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All things denote that there is God. From the air around us to the tip of the heavens, we know that there is a Supreme Being that created all things. While there are people who do not believe in God, some are still fascinated and enjoying the great things that God had created. There are many things that will manifest that people believed in God. These manifestations include prayer, worship, and meditation as well as pondering on spiritual things and living life itself in the proper way.
Prayer is a communication between men and God. It is a channel of which all communications directed to God persists as time goes by. It is also a means by which men obtain peace in mind. It is a gesture that men depend on God in whatever situation life may give. Prayer is also considered as a secret solace from all forms of danger and calamities. It is a reassuring act that defies all fears for a trembling and distressed man. Prayer is also a measure of one’s faith in God. It is evidence that we love and revere God in our everyday living. In line with that, prayer is a prelude to meditation. Since meditation and prayer are the two most powerful armor of mankind against temptations and hardships, we must know how to develop those things within our selves.
We know that men are nothing without God. Even those who do not believe in God have a positive question in their hearts and minds that there must be someone who brought them on earth’s journey. That means every person must learn how to pray and be prayerful at all times. It is absurd to love ourselves when we do not love the very being that gave us life and breath. If the Creator would decide to take back our life, we cannot do anything but to obey. The same truth is the reason why we cannot love forever all material things we had in life since we cannot bring it upon death. It is a sad reality and we must face it with courage and diligence.
At this juncture we need to distinguish prayer and meditation. An author named Head mentioned that there three stages of prayer (Head, 2008). The three stages of prayer include vocal prayer, meditative, and contemplative prayer (Head, 2008). Vocal prayer is obviously the simplest prayer since if can be done by means of talking, singing and even writing and then reading the prayer. Meditative prayer is a prayer that is more focused (Head, 2008). On the other hand, contemplative prayer is a pleading from the heart that seeks to venture God’s presence (Head, 2008). All this things proves that men worshipped God in myriad ways.
We are more concerned of the meaning and difference of prayer and meditation. As mentioned earlier, these are widely used by people as a means to communicate God. Meditation is more formal than prayer. Meditation seeks a more secluded and secret area while prayer can be anywhere. Meditation can only be done when there is silence all around the area of the person who seeks to communicate with God. On the other hand, prayer can be done when riding a car, doing household chores, when there is earthquake, before and after going to sleep, before and after eating and all other instances when a person prays from her heart vocally for blessings and guidance.
Another thing is that, the things that are asked and prayed for in prayer and meditation differ from each other. In case of prayer, a person can virtually ask what is needed at the moment may it be good health, blessings, protection, guidance, healing, comfort and other general things to ask. In meditation, only specific things can be focused on. Since meditation is a prayer from the heart to reach out to God, there is a need to ask only very specific and vital things. A variation of things asked at a given time may be difficult to focus on in prayer. Thus, a petition or pleading to God for important specific things can only be done in meditation.
Examples of things asked during meditation are repentance for criminal acts like murder and homicide, prolonging the life of a dying person, self or soul-searching activities, asking for peace when being persecuted and other heavy aspects of living life. There is urgency and weight on things being asked in meditation compared to prayer. Meditation is done in the most solemn way since the answer of the petition being asked from God is really needed. For example, a dying person treated in the hospital due to accident may be healed through very sincere meditation. In this situation, prayer is not enough since it is between life and death.
Moreover, the time to ask things from God for meditation and prayer is different. In prayer, it could be done anytime as long as the person is willing to communicate to God. It can be done during the day or the evening and even when the person had just awaked from a bad dream. Prayer can also be done in school hours and in war time. On the other hand, meditation can only be done in a specific time of a day. It cannot be done anytime. This is because of its more solemn characteristic.
Prayer and meditation also differ in the way it is arranged by the faithful person. In prayer, a prayerful person usually assigned time for prayer. It could be before and after meals, before and after sleeping at night and or while going to work or school. In the case of meditation, it is more planned by the person who wants to meditate. The planning includes lace to meditate, what to eat before meditation, what to wear while meditating and as to how many minutes to be used for the activity. Since the characteristic of prayer is more general and available anytime, there is no need to do planning before it can be done. Being prayerful just becomes a second nature for a faithful individual.
Prayer and meditation differ also as to its effects on the life of every individual. Prayer can only comfort an individual who felt distressed and problematic in a given situation while meditations can sooth and empower an individual who had been deeply wounded. The frailties of a person can be vanished by meditation while prayer can only give peace of mind. When strength is at issue, the individual can truly find it when meditation is performed sincerely. Although prayer can also soften a heart, meditation can do more to heal a broken heart.
There are instances in life that the answers of our prayers depend on us. For example, I was able to emotionally hurt someone because of my pride. I literally slap the face of someone who shouted at me during a fight. Because my actions are negative and unrighteous, I felt remorseful, guilty and sad for the rest of my day. I wanted peace of mind. Since my heart longs for the love of God through his example of forgiveness, I seek Him in prayer. I tried to pray and later on meditate since praying is not enough. Until such time that I decided to meet the person I had hurt and ask forgiveness for what I had done. Had it not for my decision to ask forgiveness, I would not have gained peace in my heart. My decision is an act of obedience when God answered my prayer through a commandment to forgive and love my enemies. That is how prayer and meditation being related with each other.
Although the two means of communicating God are different, it walks hand in hand for the benefit of mankind. Prayer and meditation are the best means to combat weaknesses of a person like pride, jealousy, hatred, remorse, guilt and ill-feelings against another. We must not forget that the answers of our prayers are founded on the nature of God that is being humble, virtuous, forgiving and merciful, and loving. Hence, we cannot avoid the possibility that the answer of our prayers and meditations require our sincere efforts to follow God. It is only up to us on how we utilize our natural inclination to seek God in our hearts and meditate for His guidance, protection and limitless understanding.
Meditation is central to a person’s religion when the doctrines and principles of his church is built on focus and solemnity. There are other people whose religion does not require meditation often while others requires them a lot. It varies from the origin of the religion to the way people embraced it for years. For example, the Catholics mix prayer and meditation in order to communicate with God while a Buddhist needs to meditate often to exercise faith. Personally, I do not always meditate when activities and events of the day do not require me to do so. I always meditate when major goals are set and huge decisions are to be raised.
Finally, there are many reasons why we need to pray. There are problems along the way that cannot be solved by man alone. There is always a longing for individuals to secure miracles in every problems encountered in life. By practicing both prayer and meditation, nothing is wasted. It will help us develop self-confidence and strength in life. Our Creator knows our needs and situations since He made us to live. We only need to knock at His door through sincere and faithful prayer and meditation. We may not see God in this life, but the way we become is a proof that He exists.
References
Head, M. L. United Methodist Church GBGM. (2008). Finding God in Meditation and Contemplation. Retrieved July 21, 2008, from http://gbgm-umc. org/response/articles/meditation.html.

By the due date assigned, submit your revised Rhetorical Analysis Essay in the Submissions Area.
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comprehensive report was presented to the Fig Technologies Executive Leadership Council (ELC). Create a PowerPoint presentation that summarizes your findings based on the comprehensive report (see attached). In the presentation of your findings, be sure to describe advances in organizational diversity developed from legislation, and explain paradigm shifts in the Fig Technologies organizational environment from increased diversity legislation. Include citations and references from at least three sources used in your presentation (these may be from the earlier components).
While sources and information from previous assignments are appropriate sources to inform and guide thetes mastery and understanding of the course material. Do not simply copy and paste any portions from previous assignments.
The PowerPoint option should consist of a 10-12 slide presentation (not including the title and reference slides) with proper APA formatting. Include charts or graphics as necessary to effectively present your findings
Fig Technologies Compiled Project
Jermaine Griffin
Columbia Southern University
Fig Technologies Compiled Project
Executive Summary
The Fig Technologies which is a global technology solution has intentions of expanding its product lines and services to different parts of the world. It is the intention of the company to become the best global technology solution company. The challenge is that there are some areas that are posing a major hindrance on realizing this major mission of the company. One of the strategy is place is to expand to some potential regions. Presently, the company is in need of project managers to take up the project managing roles in two geographic areas targeted for expansion plans (Qatar and Germany). However, the company does not only want to recruit a project manager for the two locations but rather intends to put into consideration other important factors like gender and work-life balance. Other issues that require to be observed is the age demographics status, organizational culture improvement, fair treatment for all employees and employee diversity.  Hence, this essay shall focus on addressing issues the above stated issues and developing suitable recommendations that the Fig Technologies should embrace to achieve the desired goals, mission, and objectives.
Fair Treatment of Ethnicities
To push through with the assimilation efforts that the Solution Company has been authorized to take charge of, three teams each consisting ten members were selected to take part in the two months immersion task in the three different company offices. The purpose of the team is to understand and analyse the company processes, systems, and culture in Texas, Qatar, and Germany. The three different teams are comprised of members from different ethnicities and cultures. Some members are locals and others are visitors from other countries. For instance, the team working in Texas is made up of seven locals from different races and ethnicities and three foreigners. In Qatar, the team is made up of six locals and four foreigners. For the team to work in Germany, there are eight locals and two visitors. The difference in ethnicity, race, and culture has attracted challenges in all the three teams. The reason is that some team members’ beliefs in individualism and some belief in collectivism. For instance, Germans believe in individual achievement while as Texas people believe in collectivism. On the other hand, the Qatar people though they believe in collectivism have an attitude and perception that personal interest should be placed first in a teamwork setting.
Assessment tool
For this case, a one-on-one interview with the team members would go a long way in measuring assimilation. The following questions would help gather the desired assimilation information.
What type of culture does the company have and do you think it embraces ethnic diversity
As a local or visitor, how comfortable were you working with the company systems and processes or there were some cultural beliefs that were being violated and how
From the experience gained, would you say that the Fig Technologies company’s processes, systems, and culture meet the international standards or not
In the case you were made in charge of Fig Company’s processes, systems, and culture in the site you were working in, what changes would you make and why
The Fig Technologies Company is established in different countries across the globe which means that it hires employees from different cultures and ethnicities. Would you say that the processes and systems in brace embrace cultural diversity where all employees from different ethnicities are treated equally, why or why not
Apart from the fact that the company culture directs how employees from different ethnicities deal and treat each other in the workplace. Do you think that the employees appreciate and value ethnic diversity or they are being forced by circumstances and how did you proof that
In a company where ethnicity is embraced, conflicts is among things commonly experienced, did you encounter such a scenario and what could have been the reason behind
What could you are common roadblocks to an organization that have a diverse workforce and what do you suggest should be done to address them
The company currently has a number of outlets and the acquiring is attracting new outlets into the system and processes. Do you think that the present processes, culture, and systems can be accepted in the newly acquired outlets or there are some limitations and which ones
From the observation and experience you have gained, do you think that the company has the right leadership to effect the assimilation efforts in the new acquired outlets
Assessment of results
From the questions posed for the interview, it is evident that the assessment helped in understanding the company’s processes, systems, and culture. The assessment found out that the company has a reliable system, processes, and culture. These are the same things that have made the company to establish in different parts of the world and achieve success. According to assessment done, the hrough the culture of the company to ensure that employees from different cultures work together collaboratively. For instance, in Texas, the company has a total of 230 employees who belong to white, Hispanic, African American, Asian, and other native ethnic groups. There are also employees from different genders and physical ability. The demographics support the company culture that potential candidates must be recruited and hired irrespective of their cultural background.
Also, the company processes proved to require and demand massive collaboration from all workers and it is for this reason that the assessment found out collectivism is almost mandatory as compared to individual efforts. For instance, the processes in place are used to execute different tasks and there is not task that can be executed by a single person. There are specific people assigned to execute a single task together to promote effectiveness and efficiency. Moreover, the processes are diverse and they embrace all employees irrespective of the cultural diversity. The more reason is that the company has set a standard way to executing tasks that is acceptable to all employees. The policies, culture, and processes align with the US population since it is diverse as well. The data will be used to determine how well the new acquired outlets will embrace the company culture, processes, and systems and move towards progress.
Approaches for improving assimilation
The first approach is by granting every onsite time and attention to review the processes, systems, and cultures to ensure that the assimilation aligns with the countries operational environment (Moore, Osatuke, & Howe, 2014). The more reason is that different countries have different employment laws that must be embraced when developing a company culture.
The second approach is to engage employees from that particular country so that they can share ideas and opinions. Engaging employees would be a major motivating factor that would encourage the employees to support the assimilation and work towards goals achievement.
The third approach is engaging other stakeholders like shareholders, government agencies, suppliers, and clients so that they can share insights on how best systems, processes, and organizational culture can be improved.
Benefits of Organizational Diversity
Assessment of findings in Miami, FL;
After conducting an environmental assessment in the Miami, Florida office, it is evident that the environment is not suitable for promoting and sustaining diversity. The office is comprised by employees from different cultural backgrounds even though majorities are locals. There are also young employees from local institutions hence promoting diversity in regards to age. There are also employees from other countries hence promoting racial and ethnic diversity. Nevertheless, there is massive internal and external rivalry. Internally, rivalry is at extreme because employees find it hard to extend support and allow collaboration to take place between people from different cultures or age group. The internal rivalry is also being extended to the external environment of the organization. The latter is in the sense that the office has a sports team that takes part in local and international sports but the office team does not demonstrate friendship to other teams as they act hostile.
From the assessment done, it was found out that employees working in Miami, FL branch are not aware of importance of diversity and what it entails to promote a good internal and external environment. From the exceeding levels of hostility and unfriendliness, it was found out that employees in this office are willing to use any tactics and go to any length to achieve personal interests even at the expense of others. It is evident that the employees are not familiar and aware of how they can embrace, accept, and live together as one team despite belonging to different backgrounds and having different interests and opinions about issues and situations. The challenge was identified to having emanated and promoted by organizational culture in place. The latter is in the sense that it has been set to favor and work well for local employees and not foreigners hence making interactions and peaceful coexistence to take place and shape. Looking at the conflict reporting system in place, strategies of promoting creativity, and problem solving techniques are not adequate enough to embrace diversity hence creating an environment that breeds hatred amongst employees.
Assessment of findings in Kansas City, MO
The Kansa City’s office is not different from the Miami, FL office. The reason is that the assessment identified organizational culture in place which is similar to that of Miami, FL as the major cause of diversity issues being faced. According to assessment done, the organizational culture is place favors the locals who are a majority and especially employees who have worked with the company for a long time hence sidelining new recruitees from local universities and foreigners. The assessment found out the organizational culture in place has not promoted creativity dynamism and hence some ideas and opinions can be accepted while others ignored hence creating a healthy breeding ground for malpractices like discrimination.
The culture in place have also failed to point out the specific behavior and attitude that employees should show towards each other and also when addressing each other. It is for this reason that even when employees in this office try to embrace diversity, they bring along their uncultured behaviors hence leading to sharing to unacceptable intimacy talks that should not be part of organizational talks. The culture has also not promoted a good problem solving strategy and it is for this reason that the issues employees are facing cannot be reported so that the management can be aware and seek for ways to address these problems. It is a fact that some employees in this office have noticed and are not comfortable with such behaviors and hence seek for the indulgence of company branch management to ban such talks. Nevertheless, the company’s management hands also seem tied due to inadequate organizational culture in place.
Recommendation for addressing these findings to the Executive Leadership Council (ELC)
Organizational diversity is important as it helps in bringing employees from different cultures, ages, religions, beliefs, and levels of education together and works in collaboration with each other. Lack of organizational diversity hinders an organization from recording the right growth and development. From the assessment done on two Fig Technologies offices, it is evident that the Executive Leadership Council needs to take some action to remedy the situation. It is evident that the employees have the right capacity to perform but the diversity issues facing the company are limiting their abilities and performance.
One of the vital recommendable things the ELC should start with is reviewing the organizational culture. The company is an international company with outlets across different parts of the world. It is important that the company should have a common organizational culture applicable in all outlets. The organizational culture should be set in a manner that it meets international standards to the extent that any employee working at the organization would have to behave and react to issues in a specific way across all the branches(Hillman, A2015). This means that any employee whether local or foreigner would have to address issues, be treated the same, and apply the same attitude regardless of the company office that he/she is working in. Moreover, it is the organizational culture that determines the working environment that an organization would have(Hillman, 2015). Of importance to note in the organizational culture, the ELC should point out the non-recommended behaviors like talks that should not take place within company premises and malpractices like discrimination.
Another vital recommendation is embracing training and development as a routine company practice. Training and development should capture vital lessons like importance of diversity and how employees can take advantage of it to promote personal and career growth(Jansen, Otten, & van der Zee, 2015). ECL should also embrace motivation strategies that would promote a good organizational culture and diversity so that the employees would be motivated to work together as a team.
Improving Organizational Culture
The division in the organization is a significant problem and a barrier to many companies especially in several of the company’s offices globally. As indicated above different religions and sexual orientation are some of the factors which cause social and political differences in many organizations. However there are several religions worldwide, and the prevailing religions in the world include; Christianity, Muslim as well as Hindu. These religions are different in the way of worshipping, beliefs, and culture. Religion is like a poison and just as poison does religion may end up killing a company.
It is notable that different regions have their way of doing things and this may end up negatively affecting the company. Some of the adverse effects due to religious differences may include; Unrecognition of other religious holidays and celebrations, discrimination in the workplace, unfairness in the allocation of funds, salaries, and some employees in the company may fail to be recognized by the company managers. All these effects may cause total miscommunication and misunderstanding in the whole organization hence leading to a low output of the company.
Company managers may cause division by not putting into consideration the employee’s issues from other religions. Sexual orientation is another factor which is also a principal cause of division in an organization. Nowadays many companies are practicing sexual discrimination in the way of awarding their employees, recognizing them and even in the form of promoting them. Sexual orientation leaves many employees depressed and desperate. The cause of division in a company may also be due to poor leadership and management. Some of the company managers end up practicing religion discrimination and sexual discrimination hence discouraging their employees (Badgett, 1995)
Besides, sexual identity causes employees not to be committed in their work and also causes disunity among teams in a company. Employers have a responsibility to always maintain an organization workplace free from sexual orientation or sexual discrimination. However, there are several policies and plans which employees can take to prevent sexual discrimination.The employees should adapt to a clear sexual orientation policy. The manual will state the uncertain terms which an employee will not tolerate sexual orientation. It should also indicate the procedures for filing sexual discrimination complaints. Training of employees twice in a year which should teach the employees on what sexual orientation is and explains to them how to fill the sex harassment forms. Supervisors and managers should also go for training at least once per year which should teach the managers and the supervisors on how to deal with sexual orientation complaints. All the policies above will help create a good working environment, create unity and corporation in the business.
There are also other policies which are essential and which can to help prevent religious discrimination. Establishment of training programs for the employers and employees will raise awareness of the organization’s issues in the workplace. There should be a company policy to discipline employees regardless of religion (Badgett, 1995). The company should post notices warning every employee of any religious discrimination, finally, if all these policies are very crucial for the company to generate high output and high profits hence the growth of the company.
Gender and Work-Life Balance
Gender demographics
At Fig Technologies, employees are from both genders even though the male gender exceeds female gender by approximately 10%. Going with the demanding roles and expectations of the project manager position, the pay should not go below the set minimum project manager salary pack which ranges at 30,000/mo in Qatar and €17,500 in Germany per month. The individual taking up the position must be highly qualified and with project management experience in the technologies sector.  Any employee of any gender can take up the position as long the set requirements are met. This is more so because according to the manner in which the organizational structure is arranged, both genders seems to occupy different positions in the managerial and subordinate positions.
Advantages and disadvantages
A flexible work schedule and work responsibilities are beneficial because they will grant the individuals holding the positions the chance to operate in a flexible manner without fatigue and unnecessary pressure. Flexible schedules also pave way for other engagements that might come in as necessary to be handled proficiently(Karkoulian, Srour, & Sinan, 2016). However, flexibility can attract time mismanagement hence compromising project goals achievement. Flexible work responsibilities can lead to ignorance on the part of project manager because the roles are flexible and hence can be pushed for another time and this can lead to underperformance.
Potential human resources benefits of offering child and elder care in the organization
Offering child and elder care in the company can come with a lot of human resource benefits. For starters it is a major motivator for the employees as they will feel valued and cared for by the organization. Motivation helps to increase performance level especially because the employees would not have to care or worry about their children and elderly(Nicolson, 2015). Moreover, the time that could have been taken to offer care and support to children and elderly would be used to execute
organizational tasks.
Work-life balances regarding achieving greater results for the organization
According to Toffoletti, & Starr, (2016); work and life requires massive balancing as this is the position that enables an employee to achieve better results for the organization. An employee should work for the allowed number of hours so that he/she can have time to attend to family and personal matters. The reason is that personal and family issues can affect organizational performance. Also, personal and family issues should not be allowed to extend to work place something that means limits should be place so that the employee can have a balance between work and life.
Age Demographics
Having a diverse workforce on the basis of age is an important thing as the young generation gets to learn from the older generation. Also, the new generation comes with new ideas that can help the older generation to improve on their performance. The Fig Technologies have a diverse workforce on the basis of age as research found out that employees between the ages of 18 to 25 comprise 11% of the workforce. Employees 26 to 39 comprise 31%, employees 35 to 55 comprise 34%, employees 56 to 69 compose 18%, and the remainder are age 69 and above. This is a clear indication that the Fig Technologies have complied with the 1967 Age Discrimination available in the Employment Act that demands all candidates that meets employment requirements to be granted employment opportunity regardless of their age and gender.
Taking a closer look at the company age demographics, it is evident that the percentage of younger workforce is higher at approximately 70% while the older workforce occupies the other 30% of the workforce. Developing a younger workforce that occupies both professional and non-professional positions comes with its fair share of benefits and challenges. This is also when it comes to employees from the ages of 65 and above. One of the benefits is that a younger workforce has a high ability and potential to learn new things and adapt as compared to an older generation something that makes a company to embrace positive changes in a more effective way(Twenge, 2010). This is important especially for Fig Technologies as new innovative ideas are being invented on a daily basis and a younger workforce has a good chance of learning and implementing the concepts on new ideas.
The second benefit is that younger workforce is much easier to motivate and have a positive impact on their levels of productivity. The more reason is that younger workforce is flexible when it comes to dealing with issues and perceiving issues from different points of view(Bursch, & Kelly, 2014). Thirdly, developing a younger workforce creates a positive brand image for the company in regards to complying with the age legislation act. Sadly, the younger workforce frequently falls into indiscipline cases something that makes them not suitable to hold professional positions that require strict application of discipline(Twenge, 2010). The second disadvantage is that a younger workforce does not have the right experience required to be in charge of high position.  Also, the younger workforce easily gets frustrated and demotivated in case of failures something that reduces the levels of company hope in case performance level goes down.
Older employees from the ages of 65 and above are important to the company because they have the right experience and they suit best to hold top positions. The more reason is that over the years of working they have climbed the ladder hence making them suitable. Also, they act as role model for younger workforce and give guidelines on how operations should be best done(Bursch, & Kelly, 2014). Older workforce is highly disciplined, trustworthy, and they are able to work with minimum or no supervision. Sadly, the older generation is rigid as they are used to routine style of working something that makes it hard for them to accept and embrace changes. Also, they are unable to cope with the younger workforce due to age difference and difference in the way they perceive and respond to issues.
Conclusion
It is the desire of the Fig Technologies to become a global technologies solution company and one of the ways to achieve this mission is to expand internationally. However, there are issues that must be taken into consideration. First, the company must properly recruit employees that will work in the new outlets and also ensure that diversity is promoted. Promoting diversity including age demographics would go a long way in helping the company comply with the legislation act. Secondly, it is important for the organization to promote an healthy organizational culture that would ensure employees are contented and provided with an environment that will empower them improve on their performance. Work and life balance should also be promoted so that employees can lead a healthy social and professional life. Moreover, all employees must be treated fairly and avoid instances of discrimination as this may lead to conflicts between employees and also attract lack of motivation. The good thing is that with the application of the provide recommendations, the company can progress towards desired success.
References
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Bursch, D., & Kelly, K. (2014). Managing the multigenerational workplace.
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