Conflict between Good and Evil in Bradstreet’s The Flesh and the Spirit

Conflict between Good and Evil in Bradstreet’s The Flesh and the Spirit  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚      A colonial Puritan minister, Thomas Shepard, nicely summarized the paradox of the Puritan religion when he noted that â€Å"The greatest part of Christian grace lies in mourning the want of it.†Ã‚   Shepard suggests, in this passage, that good Christians should spend their days, indeed their entire lives, exploring and proclaiming their own depravity and sinfulness, their â€Å"want† of Christian grace.   Paradoxically, only this kind of a life could lead, ultimately, to the possibile attainment of God’s grace and thus entrance into heaven.   For the Puritans, such a formula posed a never-ending, internal conflict: good Christians who hope for grace can never believe that they are worthy of such grace.   Indeed, Puritans who want to be moral and upright must constantly keep in mind the fact that they are sinful and wicked and not deserving of God’s attention, much less admittance to heaven. The paradox of Shepard’s passage is one that the early Puritans not only firmly believed but also lived day in and day out.   As a central tenet of their existence, this paradox led Puritans to experience a constant internal struggle between two aspects of the Puritan self:   the sinful, wicked side and the redeemed, saved side.   Significantly, the struggle became a common motif in many Puritan works, including Anne Bradstreet’s â€Å"The Flesh and the Spirit.†Ã‚   In this poem, Bradstreet describes not only the dual self that was the result of Puritan theology but also the psychological significance of the Puritan paradox.   â€Å"The Flesh and the Spirit† demonstrates that the road to attainment of grace, and thus to salvation, lies not in resolving the conflict between the two aspe... ...e that existed because of the Puritan belief in total depravity.   The conflict between the sinful self and the redeemed self originated from the condition that, according to Puritans, humans, who are stricken with original sin because of Adam’s fall, must always keep an awareness of their depraved status in the forefront of their thoughts.   Such a belief led to a serious internal, psychological struggle that would only come to an end in death.   While the Puritans could never be assured of receiving God’s grace, they believed that if they maintained the struggle between their dual self in this life, when they died, they might be chosen to receive grace and thus attain salvation. Works Cited Bradstreet, Anne.   â€Å"The Flesh and the Spirit.†Ã‚   The Heath Anthology of American Literature.   Ed. Paul Lauter, et al. 2nd ed. Vol. 1.   Lexington:   Heath, 1994.   302-305.  

Persuasive Speech on Buying Local

According to Ronnie Cummings of In Motion Magazine, after several dozen consumers in Colorado were poisoned by E-coli feces in their burgers, 25 million pounds of hamburger meat had to be recalled from the Hudson Foods Corporation. Much of the E. coli found in meat appears to be a product of feedlot life of cattle getting a feedlot diet and living in their own manure. The feedlot lifestyle is a common practice of corporate manufactured meat. With that point in mind, I hope to persuade you all to research and buy local. Most food found in the grocery store is highly processed.Not just the ramen noodles or fruit loops, but the actual produce. Corporations use hormones, pesticides and antibiotics and genetic modification, which refer to a crop that is created for consumption using molecular biology techniques. According to the Food and Agriculture of the United Nations, GMOs can make us more resistant to antibiotics, is related to our increased allergies and can even cause mutation with in our genes. Also, According to Michael Pollan, the author of The Omnivore’s Dilemma, when the average American sits down to eat each ingredient has travelled at least 1,500 miles from farm to plate.Global climate change and war over resources are a few of the things resulting from all this shipping. Also, this travel requires the food to be â€Å"gassed† which stimulates the ripening process because the produce has been picked so prematurely causing the nutrients and quality to disintegrate. Now that I’ve discussed just a few of the reasons mass produced food isn’t ideal, here are some of the reasons to buy local and some options to implement. First of all buying locally helps reduce the impact we have on the environment.According to sustainable connections. com, buying locally helps to reduce the environmental impact. This generally means contributing less to sprawl, congestion, habitat loss and pollution. We also help to keep the local economy healthy and thriving. Matt Embrey of green upgrader reports that when you purchase at locally owned businesses rather than nationally owned, more money is kept in the community because locally-owned businesses often purchase from other local businesses, service providers and farms.Purchasing local helps grow other businesses as well as the local tax base. And as far as the health impact, buying your meat certified humane and local, ensures your purchasing meat that has a nutritious diet without antibiotics, or hormones, animals raised with shelter, resting areas, sufficient space and the ability to engage in natural behaviors according to eat wild. com There are many websites you can look up with directories of local owned business that implement healthy practices and keep things local.You can also participate in local co-ops which grow their own produce and share within the group. So now you know some of the ways buying locally benefits us all, as well as some of the ways to implement the solutions. Now let’s talk about what to expect from carrying these out. If we all took the time to do the easy research to buy local and support our community, we can visualize a healthy community both economically and physically. Less traffic and allergies and more fresh produce! According to greenupgrader. om one of the top reasons to buy local is because small local businesses are the largest employers nationally. Plus the more jobs you have in your local community the less people are going to have to commute which means more time and less traffic and pollution. Another benefit of buying local is Competition and diversity leads to more consumer choices. A marketplace of thousands of small businesses is the best way to ensure innovation and low prices over the long-term According to Michael Shuman of the book, Going Local, â€Å"Going local does not mean walling off the outside world.It means nurturing locally owned businesses which use local resources sustainably, employ local workers at decent wages and serve primarily local consumers. It means becoming more self-sufficient and less dependent on imports. Control moves from the boardrooms of distant corporations and back into the community where it belongs. † These are just a few of the reasons I encourage all of us to research and support our local community.

Literature review †Anxiety and Depression in the Workplace Essay

Emotional concerns in the workplace are a considerable loss to employee’s health and welfare. They slow down the performance of employee and so they are harmful to the organisational well-being as well. This literature review would put forward a concise introduction on the two frequently occurring emotional concerns in the workplace: anxiety and depression. Anxiety and depression are a usual and adaptive reaction to the individual who is undergoing such emotional problems in our surroundings. They are a normal part of life, and would take place at any time when there are considerable positive or negative changes in one’s life. In general, it is believed that some of the anxiety and depression are challenging and positive one but some are negative where the individuals feel difficult to handle it. Anxiety and depression would take place in personal life as well as work life. This literature review is mainly focused on how an employee who is suffering from anxiety and depression should behave and at the same time how managers should handle the situations when his/her employee is suffering from anxiety and depression. Analyzations and insinuations of such emotional problems are discussed in this review. Moreover, this literature review is endowed with sensible understanding in support of recognizing and dealing with the anxiety and depression in the workplace. This review also focuses on the role of manager as supporter to the employees by taking necessary initiative steps to decrease the possibilities of anxiety and depression in the workplace. Defining Depression and Anxiety: Defining the term ‘depression’ is very complex because of the involvement of intrinsic uncertainty. According to , ‘ depression can be witnessed as a condition of mood, as a special symptom manifesting itself in many different mental disorders, as a syndrome measured by depression rating scales, and as a clinical diagnosis operationalised in diagnostic classifications’. (Weiten, 2001) and (Barlow, 2005), who are the psychology book writers, highlighted the debilitating effect that depression has on an individual which was agreed by different researchers and scholars. Through his findings, Blair stated that depression is severely debilitating and the most common mental health disorder affecting society. This was further detailed in 2000 by Akiskal that irregular depressive mood experienced as low spirits, dejection, and sadness can be a normal reaction to disappointments, adversities, and losses and should be differentiated from depressive disorders, which represent actual psychological illness and are often accompanied by distinct impairment of psychological, somatic, and social functioning . Bender and Furman agreed with Blair and came to the conclusion in 2003 that depression was found to probably be incurable and had raised to become the world’s number one public health problem. An American judge held that depression is a misleading term for an extremely debilitating illness. (Seligman, et al.,) defined anxiety as â€Å" psychological and physiological state characterized by by somatic, emotional, cognitive, and behavioral components†. Davison stated that â€Å"it is the displeasing feeling of fear and concern† . Depression and Anxiety in the work place: In the present status of the economy, anxiety and depression in the workplace are the rising concerns where the employees are facing more and more situations of work overload, no job safety, no job satisfaction, and lack of self-sufficiency. Depression has significant economic impacts relative to lost productivity within the workplace . Workplace anxiety and depression have been exposed to have unfavorable impacts on employees’ health, well-being, workplace productivity, absenteeism, and workplace performance. Lost productivity involves presenteeism, in which the employee is present in the work setting but productivity is reduced due to health concerns or depressive symptoms, or in terms of absenteeism from work . Anxiety normally occurs when an individual senses that he/she is just going to face some circumstances on which he/she will not have control and ability to manage the situations. Particularly, workplace is the main ground where such situations happen to occur. Changes in the company such as restructurings, amalgamations and change in company policies are quite common incidents which take place in an organisation are some of the source anxiety. Now a day’s most of the organisations are trying to cut off their personnel to the least by putting more pressure on employees and overloading them with more work than their capacity to handle are also one of the main cause of anxiety. In workplace, employees are likely to suffer from anxiety in the following situations; when dealing with austere managers, when there are possibilities of downgrading, being tensed whether they can get their job task completed on time, Panic of getting terminated from their job In any organisations, there are certain existing rules, regulations and company policies which all the employees are enforced to stick on to. At times, these systems of the company can also cause anxiety and depression to an employee when there is some clash of pursuits between acting based on what he/she thinks is right and what the current system of the company states. Moreover, this situation can be pointed up further when the employees have to pact with customers or with the bond with their colleagues. Generally all the employees try to relieve their own anxiety and depression either by adjusting with their work environment or by resigning their job. To overcome such situations, individuals as well as organisations can take some initiative steps to ease the harmful impacts of anxiety and depression, or to prevent it from coming up in the initial stage. Effect of Depression and Anxiety: The course of adjustment to work environment results in employees’ anxiety and depression. Workplace stress is usually caused by employees’ acuity about their position in the organisation and includes the role of variance and role of vagueness. An employee’s perception of his/ her position in the workplace comes up from the job designation, interpersonal bond models, as well as from the emotion of discreteness and relation to others. Workplace depression states several behavior performance and behavioral shortfalls of an individual in the workplace (Lerner, et al., 2004; National Institute of Mental Health, 2011; Wallace, 2011; Wang et al., 2008). An employee who is suffering from anxiety and depression is affected psychologically, physiologically, cognitively. Some of the psychological effects are aggressiveness, evading societal situations, tapered forbearance to hand stress, loosing temper, becoming impatient deprived motor control. Physiologically, employee can suffer from fast heart beating, clammy hands, often headaches, muscle inflexibleness and aches, difficulties in breathing, indigestion, high blood pressure, frequent mood swings, change in eating habits, falling sick regularly and changes in weight. Anxiety would cognitively affect an individual’s capability of focusing, memory power and motor skills. Sometimes, an individual may not recall the names of the person whom he/she know or fails to remember what task he/she wanted to do. Depression and anxiety in the workplace would even effect the organisation in terms of financial loss. It was anticipated that 12 billion dollars was lost by the business and industry from lost output, 12 billion dollars was lost from non-attendance, for direct treatment costs business lost 26.1 billion dollars, and 5.4 billion dollars was lost due to death (Greenberg, et al., 2003; Lerner, et al., 2004). How employees should control their anxiety and depression? There are more possibilities of retaining the talents and experiences of the depressed employee for the organisations, if he/ she takes break for sometime from the work and then return back in a suitable and meaningful role. This would also decrease the possibilities of such occurrence of such situations. Every employee should know how to identify the situations of anxiety and depression and need to make use of personal coping strategies and develop. Employee can use the following methods in coping with their stress ; Meditating – learning Yoga Laughing therapy Spending some time in their hobbies on regular basis Sharing of feelings with their close ones Relaxation techniques – profound breathing, progressive relaxation, listening to relaxation music, massage therapy and hot baths Maintaining balanced diet Depressed employees need enough sleep Avoid consuming caffeine Exercising or joining in dance, swimming classes etc. These techniques will help in muscles relaxing; slowing down the heart beats and reduce emotional problems. This will also help them to concentrate and focus on things and manage anxiety and depression without any difficulty. Role of Organisation as supporters: First of all, the organisation should concentrate on the following question to determine where they are going wrong. i. Is there any circumstance that triggers employees’ anxiety in the workplace? ii. Is there any changes taking place in the organisation frequently? iii. Do the new rules and policies are threatening the employees? iv. Is there any terminations frequently done in the company that trigger the anxiety level of the employees? Successful organisations would assist their employees to defy the bigger demands, reduce their panics and negative levels in the market and the country as a whole. To overcome the emotional problems of the employees, the organisation should start implementing some strategies that can be useful in reducing the effect of depression and anxiety. The approaches are as follows; Company should allow the employer and employees to informal and frank communications so that both can have an opportunity of expressing any apprehensions. Company should have the best policies and procedures in the workplace ensuring the employees’ well-being. Company should send a message stating its support for each employee’s emotional concerns to all the employees. Organisation should aware of the work pressures handled by the employees, percentage of absenteeism and employees’ illness. They should also review their present policies and systems and indentify the positives and negatives of the same so as to change the policies suitable to the organisation. They should implement mental health policy which shows the commitment of the employer of taking care of all the employees who work for the organisation. This will prove that organisation identifies and agrees to the importance of psychological issues of the employees. Companies should make sure that all the employees feel their importance in the organisation and accept them as a part of the organisation. This will also help to reduce the stress level of the employee. They should implement management training and development with regards to anxiety and depression in the workplace. Training should be provided to employees about anxiety and depression. They should learn to identify the symptoms of depression on their own.. This will indeed help the employee’s to know recognise their problem at ease and prevent the circumstances before getting poorer. Manager should also be trained about depression and anxiety so as to be aware about the behavioural changes in the depressed and anxious employees and provide them assistance when need. To decease the situations of depression and anxiety among the employees, quite a lot of researchers have shown that organisations that implement training approaches to the managers tend to avoid practicing the following; Setting unrealistic short task deadlines Giving multifaceted job tasks to the employees without decision making authority Giving repetitive and tedious jobs only to the employee who is capable to doing thing much more than it Deprived management practices where managers are not supportive to the employees and takes unfair decisions. Not giving recognition and not congratulating for good tasks achieved by the employees Organisation should focus on employee engagement; implement programmes like Employee Assistance Programme (EAP), Stress Management Programme. Role of Employers as supporters: Different people are affected by depression and anxiety in different ways. Some people who experience anxiety or depression would manage to handle the situation and would continue with their work. But some people would definitely need a break. In such situations, there should be someone in the organisation to support the employee to return back to the workplace and this is possible only by the employers. Employers are required to realise the basis of such type of psychological problems, prevention of such emotional problems, and the array and efficiency of different treatments related to such problems. Employees can improve their performance of the work with the correct extent of anxiety. But if employee’s level of anxiety goes beyond the right extent, then there are possibilities of interference of anxiety with the employees’ performance of the work and their efficiency level. Employers are required to be familiar with various levels of anxiety or depression to facilitate the employees’ with an atmosphere that brings out their most excellent performances. How to identify anxiety or depression in the workplace? Employers should be conscious of the symptoms of depression and anxiety in the workplace. They should also try to identify the changes in the behavioral aspects of their employees. Some of the symptoms are as follows ; Irreconcilable or decreased productivity, Absenteeism, unpunctuality, or often nonappearance in the job site, Increased mistakes, decreased work excellence, Postponement, failure to reach targets, Extraction from collaboration, teamwork, or unnecessary arguments with colleagues, Over perceptive, over-responsive feelings, Becoming too besieged to work, Showing less interest in the work, Decreased work performance or deliberation procedures, Problems in focusing or recalling work responsibilities, Exhaustion and diminished energy level, Lessened attention, and Impaired educational and professional achievement How employers should deal with depressed or anxious employees? Employers should follow the below steps to deal with depressed or anxious employees. They should try to get some knowledge in regards to anxiety and depression, so as to obtain some ideas on what type of emotional problems the employees are undergoing and in what way they can support them. If the employees hesitate to respond to the questions, the employers should lend a hand to them to bring out their fears by showing care and supporting them. This would help to decrease their level of anxiety. Once the feasible ideas are identified, they should have informal meetings with their employees; listen to their problems and determine how to help them and offer support and encourage to them completely. Employees’ feels that their experiences are sensible. If they feel that they are depressed due to particular work related problems, then the employers should try to listen to their views in a laissez-faire manner and take action aptly. If any employee is acts in a different way, then the employer as well as co-workers should keep in mind that this is an outcome of his/her ill health and understand that it is not their fault. While taking these steps, it is the responsibility of the employers to maintain confidentiality about the health issues of depressed employee from other employees. Employers should inform other staffs in case of any changes in the work allocations without letting down the privacy of depressed employee. This would reduce the possibility of tittle-tattle among the other employees. Employers should be in contact with the employees when they are absent to the work and they can also provide a chance to them to present their views on tasks that are likely to happen in the office, in spite of their absence. They should provide them assistance personally and practically. For example, take them out with other staffs after office hours, encouraging them in their work, advising them eat well, inviting them to have lunch together. Employers should try to make their employees to feel more comfortable in the workplace by inviting them as well in the meetings, work related societal events to support them for speedy recovery from depression and anxiety. All the above steps would help the employee to get rid of their depression and anxiety and concentrate on their work. This will also help the employee to increase their motivation level and self esteem. Moreover, these steps will also help the managers and the organisation to be successful by increase in productivity and company profits. Conclusion: Various finding proves that depression and anxiety has negative impacts on individual, as well as organizations. This impact continues to be raising concern in the economy. Most of the people who are suffering from depression are working without taking any breaks with the anxiety of being terminated. Some try to control their depression by the awareness. Either directly or indirectly, depression has been the reason for many death by high blood pressure, heart attacks etc. Most of the workers are suffering physically and emotionally in the workplace due to harmful workplace atmosphere. From this literature review it is proved that these situations can be managed by individuals or by the management or by the organisation to reduce the psychological illness of the employees. Changes should be done from the hierarchy level and hence it is essential for the managers to identify that they have moral responsibility and authority to protect the physical and mental health of their employees . If the organisations follow the strategies and approaches mentioned in this literature review that and prevent employee from the emotional problems, facilitate required treatment, then the company can increase the net gains in productivity. References 1. Canadian Mental Health Association. (2009). Coping with too much stress. Retrieved 2012, from http://cmhanl.ca/education/publications/cwtms/index.php. 2. Angela, S. (2010). Anxiety and Stress: How Poor Performance and Absenteeism Affect the Workplace. Florida, USA: Dissertation.com. 3. Akiskal, H. S. (2000). Mood disorders: clinical features. In B. J. Sadock, & V. A. Sadock, Comprehensive textbook of psychiatry (7 ed., Vol. 1, pp. 1338–1377). Philadelphia: Lippincott Williams & Wilkins. 4. Barlow, D. H., & Durand, M. V. (2005). Abnormal Psychology: An Integrative Approach. 5. Bender, A. (2009). Depression in the workplace: Recognition and response. Benefits Canada 33 , 41. 6. Bender, K., & Furman, R. (2003). The Social Problem of Depression: A Multi-theoretical Analysis. 30 Journal of Sociology and Social Welfare , 123 . 7. Blair, D. A. (1999). Employees Suffering from Bipolar Disorder or Clinical Depression: Fighting an Uphill Battle for Protection Under Title 1 of the Americans with Disabilities Act. 12 Seton Hall Law Review , 1347. 8. Clark, J. (2002). Stress: A management guide. London: Spiro Press. 9. Cox, A. A., Ness, K. M., & Carlson, R. F. (2010). International perspectives on depression in the workplace. Retrieved 2012, from http://counselingoutfitters.com/vistas/vistas10/Article_04.pdf. 10. Cox, A. N. (2008). Depression in the workplace. Retrieved from VISTAS 2008 Online: http://counselingoutfitters.com/vistas/vistas08/Cox.htm 11. Davison, G. C. (2008). Abnormal Psychology. Toronto: Veronica Visentin. 12. Eyers, K., & Parker, G. (2011). Tackling Depression At Work: A Practical Guide for Employees and Managers. New York: Routledge. 13. Frew, J. (2004). Motivating and leading dysfunctional employees. In J. C. Thomas, & M. Hersen (Eds.), Psychopathology in the workplace: Recognition and adaptation (pp. 293-311). New York: Brunner-Routledge. 14. Greenberg, P. E., Kessler, R. C., Birnbaum, H. G., Leong, S. A., Lowe, S. W., Berglund, P. A., et al. (2003). The economic burden of depression in the United States: How did it change between 1990 and 2000? Journal of Clinical Psychiatry, 64 , 1465-1475. 15. Healey, J. (2006). Anxiety and depression. Thirroul, N.S.W.: Spinney Press. 16. Hayes, J. (2011). Dealing with Anxiety and Depression in the Workplace. Retrieved 2012, from http://www.ibectraining.ie/IBEC/Training/IBECTAD.nsf /vPages/Information_Centr

History and Literature V.S. Science and Mathematics Essay

Nowadays, students have the rights to choose different subjects they would like to study at university. Some like science subjects can register to study science and mathematics; meanwhile, some will prefer to study about history and literature. Personally, I think that it is more important for every student to take part in history and literature class since these subjects will educate students about the past of history and give them rich sources of culture values. Most importantly, history is all records of the past about our country. Learning this subject, students will know about the historical development process of country, such as, when our country established, how our ancients had defended the enemy bravely. All of those like real evidences to tell us again about their sacrifices for the country’s independence and freedom for the next generations. Knowing thoroughly about history teaches us about the loyalty, and how great the deaths of the last generations are. Today, we do not have to go to battle to fight again the enemy, but it is very important to help country become powerful on the economic battle after long time our country underwent the severe war. If every student understands history of their country, they will recognize the importance of their roles in the common development process of country by studying well and become successful people in the future. That will be grateful awards for those who have commit themselves for country’s liberty in the past. Besides that, literature is also important to learn at university since it is the great cultural materials from the past to now. Unlike history teaches us historical stories, literature educates us about cultural values. Through great verses, or poses, we learn about the beauties around our life, our family, such as the motherhood, neighborhood, and couple love†¦. Whenever I read a nice verse about homeland, I feel very exciting and become loving my homeland more and more. All of them are really the vital â€Å"food† for our mental life which cannot obtain by simply studying equations or algorithms in mathematics. In conclusion, I think history and literature would be put in the curriculum in university since it is very necessary for all of us to know about history of country. Moreover, they also teach us valuable lessons about culture values in life which I sure that if our study is without literature; our culture must be very different and boring.

Juvenile Crime Statistics Paper Essay Example | Topics and Well Written Essays - 500 words

Juvenile Crime Statistics Paper - Essay Example This figure was significantly less than the one recorded in previous years. There was an increase in juvenile crimes in 2005, 2006, and 2007, which made the law enforcers fear that the nation would witness a severe crime wave. The crime data collected in 2008 indicated that violent crimes had declined and young adults were being involved in simple assaults and drug offenses. According to Puzzanchera, (2009), most juveniles were being arrested for commission of crimes such as larceny, simple and aggravated assault. Minor crimes that were committed by juveniles during 2008 were property crimes. In relation to this, the FBI assesses trends in property crimes by monitoring offences such as theft of motor vehicle, larceny and burglary. These crimes increased during 2007-2008. According to Puzzanchera (2009), the number of juvenile female who were involved in the commission of crimes increased in 2008. Law enforcers were able to arrest over 600,000 females who were below the age of 18. During this year, females were arrested for robbery, simple assault, larceny and disorderly conduct. Moreover, during 2008, more female juveniles were arrested for commission of larceny whereas there was a decline in the number of males committing larceny. Puzzanchera (2009) indicates that minorities were highly involved in the commission of the aforementioned crimes. In all cases in which juveniles were arrested for the commission of violent crimes, half of the crimes involved black youth, 1% involved youth of Asian origin, 47% involved white juveniles and 1% involved youth of American Indian origin. In the commission of property crimes, two thirds of the arrested juveniles were white, while the rest were blacks with an insignificant number of Asian and Indian youth. In general, youths of black origin where represented in all instances of juvenile arrests. In 2008,

Research paper Example | Topics and Well Written Essays - 2250 words - 2

Research Paper Example For instance, they offer prescription drugs for treating respiratory illness, HIV, hypertension and others. The parent company of Boehringer Ingelheim is C.H. Boehringer Sohn; in fact, they have affiliates such as Boehringer Ingelheim USA Corporation (Icon Group International, 2000). Nevertheless, this paper focuses on exploring compensation and benefit challenge faced by Boehringer Ingelheim Inc., and other recommendations for addressing this situation. Therefore, by achieving objectives in this research, the paper will make a substantial contribution to training literatures regarding compensation and benefit system. II. A Brief Historical View of the Organization Boehringer Ingelheim Company was established at Ingelheim am Rhein in 1885 by Albert Boehringer; In fact, during this period, this company had capacity to employ twenty-eight employees in Nieder-Ingelheim. Nevertheless, this company has grown over the years to become a multinational corporation, thereby supplying pharmaceu ticals to consumers from different countries around the world. Moreover, this company has a primary focus on various therapeutic areas such as respiratory, virological, metabolic, cardiovascular diseases, and other diseases that affect the central nervous system. In addition, the company has been actively involved in numerous research and development programs aimed at drugs and fine chemicals innovations. III. Assessment of Company’s Compensation and Benefit System Challenges In Boehringer Ingelheim Company, five years ago, their human resource system was decentralized. In this case, company’s human resource system was serving employees from different locations. Therefore, processes involved in offering human resource services to employees were disorganized because these human resource departments were managed by small groups of staff members. Besides, these groups were dedicated to oversee functions of human resource departments in Boehringer Ingelheim, and they could offer support to employees in this company, but they were not efficient. In fact, their inefficiency was caused by lack of required training and human resource tools, which were needed to improve their efficiency. Furthermore, this company experienced numerous errors within their compensation and benefit system, and inconsistency in the process of handling inquiries from their employees. Moreover, company management did not have a solution to these problems; in fact, they were undecided on whether to undertake strategies such as training or hiring more staff to solve these challenges (Icon Group International, 2000). The company management came up with an idea of seeking guidance from an expert in the field of human resource in order to facilitate positive transformation of company’s operations. In this case, the Watson Wyatt Company was chosen as partner experts due to their experience and in-depth knowledge in the field of h