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POSITIVE AND NEGATIVE IMPACT OF WORK history assignment help in uk: history assignment help in uk

 

 

POSITIVE AND NEGATIVE IMPACT OF WORK ON WORKER HEALTH, SAFETY, WELL-BEING, AND ORGANISATIONAL PERFORMANCE

 

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Introduction

Organisational performance is dependent on many factors, employees’ wellness being a major one.  Staff well-being involves a safe work environment in terms of the physical and mental surroundings. Staff’s wellbeing is a primary aspect in assessing the long-term achievements of an organisation. Research has tied the long-term success of a company to its employees’ efficiency, highly dependent on their overall health and well-being. Research indicates that companies with lower absenteeism and reduced turn-over contribute to high productivity and customer satisfaction (Furst, 2018).  This is because when employees are fully engaged, then the activities within the Organisation get moving. Thus companies and organisations are finding it crucial to invest in staff’s wellbeing (Küller & Wetterberg, 1996). What exactly is the employees’ well-being/engagement?

Staff engagement refers to the cognitive, emotional, and behavioural perspectives (Furst, 2018). Cognitive refers to the employee’s perception regarding the company, the roles and responsibilities, leaders, and the work environment. Whether these perceptions are negative or positive, they cultivate a culture in the employee, which determines how much input they will have on their productivity. The emotional feature addresses the staff’s attitude towards the work environment and the company; a positive impact will create positive working culture.  The behavioural feature is the culture; an employee’s willingness to work and dedicate to its goals and objectives leads to a value-added contribution to the company. This essay will explore the positive and negative impact of work on worker health, safety, well-being, and organisational performance.

Positive & Negative Impacts of Work on Workers Health

(Furst, 2018).

The social work environment can affect a worker’s perception of the company, affecting their input. According to Küller and Wetterberg, one way to maintain an active workforce environment is by investing in the workers’ motivation to work by building a social work environment. According to a study conducted by Golden and Veiga, 90% of staff agree that team spirit affects employees’ input. Also, 75% of staff expressed pleasure in employees’ input, such as staffing, furniture, and structure (Dooley et al., 1996). Thus, investing in spaces where employees can freely interact, take a break or catch up can significantly influence workers’ health by allowing them a space to relax and recharge. Besides, these places provide a space for superiors to interact with their juniors and find out some significant issues they may not be aware of; Golden and Veiga’s study has proven that 85% of staff agree superiors’ support has a positive impact on the employees’. When they meet in these recreation spaces, the “superior” “junior” titles are non-exitance at bay, and the employees get to interact at personal levels. Hence, the juniors learn on some hacks to perform better or recommendations to increase their input.

Negative

Health disparities researchers have disregarded work and working conditions as crucial determiners to social inequality in health (Burgard & Lin, 2013); they have paid more attention to income and education. Burgard and Lin conducted a study to show how an employee’s health is affected by physiological and psychological working conditions. The study showed that a poor working environment, for example, poor ventilations, a fixed schedule that leaves no room for family time, exposure to chemical hazards, and limited spaces can influence employees’ health. They are likely to experience depression, work-family negative spillovers, somatic disease, and psychopathology.

A poorly designed working environment impacts the employees negatively and leads to poor performances (Dooley et al., 1996). Also, According to Becker, a poor working environment leads to poor performances and employee demotivation. Hence, creating a social working environment is crucial to the employees’ health, impacting their performances and general performance.

(Rydell, 2016)

The diagram above presents cross health; the chart that an employee may appear healthy, but it doesn’t mean they are healthy. According to WHO, health advocacy is empowering people to increase control and improve health (Rydell, 2016). The process of health advocacy in the workforce refers to the psychosocial working environment, practices of leaders within the workforce, and the company’s support for a healthy work environment. Below are some factors that build a social working environment;

 

Creating workplace perks

Pacesetting companies like Twitter and Google have adapted amenities like pool tables, on-site gyms (Matta, 2013); these breakout areas could incorporate resting bays or coffee bars. The tech companies realise that an employee’s happiness builds a positive perception, which increases production.

Create collaborative measure

As much as hierarchy helps ensure control and leadership in a company, sometimes laying them off can increase an organisation’s input through collaborations. A company can create teams where the managers and employees socialise and engage in problem-solving and creative ventures.

Apprehend all employees

When employees feel recognised for what they are doing, they tend to get motivated and increase confidence.

Regularly seeking employees’ feedback.

A company can create regular check-in with their staff, listening to the problems or suggestions the workers present. If they feel their feedback is respected, they are likely to be more aggressive and become critical thinkers to the problems.

Create a flexible schedule

Employees need a break or time to spend with their families, and so organisations that help workers balance these aspects are likely to get the best out of them. After a challenging phase in the workplace, an organisation should normalise giving vacations or holidays to rejuvenate employees.

Intriguing Parlors

Parlours are spaces set aside for conferences, boardroom meetings. A company should ensure that the room has the right furniture and fixtures to comfort the employees.

Positive & Negative Impacts of Work on Worker’s Safety

Employees have the right to a safe work environment free from dangerous exposure to chemicals and safety hazards (Findlaw, 2019). That is why; companies are expected to conduct a periodic safety check to ensure that their machine and equipment are working to guarantee workplace safety. The government outlines some regulations compliances which every employer should adhere to, and failure to do so can get him/her jailed to a  minimum of 2 years (for lack of conducting safety check-ins) and a longer-term for grievous ones. According to David Michaels, head of the U.S Occupational Safety and Health Administration (OSHA), a successful way to maintain workplace safety involves training employees and letting them be a part of the process.

(Danna & Griffin, 1999).

The diagram above shows the interdependence of safety and employee outcome in the workplace.

Positive

As discussed earlier, lower absenteeism rates lead to high employee input, and accidents or demotivation can be why employees are regularly out of work. Everyone appreciates working in a safe environment, not an environment where you keep worrying that the roof will collapse or that a machine may break down, or that you aren’t health insured. An individual’s physical, emotional, mental, and social experiences affect their performance by spilling over into non-work domains (Danna & Griffin, 1999). Researchers have tied the constant over-laps of work and non-work; the over-laps are presented in the worker performances and work turn-overs. Workplace stresses directly impact an employee’s health and well-being. Maintaining a safe working environment leads to employee retention, in that once the employee is satisfied working in the Organization, they are likely to stay and increase in-put. Secondly, reduced health costs the regular safety checks prevent avoidable accidents, contributing to a lesser charge. Third, as previously mentioned, maintaining safety reduces retaining time and employee downtime, reducing absenteeism and increasing productivity within the Organization.

Negative

According to a Pennsylvania University study, injuries and illnesses in the workforce are closely associated with poor workforce perception, resulting in job stress, turnover intention, and job dissatisfaction (Pennsylvania State University). Besides, some impacts can demand more than sick leaves. For example, consider a fire outbreak due to faulty electric wires. The damage is likely to be enormous compared to a trip or a fall when lifting heavy objects. Some of the negative implications of work and health safety include; government apprehension; as previously stated, when a company fails to comply with legal health and safety guidelines, they can face prison sentencing or fines. For compensation, in some severe cases resulting from negligence, employees can seek settlements under civil law. The Organization’s productivity will be adversely affected by compensations, employee sick leave, pay, and temporary employee replacement, leading to additional costs. Bearing in mind those replacements means investing time and resources in recruitment and training (McCaughey et al., 2013). De motivation in employees, disengaged employees, will adversely affect a business and lead to losses. When employees lack the motivation to work and feel that the organisation doesn’t consider them, they are likely to seek employment elsewhere and give little input. The Organization also suffers from reputation damage which will damage customer and partner’s relationships and harm the company’s sales and profits. Thus, maintaining a safe working environment benefits both the employee and employer. Below are some ways to ensure this kind of environment;

Include workplace safety and health in the Organization’s system

When creating a business plan or review, ensure that workplace safety and health are primary considerations (Maine.gov, 2013). Invest in time to brief employees and hold meetings regarding safety, money, employee training, drills, and safety check-ins. Also, act upon the unsafe reports within the Organization.

Involve employees

There are two ways an organisation can improve employee participation, through training and receiving their feedback on the safety policies. Through accountability, when an employee violates the job description’s safety and health, hold them accountable. As a manager/head of the company, ensure you regularly inspect that everyone adheres to the safety guidelines.

Identify and control hazards.

One primary reason the government has made periodical check-ins as a legal mandate to all employees is to ensure that they identify and control hazards. There are several ways to identify hazards and risks;

Reviews of previous accidents and illnesses (Maine.gov, 2013)
Identify trends surrounding these hazards, for example, regular power leaks before a circuit break.
Review of reports from previous check-ins and insurance inspections (Maine.gov, 2013)
Conduct hazard analysis (Maine.gov, 2013) and conduct drills to test the employees’ preparedness for it.

Once you are aware of the hazards, take action to curb them before they cause harm to the employees.

Train employees

Most OSHA standards provide some training manuals (Maine.gov, 2013). Conduct orientations to new employees and training and drills for employees. Also, keep updating their training when their job descriptions change or after an extended leave. It’s important to note that all training and orientations should adhere to legal requirements. For example, companies conduct drills after communicating to the local community boards, like the local fire chief, and there should be an in-house safety committee.

Positive & Negative Impacts of Work on Worker’s Well-being

Worker’s well-being refers to all aspects of working life (ILO, 2009), how the employees integrate into the workforce, and the perceptions of the working environment and the Organization. A company evaluates worker’s well-being to measure employees’ safety, health, satisfaction, and how involved they are at work (ILO, 2009). A worker’s well-being is a determinant of the long-term effectiveness of an organisation. The individual’s characteristics determine an employee’s well-being, and the working environment determines an employee’s well-being(Bryson et al., 2014). Working environment refers to the relationships within the workforce, the job description, and the Organization’s work culture; work culture refers to the practices and nature of how an organisation runs its activities. The figure above depicts the environment that affects the subjective well-being of an individual.

(Bryson et al., 2014)

Positive

According to Bryson, there are three dimensions under which SWB contributes to higher performances; positively impacting their cognitive abilities and processes, impacting their attitudes to work, and promoting their physiology and overall health (Bryson et al., 2015). Cognitive skills and functions refer to the employee’s capability to think “outside the box,” Thus, they can develop a problem-solving culture. When an employee integrates with the workforce efficiently, they are likely to have a stable mental state to develop the cognitive abilities. Incorporating employees into the Organization cultivates their attitude to work; when employees feel appreciated or feel like their superiors value their feedback, they are likely to develop positive perceptions, influencing them to become more productive. Physiology and overall health refer to the general wellness employees enjoy following safe working environments. Safe environments, in this case referring to the physical and mental surroundings. For example,  an on-site gym compels the worker to exercise and keep fit. When put under in an environment with a flexible schedule allowing them ample time, vacations, and socialisation, they are likely to have a stable mental condition to focus and become more productive. Karasek observes that productive employees are exceptional team players, and they offer support to their superiors.

Negative

Relating to Bryson’s three dimensions affecting SWB, we can conclude that lower SWB leads to lower performances by impacting their cognitive abilities and processes, negatively impacting the employees’ attitudes to work, and negatively impacting their physiology and overall health. Lower SWB creates a hostile working environment where fixed tiresome schedules can lead to depression and burnout. Burnouts can lead to depression and low motivation, which influences them to be less productive.  How can Organization weigh the SWB to determine now positively or negatively the working environment affects them?

Researchers have found two significant ways that determine the SWB of an organisation, the hedonic approach and the eudemonic approach physiology (Bryson et al., 2014). The hedonic approach refers to the employees’ affective reactions towards their tasks; is it positive or negative? Russell presents it in a two-dimensional view as shown below; the horizontal axis shows pleasure/displeasure while the vertical reflects the active/inactive employees’ mental capacity (Bryson et al., 2014).

(Bryson et al., 2014)

The adequacy of one’s affective feelings towards his/her roles and responsibilities is the other hedonic view(Bryson et al., 2014). Are the workers satisfied/dissatisfied? This perspective preys on the implicit impacts; the work environment can unconsciously influence the workers, leading to positive/negative attitudes.

Contrastingly, the eudemonic approach argues that it’s not always that an employee will experience pleasure or satisfaction to exhibit high SWB (Bryson et al., 2014). The view advocates finding other aspects that give a positive mental state, for example, purpose or personal goals. These aspects of self-actualisation also have the potential to impact an employee either negatively or positively. For example, working as a social worker, the purpose of successfully placing children under stable adoptions is enough to create a positive working environment even though you may be unsatisfied with the kind of salary you are getting. The aspect focuses on the job’s psychological functioning, is there a sense of achieving potential? Self-development? Meaning?

 

Impact on Organisational Performance

Organisational performance refers to the degree f achievement within a given organisation. Researchers refer to the organisation’s performance by evaluating the transactional and in & output efficiency (Shahzad  et al., 2012). Transactional evaluation referring to the financial aspect of the business. In & output refers to the company’s capability to utilise its resources to achieve the set goals and objectives. Performance refers to the high returns the Organization can achieve alongside the ability to detect and solve problems; thus, good performance is measurable. However, measuring performance can sometimes be complicated as to what should be measured to determine the performance. As a result, Guest has formulated ways which analysts can use to define it; product and service outcome measurement and resources output (Kirkbesoglu & Order, 2015). In product and service outcome measurement, the company should be accountable for the number of sales done, account for new clients, account for product defects and customer complaints. In resource output, we refer to the finances and time, finances that include profits and recent sales, and time, including the delivery delays, rate of absenteeism of the employees, and the working hours that workers lost in the process.

Although most scholarly articles seem to support Guest’s perspective, they think that employee satisfaction and motivation are factors to measure performance. This is because the employees’ involvement and loyalty highly determine the input & output and product and service outcome. As previously discussed in the previous section; besides, you can tell good performance through employee retention.

Regular monitoring of the Organization’s performance helps revert problems, so most thriving companies incorporate Human Resource Management in the business plan (Kirkbesoglu & Order, 2015). The HRM ensures that the company’s culture and work environment are maintained; they also recruit new employees and manage existing ones. Below is a diagram explaining the HRM’s roles in business.

(HRM)

 

(HRM)

 

The HRM is involved with all activities related to employees, hiring and staffing, training, motivating, retention. Hence an efficient HRM system saves a lot of time and resources for the company. The executive department gets to concentrate on other duties like seeking contracts and managing the company’s finances.

Conclusion

The positive impact of work on worker health, safety, well-being contributes to an organisation’s performance and productivity, while negative impact reduces productivity and affects the company negatively. An organisation achieves a positive impact through employee motivation and satisfaction. An organisation can achieve this by investing in efficient furniture and facilities, recreation facilities, creating flexible schedules, allowing the worker’s participation and feedback in the company, employee appreciation, motivation, and ensuring the employee’s physical and mental safety. Organisational performance refers to the company’s success rate, and through the management of resources, input, and output, performances measure it.

 

List of References

Anon, Human Resource Management – What is HRM? – Definitions – Functions – Objectives – Importance – Evolution of HRM from Personnel management. What is Human Resource? (Defined) Human Resource Management Topics – Labour Laws – High Courts & Supreme Court Citation – Case Laws. Available at: http://www.whatishumanresource.com/human-resource-management [Accessed April 9, 2021].

Bryson, A. et al., 2014. DOES WORKER WELLBEING AFFECT WORKPLACE PERFORMANCE? Department for Business Innovation & Skills, pp.11–18.

Bryson, A., Forth, J. & Stokes, L., 2015. Does Worker Wellbeing Affect Workplace Performance? The Institute for the Study of Labor, (9096), pp.1–22. Available at: http://ftp.iza.org/dp9096.pdf [Accessed April 9, 2021].

Burgard, S.A. & Lin, K.Y., 2013. Bad Jobs, Bad Health? How Work and Working Conditions Contribute to Health Disparities. The American behavioural scientist. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3813007/ [Accessed April 8, 2021].

Danna, K. & Griffin, R.W., 1999. Health and Well-Being in the Workplace: A Review and Synthesis of the Literature. Journal of Management, 25(3), pp.357–384.

Dooley, D., Fielding, J. & Levi, L., 1996. Health and Unemployment. Annual Review of Public Health, 17(1), pp.449–465.

Findlaw, 2019. Employee Rights 101. Findlaw. Available at: https://employment.findlaw.com/employment-discrimination/employees-rights-101.html [Accessed April 9, 2021].

Furst, P.G., 2018. Employee Engagement and Organisational Performance. IRMI. Available at: https://www.irmi.com/articles/expert-commentary/employee-engagement-and-organizational-performance [Accessed April 9, 2021].

ILO, 2009. Workplace well-being. Available at: https://www.ilo.org/global/topics/safety-and-health-at-work/areasofwork/workplace-health-promotion-and-well-being/WCMS_118396/lang–en/index.htm [Accessed April 9, 2021].

Kirkbesoglu, E. & Ozder, E.H., 2015. The Effects of Organizational Performance on the Relationship between Perceived Organizational Support and Career Satisfaction: An Application on Insurance Industry. Journal of Management Research, 7(1941-899X), pp.36–46. Available at: https://www.researchgate.net/publication/276509354_The_Effects_of_Organizational_Performance_on_the_Relationship_between_Perceived_Organizational_Support_and_Career_Satisfaction_An_Application_on_Insurance_Industry [Accessed April 9, 2021].

Küller, R. & Wetterberg, L., 1996. The subterranean work environment: Impact on well-being and health. Environment International, 22(1), pp.33–52.

Leitão, J., Pereira, D. & Gonçalves, Â., 2019. Quality of Work Life and Organizational Performance: Workers’ Feelings of Contributing, or Not, to the Organization’s Productivity. International journal of environmental research and public health. Available at: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC6843298/ [Accessed April 8, 2021].

Maine.gov, 2013. Managing Safety and Health. SafetyWorks!: Managing Safety and Health. Available at: https://www.safetyworksmaine.gov/safe_workplace/safety_management/ [Accessed April 9, 2021].

Matta, V., 2013. 7 Tips for Creating a Social Work-place. Mashable. Available at: https://mashable.com/2013/08/03/social-workplace-tips/ [Accessed April 9, 2021].

McCaughey, D. et al., 2013. The adverse effects of workplace injury and illness on workplace safety climate perceptions and health care worker outcomes. Safety Science, 51(1), pp.138–147.

Pennsylvania State University, Negative effects of workplace injury and illness on safety perceptions and health outcomes: Penn State College of Health and Human Development. Penn State – College of Health and Human Development. Available at: https://hhd.psu.edu/hpa/negative-effects-workplace-injury-and-illness-safety-perceptions-and-health-outcomes [Accessed April 9, 2021].

Rydell, M., 2016. Improving the organisational and social work environment. Jönköping University. Available at: https://ehss.se/wp-content/uploads/2020/11/Martin-Rydell_2017.pdf [Accessed April 9, 2021].

Shahzad, F. et al., 2012. Impact of Organizational Culture on Organizational Performance: An Overview. Interdisciplinary Journal of Contemporary Research in Business, 3(9), pp.975–982. Available at: https://www.researchgate.net/publication/328027871_Impact_of_Organizational_Culture_on_Organizational_Performance_An_Overview [Accessed April 9, 2021].

Shahzad, F. et al., 2012. Impact of Organizational Culture on Organizational Performance: An Overview. Interdisciplinary Journal of Contemporary Research in Business, 3(9). Available at: https://www.researchgate.net/publication/328027871_Impact_of_Organizational_Culture_on_Organizational_Performance_An_Overview [Accessed April 9, 2021].

 

Organizations’ Management of the COVID-19 Pandemic ap us history essay help

 

Papa Johns, Case study

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Papa Johns, Case Study

Question 1

The use of technology has boosted brands like Papa John in the international market. It is apparent that the combination of quality services, dedication, willingness to grow and technology have largely contributed to increased sales at Papa Johns. Papa Johns is the third-largest pizza chain in the United States of America, behind Pizza Huts and Dominos. It has around 4,500 in America and other 44 countries. The main business interest is to establish itself well in the United States of America and then expand to other countries across the Globe.

Question 2

In the current world of business, competition is the order of the day. No one can dispute the fact that Papa Johns operates in an environment where competition is high. Big companies such as Dominos and Pizza Huts provide quality pizzas like the ones produced by Papa Johns. These Companies offer stiff competition in the market. However, the highest competition comes from companies that are producing low-cost pizzas in the market. Organizations such as Cici’s and Caesar’s are producing cheap pizzas as compared to how Papa Johns, Dominos and Pizza Huts are selling their pizzas.

Papa Johns has around 7 % of the entire fast-service sector, behind Pizza Huts with 20% and Dominos with 12%. Other competitors such as Cici’s, Little Caesar, and Pizza Inn are establishing themselves well both in the local and international markets. To remain competitive in the market, the company should therefore come up with sound strategies on how to attract a higher percentage of customers in the market and pose a threat to the competitors.

Question 3

Although Papa Johns has been in operation during the entire period when the world has been fighting the Covid-19 pandemic, their sales growth has declined due to the pandemic’s impact. The pandemic has affected the organization in various ways, such as; contact delivery has been suspended to avoid spreading the virus, and some of its franchise in some of the countries were closed due to the inability to pay the employees. However, a couple of customers are still relying on Papa Johns to get quality Pizzas.

There are various means of pursuing corporate growth after the pandemic include. One of them is coming up with strategies that would help penetrate the market, such as promotions, advertisements, and roadshows. This would help regain the image of the company and also attract new customers. The other would be to expand the market to ensure that they reach out to many people who will promote sales and revenue in general.

Question 4

Generic business strategy has got some limitations and applications. One of the main limitations and applications is that firms that use a certain generic strategy depict similar features, making it hard to differentiate them. For instance, Pizzas from Dominos, Pizza Huts and Papa Johns are of high quality and tend to have the same characteristics. The other limitation is that these companies are in a position to target customers in the market without any problem.

 

 

 

References

Boiral, O., Brotherton, M. C., Rivaud, L., & Guillaumie, L. (2021). Organizations’ Management of the COVID-19 Pandemic: A Scoping Review of Business Articles. Sustainability, 13(7), 3993.

Brazier, E., Maruri, F., Duda, S. N., Tymejczyk, O., Wester, C. W., Somi, G., … & Wools‐Kaloustian, K. (2019). Implementation of “Treat‐all” at adult HIV care and treatment sites in the Global Ie DEA Consortium: results from the Site Assessment Survey. Journal of the International AIDS Society, 22(7), e25331.

Dawson, D. L., & Golijani-Moghaddam, N. (2020). COVID-19: Psychological flexibility, coping, mental health, and wellbeing in the UK during the pandemic. Journal of contextual behavioural science, 17, 126-134.

 

The Pastor and the Spiritual Disciplines advanced higher history essay help: advanced higher history essay help

 

 

PASTORAL MINISTRY

 

My Philosophy of Pastoral Work.

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The Pastor and the Spiritual Disciplines

From a biblical perspective, it is evident that the pastor has a more significant role of being a shepherd to the people of God and the keeper of the word of God. For this reason, the pastor [1]Must show commitment to the word of God, and this includes confining himself with the truths of the Bible. The preaching of a preacher should always come from the Bible because it is God’s infallible word. This means that a pastor should not add his ideas or comments to the scripture; this means that the preacher should stick to the exposit truth of the Bible. Contrary to the Bible implies that a pastor has failed to represent good and act as a true shepherd.

The local Church’s goal is to spear the growth of the body of Christ and proclaim the message of Jesus Christ. The term ‘God-ordained’ is used to describe the means that the Church uses to proclaim the Gospel of Christ and to preach the word of God as outlined by Paul (1 Corinthians 1:21). Therefore, the point of preaching is to declare the message and word of God to a congregation. In this case, a congregation refers to people gathered in a church seeking salvation.[2]. A pastor needs to have communion with Godin order to deliver the word of God effectively. In this sense, communion refers to the ability of the pastor to pursue God in his Christlikeness. This means that there is a need for the pastors to prepare their hearts. The pastor’s preparation deals with the heart; also, it is directly linked to his heart. Hebrews (12:14) points out that we will not see God if we do not live in peace with others and strive to seek God.

Looking at the pastor and spiritual disciplines, it is evident that soul care is essential to all believers from a collective and individual perspective. Pastoring is more mental when compared to the physical view. This means that a pastor should ensure that he or she is disciplined enough to pursue godliness.[3]. From a general perspective, it is evident that the world’s spiritual discipline is a vast term. In most cases, it is clear that the word is not defined in the Bible, and thus one should be careful when defining this term.

The modern culture of spirituality is seen as the culture’s perception, a type of self-flagellation, and a matter of technique. From a narrow perspective, spiritual disciplines refer to practices in the Bible and help promote spiritual growth among the followers of the Gospel of Jesus Christ.[4]. The fact that these disciplines are in the scripture means that they are interwoven implicitly into the narratives in the Bible. The Bible commands Christians to devote themselves to prayer and reading the scriptures to attain spiritual growth. From the Bible, it is clear that the apostles in Jerusalem were overburdened by the Church’s activities, which made them appoint deacons to care for the widows. From this, it is clear that the apostles understood the most fundamental disciplines to devote themselves as leaders of the Church through ministering and prayer. According to Apostle Paul ( I Timothy 4:7), spirituality should be based on diligence and determination. Pastors can at times find themselves facing spiritual slumps, and the reason for such slumps may be due to the pastors neglecting their pastor’s life. Neglect of one’s union with Jesus Christ results in many pitfalls in the ministry, emotionally, mentally, physically, and spiritually.

Spiritual disciplines are fundamental for a pastor. Sometimes just hearing the term ‘discipline’ can conquest a pastor. Discipline is, however, a very powerful term that pastors should define and apply with care. The application should be seen in the ministry and also in the family. Therefore, the existence or lack of spiritual discipline can either break or make a pastor and his family. Pastors require spiritual disciplines in their lives to prepare the hearts of their congregations to receive the word of God. Spiritual disciplines play a fundamental role in the preparation of

Pastor as it allows them to pursue holiness for themselves even before they step to the pulpit to proclaim the word of God.

Shepherding the Flock: Nurturing the Congregation

. When we look at the early Christian church, we are able to see an outstanding phenomenon that is recorded in the book of Acts 8:1. From the narration, it is evident that the church underwent great persecution leading to the scattering of the believers throughout Samaria and Judea. However, only the apostles were left in Jerusalem and as devout followers of Christ they gathered courage and carried the body of Stephen to his place of burial. Reading further, we learn that those who were scattered went preaching the word (Acts 8:4). We learn that those who went preaching were the laity of the first century church. From the reading we learn that the apostles did not flee and from this it is clear that the roles of the leaders of the church was to teach the laity and equip them with the word of God so that the ministry of Christ could be effected via their works.

According to the Bible, it is clear that the flock of Christ needs a watchful shepherd. This is because some of the believers are momentarily enticed by distractions. Others are completely lost, and others have rebelled against God. With a shepherd’s care, new members in the body of Christ can increase their knowledge about the Gospel. Such attention helps to ensure that these new members do not deviate from their old behaviors, and in case they do, they can be reclaimed. When focusing on the idea of shepherding the flock, there are several approaches that one can put into consideration, and such approach is ‘The Church Model- C.A.R.E..’ This model focuses on shepherding’s three major areas: counsel, affirm, resource,, and equip. According to this model, counsel is that area of pastoral care that helps the congregants develop spiritual wisdom and helps people through a spiritual crisis.

On the other hand, affirm offers support and comfort in life trials. Affirms also assist people through situations such as death. The resource offers resources needed to meet the ongoing and immediate needs.[5]. Equip trains the members of the Church to meet the needs of pastoral care of the community and the congregation[6]. Another model to consider is the biblical counseling approach or the nouthetic approach. This model focuses on helping a person to become a mature and growing believer. From the two models, it is clear that every Church should have a plan to meet their local Church’s pastoral needs. That plan should put into consideration both the indoor and outdoor activities of the Church. In conclusion, there is a great chance to prepare pastors for their inevitable needs of their followers. In conclusion, extensive research should be taken on this area in continuing education for ministers and seminary training.

According to the Bible, shepherding in the church should be about tending to the needs and welfare of the body of Christ by guiding, nurturing and watching over the Christ followers. Shepherding ministry should be about teaching people about Jesus and arguging them to follow Jesus. The sheep some preoccupied and some distracted must be found and loved back into the body of Christ. Pastors have a role to play in caregiving, this means that they should be able to offer persons in need a perspective that cannot be disseminated by professional caregivers. Pastoral care should focus on caring of souls as in the context of Jesus Christ. From a holistic point of view, the minister of the word should be involved in the holistic care of the believers.

Fishing for Men: Pastoral Evangelism

From a Biblical perspective, it is clear that the preachers are called to be fishers of men. According to Christian statistics, it is evident that most of the professed Christians have never led even a single person to Christ. According to John (15:5 N.I.V.), Jesus told His disciples that He is the vine and that his disciples are the branches. The Bible tells us that we are called to be fishers of men. The new testament, specifically the four Gospel, emphasized Christian’s commission to proclaim the news of Jesus Christ, His death, and His resurrection. When Jesus called his disciples, He called them to follow Him, and this is a clear definition of followership. According to John (20:21), he showed His disciples to fish, which means that He called them to be more than just fishermen but to be fishers of men. Jesus took his disciples as they were and trained them to become leaders of the Church. He did not ask for any payment from them. This means that being fishers of men calls and calls for people to do it wholeheartedly. When Christ Jesus calls people, it is by grace, and for this reason, Christians ought to think of what Jesus males of them. According to John (21: 15-17), Jesus commanded Simon Peter to feed His lambs, shepherd his sheep and feed his sheep. Feeding here can be interpreted as quite literal. Physical provision of God is necessary. As followers of Christ, Christians should be caregivers, and they should be aware of other people’s physical needs. Also, shepherding has a spiritual implication where Christ calls Christians to guide and tend to others’ non-physical needs or those who are new to the Kingdom of God. However, shepherding should be based on the scriptures. From the discussion, it is clear that for one to become a fisher of men he should leave his life in pursuit of Christ. This means that one is called distinctly from the ungodly and not from our families or responsibilities. If you walk in darkness you cannot be able to remove darkness since you belong to the kingdom of darkness. This means that we should have influence over the world and not the world having influence on us.  Becoming a fisher calls for one to live with Christ. This means that our deeds should be associated with Jesus and we should listen to His teachings and teach others the eternal gospel. Becoming fishers of men calls for one to obey Jesus and understand what should be done to save men. We can only talk about being separated from the world by making Jesus our master.

The Bible’s Role in Pastoral Ministry

The Bible is God’s word and is central in Pastoral Ministry. The Bible should be used in ministry to show the beauty, effectiveness, and power of the word of God.[7]. This means that the Bible should be used to draw out truths, applications, and principles of the word of God. The Bible should also be used to teach the love of Christ. The love applies to our day-to-day lives as Christians. Moreover, the Bible is a useful ministry tool as it permeates and forms our relationship with God.[8]. The Bible can be used in ministry to help Christians develop a relationship with God.[9]. The Bible, which is the word of God, should be used to create and encourage praise of God. Knowing and keeping God’s word helps the Christians live a life that pleases God and helps them resist the devil and do spiritual warfare. The Bible should also play the most significant role in decision-making in Church. This means that the Pastoral ministry should be dependent on the Bible in making decisions. Decisions being made in the Church should be a reflection of what is taught in the Bible. The Bible should be viewed as a guide in Pastoral Ministry and the only reference to God.

 

Preaching the Word: Pastoral Preaching

From the modern perspective is evident that being a pastor is overwhelming. Pastors are confronted with overwhelming tasks each day. Knowing their priority is essential to enable them to meet their daily challenges. The preaching today is divided from the pastoral role.  Pastors are expected to look into people’s eyes and confront them for their sinful actions, which most of them don’t like.

The basic function of a pastor is preaching the word of God and nourishing people spiritually. Being a disciple of Christ is becoming more difficult in modern society. To overcome such challenges is to stand firm as a pastor and pray to grow spiritually. Society has many expectations about the pastors, and they are expected to stand before a congregation and encourage them. They are also expected to solve society’s problems, and they are expected to be the righteous ones. Preaching the word of God should be the main agenda of the pastor. This should be the case because; it equips people to be witnesses of Christ in the world. Currently, the task of preaching is becoming more hostile to a world that has grown to become outrageous.[10]. When the pastors fulfill the word of God by preaching, they can be able to bring out cultural change. Secondly, teaching the word of God with fidelity helps the Christians o grow spiritually. Third, preaching the word of God ensures that Christina s is best equipped to deal with the problems they face on day to day basis. The intensity of suffering made Paul seek God through preaching the Gospel of Christ. Likewise, pastors should be like Paul preaches the Bible with enthusiasm and clarity. Preaching should not appear as a spectacle; instead, it should enable people to view circumstances of life through the lens of the word of God.  Preaching the word of God also helps people who are drifting away from God to repent. The word of God is given to people for them to correct and reprove. The Bible reproves sinners via the faithful application and explanation of the text. Pastoral work should be about the proclamation of God’s word and should be about helping people grow spiritually and find comfort when they are undergoing suffering.[11]. Every pastor’s mission should be this embodiment for every Christian, for Christ commanded his people to let their light shine to others so that they may see the good works of Christ and that Jesus may be glorified.  The light that shines to a congregation is the illumination of God’s spirit in the pastor, and this can only be achieved through a union with the son of God, who is Jesus Christ. The move by a pastor to discipline himself for the work of Christ will be rewarded on the last day. The wish of Paul was to be a pastor and also to keep the faith according to 2 Timothy 4:7 as he disciplined himself to lead a congregation to spiritual vitality by having communion with Christ.

 

 

 

 

 

 

 

 

References

Ballano, Vivencio O. “The Social Sciences, Pastoral Theology, and Pastoral Work: Understanding the Underutilization of Sociology in Catholic Pastoral Ministry.” Open Theology 6, no. 1 (2020): 531-546.

Dickie, June F. “The importance of lament in pastoral ministry: Biblical basis and some applications.” Verbum et Ecclesia 40, no. 1 (2019): 1-11.

Donald A. Carson, “Spiritual Disciplines” Themelios 36, no 3 (Nov. 2011), 377-378

Hester, Jackson Andrew. “Stress and Longevity in Pastoral Ministry: A Phenomenological Study.” (2018).

Louw, Daniel J. “Divine designation in the use of the Bible: The quest for an ‘all-powerful God’(the omnipotence of God) in a pastoral ministry of human empowerment.” H.T.S. Theologies Studies/Theological Studies 76, no. 4 (2020): 14.

Robert E. Picirilli. Teacher, Leader, Shepherd: The New Testament Pastor (Nashville: Randall House, 2007), 81

[1] Dickie, June F. “The importance of lament in pastoral ministry: Biblical basis and some applications.” Verbum et Ecclesia 40, no. 1 (2019): 1-11.

 

[2] Hester, Jackson Andrew. “Stress and Longevity in Pastoral Ministry: A Phenomenological Study.” (2018).

 

[3] Hester, Jackson Andrew. “Stress and Longevity in Pastoral Ministry: A Phenomenological Study.” (2018).

 

[4] Dickie, June F. “The importance of lament in pastoral ministry: Biblical basis and some applications.” Verbum et Ecclesia 40, no. 1 (2019): 1-11.

 

[5] Hester, Jackson Andrew. “Stress and Longevity in Pastoral Ministry: A Phenomenological Study.” (2018).

 

[6] Ballano, Vivencio O. “The Social Sciences, Pastoral Theology, and Pastoral Work: Understanding the Underutilization of Sociology in Catholic Pastoral Ministry.” Open Theology 6, no. 1 (2020): 531-546.

 

[7] Hester, Jackson Andrew. “Stress and Longevity in Pastoral Ministry: A Phenomenological Study.” (2018).

 

[8] Robert E. Picirilli. Teacher, Leader, Shepherd: The New Testament Pastor (Nashville: Randall House, 2007), 81

 

[9] Robert E. Picirilli. Teacher, Leader, Shepherd: The New Testament Pastor (Nashville: Randall House, 2007), 81

 

[10] Robert E. Picirilli. Teacher, Leader, Shepherd: The New Testament Pastor (Nashville: Randall House, 2007), 81

 

[11] Donald A. Carson, “Spiritual Disciplines” Themelios 36, no 3 (Nov. 2011), 377-378

 

The Personal Codes of Ethics Concept. gcse history essay help

Personal Codes of Ethics

As a student, my personal values and principle revolve around doing the right thing at all times. They often guide me to be in the right path always no matter what others are saying. The following are some of the values and principles that guide me by the day; love for family, honesty, pursuit for excellence, personal integrity and open mindedness (Colson, 2007). At times it is important to sit down in a quiet place and just reflect on the past events. This has always helped me to remain on track and being committed towards achieving my goals. The following are some of my life commitments.

I am committed to putting my family first before anything else.

I am committed to upholding my personal integrity at all times despite the challenges that life always throws at us.

I am committed to being honest at all times, even though there are consequences to follow.

I am also committed to work hard in school to achieve my dreams of securing a better future.

The process of transforming values and principles into ethical behaviors constitute of weighing between giving guidelines as a cover up of some unforeseen situations or giving clear directions.   The following are some of my ethical behaviors that I have developed from my values and principles.

I will not change my principles to please others; I will stand up for my beliefs and values even when everyone thinks otherwise.

If I do not believe in myself and the decisions that I make, then nobody else will believe or even trust me to make sound decisions. Consequently, if I do not have confidence in the decisions that I make, nobody else will, therefore I have come to realize that before we think of impacting. someone’s life especially in a positive way, we have to start by ourselves. How do I expect the other party to agree with my advices, for example, when I am not certain if it’s the right thing to do?  My personal integrity will always my guidance while making important life decisions.

I will value human dignity and rights and will not intentionally cause harm to another human being.

Human beings are God’s creation, and they were given the ability to decide how to live their lives. Therefore, the least I could do is to respect the decisions that they make. I will take it upon myself to value and respect everyone regardless of their; gender, nationality, age, ethnicity and social status. Human beings have morals and conscience that helps them to pick good deeds over bad deeds (Jost & Wuerth, 2011). Additionally, everyone is entitled to his/her opinion, always referred to as freedom of speech. According to virtue ethics, we should work toward improving our character by using our reasons to act virtuously (Aristotle et al., 2020). Therefore, I will treat everyone the same way that I would want them to treat me. It will be unjust of me to exercise wickedness to people and expect them to repay me with kindness.

Conclusion

My personal code of ethics are meant to give me a direction, especially when I’m in a dilemma and uncertain of what to do. They will be consistent since I apply most of them in daily life; for example, being honest, exercising personal integrity among other values. They are also meant to guide me in my work place and will help me uphold the new ethical codes of conducts. will guide my resolution of ethical dilemmas (Colson, 2007). My personal ethics of conducts are recurrent since its something that I practice and reflect about everyday.

 

References

 

Aristotle, ., Ross, W. D., & In Brown, L. (2020). The Nicomachean ethics.

Colson, C. W. (2007). The line between right & wrong: Developing a personal code of ethics. Uhrichsville, OH: Barbour Pub.

Jost, L. J., & Wuerth, J. (2011). Perfecting Virtue: New essays on Kantian ethics and virtue ethics. Cambridge: Cambridge University Press.