Building a faith home for multiple generations. A look at what each generation - Civics, Boomers, Gen Xers and Millennials - wants from their faith experience. Citing research from Pew, the Univesrsity of Michigan and more. Presented Fall 2012.
Kenworth fue fundada en 1923 por los hermanos George y Louis Gerlinger para fabricar camiones robustos para el transporte de carga en el Noroeste de Estados Unidos. Comenzaron construyendo su propio camión, el Gersix, impulsado por un motor de seis cilindros en línea y carrocería de acero, ideales para el trabajo en la industria maderera. Actualmente Kenworth pertenece a Paccar y se especializa en la producción de camiones para el transporte de carga pesada.
Este documento proporciona especificaciones para la imagen institucional de una tienda, incluyendo detalles sobre la fachada exterior, marquesina, pintura de paredes, letreros de identificación, mostrador, colores interiores, piso, góndolas y estantería. Se describen los colores, materiales y medidas requeridos para cada elemento con el fin de mantener una apariencia uniforme y profesional.
El documento proporciona una introducción al software INSITE de Cummins, el cual se utiliza para diagnosticar, monitorear y realizar ajustes a motores con módulos de control electrónico (ECM). Explica las diferentes secciones del software como conexiones, seguridad, códigos de falla, monitor de datos, y características nuevas como unidades de medida personalizadas y reportes de combustible. También cubre temas de seguridad como contraseñas de ECM y niveles de acceso de usuario.
El documento provee una introducción a Seis Sigma y sus herramientas. Explica la historia y misión de Seis Sigma, sus niveles y componentes básicos. Luego describe varias herramientas de mejora de calidad como diagramas de flujo de procesos y diagramas de Pareto. Compara la calidad tradicional con Seis Sigma y provee un ejemplo de aplicación relacionado con ventas.
El Six Sigma es una filosofía, metodología y métrica de calidad que busca reducir la variación y mejorar la calidad mediante el uso de herramientas estadísticas. Mide la desviación de un proceso de la perfección en términos de defectos por millón de oportunidades. Motorola desarrolló originalmente Six Sigma y empresas como GE lo han implementado exitosamente para ahorrar billones de dólares al año.
Presented at FPRA's Annual Conference (Aug 2013), this presentation to PR pros shared the understanding of who the generations are, what motivates them, and how to market them and work together.
The document discusses generational diversity and how different generations have unique experiences, values, and perspectives that impact how they engage with the church. It profiles 6 generations - the G.I. Generation, Silent Generation, Baby Boomers, Generation X, Millennials, and Homelanders. Each generation is characterized by the historical events they experienced during their formative years and how they view work, family, and community involvement differently based on those experiences. Understanding these generational differences is important for churches to effectively minister to people of all ages.
This document discusses generational differences in the workplace. It outlines characteristics of Traditionalists, Baby Boomers, Generation X, and Millennials regarding their perspectives on work, communication styles, views of authority, and other factors. Research studies discussed found that while Gen X values teamwork, they also see value in supporting personal goals alongside group goals. The document advocates for a collaborative work environment that offers opportunities for skill development and rewards effort rather than tenure or position.
Kenworth fue fundada en 1923 por los hermanos George y Louis Gerlinger para fabricar camiones robustos para el transporte de carga en el Noroeste de Estados Unidos. Comenzaron construyendo su propio camión, el Gersix, impulsado por un motor de seis cilindros en línea y carrocería de acero, ideales para el trabajo en la industria maderera. Actualmente Kenworth pertenece a Paccar y se especializa en la producción de camiones para el transporte de carga pesada.
Este documento proporciona especificaciones para la imagen institucional de una tienda, incluyendo detalles sobre la fachada exterior, marquesina, pintura de paredes, letreros de identificación, mostrador, colores interiores, piso, góndolas y estantería. Se describen los colores, materiales y medidas requeridos para cada elemento con el fin de mantener una apariencia uniforme y profesional.
El documento proporciona una introducción al software INSITE de Cummins, el cual se utiliza para diagnosticar, monitorear y realizar ajustes a motores con módulos de control electrónico (ECM). Explica las diferentes secciones del software como conexiones, seguridad, códigos de falla, monitor de datos, y características nuevas como unidades de medida personalizadas y reportes de combustible. También cubre temas de seguridad como contraseñas de ECM y niveles de acceso de usuario.
El documento provee una introducción a Seis Sigma y sus herramientas. Explica la historia y misión de Seis Sigma, sus niveles y componentes básicos. Luego describe varias herramientas de mejora de calidad como diagramas de flujo de procesos y diagramas de Pareto. Compara la calidad tradicional con Seis Sigma y provee un ejemplo de aplicación relacionado con ventas.
El Six Sigma es una filosofía, metodología y métrica de calidad que busca reducir la variación y mejorar la calidad mediante el uso de herramientas estadísticas. Mide la desviación de un proceso de la perfección en términos de defectos por millón de oportunidades. Motorola desarrolló originalmente Six Sigma y empresas como GE lo han implementado exitosamente para ahorrar billones de dólares al año.
Presented at FPRA's Annual Conference (Aug 2013), this presentation to PR pros shared the understanding of who the generations are, what motivates them, and how to market them and work together.
The document discusses generational diversity and how different generations have unique experiences, values, and perspectives that impact how they engage with the church. It profiles 6 generations - the G.I. Generation, Silent Generation, Baby Boomers, Generation X, Millennials, and Homelanders. Each generation is characterized by the historical events they experienced during their formative years and how they view work, family, and community involvement differently based on those experiences. Understanding these generational differences is important for churches to effectively minister to people of all ages.
This document discusses generational differences in the workplace. It outlines characteristics of Traditionalists, Baby Boomers, Generation X, and Millennials regarding their perspectives on work, communication styles, views of authority, and other factors. Research studies discussed found that while Gen X values teamwork, they also see value in supporting personal goals alongside group goals. The document advocates for a collaborative work environment that offers opportunities for skill development and rewards effort rather than tenure or position.
An extended presentation on generational diversity at work (also called multi-generational work teams). The goals were to provide an understanding of the generations with special emphasis on their work paths and styles. The four generations include Civics (also called Traditionalists, The Greatest Generation), Baby Boomers, Generation X (Gen Xers) and Millennial (also called Gen Y, Generation Next).
The document discusses generational differences in communication styles. It outlines characteristics of 4 generations: Traditionalists, Baby Boomers, Generation X, and Generation Y. Each generation has differing values, communication preferences, and views on topics like family, money, technology, and work-life balance. Bridging communication gaps requires understanding generational differences and finding common ground.
The document discusses generational differences and how organizations can better understand and market to different generations. It defines four main generations - Silent Generation, Baby Boomers, Generation X, and Generation Y. For each generation, it provides key events, values, technology focus, beliefs and memorabilia. It also discusses how organizations can adapt to generational trends in areas like technology, diversity, and work-life balance.
Faith Ringgold is an American artist known for her story quilts that combine painting, fabric, and African American themes. She was heavily influenced by Buddhist Thankgas, which are embroidered silk panel paintings. The document discusses a potential class project where students would each create a digital panel on a chosen theme that would then be combined into a printed story quilt, similar to Ringgold's works.
The document summarizes the key generational differences between Veterans/Traditionalists, Baby Boomers, Generation X, and Generation Y in the workplace. It outlines their defining life experiences, core values, potential strengths and weaknesses. Veterans value loyalty and respect authority. Baby Boomers are driven and team-oriented but can be judgmental. Generation X is self-reliant and technologically savvy but impatient. Generation Y is the most diverse generation, seeks work-life balance, and expects frequent feedback. Managing different generations effectively requires understanding their varying perspectives and motivations.
This document provides an overview of Generation X, those born between 1966-1981. It discusses how Gen X grew up during a time of societal upheaval and lacked clear role models. As they came of age, Gen X developed an anti-authoritarian identity and ethos. Though often overlooked between the larger Baby Boomer and Millennial generations, Gen X has come to wield influence through leadership positions and pioneering new industries. The document examines Gen X's financial situation, career paths, cultural impact, and relationship to technology as they approach age 50.
The document discusses building a culture of heart through education and leadership. It promotes three pillars: 1) interfaith cooperation, 2) strengthening families, and 3) service. It emphasizes cultivating heart, character, and contributing to society through education. Good leadership requires both moral qualities and practical skills. A culture of heart is based on principles like integrity, service, trust and respect. Universal religious education can help develop conscience to guide freedom with responsibility.
Values are abstract concepts that represent what a culture considers good, desirable, and proper. They serve as standards for assessing behaviors and attitudes. The document discusses values from the perspectives of various sociologists and anthropologists. It provides examples of values that have been identified as important in Filipino culture, such as close family ties, respect for elders, economic upliftment, patience, freedom, social justice, truth, dignity, and shared identity. Interpersonal relationships and concepts like utang na loob, hiya, and bahala na are also described as reflecting Filipino values.
Loyalty In Relationships Essay Samples - 962 Words - NerdySeal. Building Lasting Customer Loyalty Essay Example | Topics and Well .... Definition essay about loyalty. Brand Loyalty Defined by Professor Peter Doyle Essay Example | Topics .... CUSTOMER LOYALTY - TIS Essay 1. Loyalty Essay Outline by Boris McLaughlin. Customer loyalty in Business Essay Example | Topics and Well Written .... Essay On Loyalty. School essay: Loyalty essay.
How many demigods can a world endure before it collapses from a lack of empathy and compassion and why is the attention hunger and a quality of coexistence are at odds.
A docu-movie on Netflix entitled "The American Meme" is the occasion for writing a reflection or with a more pretentious word, essay.
Cultural competency in the workplace, jocelyn boudreau, texas hiv std conferenceJocelyn Boudreau
This document discusses cultural competency in the workplace and the importance of understanding differences between generations. It notes that four generations are currently working together, with different life experiences and perspectives shaped by historical events. To be culturally competent, one must develop awareness, knowledge, empathy, and acceptance of others, as well as the ability to interact effectively across cultural differences. This involves shifting one's perspective to consider others' preferences rather than assuming similarities. Strategies include learning about others' cultures, building on strengths, and pursuing different viewpoints.
The document outlines six paths to peace: 1) Living with compassion and justice to address issues like wealth inequality and injustice. 2) Dismantling the culture of war by reducing violence in media, toys and entertainment. 3) Building cultural respect, reconciliation and solidarity to overcome biases and social exclusion. 4) Promoting human rights and responsibilities to protect vulnerable groups. 5) Living in harmony with the earth through more sustainable lifestyles. 6) Nurturing inner peace to reduce alienation and find meaning beyond materialism.
The document outlines six paths to peace: 1) Living with compassion and justice to address issues like wealth inequality and injustice. 2) Dismantling the culture of war by reducing violence in media, toys and entertainment. 3) Building cultural respect, reconciliation and solidarity to overcome biases and social exclusion. 4) Promoting human rights and responsibilities to protect vulnerable groups. 5) Living in harmony with the earth through more sustainable lifestyles. 6) Nurturing inner peace to address issues like alienation and find deeper spirituality.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
The document summarizes a speech given by John Powell on race, place, and access to opportunity. Powell discusses how structures and policies can interact to create and perpetuate racial disparities, even without racist actors. He argues that opportunity is unevenly distributed based on race due to a history of discriminatory policies across domains like housing, education, and transportation. Changing implicit biases and aligning values and structures are important for promoting equitable access to opportunities for all.
The document discusses the need to change how we talk about, think about, and act on issues of race. It notes that implicit or unconscious biases related to race are difficult to address when discussing race openly. The author advocates reframing discussions around shared values like unity, fairness and opportunity to create an empathetic space. He also argues that transformative change requires understanding how language shapes perceptions of race and how framing impacts racial thinking on both explicit and implicit levels. By linking individual fates instead of separating them along racial lines, progress can be made.
This document discusses generational trends in the United States population from 1900 to 2050. It notes that the population is growing older as life expectancy increases, and the proportion of children and youth is declining while the proportion of seniors is increasing rapidly. Specific generations discussed include Baby Boomers, Generation X, and Millennials. For each generation, key traits, values, and strategies for marketing and employment are outlined. The document emphasizes the importance of understanding new generations in order to stay current and avoid potential perils.
Presentation 1: The Generations Presentation 1 introductionClicked
This presentation provides an overview of generational perspectives and marketing. It discusses that generations are defined by their shared experiences of key historical events during formative years. Generations last 15-20 years and have common beliefs, behaviors, and identities. The theory proposes that generations repeat in archetypes such as Prophets, Nomads, Heroes, and Artists. A generation's leadership shapes national mood in cycles of consensus building and crisis. The presentation will focus on understanding the Boomer, Generation X, and Millennial generations.
Ten consumer trends relevant to marketing and communication pros along with five key actions to take, this presentation is grounded in research and insights from established and credible sources. Sharing examples of each consumer trend, the presentation includes a limited number of technologies and tools that enable those trends and alter the consumer's behavior. From the accelerated curve of consumer expectations to demanding status updates, from virtual reality to artificial intelligence, trends are introduced to the audience in an easy-to-understand style.
Sources include: Springwise, PSFK, Accenture Digital, Trendwatching, MIT Media Lab, Georgia Tech Research Institute, and more.
The document contains statistics about volunteering rates in the US and Georgia. It also includes data on employee engagement and the benefits of corporate citizenship programs over 4 years. Generational differences in volunteering and work preferences are outlined. The document concludes with information on how volunteers find organizations and contact information.
An extended presentation on generational diversity at work (also called multi-generational work teams). The goals were to provide an understanding of the generations with special emphasis on their work paths and styles. The four generations include Civics (also called Traditionalists, The Greatest Generation), Baby Boomers, Generation X (Gen Xers) and Millennial (also called Gen Y, Generation Next).
The document discusses generational differences in communication styles. It outlines characteristics of 4 generations: Traditionalists, Baby Boomers, Generation X, and Generation Y. Each generation has differing values, communication preferences, and views on topics like family, money, technology, and work-life balance. Bridging communication gaps requires understanding generational differences and finding common ground.
The document discusses generational differences and how organizations can better understand and market to different generations. It defines four main generations - Silent Generation, Baby Boomers, Generation X, and Generation Y. For each generation, it provides key events, values, technology focus, beliefs and memorabilia. It also discusses how organizations can adapt to generational trends in areas like technology, diversity, and work-life balance.
Faith Ringgold is an American artist known for her story quilts that combine painting, fabric, and African American themes. She was heavily influenced by Buddhist Thankgas, which are embroidered silk panel paintings. The document discusses a potential class project where students would each create a digital panel on a chosen theme that would then be combined into a printed story quilt, similar to Ringgold's works.
The document summarizes the key generational differences between Veterans/Traditionalists, Baby Boomers, Generation X, and Generation Y in the workplace. It outlines their defining life experiences, core values, potential strengths and weaknesses. Veterans value loyalty and respect authority. Baby Boomers are driven and team-oriented but can be judgmental. Generation X is self-reliant and technologically savvy but impatient. Generation Y is the most diverse generation, seeks work-life balance, and expects frequent feedback. Managing different generations effectively requires understanding their varying perspectives and motivations.
This document provides an overview of Generation X, those born between 1966-1981. It discusses how Gen X grew up during a time of societal upheaval and lacked clear role models. As they came of age, Gen X developed an anti-authoritarian identity and ethos. Though often overlooked between the larger Baby Boomer and Millennial generations, Gen X has come to wield influence through leadership positions and pioneering new industries. The document examines Gen X's financial situation, career paths, cultural impact, and relationship to technology as they approach age 50.
The document discusses building a culture of heart through education and leadership. It promotes three pillars: 1) interfaith cooperation, 2) strengthening families, and 3) service. It emphasizes cultivating heart, character, and contributing to society through education. Good leadership requires both moral qualities and practical skills. A culture of heart is based on principles like integrity, service, trust and respect. Universal religious education can help develop conscience to guide freedom with responsibility.
Values are abstract concepts that represent what a culture considers good, desirable, and proper. They serve as standards for assessing behaviors and attitudes. The document discusses values from the perspectives of various sociologists and anthropologists. It provides examples of values that have been identified as important in Filipino culture, such as close family ties, respect for elders, economic upliftment, patience, freedom, social justice, truth, dignity, and shared identity. Interpersonal relationships and concepts like utang na loob, hiya, and bahala na are also described as reflecting Filipino values.
Loyalty In Relationships Essay Samples - 962 Words - NerdySeal. Building Lasting Customer Loyalty Essay Example | Topics and Well .... Definition essay about loyalty. Brand Loyalty Defined by Professor Peter Doyle Essay Example | Topics .... CUSTOMER LOYALTY - TIS Essay 1. Loyalty Essay Outline by Boris McLaughlin. Customer loyalty in Business Essay Example | Topics and Well Written .... Essay On Loyalty. School essay: Loyalty essay.
How many demigods can a world endure before it collapses from a lack of empathy and compassion and why is the attention hunger and a quality of coexistence are at odds.
A docu-movie on Netflix entitled "The American Meme" is the occasion for writing a reflection or with a more pretentious word, essay.
Cultural competency in the workplace, jocelyn boudreau, texas hiv std conferenceJocelyn Boudreau
This document discusses cultural competency in the workplace and the importance of understanding differences between generations. It notes that four generations are currently working together, with different life experiences and perspectives shaped by historical events. To be culturally competent, one must develop awareness, knowledge, empathy, and acceptance of others, as well as the ability to interact effectively across cultural differences. This involves shifting one's perspective to consider others' preferences rather than assuming similarities. Strategies include learning about others' cultures, building on strengths, and pursuing different viewpoints.
The document outlines six paths to peace: 1) Living with compassion and justice to address issues like wealth inequality and injustice. 2) Dismantling the culture of war by reducing violence in media, toys and entertainment. 3) Building cultural respect, reconciliation and solidarity to overcome biases and social exclusion. 4) Promoting human rights and responsibilities to protect vulnerable groups. 5) Living in harmony with the earth through more sustainable lifestyles. 6) Nurturing inner peace to reduce alienation and find meaning beyond materialism.
The document outlines six paths to peace: 1) Living with compassion and justice to address issues like wealth inequality and injustice. 2) Dismantling the culture of war by reducing violence in media, toys and entertainment. 3) Building cultural respect, reconciliation and solidarity to overcome biases and social exclusion. 4) Promoting human rights and responsibilities to protect vulnerable groups. 5) Living in harmony with the earth through more sustainable lifestyles. 6) Nurturing inner peace to address issues like alienation and find deeper spirituality.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
The document summarizes a speech given by John Powell on race, place, and access to opportunity. Powell discusses how structures and policies can interact to create and perpetuate racial disparities, even without racist actors. He argues that opportunity is unevenly distributed based on race due to a history of discriminatory policies across domains like housing, education, and transportation. Changing implicit biases and aligning values and structures are important for promoting equitable access to opportunities for all.
The document discusses the need to change how we talk about, think about, and act on issues of race. It notes that implicit or unconscious biases related to race are difficult to address when discussing race openly. The author advocates reframing discussions around shared values like unity, fairness and opportunity to create an empathetic space. He also argues that transformative change requires understanding how language shapes perceptions of race and how framing impacts racial thinking on both explicit and implicit levels. By linking individual fates instead of separating them along racial lines, progress can be made.
This document discusses generational trends in the United States population from 1900 to 2050. It notes that the population is growing older as life expectancy increases, and the proportion of children and youth is declining while the proportion of seniors is increasing rapidly. Specific generations discussed include Baby Boomers, Generation X, and Millennials. For each generation, key traits, values, and strategies for marketing and employment are outlined. The document emphasizes the importance of understanding new generations in order to stay current and avoid potential perils.
Presentation 1: The Generations Presentation 1 introductionClicked
This presentation provides an overview of generational perspectives and marketing. It discusses that generations are defined by their shared experiences of key historical events during formative years. Generations last 15-20 years and have common beliefs, behaviors, and identities. The theory proposes that generations repeat in archetypes such as Prophets, Nomads, Heroes, and Artists. A generation's leadership shapes national mood in cycles of consensus building and crisis. The presentation will focus on understanding the Boomer, Generation X, and Millennial generations.
Ten consumer trends relevant to marketing and communication pros along with five key actions to take, this presentation is grounded in research and insights from established and credible sources. Sharing examples of each consumer trend, the presentation includes a limited number of technologies and tools that enable those trends and alter the consumer's behavior. From the accelerated curve of consumer expectations to demanding status updates, from virtual reality to artificial intelligence, trends are introduced to the audience in an easy-to-understand style.
Sources include: Springwise, PSFK, Accenture Digital, Trendwatching, MIT Media Lab, Georgia Tech Research Institute, and more.
The document contains statistics about volunteering rates in the US and Georgia. It also includes data on employee engagement and the benefits of corporate citizenship programs over 4 years. Generational differences in volunteering and work preferences are outlined. The document concludes with information on how volunteers find organizations and contact information.
Emerging trends, tools, technologies that are influencing our behaviors and influencing how we market brands. With information and data from multiple sources, the trends offer a topline review of 9 1/2 trends emerging now.
This document provides guidance on developing a PR-driven content strategy. It emphasizes creating useful content focused on what audiences want to discuss. Content should be mapped to specific destinations or landing pages and the impact should be measured. Different types of content like visual, video, audio or text are best suited to different topics. Content should be shared across multiple social networks at optimal times. An effective strategy involves setting goals, planning with marketing, knowing destinations, mapping all content pieces, and measuring key metrics.
This document provides information about different generations including Civics, Baby Boomers, Gen X, and Millennials. For each generation, it gives demographic details like current age ranges and numbers, as well as psychographic insights into their outlook, work ethic, attitudes towards authority, and differences. The document emphasizes going beyond numbers to understand audiences at a personal level in order to have a competitive advantage when targeting them.
A Talk for the Ages - Shifts and Trends in Audiences, Content, Channels and T...Jenny-Rebecca Schmitt
A rapid review of the key shifts that communicators in marketing and PR need to understand and apply. Key shifts in audiences, content, channels (including mobile and social media), and timing. Key insights include psychographics along with best times to post on Facebook, Twitter, LinkedIn, Pinterest, Tumblr, Google+ and more.
Presented to PRSA Alabama, January 2014.
Presented at FPRA's Annual Conference (Aug 2013) this presentation highlights 5 key consumer trends with examples and adds another 7 to consider. Created to help PR pros better understand consumer behaviors, the slides present research-based data along with examples.
Millennials: Creating Stories that Reach and Resonate with this GenerationJenny-Rebecca Schmitt
The document discusses characteristics and behaviors of millennials (born between 1980-2000). It notes that millennials are the most diverse, educated, and medicated generation. They are heavily connected through technology and social media, with over 90% using the internet and over half having Twitter accounts. However, technology also brings challenges like blurred work-life boundaries and fear of missing out. Millennials exhibit slashitude by having multiple jobs and careers over time. They seek structure, guidance and opportunity in the workplace. The document also provides examples of new companies and technologies embraced by millennials.
Online reputation management, advanced social media session presented at Digital Summit 2013. Geared to marketers to move beyond the basics of social, digital monitoring and elevate the ability to build and enhance an online reputation - and understand how social snafus can happen to us all.
The top trends emerging in consumer behavior based on tools and technologies we use today. Supported by research from multiple companies, this brief presentation offers an introduction to help companies understand and move ahead of the trend. Presented at Internet Summit, Fall 2012.
Presented to grantees of the Governor's office (Spring 2013), this three-hour training helped attendees navigate the intersection of marketing, social media and fundraising.
Presented March 2013 at the Council of Volunteer Administrator's Annual Conference, the deck provides the fundamentals to marketing that makes a difference - right from the start.
Sanatan Vastu | Experience Great Living | Vastu ExpertSanatan Vastu
Santan Vastu Provides Vedic astrology courses & Vastu remedies, If you are searching Vastu for home, Vastu for kitchen, Vastu for house, Vastu for Office & Factory. Best Vastu in Bahadurgarh. Best Vastu in Delhi NCR
The Book of Ruth is included in the third division, or the Writings, of the Hebrew Bible. In most Christian canons it is treated as one of the historical books and placed between Judges and 1 Samuel.
Why is this So? ~ Do Seek to KNOW (English & Chinese).pptxOH TEIK BIN
A PowerPoint Presentation based on the Dhamma teaching of Kamma-Vipaka (Intentional Actions-Ripening Effects).
A Presentation for developing morality, concentration and wisdom and to spur us to practice the Dhamma diligently.
The texts are in English and Chinese.
The Enchantment and Shadows_ Unveiling the Mysteries of Magic and Black Magic...Phoenix O
This manual will guide you through basic skills and tasks to help you get started with various aspects of Magic. Each section is designed to be easy to follow, with step-by-step instructions.
The Hope of Salvation - Jude 1:24-25 - MessageCole Hartman
Jude gives us hope at the end of a dark letter. In a dark world like today, we need the light of Christ to shine brighter and brighter. Jude shows us where to fix our focus so we can be filled with God's goodness and glory. Join us to explore this incredible passage.
A Free eBook ~ Valuable LIFE Lessons to Learn ( 5 Sets of Presentations)...OH TEIK BIN
A free eBook comprising 5 sets of PowerPoint presentations of meaningful stories /Inspirational pieces that teach important Dhamma/Life lessons. For reflection and practice to develop the mind to grow in love, compassion and wisdom. The texts are in English and Chinese.
My other free eBooks can be obtained from the following Links:
https://www.slideshare.net/ohteikbin/presentations
https://www.slideshare.net/ohteikbin/documents
A375 Example Taste the taste of the Lord, the taste of the Lord The taste of...franktsao4
It seems that current missionary work requires spending a lot of money, preparing a lot of materials, and traveling to far away places, so that it feels like missionary work. But what was the result they brought back? It's just a lot of photos of activities, fun eating, drinking and some playing games. And then we have to do the same thing next year, never ending. The church once mentioned that a certain missionary would go to the field where she used to work before the end of his life. It seemed that if she had not gone, no one would be willing to go. The reason why these missionary work is so difficult is that no one obeys God’s words, and the Bible is not the main content during missionary work, because in the eyes of those who do not obey God’s words, the Bible is just words and cannot be connected with life, so Reading out God's words is boring because it doesn't have any life experience, so it cannot be connected with human life. I will give a few examples in the hope that this situation can be changed. A375
The forces involved in this witchcraft spell will re-establish the loving bond between you and help to build a strong, loving relationship from which to start anew. Despite any previous hardships or problems, the spell work will re-establish the strong bonds of friendship and love upon which the marriage and relationship originated. Have faith, these stop divorce and stop separation spells are extremely powerful and will reconnect you and your partner in a strong and harmonious relationship.
My ritual will not only stop separation and divorce, but rebuild a strong bond between you and your partner that is based on truth, honesty, and unconditional love. For an even stronger effect, you may want to consider using the Eternal Love Bond spell to ensure your relationship and love will last through all tests of time. If you have not yet determined if your partner is considering separation or divorce, but are aware of rifts in the relationship, try the Love Spells to remove problems in a relationship or marriage. Keep in mind that all my love spells are 100% customized and that you'll only need 1 spell to address all problems/wishes.
Save your marriage from divorce & make your relationship stronger using anti divorce spells to make him or her fall back in love with you. End your marriage if you are no longer in love with your husband or wife. Permanently end your marriage using divorce spells that work fast. Protect your marriage from divorce using love spells to boost commitment, love & bind your hearts together for a stronger marriage that will last. Get your ex lover who has remarried using divorce spells to break up a couple & make your ex lost lover come back to you permanently.
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15. 67 +
traditional
masters of the
american dream
3
is the world’s
rd
the greatest generation
largest economy
born prior to 1945
16. civics
american dream that is
dating
is the world’s marriage
children
traditional family roles
17. civics
faith home
traditional
stable affirming
respectful
18. Civics Boomers Gen X Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven Balanced Determined
Authority Respectful Love/hate Unimpressed Polite
Pulling
Lead by Hierarchy Consensus Competence
Together
Relationship Personal Personal Reluctant to
Inclusive
s Sacrifice Gratification Commit
Political
Turnoffs Vulgarity Incorrectnes Hype, cliché Waiting
s
Personal
Provide Stability Feedback Structure
Challenge
18
21. 48- 75 million
66
broke with all
forms of tradition
is the world’s
the rule breakers
largest economy
(who love the rules)
born 1946-1964
22. boomers
american dream that is
dating
live together (maybe)
is the world’s
marriage (multiple)
children (maybe)
nontraditional roles
23. boomers
faith home
inclusive
open permissive
recognized
24. Civics Boomers Gen X Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven Balanced Determined
Authority Respectful Love/hate Unimpressed Polite
Pulling
Lead by Hierarchy Consensus Competence
Together
Relationship Personal Personal Reluctant to
Inclusive
s Sacrifice Gratification Commit
Political
Turnoffs Vulgarity Incorrectnes Hype, cliché Waiting
s
Personal
Provide Stability Feedback Structure
Challenge
24
27. 33- <40 million
47
smallest
most ignored
is the world’s most misunderstood
the forgotten generation
largest economy
born 1965-1980
28. xers create
their that is
american dream
dating
is the world’s live together (maybe)
marriage (multiple)
children (later)
nontraditional roles
29. xers
faith home
welcoming
haven
personal
no initial commitment
30. Civics Boomers Gen X Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven Balanced Determined
Authority Respectful Love/hate Unimpressed Polite
Pulling
Lead by Hierarchy Consensus Competence
Together
Relationship Personal Personal Reluctant to
Inclusive
s Sacrifice Gratification Commit
Political
Turnoffs Vulgarity Incorrectnes Hype/Cliché Waiting
s
Personal
Provide Stability Feedback Structure
Challenge
30
33. 12- 100 million
32
most diverse
most educated
is the world’s most medicated
and most cared for
traditionallargest economy
with a modern
twist
born 1981-2000
34. millennials
create that is
their
american dream
hanging out
live together (maybe)
is the world’s
children
marriage
nontraditional roles
35. millennials
faith home
traditional
meaningful
truth
group oriented
digitally available
36. Civics Boomers Gen X Millennials
Outlook Practical Optimistic Skeptical Hopeful
Work Ethic Dedicated Driven Balanced Determined
Authority Respectful Love/hate Unimpressed Polite
Pulling
Lead by Hierarchy Consensus Competence
Together
Relationship Personal Personal Reluctant to
Inclusive
s Sacrifice Gratification Commit
Political
Turnoffs Vulgarity Incorrectnes Hype, cliché Waiting
s
Personal
Provide Stability Feedback Structure
Challenge
36
37. build it
how you an intergenerational
faith home
37