Relationship Between Economic Woes and Having Children

Introduction It is quite obvious that people always make adjustments in relation to the economic situation at a given period of time. In this case, people can limit their spending as a result of economic woes because they will not be able to take care of their needs effectively. As far as this article is concerned, people are not ready to have children because they fear that they will not cater for their needs well.Advertising We will write a custom article sample on Relationship Between Economic Woes and Having Children specifically for you for only $16.05 $11/page Learn More This has been brought about by the current economic woes that are facing the country. As much as most of them are earning, they fear that their income is not enough to support a family and that is why we have seen a drop in couples who want to have children. This indicates that women who are capable of having children are delaying because of the economy. Marriage rates have also st alled because individuals are not ready to support a family with the current economic situation. Discussion There is a very big relationship between economic woes and having children. It is quite obvious that a child has to be supported by his/her parents and this can not be well catered for if the parents are not in a better position. The great depression has given women an opportunity to delay having children because they can not guarantee them good life. A perfect example is a woman like Melissa Thompson who is always forced to put off having a family because of financial stress. People should first of all feel financially comfortable before they can commit themselves to other needs and that is why we have seen this correlation between economic woes and having children together with fertility. We can explain this scenario by looking at consumer spending in relation to the economic situation at a given time (Fortura, 2005, p. 42). As far as the macroeconomic level is concerned thi s whole issue revolves around aggregate demand in the economy. From the article, change in fertility and economic indicators are closely related and that is why all this aspects can be evaluated from an aggregate demand point of view. In this case, we can say that people are not ready to cater for more expenses because of their current economic situation. This means that couples are not ready to spend more on a baby because they do not have enough income for such. As a matter of fact, the economy’s aggregate demand has been seriously affected by economic woes. Personal consumption revolves around demand from households and in this case, they are not ready to spend more on babies or family (Fortura, 2005, p. 53). This whole interrelation can be described by the function below. AD=C+I+G+(X-M)Advertising Looking for article on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Conclusion The fertility rate fell by 4% and this is because individuals and families are not ready to expand their families. All this is related to spending and demand because if they could have been in a position to spend, they could have had babies. This point is reinforced by the fact that women admitted that the economy has been the major issue as far as having babies is concerned. Pregnancy brings financial worries and that is why it is quite obvious that if we don’t have enough money we will always be cautious to spend. Our marginal propensity to consume is highly related to our disposable income and this will depend on the state of the economy. In conclusion, we can say that raising a child comes with costs and that is why families are not ready for this as long as economic woes are still persistent. Reference List Fortura, P. (2005). Exploring Economics. New Jersey: Prentice Hall. This article on Relationship Between Economic Woes and Having Children was written and submitted by user Dayton Bruce to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Major Types of Relations in Organizations

Major Types of Relations in Organizations The concept of employee relation is both a philosophy and practice that has been embraced for long. It is a philosophy in the sense that it motivates employees to perform better in organizations. As a practice, it has been used by organizational managers to initiate processes that tend to boost productivity (Armstrong, 2008, p.195).Advertising We will write a custom essay sample on Major Types of Relations in Organizations specifically for you for only $16.05 $11/page Learn More The practice and philosophy of employee relation is best put under the philosophy of Human Resource Management. Hence, the model in Human Resource Management that constitutes the concept of employee relations include self drive for strong commitment that focuses on winning the hearts and minds of employees (Armstrong, 2008, p. 195). As a matter of fact, employee relations explore the nature of relationships that exist in organizations. There are three major types of relations in orga nizations that are closely related to employees. These are employer-employee relations, employee-employee relations and employee-work place/organizational relations. Components of Employee Relations There are myriad of essential components that constitute employee relations. These include performance management that is aligned with the goals and objectives of an organization, significances attached to employees in organizations, tactics of administering the performance of employees, the link between performance of employees and rewards in addition to job design. Finally, discipline of employees and employee counseling are also vital components in employee relation. According to Gennard and Judge (2005, p. 14), anything that pertains employee relations must consider management aspect of solving problems that are identified among employees. This management must be designed in a way that it captures the tacit knowledge of the employees and how this can be transited to the organizationa l performance. However, the overall interests of the organization, which to some extent are the interests of the employer, must be looked into (Gennard Judge, 2005, p.14). Theoretical framework of employee relations The concept of employee relations is like a survey on what motivates the employees. Zagelmeyer (2004, p.20) points clearly that employee relations or workplace industrial relations must be determined by the governance structures. Therefore, the theoretical framework of employee or industrial relations must look at the determinants of structures of governance of the organization (Zagelmeyer, 2004, p.19).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More There are two major theories that helps understand the concept of employee relations. These are the Employment Relationships System (ERS) theory and EIR theory The ERS theory According to Kaufman (2004, p.62), the Employm ent Relationship System looks at the integration of various systems in the work place. Essentially, it is an implication that goes together with the importance attached to labour in the organization. Kaufman (2004, p.62) adds that the theory is qualified by the principles of sociology and psychology. These form a central understanding of the relationship needs of the employees and then predict the outcome or performance of the employees in the organization. The theory teaches that the nature of relationships in various systems in the organization; that is, the employee, the work place and the employer dictate the kind of behavior exhibited by the employee, and it is essential for employee performance in the organization. The EIR theory This theory combines two understanding of workplace relations namely the Employee relations (ER) and Industrial Relations (IR) hence EIR. According to Townsend and Wilkinson (2011, p. 13), the EIR theory helps in explaining, understanding and predicti ng the constituents and configurations of Employment Relationship System plus various observed behaviors in the employees. This theory seeks to put causal relationships between two things which can be named as A and B. The A in this case can be an independent variable and as pertaining employee relations, this could be the conditions in the workplace. B is a dependent variable, and as per this discussion, these are the behaviors and performances that come as a result of conditions in the workplace. The changing nature of Employee Relations Employee relation is a concept of human resource management. Jenkins (2002, p.11) notes that the overall policy of human resources has changed along, and these mostly concerns modifications in how personnel in the organization is managed. Even before the concept of employee relations was conceived, there existed the industrial relations. Therefore, the concept and understanding of employee relations is bound to change over time. Jeff and Ian (1996 , p. 36) note that line managers should be well equipped in the management of employees relations because change is in the offing. The classical styles of managing relationships in the organization are slowly becoming obsolete and it is possible that the current practice would be overhauled soon.Advertising We will write a custom essay sample on Major Types of Relations in Organizations specifically for you for only $16.05 $11/page Learn More There are a number of factors that are influencing this change. Globalization has influenced a lot in how relationships in the organization are to be managed. This is because the world has become small and there is a need to employ internationally recognized practices in management of relationships in the organization. The increase of bargaining power in management of organizations has also made it compulsory for line managers to change their approach to employee relations and human resource management in general (Jeff Ian, 1996, p. 36). A need to put quality and enhanced productivity may also compel organizations to change the way they approach management of employees in organizations. Indeed, employees ought to be motivated so that they can improve organizational performance. Employee Relations in the United Kingdom The concept of employee relations has taken varying dimensions. However, the concept should be put in to the account of major actors such as diverse scenarios and complex environments. As well, there is a need to look at the wider area of employment relationship instead of just focusing on industrial conflicts. However, the most important aspect of employee relations is practice what is recognized internationally as ideal practice. In the United Kingdom, the concept of employee relations is put under four major areas namely; Social, Economic, Political and Legal. In understanding employee relations in the UK, the roles of Trade Unions must be looked into. Role of Trade Unions Trade Unions are very critical when it comes to management of employees in any kind of organization. In United Kingdom, the trade unions represent the interests of the workers in the country. They do this by use of political bargaining and collective bargaining tools. According to Gennard and Judge (2005, p.73), United Kingdom has a trade union which has become accepted by the majority of the employees in the country. However, the year 2003 was not a good year for the trade unions in the country and this had an adverse effect on the trade union. For example, Gennard and Judge (2005, p.73) note that autumn 2003 had the membership of the unions fall by 7.068 million. In the UK, the concept of employee relations is like a marked split between the traditional industrial relations or public sector and the modern methods that go with the private sector.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The trade unions are mostly applicable for employees in the public sector and the private sector has non-union employees. The United Kingdom has issues that pertains employee relations. According to Dickens and Neal (2006, p. 49) notes that employee relations has become a legislative issue in Australia. It is also imperative to note that the latter challenge appears to be a growing problem all over the world. Public sector in UK and employee relations The public sector in the United Kingdom has the employees who are enrolled in trade union. In the United Kingdom, 70% of the employees are in the public sector with only 30% being in the private sector (Blanpain, Bamber Pochet, 2010, p. 30). The public sector has a better collective bargaining as compared to the private sector and actually 45% of people in organization s in the country have their salaries and pay influenced by collective agreements. However, even with the existence of trade unions and legislations, the country has had notorious attitudes towards industrial relations and generally employee relations. However, the attitude has become enhanced. The situations changed from the year 1980 and the country has had one of the best standards in employee relations. There was even a legislative Act of the year 1999 which was named as Employment Relations Act. This Act proposed a change in management of trade unions and put a strong recognition of their roles in the management of employees. Global economic difficulties and response in management of employees Blackett and Levesque (2009, p. 78) note that the difficulties that have come with global recessions of the year 2009 and other negative global economic issues have affected the management of employee relations. The issues have changed the approaches of the public sector and private sector when it comes to management of employees. In the United Kingdom, the global economic difficulties prompted responses from both the private and public sectors. For exam ple, the private sector in the country had to cushion the employees from the effects of the recession. The City council in Manchester had to sanction what it called a top-up minimum wage. Each worker was to be paid  £6.75 per hour as the minimum wage. However, the private sector had different approaches; for example cutting off of some enjoyment packages and allowances. Conclusion In summing up, it is vital to reiterate that employee relation is indeed an integral and inseparable component of organizational performance. In addition, there are various theories that have been employed in creating thorough understanding of how employee relations impact organizations on a day-to-day basis. For instance, the Employment Relationship System explores and integrates various systems and structures at workplace. It has a very close tie to the value attached to human resource in any organization. Secondly, the EIR theory of employee relations attempt to address both Employee relations (ER) an d Industrial Relations (IR) theories that affect employees in various workplaces. These two theories have been instrumental in shedding more light on how employees and organizations interact on a day-to-day basis. Management of employees in an organization is an important aspect of organizational administration. In the absence of employees, the expected returns by employers may never be realized. Hence, there are three crucial relationships that must be looked into namely employer-employee relationship, employee-employee relationship and employee – work place relationship. The concept of employee management in United Kingdom is an important aspect. However, it is the role of trade unions especially in the public sector that attracts much attention when managing employees. References Armstrong, M. 2008. Strategic Human Resource Management: A guide to Action. London: Kogan Page Publishers. Blackett, A. Levesque, C. 2009. Social Regionalism in the global economy. New York: Tayl or Francis. Blanpain, R., Bamber, G. Pochet, P. 2010. Regulating employment relations, work and labour laws: International comparisons between key countries, Bedfordshire: Kluwer Law International. Dickens, L. Neal, A.C. 2006. The changing institutional face of British employment relations. Bedfordshire: Kluwer Law International. Gennard, J. Judge, G. 2005. Employees’ relations. London: Chartered Institute of Personnel and Development. Jeff, H. Ian, C.1996. Change in Employee Relations: Can Line Managers Deliver? Management Research News, 19 (5), 35-37. Jenkins, A. 2002. Employment relations in France: Evolution and innovation. London: Kluwer Academic Publishers. Kaufman, B.E. 2004.Theoretical perspectives on work and the employment relationships. Illinois: Cornell University Press. Townsend, K. Wilkinson, A. 2011. Research Handbook on the future of work and employment relations, Cheltenham: Edward Elgar Publishing. Zagelmeyer, S. 2004. Governance structures and the emp loyment relationship: Determinants of employer demand for collective bargaining in Britain, London: Peter Lang publishers.

New Organizational Forms - Innovativeness To Attain Competitive Essay

New Organizational Forms - Innovativeness To Attain Competitive Advantage - Essay Example Clegg, Kornberger, and Pitsis noted that more and more companies are embracing new organizational forms. The new forms, as Clegg et al. explain, are readily replacing reliance on market oriented governance arrangements and embracing stronger centralization and joint decision making approaches. Organizations are rapidly changing their operations towards larger customer oriented units and relying on a rich set of integration mechanisms within these entities. This largely results in different forms of internal hybrids that enhance lateral sharing of individual and organization knowledge, aimed at achieving economies of scale and scope. Similarly, as Green elaborates, companies through the HR have to strategize on setting a single set of metrics to gauge all the manpower, in ensuring effective integration of these business units as businesses reshape into a larger customer oriented units according to the global business environment. Weber’s bureaucracy theory presents the best sce nario of the new organizational forms. Clegg et al. (2012) note that Weber’s bureaucracy theory requires that jurisdictional areas be well specified with activities that are well distributed as personal official duties, whereas the traditional approach requires activities to be delegated by the leader and can be changed at any particular time. In addition, Weber noted that officials in the organization have to be chosen based on technical qualifications, appointed and not elected, and well compensated to motivate them to perform.

Who Are the Spellbinders Identifying Personal Attributes of Assignment

Who Are the Spellbinders Identifying Personal Attributes of Charismatic Leaders - Assignment Example ll need much more; they must put in more effort and have a better understanding of the organizational behavior, which, in the long run, increases the company’s performance. The thing that inspired me about the article is the fact that the author refers charismatic leaders to spellbinders, meaning that such leaders have a magnetic personality and vibrant speaking and communication skills, which inspire the people following them to attain greater levels of success and better performance. This is a powerful article that researches more about leadership, and especially so charismatic leaders. Jung and Sosik (2006), suggest that although numerous researches have been done about leadership, not much has been done to understand fully the difference between a regular leader and a charismatic one. The research revealed that charismatic leaders are more respected. This is because they possess a kind of drive that is not found in just any leader. Such a leader is outstanding, and their performance outdoes that of many other leaders. This is true even in an organizational setting, whereby a company that enjoys the leadership of a charismatic leader attains its goals and succeeds in their endeavors. The main conclusions of this research were as follows; a comparison was made between managers who have high against those who have lower ratings of charisma in leadership. The outcome was outstanding. The results showed that the popular thought that charismatic leaders tend to work harder are self-motivated, and self-monitors are true. Jung and Sosik (2006) concluded that managers who keenly participate in impression management and had more motivation about self-actualization was regarded as a charismatic leader. On the other hand, the two groups showed a common interest in their attitude towards change. It was surprising to note that even leaders who are not termed as charismatic were seen as agents of change, because it is an attribute that has been widely associated with

Evaluaring Strategies Essay Example for Free

Evaluaring Strategies Essay The final results of any corporation can be measured in financial terms (profit, revenue growth, etc.) The authors of the HBR article on the use of a balanced scorecard recommend that the scorecard be used supplement these traditional financial metrics with performance measurement criteria relating to the perspectives of customers, internal business processes and learning and growth (Kaplan Norton, 1996). Since it is not possible to execute what you cannot measure, the balanced scorecard is a strategic management system that helps to measure and focus a companys strategy. The scorecard was devised to complement financial measures. It enables companies to track financial results while, at the same time, monitor progress of the mechanisms that are needed future growth. The problem with traditional management systems is that there are not able to link a companys long-term strategy with its short-term actions. So while financial measures are essential on the short-term, with the scorecard approach, they do not become the sole indicators of a company’s progress.   The scorecard introduces four new management processes that provide an avenue for the linkage between long-term strategic objectives and short-term actions. These are: Translating the vision Communicating and linking Business planning and Feedback and learning Translating the vision This process helps managers translate the organizations vision statements and strategy statements into an integrated set of objectives and measures that illustrate what drives long-term success. This process is necessary because some of the generalized statements of purpose (like â€Å"best in class†, â€Å"empowered organization†) defined by top management may not mean much in an operational sense to those tactical managers and operatives who need to carry out the mission in their day-to-day activities. Communicating and linking This process allows managers communicate their strategy upwards (to their superiors) and downwards (to their reports/subordinates) link this strategy to departmental and individual objectives. Since departments are typically evaluated by their financial performance, and individual incentives are tied to short-term financial goals, this process ensures that all levels of the organization understand the long-term strategy and aligns both departmental and individual objectives with it. Business planning Business planning is that process which ensures that business and financial plans of the organization are integrated. The prevalent occurrence of change programs in today’s organization makes it difficult for managers to integrate these initiatives with the strategic goal. However, when the scorecard approach is applied towards allocating resources and setting priorities for meeting the change initiatives, such programs can be coordinated in such a way that they line up with the overall strategic goal. Feedback and learning The authors postulate that this process gives companies the capacity for strategic learning. The scorecard enables companies to modify strategies to reflect real-time learning by evaluating strategy in the light of recent performance. By translating the vision, executives can come to such consensus as to what services and products will best stimulate growth or what customer segments to place emphasis on. The specifics of this translation will help the employees realize the vision. Applying the process of communicating and linking may result in managers understanding how business re-engineering initiatives may lead to fulfilling the goal of on-time delivery to clients. Business planning processes can include the integration of the results of budget sessions with those of strategic planning sessions and ensuring that the budget supports the strategy. Feedback and learning processes give the organization the ability to produce Chris Argyll’s concept of â€Å"double-loop learning†.   The concept suggests that cause-and-effect relationships can be identified when linkages are measured based on results from in the first 3 processes (Translating the vision, Communicating and linking, Business planning). Such relationships could result in findings such as that there are correlations between employees morale and customer satisfaction. In summary, it is important to control the short-term measures of financial performance of a company as well as longer-term parameters as learning and growth, internal business processes, and customer satisfaction for proper alignment between the overall strategy of the organization with its subsequent realization. Where such introspection is actively pursued by the organization and it results in projects like business re-engineering, marketing strategies and increased customer satisfaction, all in alignment with the organizational strategy, the end-result will cause a synergy that leads to improved financial results. REFERENCE Kaplan, R. S., Norton, D. P., (1996). Using the Balanced Scorecard as a Strategic Management System. Harvard Business Review, 74(1).

American Honda Motor Corporation :: Essays Papers

American Honda Motor Corporation Honda Corporation and U.S. Markets After investigating the U.S. market and getting positive feedback, Honda exported over 50,000 CR-Vs to the U.S. in 1997. The target markets for this sporty looking new CR-V were consumers between the ages of 23 - 34, referred to sometimes as generation X. At $20, 000 however, in comparison to its competitors who offer vehicles at a cheaper cost, one might ask the question - why such a high price tag? An article on generation X from demographics.com sums the answer to this question up nicely:  § 54 percent of Gen Xer's have established a financial plan  § 88 percent want investment advice  § 46 percent already own mutual funds  § Population size of 44 million and growing The increased use of information technology in today's economy also creates an environment that facilitates better-informed decision-making. The internet, a powerful source for information is more than readily accessible. For instance, instead of watching 30-second commercials on television, generation X can tap into the net and spend as much time as they need researching products before making a purchase. As a result, generation X is better educated than previous generations and has more disposable income. They value quality more so than ever before and basically look for products that work for them. Economic forces that will impact Honda To continue selling record breaking units Honda will have to keep in touch with the needs of its changing customer base. For instance, the fastest-growing states, metropolitan areas, cities, and countries were concentrated in the South and West, according to the Census Bureau.  § The states whose population rose the fastest between 1996 and 1997 were Nevada (4.7%), Arizona (2.7%), and Georgia and Utah (both 2,1%). Meanwhile, Las Vegas, was the most rapidly growing metropolitan area from 1990 to 1996, with a 41% population increase, followed by Laredo, TX (33%), and McAllen-Edinburg-Mission, TX (29%).  § The story for cities was much the same. Among those with more than 100,000 people in 1996, the fastest growing from 1990 to 1996 were Henderson, NV (88%), Phoenix, San Antonio, and Houston. Each gained more than 100,000 people during this period.  § According to projections, the U.S. population in 2050 will have risen to about 394 million mostly in part due to increasing ethnic groups. Significance of these trends In 1997, an estimated 26 million persons, or nearly 1 in every 10 residents of the United States, were foreign born, the highest level since 1930.

Buddha & religions

As we come to know it, there are five major religions in our world. For centuries, these five religions, namely Christianity, Hinduism, Judaism, Islam, and Buddhism have dominated and influenced the world and its views in life, death, heaven, and earth. Now, the writer wishes to state on this paper the different key terms, main arguments, and assumptions of one of the most revered faiths on earth. But before anything else, perhaps we should go through an overview of the history of Buddhism and its founder. The general history of Buddhism started around 566-486 B. C.The traditionally accepted founder of Buddhism is a man named Siddhartha Gautama. Around 486 B. C. , the first Buddhist Council at Rajagaha was formed. It is where the Buddhist Canon, as it still exists today was settled and preserved through oral tradition. Through the passing of centuries, different forms of Buddhism were developed and propagated throughout distant lands. One of the important highlights of the religionâ €™s history is the founding of the Dalai Lama lineage of the Tibetan Buddhism during the 15th century (â€Å"A Timeline of Buddhist History: Major Events†).Today, Buddhism continues to thrive and according to Wikipedia, most estimates put its number of followers at around 310 million (Jones 2006) In relation to the founding of Buddhism, it is a widely accepted fact that Siddhartha Gautama is the founder of Buddhism. Born in luxury, Siddhartha was the son of a king hence making him prince. At the age of 29, Gautama left his palace to view his subjects. However, what he saw was despair that depressed him so. So one night, he escaped from his palace to live the life of a mendicant.Thus started the Buddha’s long and fruitful life and the creation of the different principles and beliefs that would guide the ideology of Buddhism and influence world history (â€Å"Gautama Siddhattha Buddha†). An event that triggered Gautama’s quest for the truth is the one t hat happened when he left the palace at the age of 13. After seeing the four sights, which namely are an old man, a man with a disease, a corpse, and an ascetic, he became convinced that suffering in this world is inescapable and even all the riches of the world cannot add up to make a man truly happy and in peace (â€Å"Gautama Siddhattha Buddha†).It is also Siddhartha’s experience that meditation alone cannot ease all the anxieties in a man’s mind. After studying with two teachers on meditation, he was not satisfied so he left. He realized that the only way to detach you from all the pain and suffering in this world is through overall tranquility. Buddha is also credited as the creator of the Four Noble Truths. The first of these noble truths is the Noble Truth of Suffering. According to this truth, life is full of suffering such as pain and grief.Even in other religions, they share a common ground; that life is full of torment. According to the Second Noble T ruth, which is the Truth of the Arising of Suffering, the agony that people experience is due to the Threefold Craving. The Threefold Craving, on the other hand, is what brings beings from birth to rebirth accompanied by lust and joy. These three craving are the sensual cravings, and the cravings for existence, and wealth and power. The Third Noble Truth, according to Buddha is the Noble Truth of the Cessation of Suffering.According to this truth, there is a way for suffering to stop and that is by giving up the Threefold Craving. And lastly, the Fourth Noble Truth is the Truth of the Path Leading to the Cessation of Suffering. It is in this Noble truth that the Eightfold Path is presented. This path is also known as the Middle Path because this path does not commit to the two extremes of self-mortification and sensual pleasure (â€Å"Gautama Siddhattha Buddha†). The Eightfold Path, or the Middle Path, is the principle that guides the followers of Buddhism in eliminating all suffering from his life.The Eightfold Path is divided into three sections. The first section is called Sila. Sila pertains to the wholesome physical actions. Sila also stands for morality and refraining from objectionable actions of the body and speech. Included in Sila are three of the eight parts of the Eightfold Path. The first one is the Right Speech. In this right, the person should speak in a pleasant, truthful way. The second is the Right Actions wherein the person is taught to do good actions and to avoid doing things that may hurt or harm others.The last part of this section is the Right Livelihood. In this right, the follower should always choose a means of livelihood that does not harm anyone including himself straightforwardly or not. The second section of the Eightfold Path is called Samadhi. Samadhi, according to Buddhism, is the mastery over a person’s own mind. Included in this division are another three rights of the Eightfold Path. The first of these three i s the Right Effort or Exercise. This right concerns itself to the effort of the follower in improving his self.The second in this section is the Right Mindfulness or Awareness wherein the mental ability to perceive things with clear consciousness is emphasized. And the third one on Samadhi is the Right Concentration or Meditation. It is in this right that awareness of the current reality that happens on self is realized. The absence of craving or aversion is also included in being aware to the reality in one’s life And lastly, the third section of the Eightfold Path is called the Prajna. Prajna is mainly concerned with wisdom that purifies the mind.The last two rights of the Eightfold Path is included in this section. The first of the two is the Right Understanding. This right teaches that one should reality as what it really is and not just how it appears to be. The last of the rights is the Right Thoughts. In this right, an alteration in the pattern of thinking is taught. D ifferent ways of interpreting the Eightfold Path exists. Some people believe that it is a series of progressive stages. This interpretation stresses out that the mastery of the first right will lead to the beginning of the mastery of the next right and so on.Others believe that the Eightfold Path and its rights should be developed simultaneously (â€Å"The Eightfold Path†). According still to the Buddhist faith, Samsara is the cycle of birth, suffering and agony, death, and rebirth in which humans are bounded. But once a man becomes successful in grasping the Four Noble Truths and in following the Eightfold Path and eliminates all cravings from his life, it is when he experiences Bodhi. Bodhi is the awakening or enlightenment felt by Buddhas. It is also the time when greed, hate, and delusion are eradicated.In addition to this, it is also the time in which Nirvana or â€Å"highest happiness† is attained. These are only some of the basic principles held by the Buddhist faith. The teachings and beliefs of Buddhism are too many to be mentioned in this paper. However, this paper wishes to analyze some of the beliefs of the aforementioned religion. As a world-leading faith with hundreds of millions of followers, Buddhism has influenced not only the faith of multitudes but world history as well. Aside from these, Buddhism has also played a part in the development of oriental art and architecture.One of the strengths of the Buddhist religion is that their followers are not afraid to show that they are devoted to their belief. And being devoted to their belief has its own advantages. Because these followers adhere to their principles, it becomes better for them to be guided in their everyday lives and decisions. However, being too much devoted to the faith has its own disadvantages. Some people become too dependent on the principles that it starts to interfere with their normal lives.However, we cannot comment on that issue since it is their own choice a nd therefore are responsible for their own actions. In Buddhism, there are no recognized gods but there is the Buddha or enlightened beings. In the teachings of Buddhism, it is emphasized that in able to reach true happiness, one must live a simple life. This life that they would live should be one of humility and righteousness. Only then would they achieve nirvana. In parallel with other faiths, especially in Christianity, it is also stressed out that in able to attain salvation, one must live in truthfulness and simplicity.So this is why Christians, especially the Roman Catholic and Greek Orthodox Church have their own monasteries where people could live in seclusion; far from all the temptations and sins of the Earth. It might be said that most religions, particularly the five leading ones, share the same principles of the need to do good to others and live in humbleness in able to attain salvation. Others believe that the foundations of Buddhism are vague and inaccurate. And sti ll others criticize them for their unique nature.But let us all remember that even though we share different faiths and beliefs, even though we are separated by cultural and spiritual diversity, some principles are still being shared. And one of those principles is to do the right thing and to never cause harm to anyone. I, as the writer, personally adhere to the belief that we should have religious tolerance. As long as our beliefs do not interfere or cause harm to anyone, then we should free to worship and believe what we desire. And above all, respect is what is needed in a society that prejudices and criticizes what they perceive as odd.In spite of everything, we are all, in the broadest sense, humans, and therefore, equal. Works Cited â€Å"Gautama Siddhattha Buddha. † 12 Sept. 2007 . Jones, Judy, and Wilson William. â€Å"Religion†, An Incomplete Education. 3rd ed.. Ballantine Books, 2006. â€Å"The Eightfold Path. † 2000. About, Inc. , A part of. 12 Sept. 2007 . â€Å"Timeline of Buddhist History: Major Events. † 12 Sept. 2007 .