factors and components of effective leadership into a framework and establishing a culture. Early leadership theories tend to focus upon the trait approach, style approach and contingency approach, where characteristics and behaviors affects leadership; the later new leadership theories tend to focus upon the organizational vision, transactional, transformational, role of followers, the contextual nature of leadership. Each leadership theories provides a personal models or concepts that given management a direction, however each theories does has their own advantages and problems. The next few paragraphs will provide more insight look of some typical theories of leadership: Great man theory, Trait theory, Style theory, Contingency theory, Transactional leader, and Transformational leader. In 19th century, the Great man theory was a popular idea which identifies leaders are born and not made. Great leaders will arise when there is a great need. Huczynski and Buchanan (2010: 599) explained that the theory as Great Man are born leaders, and emerge to take power, regardless of the social, organizational or history context. It can be said that history leaders were male and primary focus on man only, and great man are born with destined to lead. Next similar theory of leadership is a Trait theory. The Trait theory is the ideas which identify leaders are the people born with inherited leadership characteristic or traits that make these people suited to become leader. According to Huczynski and Buchanan (2010: 599), Ralph Stoghill (1948, 1974) had reviewed hundreds of trait studies. Some of his typical characteristics list are strong drive for responsibilities, focus on completing the task, vigor and persistence in pursuit of goals, venturesomeness and originally in problem-solving, drive to exercise initiative in social setting, self-confidence, sense of personal identity, willingness to accept consequences of decisions and actions, readiness to absorb interpersonal stress, willingness to tolerate frustration and delay, ability to influence the behavior of others. However researchers argue that the research did not find a consistent set of leadership traits, those attributes could not be determined, and do not appear to be un ique to leaders. Later Shaw and Fraser (1976, 1978) identified the following skills as a traits leader: ability (intelligence, relevant knowledge, and verbal facility), sociability (participation, cooperativeness, popularity, motivation (initiative and persistence). Some commentators argue that this theory remains gender issues in leadership and a person without trait or some of the traits are not possible for him to be a leader. The Trait theory was abandoned after researchers switched attention to leadership behavior patterns. After the Trait theory, Style or Behavioral style theory has emerged and most commentators considered that this is a big jump from Trait theory. Researchers identified that Style theory is a theory look at what a leader actually do, the traits and the leadership capabilities and qualities are not inherited. It assumes that leaders are not born; leadership behavior and capability can be learned hence leaders can be made through training. Successful leadership is definable and learnable. Huczynski and Buchanan (2010: 606) discussed that in 1940s to early of 1950s, Survey Research Center in Michigan with Katz et al had identified two dimensions of leadership: employee-centered behavior and job-centered behavior. The style of leadership based on employee-centered behavior is focusing on relationship and employee needs. The leadership has a concern of people as priority, which always strives to solve the problems of followers, concerns the needs of followers, and development of followers. The style of leadership based on job-centered behavior is focusing on getting the job done. The leadership put the priority on achievement and meeting goals. In 1953a to 1951, Bureau of Business Research at Ohio State University also identified two types of leaderships behavior which are consideration and initiating structure. The style of leadership based on consideration behavior is focusing on relationships and needs oriented. The leadership allows followers to share ideas and make decisions together. The style of leadership based on initiating structure is focusing on job-centered, which structure tasks and assign works, and expect follower to follow instruction to act accordingly. However there are some concerns raised against Style theories, such as how well leader can fix to the given style of leadership behavior, and what if a person unwilling or unable to learn the given behavior. As Thompson and McHugh (2002) states that others have recognized that situational, environmen t and contextual factors all potentially influence and effectiveness of different leadership. Huczynski and Buchanan (2010: 610) identified that Contingency theory of leadership of Fred Fiedler (1967) as a perspective which argues that leader must adjust their style in a manner consistent with aspects of the context. This is a model describes the leadership effectiveness is depends on relationship between leader behavior or style and the favorable of the situation. The favorable of the situation can be influenced by three key factors, which are the degree of relationship and trust between leader and team members, the degree of task structure, and the positional power of leader. The theory can promote better relationships between leaders and workers. The theory also can help leader to familiar and not confuse with the tasks structure, hence achieve better effectiveness. Theoretically this theory judge the leader performance is depends on their abilities, not by gender or person background. However some commentators argue this theory is often fails when tested in real-life situ ation. And the approach should identify a leader not just by positional power, but should evaluate the person leadership competencies to deal with bad situation. Also this theory is difficult to assess the three key factors and not really identify the need of team members. In the late twentieth century, new leaderships have emerged. The new leader focuses on the key role of heroic, powerful, visionary, and charismatic. Huczynski and Buchanan (2010: 617) defined that New leader an inspirational visionary, concerned with building shared senses of purpose and mission, creating a culture in which everyone is aligned with the organizations goals and is skilled and empowered to achieve them. Later the new leadership was distinguished by McGregor Burns (1978) between transactional leader and transformational leader. Huczynski and Buchanan (2010: 618) suggest that Transactional leader a leader who treats relationships with followers in terms of an exchange, giving followers what they want in return for what the leader desires, following prescribed tasks to pursue established goals. This theory basically is a model that business agreement or exchange made between an employee and an organization or leader, where completion of tasks through reward or penalty. The benefits of this theory are people are easier to motivate through rewards or penalty. Also organization has the full authority, control and commitment from employee once employee agrees with the agreement. However this theory will limit the people development because people never has chance to learn to think because they are just require to follow instruction as per agreement. This leadership model may create a stressful work environment because upper level leaders hard to identify lower level leaders to help in managing people or tasks. So me commentators see that this leadership is unable to promote or creating an innovation culture within organization that encourage employees participation and contribution for improving organization effectiveness. Transformational leadership is an effective charismatic leadership theory. Huczynski and Buchanan (2010: 618) suggest that Transformation leader a leader who treats relationships with followers in terms of motivation and commitment, influencing and inspiring followers to give more than mere compliance to improve organizational performance. This leadership theory will improve organizational behavior and changing organizational climate. Hence people tend to improve effectiveness through self motivation and commitment to their work and organization. However this theory is highly depends on the ability of the organization leaders to influence, motivate and inspire people. There are numbers of leadership theories describe the processes of how a leader developed, influence, motivate, and empower people. Leaders have the flexibility in identifying right theories for them or their organization. These leadership theories and leadership principles are evolving over time. Undoubtedly, Leadership theories and strategic planning are going to enhance leaders capabilities to achieve organization effectiveness. However what happens if the theories or ideas are confuse or not effective at particular situation? Will the theories operate and suitable to organization culture? Will the committed theories fail to return expected outcome? Will the theories cause misunderstanding and impact to the operation or organization? How clear do we know the models? How accurate do we see the direction and outcome? This is a general rule that we must learn to get the concept of theories right first and then put into practical effect. This is a lifelong process that leader should c ontinuously learning and provide high level of commitment to understand leadership theories clearer so be more control and more effective of the outcome. Potentially leaders may cause fears and critical impacts if they are confuse or ambiguous about their action and outcome, especially leaders with great power. As Peter Parker quotes in his spider-man stories that With great power comes great responsibility. ASSIGNMENT 2: REFERENCES/BIBLIOGRAPHY Bradford University School of Management, 2005, 2006, 2007, 2008, 2009, 20010, 2011, 2012. Managing People (MP) Study Book. David A. Buchanan and AndrzeJ A. Huczynski, Organizational Behavior. 7 Editions. 1985, 2010. Jai B. P. Sinha, Culture and Organizational Behavior, First Published in 2008 by SAGE Publications India Pvt Ltd. Omkar Phatak, Pros and Cons of Leadership Theories. 6/20/2012. Retrieved July 04, 2012, from http://www.buzzle.com/articles/leadership-theories-pros-and-cons.html Right Management Inc. Organizational Effectiveness, 2010. Retrieved July 04, 2012, from http://right.com/thought-leadership/research/organizational-effectiveness-discovering-how-to-make-it-happen.pdf Bolden R. Gosling, J. Marturano, A. and Dennison, P. A review of Leadership Theory and Competency Frameworks, June 2003. Retrieved July 04, 2012, from http://centres.exeter.ac.uk/cls/documents/mgmt_standards.pdf Wikipedia, the free encyclopedia. Leadership. Retrieved July 04, 2012, from http://en.wikipedia.org/wiki/Leadership#Theories The High and the Mighty. Shelton, Ken. Leadership Excellence29. 5 (May 2012): 2. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673389/137BDADA9D5486776E9/2?accountid=17193 Successful Leaders. Halvorson, Heidi Grant. Leadership Excellence29. 5 (May 2012): 6. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673393/fulltext/137BDADA9D5486776E9/6?accountid=17193 Real Leaders. Fretwell, Peter. Leadership Excellence29. 5 (May 2012): 8. http://search.proquest.com.ezproxy.brad.ac.uk/docview/1018673589/fulltext/137BDADA9D5486776E9/8?accountid=17193

Ruby Turpin Essay

Her knowledge does not rest upon the will of God, but on the racist environment she lives in. Ruby Turnip is a closet racist, she loves to categorize people and put them in boxes. It is the environment she is surrounded with that influences her actions. But the influence around her is not invincible. Ruby Turnip has been given the capability to break out of her mold and become something more. She has been given by God a chance to become a better Christian. A culture and way of life are engraved into your being from the beginning of your birth.A hypocritical culture, like that of the South, creates an interesting conflict of ideas and beliefs. The ordinary Southerner is a Christian who airships God every Sunday; one believes that at the end of time, God will judge them by looking at all his lifetime's deeds, both good and bad. But he is also born into an environment that has a lot of prejudice. These opposing values, one symbolizing charity and brotherhood and the other representing a n elitist culture, are taught and engraved in the South.Ruby Turnip believes she is a good Christian women but participates in the old southern pastime of racism. She believes that she is not racist, but is shocked to see blacks leading the way into heaven. She treats the black helpers like idiots, putting on a ask to cover her true prejudices and beliefs. It takes the spontaneous outburst of Mary Grace for Ruby Turnip to be shaken out of her closed point of view. She cannot understand how she is both a Christian and a warthog from hell. At first she cannot understand why, not seeing her own hypocrisy and pharisaic attitude.But at the end of the story, Ruby Turnip has a vision of the procession to heaven with those she considered lesser in front of her to heaven. It is a cultural shock. Everything she was made to believe in is false. Everything she has learned about the world and its society is false. The only Ruth she now has is the Divine Truth, the revelation from God. It is up t o Ruby Turnip to use this new found truth as way to become a better Christian ore forsake this new divine revelation. It is possible for Ruby Turnip to overcome and triumph over the social norms she faces in the depraved and biased culture she faces in the South.She, unlike the other characters we encounter in the story, ponders over the caste question. In one sense Ruby Turnip is better than her husband, Claude, and most other Southerners. She constantly ponders and obsesses over the classification of people as she may have a guilty conscience. Her constant thinking might make her able to come to terms with her own attitude. Claude is a man that accepts the bias culture that he has grown and lived with. Moreover, he neither questions nor ponders about the social question he is surrounded with.He chooses to ignore it. On the other hand, Turnip falls asleep pondering this question. Quote. Her nonstop mulling over this question shows that it is possible for her to grow into a more per fect Christian. The idea that while others do not think about the bias they have grown with, Ruby Turnip thinks about this social norm every day. Ruby Turnip t her core is a person with contradicting beliefs: a Christian, and a judgmental Southern. She is a person capable of being apathetic to the plight of others. She agrees with the spirit of the song.The gospel song's message â€Å"You go to your church / And I'll go to mine / But we'll all walk along together We'll help each other out† (496), which is played in the reception room, States that all though we are all different We are all Christians and that we will all walk together hand in hand to heaven and ultimately to God. This shows that her Christian beliefs of equality is a strong and integral part of her being. Ruby Turnip's philosophy in life is to help others. She makes it her life goal to help those that are in need, who need a hand. She never spared herself when she found somebody in need, whether they were whit e or black, trash or decent' (497). It is her duty as a morally upright Christian to not see others for what they are but for who they are. Ruby Turnip knows that before death, we are all equal. She dreams that â€Å"they [people] were all crammed in together in a box car, being ridden of to be put in a gas oven† (492) This graphic imagery references the holocaust when the Jews were crammed into box cars and transported. O camps. This scene symbolizes that before death and ultimately God we are all equal.That no matter our station or position in life we are, before God's judgment we are equal. Ruby Turnip although a biased and judgmental person, she is not morally at fault. The definition of a sin is any act regarded as such a transgressions especially a willful or deliberate violation of some religious or moral principle. Her sin or transgression is no a deliberate act against God's will. She believes in the truth that she has been taught: that racism and judgmental doesn't go against or oppose the divine will of God. The environment around her has affected her to the point of not realize her own moral faults and defects.This is the reason why she has trouble grappling over Mary Grace's revelation: that she, Ruby Turnip, a believer in the grace of God is a warthog from hell. Her judgmental and racism can only be considered a culpable sin when she encounters Mary Grace. Mary Grace is the first oppositions to the beliefs Ruby Turnip has grown up with. She is the only one to go against the social norms that have been imposed by the southern society. Mary Grace represents an enlightened, more modern world view on societal bigotry. It takes the grace of God to knock some human development into her.Ruby Turnip is not culpable for her sin because of her ignorance. Her ignorance of a more Christian point of view of the world, blocks her path to God. But as soon as God reveals to her the truth, Ruby Turnip has a choice: either accept this revelation or turn awa y from God and believe in the society beliefs. â€Å"For unto whomsoever much is given, of him shall much be required; and to whom much was committed, more will be asked of him. But he that knew not, and did commit things worthy of stripes, shall be beaten with few stripes† (Luke 12:48).Those who are not given much are not expected to give back, they are punished less severely than those who much is given but don't give back to God are punished to the most limits. â€Å"For as many of you as were baptized into Christ have put on Christ. There is neither Jew nor Greek, there is neither slave nor free, there is no male and female, for you are all one in Christ Jesus. And if you are Chrism's, then you are Abraham's offspring, heirs according to promise: (Galatians 3:26-29). We are all brothers and sisters with Christ and because Of this We are the heirs to the promise of eternal salvation with God.