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Creation, Evolution and Intervention, which Theory is correct
Creation, Evolution and Intervention, which Theory is correct
For many years, it has been widely debated how modern man came about. In this essay, I will explain the ideas of the three main theories: Evolution, Creation, and Intervention. I will also discuss which theory I believe and why it is that I believe it.
Evolution
Evolution, in biology, is the complex process by which organisms which originated on earth change because of changes in their environment and their function on earth. The earliest fossils ever discovered are from single celled organisms which resemble today’s bacteria. People who believe in evolution believe that for approximately 3.4 billion years these single celled organisms have changed and evolved into many different species including humans. This theory also states that humans and other species continue to evolve today and as a result of all these changes they will eventually become a totally different species then what they are now. Evolutionists believe that evolution has created many organisms spread across the globe, some of which have become extinct and some of which are the plants and animals which live today.
The theory that groups of organisms can be transformed into different organisms has been suggested many times since the early 1800s, when scientists began looking for evidence that the evolution process took place. “The most outstanding evolutionists in the nineteenth century was Jean Baptist de Lamarck, who argued that the patterns of resemblance arose through modifications of a common lineage-for example, that lions tigers and others all descendant from a cat like ancestor.” (Dickey p.42)
It had already been a widely accepted theory that different animals adapt to different modes of life and environmental conditions. Lamarck argued that physical and mental changes occurred from animal adaptations to different environments. Once the animal changed, Lamarck believed that the changes would be passed on to the offspring through genes. Unfortunately this theory was never really scientifically tested.
Charles Darwin successfully explained the evolutionary process, with his famous book On the Origins of a Species by Means of Natural Selection. In this book, Darwin stated that, in the environment organisms who have better qualities such as being faster or trail scenting are fit to survive. Consequently they are able to take the vital ingredients required by unfit organisms such as living space and food. Eventually, they kill off the unfit and unadapt. This theory is best known as, survival of the fittest, and can be summarized in the following statement. When environmental conditions change populations must change in order to be fit and thus survive.
Understanding the evolutionary process depends a great deal upon the interpretations of the fossil record, which many consider to be incomplete because many fossils cannot be found. For this reason, there are many different views about what the fossil record states. One fact that puts doubt in the evolution theory is that when a fossil appears in the fossil record it does so very abruptly, and then stays there for several years. The fossil usually does not show the gradual changes that take place in the evolution of species. For this reason, Jay Gould of Harvard University developed a “punctured equilibrium” theory stating that the changes do occur rather quicker than some believe.
Creation
“The notion of creation is defined as the production of an existing thing out of no pre-existing material”.(Dickey 237) In the bible and in other comparable ancient literature, creation is a theme used to explain how human beings came to earth. In the bible and most other creation stories from ancient religions, the universe is said to be a great mess in which order was introduced by a God. In the bible, it states that the creator cleaned up the world and organized everything such as the stars and the day from night. In many ancient cultures the stories tend to be similar and differ only in terms of places and figures.
Other ideas of creation include myths of emergence. According to the bible, earth, all of its species and the universe were created less than 10 000 years ago. The bible also stated this process took place in six days. It states that man was created when god put two humans onto the earth, Adam and Eve. The bible said that from these two people came the entire world’s population today. People who believe the bible creation story word for word are called fundamentalists.
In the 1700s, James Usher disturbed many traditionalists with his theory that the earth was probably more than ten thousand years old. What disturbed the creation theory even more was Charles Darwin’s theory of evolution. This theory states that living things are a product of less sophisticated species. Many fundamentalists refuse to accept this because it would mean that the bible was wrong, or because they didn’t want to accept the idea that we came from a lower order species. They want to believe they want to believe that god created them and they did not come about as a freak of nature. Today, evolutionists believe that the creation story is greatly flawed, and the fundamentalists believe that the theory of evolution is greatly flawed.
Interventionists
In the middle of evolution and creation is Intervention. Interventionists believe that evolution did take place and that human beings have always been evolving as the theory of evolution states. Interventionists believe that, in some point in human development, something from somewhere in the universe, possibly a superior intelligence, another species or even space aliens, bred with humans thus changing the ape like creatures into modern humans. One of the most famous interventionists was Alfred Russell Wallace who presented this theory in the mid to late 1800s.
Interventionists believe that intervention most probably took place when the most
Intelligent life was only the Homo Erectuses, A less sophisticated mammal who could walk upright. There are three major pieces of evidence for intervention: the first is the quote from the bible discussing intervention: “When the sons of god came down to earth and bore children to the daughters of humans.”(Moses p.17) This quote is straight out of a creation story many believe to state exactly how humans were created, this is why it is so compelling and makes some people believe intervention must have taken place. Secondly the fact that the speed of gradual change caused by evolution greatly increased after the Homo erectus.
Interventionists believe that “the process of evolution is too slow and gradual to account for such a rapid change.”(Dickey pg.92) They believe that the changes increased because the Homo erectus bred with a different organism giving its offspring half of its features through its genes.
What I believe
I believe that evolution did take place, because this is the only logical explanation to explain how fossils have been found in Asia and Africa of creatures that do not exist today. Many people contend that these fossils were put in these places so God could test our faith, but it is my opinion that these people want to believe something so badly that they have fooled themselves into believing this. These people only say this because there is no other explanation for fossils being where they are other than evolution did take place. These people want to believe that we are the supreme beings in the galaxy and not that we came from an unsophisticated monkey so they will do anything to prove evolution wrong. If god did exist with all the technology we have today we would be able to scientifically prove it but he doesn’t so we can’t. We can though prove scientifically how man was in fact created, through evolution and we know this from fossils.
I believe intervention took place at some point in the middle of the evolution process, but not with creatures from other planets or even with god but with a different species from our own planet, who came about from evolution, possibly a Neanderthal and another smaller less sophisticated creature. I believe this because Charles Darwin’s’ very believable theory stated that only the fit survive. Neantherthals were extremely fit. They were twice as strong as the average human and had much bigger brains. Some people believe they became extinct during the finale ice age, but they were smart so I believe they moved south to Africa and adapted to the climate. This could be done by humans and Neanderthals are considered twice as smart as us so they must have been able to do it. Once they were in Africa they bred with smaller less sophisticated animals possibly monkeys and this created the modern human. This explains why the speed of changes in the fossil record increased so dramatically around the Homo erectus stage in evolution. What has made me even surer of intervention is the quote from the bible saying “the sons of god bore children to the daughter of humans” This quote is straight from a major creation story many fundamentalists take very seriously. I don’t know how they can believe that god put man on earth when there only source for information about creation they have tells them intervention did take place.
Conclusion
Evolution, creation and intervention all are valid theories of how humans came into existence. The question of which theory is correct is up to each individual to decide. I believe that evolution does occur and this created many species but I do not believe this created modern man. I believe intervention occurred and that two products of intervention bred together in order to make the modern human.
Bibliography
1) Dickey, Norma H. Funk & Wagnalls New Encyclopedia. R. Donnelley and sons; Washington, 1985
2) Moses. “Genesis” The Holy Bible. Thomas Benson; Nashville, 1990
3)Skeoch, Alan. Focus on Society. Merrill Publishing Company; Toronto, 1988
Describe the Life of Confucius, the First Teacher When and Where Was He Born
Confucianism
Describe the Life of Confucius, the First Teacher: When and Where Was He Born? Describe His Career and What He May Have Been Like as a Person.
Confucius, also known as Zhong Ni, or, Kong Qiu was born in 551 B.C., in Zou, a village in the country of Lu. Confucius’s original name was K’ung Ch’iu. As a youngster, Confucius held imaginary temple rites, and subsequently, worked as a market keeper. He later worked as a farm worker taking care of parks as well as farm animals. He worked for a district administrator at the age of 20 years. As a youthful adult, he rapidly earned repute for politeness, fairness, and devotion to knowledge. Confucius started his profession as a teacher, frequently traveling around and teaching the small body of followers.
Confucius lived in the last half of the Chou (Zhou) dynasty, in 1027-256 BC, at a time when feudalism disintegrated in China and vice and intrigue were rampant. Confucius condemned the contemporary anarchy and lack of ethical values. He believed that the only cure was to convert the populace once again to the precepts and principles of the sages of ancient times. He consequently taught his disciples the olden traditions. His reputation as a man of character and learning and his respect for Chinese customs and ideals soon spread by means of Lu’s principality.
Describe the Central Problem that Confucius Faced. What Were the Rival Realist and Mohist Answers to the Problem? What Was Confucius’ Alternative Answer?
The central problem that faced Confucius was the problem of societal anarchy. Early China was neither less nor more chaotic than other regions. The 8th to the 3rd centuries B.C., though, witnessed a disintegration the Chou Dynasty’s influential power. Adversary baronies ruled under their own strategies. In Confucius’ time, though, the interminable conflict had degenerated from graciousness toward the unreserved terror of the era of the hostile States.
Realist and Mohist Answers to the Problem
The appliance of the Realists’ philosophy proceeded through an elaborate system of rewards and penalties. Those who chose to comply by the state were rewarded, while those who chose to disobey were punished. According to the Realists, an enlightened leader, when he formulates his laws, ensures that every eventuality is stipulated in detail.
Mohist proposed that the resolution to China’s societal problem was universal love (chien ai), rather than force. The Mohists proposed that one ought to feel consider all persons under heaven precisely as one would feel toward their own people. People should also consider other states precisely the same way as one regards their own state.
Confucius’ Alternative Answer
Confucius discarded the Realists’ answer that proposed force, on the grounds that it was external and clumsy. According to Confucius, when force is regulated by the law, it sets restrictions to peoples’ transactions, but it is extremely crude to encourage their everyday face-to-face interactions. In regard to the Mohists’ confidence on universal love, Confucius concurred with the Realists in disregarding it as Utopian. Confucius’ observed in retrospect that Mohism has the outward show of being alien, not only to Confucian philosophy, but also to the entire of Chinese civilization.
Name and Describe the 5 Key Terms Described By Smith in the Section Entitled the Content of Deliberate Tradition
The 5 key terms are:
Jen. Jen is etymologically a blending of the character for humanity and for two, names the idyllic relationship that ought to pertain among people. Variously interpreted as love, goodness, and benevolence, it is conceivably most appropriately rendered as human-heartedness.
Chun Tzu. Chun Tzu denotes the idyllic term in regard to the interactions endorsed by Jen. It has been interpreted as the superior personality and humanity-at-its-best. The Chun Tzu is the reverse of a petty individual, a mean personality, a small-spirited human being.
Li. This is the third concept, which means propriety, the way things ought to be done. Confucius considered it unrealistic to believe that people might wisely decide on their own the way things ought to be done. People required models, and he desired to direct their awareness to the most excellent models available in social history, so that all might watch, memorize, as well as duplicate.
Те. This is the fourth fundamental concept Confucius endeavored to devise for his people. Literally it meant power, particularly the power through which humanity is ruled.
Wen. This is the ultimate concept in Confucian gestalt. This denotes the arts of tranquility, in as contrast to the arts of warfare. It embraces music, poetry, art, the summation of culture in its spiritual and aesthetic mode.
Is Confucianism an Ethics or Religion? Explain.
Whether Confucianism is an ethic or a religion would depend on how one may define religion. With its Confucianism’s close attention to individual behavior as well as moral order, it approaches existence from an unusual angle than other religions do. Nevertheless, that does not automatically exclude Confucianism religiously. In the event that religion is considered in its broadest sense, as a lifestyle woven around people’s definitive concerns, then Confucianism would clearly qualify as a religion. Even when religion is considered in a narrower perspective, as a concern to sustain humankind with the transcendental position of its existence, then Confucianism would still be a religion, though a muted one.
Creation of Competency Framework
Creation of Competency Framework
Andrea Y Reid
Touro University Worldwide
areid4040@aol.com
The DrewNet Group, Inc., goal is to be in alignment with other companies in the industry by creating a competency-based culture that will properly align employees within the organization with the skill set. A competency-based organization that creates specific skills that is capable to apply or use a set of related knowledge, skills, and abilities requires to successfully perform “critical work functions: or tasks in a defined work setting. The Competency-based practices utilize a competency framework to align the strategic objectives of the organizations with its key HRM business processes.
Scenario:
You have been hired as the Director of Human Resources / HR Business Partner by a company
that has posted large financial losses over the last three years and that is struggling to stay
competitive. Employee morale is at an all-time low. The CEO of the company believes there are
problems that exist in all areas of the company in terms of efficiency and effectiveness, and
wants you to identify deficient areas and begin to develop an action plan to help turn the
company around and improve organizational performance
Written Standards:
The reputation of DrewNet Group, Inc., and its subsidiaries (“DrewNet)” or the
“Company”) is based on the conduct, integrity, and abilities of our colleagues. The Company
expects all its colleagues to share its commitment to high ethical and legal standards and to
avoid any activities that could involve the Company or its colleagues in any real or perceived
unethical, improper, or unlawful act. As used in this in this competency-based procedural documentation, the terms “colleague” and “employee” shall refer to all colleagues (including all employees of the Company), as well as the officers and, as applicable, directors of the Company, unless otherwise indicated. The Competency Framework for DrewNet Group, Inc., is a means by which the organization will communicate which behaviors are required, valued, recognized, and rewarded with respect to specific occupational roles. It will ensure that the employees in general have a common understanding of DrewNet Group, Inc. values and expected excellent performance behavior.
Evaluation of Existing Levels of Competency
What core values and principles exist that will influence employee’s actions and the choices they make? There should be ethical standards that are based on the standards of conduct for the organization and are to be upheld by all staff. A thorough review of the functional competencies which are defined by duties and responsibilities assigned assumed by staff members for a given job. Based on the job complexity and level of responsibility, and the seniority of the occupational role, an average of three to five functional competencies are assigned to a given job. Clear expectations will need to be set, and employees are guided as to how they can assume and reinforce behaviors in line with the organization’s mission, culture, and goals. The various facets of HRM can be integrated, enhancing consistency in HR planning, recruitment, learning and development, and performance management, and thereby contributing to the streamlining of HR operations and ultimately to efficiency gains. Will need to address skills gaps, strengths are further developed and requirements for career progression will need to be clarified. There are several components of competency that could be applied in improving the current culture of the organization. One could be self-awareness which is the ability to recognize and name personal emotions. Another is self-Management which is the ability to regulate behavior so that specified goals are achieved. Another is responsible decision-making as it related to the principles of the organization.
Review of Current Climate in the Organization
I have scheduled meetings with each department head to obtain an understanding of the issues within their respective teams. It is also an opportunity to determine whether each department leads really have a true temperature of the team they are tasked to manage. Often departments leads are promoted or hired for a role, but they lack the applicable skills to manage a team properly and effectively. Leadership skills must be taught, it is not something typical inherent due to a title, it is a learned skill that and should be reviewed on an annual basis as trends within an organization change with growth and technological advancements. As part of this process I would also create a short survey to determine if the department leads are aware of the organizations mission statement, corporate vision and vision statement and if they feel that they are adhering and enhancing their team to be in alignment with the organizations mission. The survey would provide a high-level understanding of the areas of concerns for department leads.
In addressing the morale issue, it would be beneficial to also get a pulse of the employee’s issues by having them also complete a survey. This would also allow the Director of HR to better understand what factors are breeding the areas of concerns within the organization.
After the meetings and the surveys have been thoroughly reviewed and data documented the Director of HR has determined that CEO’s concerns are valid. Majority of the department leads were not fully aware of the organizations mission statement, corporate vision, and vision statement. While some department leads were aware of the concerns of their teams, they either lacked the knowledge in how to correct/address the concerns or simply didn’t feel motivated by the leadership that they could step outside the box and address the issues and determine solutions to change the climate within the organization. The employees were split in their feedback in that some felt that their skills where not being used properly within the organization, or that they were not allowed to share ideas to improve processes that were not working or needed improvement. Some employees felt that there was inadequate training being provided to allow the opportunity for progression and growth within the organization. Finally, but not least the Director of HR must ensure that while we have reviewed the staff, we also need to take a comprehensive and honest look at to what if anything has the CEO done or not done that has allowed this disconnect to continue and impact the efficiency and competitiveness of the organization.
Overall, it will be necessary to create a competency model that will adhere to the organizations overall mission as well allow the organization to grow and stay competitive in the industry.
Initial Plan in Creating a Competency Framework
Working with the departments leads the Director of HR would create a competency framework which would outline the behaviors that will be required, valued by the organization, and rewarded with respect to specific occupational roles. It will ensure that all employees have a complete understanding of the organization’s values and expected performance behaviors.
It would be necessary to create a set of competencies for each role in each department, that would showcase the values, behaviors, and requirements of the organization.
In order to correct the climate in the organization we would evaluate each employee individually within their respective departments then document their skill sets, areas of skills that require improvements and potential growth possibilities. Once this process is completed the Director of HR and the department leads would meet to discuss and determine which members of the team will need to be realigned so we are allowing employees to be in roles that showcases their skills and that allows them to be contributing members to the team and ultimately the organization. Once the alignments of roles have been accomplished, each department would be slated for team building sessions in which there would be specifically designed training sessions that would allow the team to develop and work as one cohesive unit. On going training would be a crucial element of the competency framework. The alignment of roles would also be a tool that would be instrumental in creating and developing an improved recruiting process and subsequently ensuring that future hires are placed in the best roles for not just the employee’s benefit but for the organization’s growth and development. Developing a performance evaluation process that looks at all aspect of the employee’s performance over a period with incentive programs such as quarterly recognition awards will go a long way in resolving the moral issue within the organization. The department leads will also be required to participate in team building sessions that will provide interactive instructions on how to be an effective leader. Leadership comes with its own issues and learning curves, it is not sufficient to be a figure head but rather leaders should know the details of the teams they manage so they can foresee areas within the team that needs improvement before the issue escalated and impacts the entire organization.
Conclusion
Organizations that do not create a mission statement, corporate vision and vision statement that is documented and included in the company’s website and onboarding process has the potential to be detrimental to the organization’s longevity and growth potential. Creating a competency framework is a huge project, that may require the use of an outside company to ensure that you establish the skills, attitudes and behaviors employees need to effectively do their job well. However, the investment of time and money in creating an organizations competency framework will be beneficial in the long term and be instrumental in the expected growth of the organization. When you consider that for an organization to remain in business they must be forward thinking and always anticipating future trends in their specific industry to be able to remain relevant. When you look at the technological advances that have developed over the past 10 years it is clear being relevant, innovative, and willing to take risks are factors that an organization will need to include in their competency framework.
References
Barker, Kimberley, PhD,M.B.A., R.O.D.C. (2020). Creating change and cross-cultural competence while conducting business on the global stage. Organization Development Journal, 38(3),
Cahogfan. (2010, November 23). Competency models introduction.f4v [Video]. YouTube. https://www.youtube.com/watch?v=UyxLP9-GrGM (5:01)
https://www.indeed.com/career-advice/career-development/competency-framework
Mee-Yan Cheung-Judge. (2020). Organisation Development Core Principles, Competency, and the Way Forward? Organization Development Review, 52(3)
Sedra, M., & Bennani, S. (2020). Competency based approach: Modeling and implementation. International Journal of Emerging Technologies in Learning,