Advances in Research on Instruction essays

Advances in Research on Instruction essays After reading this article I decided that I would keep this and refer to it every time I felt that I was not reaching my students. I found it to be very helpful. I think that as we get older, we forget how children learn. We might even forget how we ourselves learn material. Everything comes so natural to us and we forget that we go through many different processes in order to understand new material. I thought back to some of the teachers I have had and I realized that the teachers whom I learned the most from followed the guidelines set forth in the article. With this, I found some very important key components to teaching material to children. They are presenting new information in small steps with cognitive strategies and lots of practice and review, providing help for student processing, and, helping students organize their knowledge, Presenting information in small steps seems so common sense; yet, people forget how crucial it is. All people remember information better when it is split into chunks and practiced before moving one to something else. For example, I feel that one of the reasons that some children dont like math is because they were not given enough time to understand the basic foundations. More than likely, they were taught a lesson, did the homework wrong, handed the homework in and before they even got their homework back, were taught a new lesson. The cycle would start all over again because the student had to understand the last lesson before they could do the next. Teaching in small steps will help the student and the teacher. The students gain a better understanding bigger, more complex information and the teacher can assess each student before moving on. This way the teacher can see exactly what step the child didnt process and re-teach it before its too late and the child is left behind. Helping students process information is just a ...

Frankenstein loneliness essay Essays - Fiction, Creative Works

Frankenstein loneliness essay Essays - Fiction, Creative Works NAME: JACK MELVIN TEACHER: TP UNIT 3 / 4 ENGLISH DATE: 20/4/19 FRANKENSTEIN : It is the thirst for knowledge that leads Frankenstein, the creature and Walton astray. Discuss Mary Shelley's Frankenstein: The modern Prometheus is a gothic novel published in 1818. The novel incorporates the theme of knowledge throughout a range of key ideas and characters , Mary Shelley wrote the novel at a time where the world was experiencing industrialization in full effect, this - as well as increasing findings and discoveries by scientists - may have motivated her to include the ideas of knowledge, and ultimately dangerous knowledge that leads Frankenstein, the creature and Walton astray. The pursuit of knowledge leads to a range of consequences in Frankenstein, Shelley includes the thirst of knowledge and the repercussions of it by incorporating similar writers, through literary allusions including the poem Rime of the Ancient Mariner' telling the story of a man who challenges nature and suffers the consequences for doing so. Shelley's novel is a direct reflection on her opinion that the sudden rush of technological improvements brought on by the desir e to gain more knowledge would result in disaster. The full title of Mary Shelley's novel, Frankenstein: The modern Prometheus emphasises the idea that Victor reaching beyond what man should be capable of and is playing god. In Greek mythology, Prometheus created man , Prometheus loved his creation of man - unlike Victor's relationship with the monster - and steals fire from the gods in order to bless man with this gift. Prometheus challenged the gods and li mitations set by them and was punished for doing so, he was forced to endure the pain of having his liver eaten by an eagle every day, forever. This is similar to Frankenstein, in the pursuit for human advancement and knowledge, Victor challenges the capabilities of man by forming a creature out of dead parts, bringing the dead back to life - a feat that was thought to be unachievable by man and only by the supernatural. This decision to defy the abilities of mankind results in Victor being punished for the rest of his life as the creature murders those who mean mos t to Victor. Victor's pursuit of the monster and obsessive disgust for his creation ultimately leads him to his death. Victor recognises the consequences of acquiring excessive knowledge and becoming "greater than his nature will allow". His reckless choice to pursue the monster destroys himself, his family, and anyone he loves. Victor, once a knowledgeable scientist progresses to a man fu ll of hatred for his own creation, lead from his home town in Geneva to the North Pole , where he was met with death. Incorporating this transition allows the reader to recognise how Victor's thirst of knowledge led him astray. Shelley suggests that the quest for knowledge is often rationalised by the thought that one's actions will benefit humanity. This rationalisation of impromptu decisions poses as a facade for the obsession for greatness and recognition that comes with discovering new things . Something that Walton desired, recognition. Walton, a narcissistic captain of a ship that aim ed to achieve the further discovery of the Arctic regions of the world , delineates his adventure as "one man's life or death [being] a small price to pay for the acquirement of the knowledge which [he] sought". This shows his obsession for knowledge, that he is able to overlook the death of someone in pursuit for recognition. Victor knows that Walton's desire discovery is a dangerous commitment and warns Walton of his potential fate. Walton realises the possible consequences of his actions and decides to end his voyage. This shows that Walton has recognised the dangers of know ledge and took action as not to suffer the potential repercussions furthering his voyage. The monster also participates in a quest for knowledge, not in a scientific and exploration way like Victor and Walton but in a philosophical understanding of its own identity. After the bewildering first encounter with Frankenstein, the monster aims to assimilate itself into modern society only to realise it is different and unaccepted universally. As the monster grew in knowledge it came to think that the DeLacey

The Democratization of China Essay Example | Topics and Well Written Essays - 1500 words

The Democratization of China - Essay Example in 2011 sparked public outrage as the government was criticized sharply through blog sites in China with around 200 million followers (Ahlquist and Erik 449). The examples shows how democracy in China is being fought for at a price and they show that the country is soon to experience the independency of the civil societies thus illustrating that the countrys political regime is now facing the challenge of making China a democratic state (Liu and Dingding 41). Also, over the last few decades, academicians especially from the western countries have always used some typical terms to refer to the political situation in China where terms like authoritarian resilience, rightful resistance, and illiberal adaptation have been used to describe the countrys democratic future (Liu and Dingding 43). However, the situation is fast changing where China is now moving closer to modernization that states that economic development is the basis for democratization. Therefore, there is hope for democracy in China as this essay outlines the country’s struggle to become a pure democratic state and also the challenges that may confront the Chinese in their question to become democratic. One of the major problems with the Chinese economic geography is that resources are more concentrated on the urban areas where most of the affluent population lives (Wang 409). However, there is the imminent marginalization of the poor population who lives in the rural areas. In effect, there is an unequal distribution of resources, and this forcing the Chinese to pile pressure on the government for economic democratization (Liu and Dingding 41). The implication is that the unequal distribution of resources brings with it some political consequences where more visible inequality makes the population be disconnted with the political situation. On the other hand, inequality has become a significant political issue in China as more rural dwellers are moving to cities to access apartment buildings,

Investment Banking in 2008 Essay Example | Topics and Well Written Essays - 2000 words

Investment Banking in 2008 - Essay Example This paper demonstrates the result of deregulatory measures initiated by the authorities of the United States in the decade of 1990s.The reason for such hype of the deregulatory measures has been primarily the universal bank model. The deregulatory measures allowed the investment banks to participate in the depository functions. The supporters of the deregulations believed that modern day clients preferred to do all of their business ranging from life insurance to commercial lending, from mergers and acquisition advisory to retirement planning, under one roof. And only a deregulated market could allow this to happen. Therefore, replacement of Glass-Steagall Act of 1933 (which prevented depository and brokerage functions) by the Gramm-Leach Bliley in 1999 opened a whole lot of opportunities for the bankers. With the approval to the Gramm-Leach-Bliley Financial Services Modernization Act in 1999, investment banks, insurance companies and commercial banks were equally placed in respect to the products and the markets. This led to the concentration of financial power in fewer hands and soon the investment banks were being absorbed by the commercial banks. The deviation led to the rise in pressure on investment banks to create return on equity compared to the universal banks like Duetsche Bank and as a result investment banks laid more emphasis on the traditional services like M&A, underwriting, sales and trading. Also, the intense competitive pressure led to the withdrawal of Net Capital rule. and SEC allowed unlimited and unregulated leverage (in way of debts) to their brokerage units which proved to be fatal in the long run. Remaining Competitive Against the Trend From the analysis of the case, it appears that Goldman Sachs (and also Morgan Stanley, if not others) could have surely remained competitive without increasing its leverage to boost its return on investment. In fact, Goldman Sachs and Morgan Stanley were honest enough at the outset and had written down the losses in residential mortgages and leveraged loans and tried to avoid the excessive exposure to the mortgage industry. But as Lehman Brothers declared bankruptcy, Goldman Sachs and Morgan Stanley faced increasing pressure from the investors as their profits eroded and return on equity subsided. Consequently, they decided to be the bank holding companies (under FED regulations) and initiate the depository functions which would allow them to play as commercial banks and have diversified banking operations apart from invest banking functions, which in turn would help them to stay competitive. Collapse of Lehman Brothers but Bear Stearns Saved For the purpose of bail out of Bear Sterns , Federal Reserve lent JP Morgan Chase $ 30 Billion out of which JP Morgan Chase agreed to assume responsibility for $ 1 Billion leaving the charge of other $ 29 Billion to the U.S. tax payers. But when the Lehman Brothers, which had almost 75% higher valuation of the assets (compared to Bear Sterns as on 30/11/2007) approached Federal Reserve they did not get the nod. The prime reason of such a decision by Fed is believed to be the political dominos. The decision makers hesitated to take another bail-out measure

Nutrition and Stress Essay Example | Topics and Well Written Essays - 1000 words

Nutrition and Stress - Essay Example According to the report findings the majority of foods consumed in such situations are but ‘convenience foods’ considered a quick fix to nullify the condition, at least in part. The ‘quick fix’ theory is, however, false, as the resultant flaw that result in the eating habits in times of stress inflict even more stress on the body, compounding other problems that combine to pose a further threat to the physical and mental health. To be more certain, most of the unhealthy food intake consumed in times of stress consist of consists of fast foods that more often than not replaces healthy meals.As the discussion stresses  poor eating habits has its consequences,   for   they encourages growth hormones that result in weight increases; a problematic condition that inhibits the body system from working effectively to control sugar levels in the blood, thus, creating a harmful imbalance. Accordingly, it is recommended that foods containing B vitamins, proteins and minerals be taken in a well-balanced diet to help the body to cope with stress. Proteins are, in fact, a necessary part in any food diet, for it assists in the growth and repairs of worn out tissues in the body. Foods rich in vitamin A and C, on other hand, help in rectifying poor vision and strengthening the immune system respectively. Minerals such as magnesium are necessary ingredients for muscle relaxations, which also combats stress; such foods include fish, eggs, meat, seeds, cheese, oil, milk, fruits, apple, green leaved vegetables among other cereals.

The Factors That Influence Organizational Change Commerce Essay

The Factors That Influence Organizational Change Commerce Essay There are different factors which influence organizations change. These factors can be external (technology, Government policies, social pressure, cost of raw material etc) or internal (change leadership, decline in profit, union action etc).in this era of globalization the most commonly seen organizational changes are implementation of new technologies, mergers and downsizing. To survive in the market with the increased competition it is very tough for the employees of the organization to accept the change. In this kind of situation the management should ensure the acceptance of change at every level. Change Management is defined as organizations ability to implement and maintain change for the survival. For the survival of the organization change management is the best option. Figure : Phases of change If organization is not in a constant phase of change management and continually assessing and adjusting then business may be at best average within its industry. For some organizations this means they may be going backwards and eventually bankrupt. Only those companies can survive which can adapt to changes. This change management model follows all other change management models and theories. Every organization can be summed up to be a combination of these three elements which includes the structure, the people and the strategy. Any change in any area of an organization will affect at least one or all of these elements. Figure : Three elements for change The structure of the system is the process that provides the strategic objectives of organization with physical resources. Change management specialists will review management operating system (MOS) with complete and proper structure. The people involved in this process are stakeholders, resourced people, and management team. All people involved in this process should be well informed and should pay attention to the right things. They should communicate with each other. Figure : people involve in change management To achieve the target for the continued existence of the organization strategy is the best method. Change management provides the guidelines for the growth of the firm. The Skill of Change Management Managing change in the workplace while ensuring the operations strategy is on the right path. This can be achieved by the support of people and structure elements towards achieving the organizations corporate strategy. Phases of Change Organizational change involves the fear of loss inherent in this process, and this loss is mostly felt by employees. The Kubler Ross Grief Model addresses the emotional issues associated with change. The four emotional states experienced throughout the change process may be expressed by employees in behaviors that are obstacles to the process of change. This model consists of four stages given below: Denial The first emotional state during change is denial. This is the stage in which employees dont believe this is happening to them. They have certain fears and these fears should be addressed during this phase. This fear can be reduced by taking them in confidence. Fear and mistrust need to be replaced by acceptance. Resistances to change The second emotional state is resistance to the change process. Resistance is natural reaction to change. Eric B. Dent and Susan Galloway Goldberg (1999) gave the idea that managers and leaders of the organization must reduce the resistance to compete with other organizations. Kurt Lewin, the social psychologist, introduced the term resistance to change as a systems. As we know that people of any organization are generally resistant to change. According to Scott Jaffe resistance is a stage that ends as individuals begin to separate from the past become more confident of their capability. They play their role by their participation to reduce resistance to change. For example, competition might force a business to organize work around processes to improve operating efficiencies. Functional departments involved in these processes would be combined. Employees might not see a need for this change. The reasons for change must be fully explained so that employees understand why it is nece ssary to embrace the change. Chew (1990) studied the case of Machinists Mutiny. In his study he revealed that due to poor planning and implementation the change is stopped due to employee resistance. This article also includes expert opinions that organization should adopt so they have better implementation of change For the implementation and maintain change satisfaction of the people is very important. The response to resistance is very important. Forcing compliance may increase resistance. Those affected by the change probably know a lot about what is required to implement something new, and their input is important to the change process. The degree to which employees will support your new initiatives depends on how many of their recommendations are used. Explorations The third emotional state encountered is exploration. employees will search new roles if they are incapable to stop the changes. In this stage both individual role as well as the group role are defined. it is important that unresolved issues that continue to surface be addressed during this stage. One should be ready for the negative reaction of the employee. Those individuals should be warned at the first sign of falling back to old behaviors. This negative reaction can be changed to the positive if trust can be created among groups. Commitments The final emotional state is commitment to the change initiative. Mutual commitment is established for the change effort. Obstacles have been removed and the focus is on successful implementation of the changes. Models of the change process After years of failed change efforts, researchers are saying that knowledge of the change process is critical. To thrive we need to know successful change during and before the change process. There are five most popular models of the change process(Lewins three-step change model, Kotters eight-step plan, Harriss five-phase model, Fullans change themes set, and Greiners six-phase process).But in this report we will discuss only two of them. Lewins Three-Step Change Model Change involves a sequence of organizational processes that occurs over time. Lewin (1951) suggests this three step process. These steps mostly involve reducing the forces acting to keep the organization in its current condition. Figure : Three step model Unfreezing: This is the first step which is accomplished by introducing new information that points out failure in the current state. Crises often arouse unfreezing. This crisis can be due to increase in employee, demographic shifts, and an unexpected strike. This is not necessary that during unfreezing crisis always occur. For determining problem creating zones in organizations financial data, climate analysis and enrollment projections can be used. Moving: Once the organization is unfrozen, it can be changed by moving. This step generally involves the change in structure, development of new standards, attitudes, and behaviors. Some changes may be minor and involve a few members. Refreezing The final step is refreezing which involves stabilizing the change. In this step mostly the changes in organizations policy, organizational culture, or modification in organizational structure often accomplishes. (Fred C. Lunenburg, 2010) Kotters Eight-Step Model John Kotter (1996) of Harvard University developed a more detailed model for managing change which was based on Lewins three-step change model. The steps involved in this model are given below. Establish a sense of urgency: Unfreeze the organization by creating a convincing reason for change. Create the guiding coalition: Create a cross-functional, cross-level group of people with enough power to lead the change. Develop a vision and strategy: Create a idea and strategic plan which leads to the change process. Communicate the change vision: Produce and implement a communication strategy with the employees about the new ideas and strategic plan. Empower broad-based action: Eliminate barriers to change, and use target elements of change to transform the organization. Encourage risk taking and creative problem solving. Generate short-term wins: Plan for and create short-term wins or improvements. Recognize and reward people who contribute to the wins. Consolidate gains and produce: The guiding coalition uses credibility from short-term wins to create more change. Additional people are brought into the change process as change cascades throughout the organization. Attempts are made to reinvigorate the change process. Anchor new approaches in the culture: Reinforce the changes by highlighting connections between new behaviors and processes and organizational success. Develop methods to ensure leadership development and succession. Types of Change Change can be categorized into four categories, structural change, cost change, process change, and cultural change. As the organizational structure of the company changes the structural change takes place. This change in structure is due to the merger of the company. The improvement in the organization can be achieved by changing its long established structure into more flexible form. This can be done by small teams. In order to improve performance and efficiency by reducing cost, cost changes are the best option. This can be done by reducing budget, reducing unnecessary activities and by shifting employees according to the need. Process changes are applied in the organization to improve the efficiency. This change takes place in production department where these products are formed, packed and shipped. Cultural changes are the least substantial of all the types of change. If an organization tries to adopt a more participative style this requires a shift in many organizational activities. Mainly the relation of employees and mangers suffer with the change in culture IMPLEMENTING CHANGE The proper implementation is based on number of steps. The first step in implementing change involves people of higher management and executives. For instance, an organization wants to install new system of computers in its areas. Then they major personal are not only top management but managers with lower ranked will supervise the employees for the use of the new technology. In cost cutting change different personals are involved. If a company wants to reduce its budget in a particular department then the managers of that department should be involved in cutting the cost. As the important personnel have been identified, the second step involved is implementing change properly. For the implementation of the change the successful change in plan is required. This plan defines the responsibilities of the key personals. The third step in implementing change. This change supports the plan. Implementation involves the management. This key step involves facilitating employees to accept the change. The organization should provide the basic support to the employees like training, reward system etc. if organization does not provide this kind of support there are chance for the failure of the plan Change process is the final step of booming change implementation. Communicating with the employee about the change and its importance will be very helpful through out the process. As we know that change can create fear in employees and to relax them increased communication can help a lot. Managers should carefully listen to all their question and their advises to overcome their fear. Creating opportunities for employee like giving them positive feedback or holding meetings may facilitate change more successfully. (Wendy H. Mason ,2003) Abrahamson (2000) gave the view of Change without Pain. The main theme in this article was change must take place, but change does not always have to be disturbing to the organization. The author calls this tinkering and kludging. By placing small changes between large changes, companies can manage change through active stability. The goal of dynamic stability is to create a change which can be sustained long term, not just in the short term. To achieve dynamic stability the big and small changes must be done at the right time, at the right pace and the organization must tinker and kludge. Tinkering is taking a current process and making small changes to it. This is done at a low cost to the company and the results are often very quick. Kludging, on the other hand, is tinkering but on a larger scale. Kludging looks at outside resources for improved parts or processes and looks at the unused resources within the company. Many companies do not realize they have resources not being used because the processes using the resources are to slow to fully utilize the capacity of the resource. CASE STUDY This case study was based on a company called Trail Manufacturing which produces cable crane components. This study was done by Chew(1990).The company was a mid-sized company set up to run high volume jobs on manual equipment. But with todays economy and competition, Trail determined the best money was in low volume jobs. The President of Trail decided to bring in new technology to replace the old machines. He researched the new machines and decided to bring in eight flexible manufacturing cells which would replace twenty-eight old six-spindle screw machines. Since this was new technology and training would be needed a plan was laid out to set up teams, one for each cell, and the company would phase in the new machines. Each team would be trained and then they would construct and run their own cell. Once one cell was on-line a new cell team would start up until all eight cells were on-line. The first five teams went through the process fine, but at team six the company had a problem. Team six consisted of men who had been at the company many years. The team went to the president and told him they refused to switch over to the new machines. They felt the old machines were running fine and the new machines did not show the expected improvements, so they wanted to continue working on three six-spindle screw machines. At this point the president had to determine if he wanted to keep going with the project or alter it to keep some of the old machines. Some management personnel felt that if the new cells were going to work, a clean break had to be made from the old machines. Others felt that since the productivity gains were not being seen yet by the new cells, the possibility of keeping the old machines for a short time might be a good idea. The case ends without a decision being made by the company. Four experts in operations management give their opinions on the situation. Only one out of the four said the company should continue on with the original plan and if t he members of team six leave the company then it is the price to be paid for progress. The other three are quick to point out the president made a wrong assumption in the planning. He assumed that by bringing in new technology productivity would improve. This is a wrong assumption because technology is only as good as the company and how the company works. One of the experts points out truly understanding how the whole system plays together, and not just implementing the latest technique, means bridging the gap between the emotional and the technical. The president did not see that by bringing in new technology it would change the culture of the shop floor. Men who had years of experience on the old machines and were in seniority would be at the same level or lower than the younger more computer literate employees. This would be a big culture change for the employees. Most of the experts suggested slowing down the remainder of the cell startups and specifically addressing the concer ns of the men on team six. If team sixs concerns are not addressed there could be more problems with the rest of the teams. This article showed a good picture of how a company has to go about major changes, especially ones affecting the culture of the company. The expert opinions enhanced the article and I would highly recommend this article because it is an example of a case that is played out in companies all over. CONCLUSION Today change is the necessary for carrying business and survival of the organization. Organization or firms should under go change with the passage of time otherwise will survive. This change along its success also brings fear of employees. This leads to resistance to change. In this situation top management and leadership can play a vital role. The success of the organization depends on management team that how efficiently they resolve the issue. They can take help by reviewing past model of change and replacing them with new ideas. The good communication process is very important for the smooth process of change. RECOMMENDATIONS Following are some recommendations. Managers should improve their interpersonal and communication skills so that they could help their staff overcome the pains associated with change. Tell people the truth and give as much information as you can. Keep giving information as soon as possible. Give them time to digest the news. Give them time to vent there might be anger because this is normal reaction. Listen to staff and their concerns dont interrupt them so they can reduce their fear. REFRENCES Abrahamson, E. (2000). Change Without Pain. Harvard Business Review, 75-79. Chew, W. (1990). The Case of the Machinists Mutiny. Harvard Business Review, 4-8.) Dent, Eric B., and Susan Galloway Goldberg. Challenging Resistance to Change.' Journal of Applied Behavioral Science (March 1999): 25. Fred C. Lunenburg. (2010). Approaches to Managing Organizational Change. international journal of scholarly academic intellectual diversity volume 12 Kotter, J. P. (1996). Leading change. Cambridge, MA: Harvard Business School Press Lewin, K. (1951). Field theory in social science. New York, NY: Harper Row. Oliver Recklies Managing Change Definition und Phases in Change Processes www.themanager.org/strategy/HYPERLINK http://www.themanager.org/strategy/change_phases.htmchangeHYPERLINK http://www.themanager.org/strategy/change_phases.htm_HYPERLINK http://www.themanager.org/strategy/change_phases.htmphasesHYPERLINK http://www.themanager.org/strategy/change_phases.htm.htm. (accessed on 12 of November) Supreet Ahluwalia and Vivek Joshi (2008)managing Change in an Organization. http://www.indianmba.com/Faculty_Column/FC707/fc707.html (accessed on 13 of November) Wendy H. Mason (2003) ManagingChangewww.referenceforbusiness.com (accessed on 12 of November) http://www.change-management.com/tutorial-cm-basics-who-mod2.htm (Accessed on 13 of November)

The Teaching of Saint Gregory Essay -- Christology, God, Creation

A. â€Å"The Teaching of Saint Gregory† contains many theologically concepts as God and Creation, Christology, human Sin and salvation, eschatology and resurrection. Owing to the limited space, I will only explore some key elements which I think are worthy to be discussed. First, Gregory depicts the God’s attributes – it begins with the faith of Trinity- God created the world and humankind, the Son saved humankind and the Spirit sustained the world (259, 263, 362). There is no one before God and there is no creator (259). God is incomprehensible and almighty (259, 366). God created two kinds of creatures: visible (the creatures in the world) and invisible (angels, include the evil â€Å"Follower behind†) (262, 278). Second, man was created in God’s image–which gave man rational mind and independent will so that man will be aware of God. (273), praise God (261) and live in a good life with God. (Enoch’s life 294). Third, in Christology, Gregory emphasizes the incarnation of the Son is not a sudden idea, not a phantom (402) but an eternal redemption plan of God. All the prophecies was foreshadowing Christ (342) and concerning Christ (377). Gregory skims the life and teaching of Jesus but emphasizes much in Christ’s death and resurrection. Jesus humbled Himself to the indignity of death (385, 587-595), came to bridge the separated, to build up what was destroyed (591). In Gregory’s view, the cross of Christ is the anti-type of the tower of Babel. The tower stands for scattering, represents God’s wrath of human’s sin; the cross stands for gathering that Jesus redirects people back to God (584, 585). With the promise of God’s spirit dwelling in the believers, Gregory further insists the Martyrs live and intercede for men (596-597) which ... ...however, find a light to solve the problem of illiteracy. Armenians is the only nation who maintains Christianity as the national religion to recent decades. Reasons for success are many, like a distinct geography, recurred prosecutions, and the martyrs linked with national pride could be the dominant factors; but also, the book of Teaching of St. Gregory is definitely a significant reason to keep the Armenians’ faith in the long history. Its â€Å"non-difficult,† comprehensive, systematic way explaining God’s demand, human’s sin & responsibility, God’s protection with whom in prosecution; provide reason, strength and faith for Armenians to live their lives faithfully. Another important thing the church can do is to adopt new technology, A-V computerized aids to polish the traditions of Christian faith and provide a fresh expression of Christianity to our neighbours.