The Personality of the Holy Spirit Research Paper

The Personality of the Holy Spirit - Research Paper Example The Holy Spirit has a Will    B. The Holy Spirit has a Mind C. The Holy Spirit has Emotions      IV.  The Holy Spirits Work in the Individual Believer (3 pages)      A. The Holy Spirit’s Work at Creation (ruah) B. The Holy Spirit’s Work at Salvation (Regeneration)    B. The Holy Spirit as parakletos      V.  The Holy Spirit and the Church (3 pages)    A.  Power to Witness    B.  Agent of Unity      VI.  Conclusion: (1 page) INTRODUCTION â€Å"An understanding of the ministry of the Holy Spirit is basic to Christian living†¦who He is, is foundational to what He does, and a knowledge of both His person and work is basic to Christian devotion and living.†1 It is not surprising therefore that the subject of the personality of the Holy Spirit remains one of the most controversial issues in Christian academic circles. The topic comes with varying views and opinions on who the Holy Spirit is and what the Holy Spirit stands for. Rig ht from the beginning of reading scriptures, the Christian is given an idea about the fact that the Holy Spirit is very instrumental in the personality of humankind2. For instance in the book of Genesis, the presence of a third person, whom most scholars argue to be the Holy Spirit is consulted when God says â€Å"let us make man in Our image†. ... In the early openings of the New Testament, Jesus Christ also gives an indication on what the actual personality of the Holy Spirit is. For example, there was the kind of divine relationship that exists between the Father and the Holy Spirit was exhibited when at the baptism of Jesus Christ, the Holy Spirit manifested its presence in the form of a dove after the Father spoke from heaven4. In Ephesians 4:4-6, we read 4 There is one body and one Spirit, just as you were called to one hope when you were called; 5 one Lord, one faith, one baptism; 6 one God and Father of all, who is over all and through all and in all.5 The Bible affirms the Holy Spirit as a fully divine, volitional and personal being whose works and attributes bear witness to the same. This thesis sets the pace for this paper, which seeks to confirm the assertion that â€Å"In dealing with the Spirit we are dealing with none other than the personal presence of God.†6 THE DIETY OF THE HOLY SPIRIT The Holy Spirit i s God Who is the Holy Spirit? The Holy Spirit is God, third member of the Trinity, equal with the Father and Son. â€Å"In Christian theology, the term trinity means that there are three eternal distinctions in the one divine essence, known respectively as Father, Son and Holy Spirit.†7 Although the Doctrine of the Trinity has long divided theologians, scholars, pastors, teachers and even laity in the ancient and modern church, the first general council of the church affirmed and clarified the position and Deity of the Holy Spirit in relationship to the other two members, God the Father and God the Son. The most difficult and far-reaching issue the Council at Nicea (325 A.D.) addressed was the attack on the Trinity by a small group known as Arians led by a Presbyter from

Motivation Concept Analysis Essay Example | Topics and Well Written Essays - 1000 words

Motivation Concept Analysis - Essay Example Hull states to have observed repeatedly that rats and monkeys perform all kinds of activities that are not drive reducing in nature. Such behaviors tend to have a self-reinforcing effect, caused, for example, by a drive to explore. "Hull produced an algebraic theory of behavior that permitted quantitative predictions about the persistence, vigor and selectivity of action. Hull's theory postulates that behavior is a response to habit and the motivational factor drive. Habits are the product of reinforcement" (Banks and Miller 1997, p. 56). The situations chosen for analysis are high spoilage rates in production and lack of (poor) interpersonal communication between employees. This theory would not be applicable to high spoilage rates in production because it does not take into account external drivers and satisfaction. Work satisfaction would be caused by factors quite different from those leading to job dissatisfaction. Satisfaction results, according to the theory, when a person performs well, carries some responsibility, earns promotion, and receives recognition. Consequently, she or he will experience opportunities for growth. These aspects of the work content are called motivators or intrinsic factors. A neutral or indifferent attitude occurs when one or more intrinsic factors are not more than partly fulfilled or even absent. Dissatisfaction on the other hand is caused by aspects of the work context, such as physical work conditions, social relations, and company policies. When these are not fulfilled, the person gets the experience of being blocked in his/her growth opportunities. Again a neutral or indifferent attitude develops when these factors are adequately present. It is difficult to predict 'persistence, vigor and selectivity of action' among factory workers if they dissatisfied with insensitive schemes and management support (Banks and Miller, 1997). Outcomes actually received provide them with more or less satisfaction, depending among other things on the effort they had to exert and the extent to which outcomes received coincide with what they aspired. This result--the relation between outcomes received and the degree of satisfaction--is fed back to both motive and behavior. High spoilage rates can be caused by low level of skills and knowledge, low level of professionalism and inadequate. A person can be motivated but he/she can feel dissatisfaction caused by lack of skills and training. At the workplace, many activities are not aimed at drive reduction or at achieving homeostasis (Frey and Osterloh, 2001). Hull's theory is not applicable to poor interpersonal communication between employees. Hull admits that motivation stemmed from physiological need deprivation which "drove" organisms to engage in random activity until, by chance, the need is satisfied and the drive is thus reduced. On subsequent occasions, cues in the situation would be recalled so that organisms would take suitable action rather than engage in random trial and error. The difficulty with this theory is that not all motivation stems from physiological needs (e.g., curiosity, self-efficacy). Second, not all need deprivation leads to an increase in drive. Third, partial need satisfaction sometimes leads to increased drive. Finally, organisms, including people, often are