The Practice of Loving Kindness or Metta Defined

The Practice of Loving Kindness or Metta Defined Loving kindness is defined in English dictionaries as a feeling of benevolent affection. But in Buddhism, loving kindness (in Pali, Metta; in Sanskrit, Maitri) is thought of as a mental state or attitude, cultivated and maintained by practice. This cultivation of loving kindness is an essential part of Buddhism. The Theravadin scholar Acharya Buddharakkhita said of Metta, The Pali word metta is a multi-significant term meaning loving-kindness, friendliness, goodwill, benevolence, fellowship, amity, concord, inoffensiveness and non-violence. The Pali commentators define metta as the strong wish for the welfare and happiness of others (parahita-parasukha-kamana). ... True metta is devoid of self-interest. It evokes within a warm-hearted feeling of fellowship, sympathy and love, which grows boundless with practice and overcomes all social, religious, racial, political and economic barriers. Metta is indeed a universal, unselfish and all-embracing love. Metta often is paired with Karuna, compassion. They are not exactly the same, although the difference is subtle. The classic explanation is that Metta is a wish for all beings to be happy, and Karuna is a wish for all beings to be free from suffering. Wish is probably not the right word, though, because wishing seems passive. It might be more accurate to say directing ones attention or concern to the happiness or suffering of others. Developing loving kindness is essential to doing away with the self-clinging that binds us to suffering (dukkha). Metta is the antidote to selfishness, anger, and fear. Dont Be Nice One of the biggest misunderstandings people have about Buddhists is that Buddhists are always supposed to be nice. But, usually, niceness is only a social convention. Being nice often is about self-preservation and maintaining a sense of belonging in a group. We are nice because we want people to like us, or at least not get angry with us. Theres nothing wrong with being nice, most of the time, but its not the same thing as loving kindness. Remember, Metta is concerned with the genuine happiness of others. Sometimes when people are behaving badly, the last thing they need for their own happiness is someone politely enabling their destructive behavior. Sometimes people need to be told things they dont want to hear; sometimes they need to be shown that what they are doing is not okay. Cultivating Metta His Holiness the Dalai Lama is supposed to have said, This is my simple religion. There is no need for temples; no need for complicated philosophy. Our own brain, our own heart is our temple. The philosophy is kindness. Thats great, but remember that were talking about a guy who gets up at 3:30 a.m. to make time for meditation and prayers before breakfast. Simple isnt necessarily easy. Sometimes people new to Buddhism will hear about loving kindness, and think, No sweat. I can do that. And they wrap themselves in the persona of a lovingly kind person and go about being very, very nice. This lasts until the first encounter with a rude driver or surly store clerk. As long as your practice is about you being a nice person, you are just play-acting. This may seem paradoxical, but unselfishness begins by gaining insight into yourself and understanding the source of your ill will, irritations, and insensitivity. This takes us to the basics of Buddhist practice, beginning with the Four Noble Truths and the practice of the Eightfold Path. Metta Meditation The Buddhas best-known teaching on Metta is in the Metta Sutta, a sermon in the Sutta Pitaka. Scholars say the sutta (or sutra) presents three ways to practice Metta. The first is applying Metta to day-to-day conduct. The second is Metta meditation. The third is a commitment to embody Metta with full body and mind. The third practice grows from the first two. The several schools of Buddhism have developed several approaches to Metta meditation, often involving visualization or recitation. A common practice is to begin by offering Metta to oneself. Then (over a period of time) Metta is offered to someone in trouble. Then to a loved one, and so on, progressing to someone you dont know well, to someone you dislike, and eventually to all beings. Why begin with yourself? Buddhist teacher Sharon Salzberg said, To reteach a thing its loveliness is the nature of Metta. Through loving kindness, everyone and everything can flower again from within. Because so many of us struggle with doubts and self-loathing, we must not leave ourselves out. Flower from within, for yourself and for everyone.

College Essay Myth Never Write a College Essay About Sports

College Essay Myth Never Write a College Essay About Sports You’ve probably heard the myth that you should never, ever write a college essay about one topic or another. Sports is one of the big no-nos. Who wants to hear about another come-from-behind winning game, right? But the fact is, as I related in my last blog, there are no good or bad essay topics, only good or bad essays. Luckily for you, I have obtained permission from my nephew to share his very good essay about – you guessed it – sports. Please read and enjoy – and notice why this college essay about sports stands above the rest. I’ll give you a hint: He has a sense of humor about himself. He relates his internal story a lot more than the external facts of the game. He comes full circle from the first paragraph to the last, with growth in between. And he writes about something he loves. (And in case you were wondering, he got into Northwestern University, UT Austin, and every other school to which he applied.) College Essay About Sports As a 4’9† high school sophomore, the first couple of weeks on the bench of the JV team brought me to the conclusion that my competitive baseball-playing days were over. In my initial despair, I longed for just one more chance. Ever since little league, baseball had been a part of me. Letting go of it mid-high school simply wouldn’t do. Then I remembered the time when I had filled in as an umpire at the little league where I grew up. The thought of watching baseball games for money, with my only job being to concentrate on each play and make a decision, was appealing. Umpiring wasn’t playing, but it was something, so I gave it another try. It was a few weeks into my new endeavor. The score was 15-0, top of the fourth, and it was already 9:20 p.m. Although there was no feasible way for the home team to win due to the five-runs-per-inning rule, all games were required to go four complete innings. Ugh. I want to go home. Hmmm, What if the pitcher were to throw a pitch that were even somewhat close to being a strike? It wouldn’t affect the outcome of the game, so could I maybe make an exception? No, that would be wrong. I can’t do that. In fact, since I am even thinking about this, my brain is probably going to expand the strike zone subconsciously, and therefore I should make a conscious effort to tighten it. Oh God, what am I even DOING? Umpiring was a bit more complicated than I expected. And, frustrating as it could be at times, I loved it. As an umpire, I constantly find myself lost in internal debates over my biases that I never experienced as a player. There are times when I realize, with some anxiety, that my decision agreed with what I had personally hoped would happen, or with a previous argument a coach had made, or with the latest grumblings of the fans. Although I generally consider myself fair, I have sudden crises, wondering whether I have committed the ultimate sin in umpiring: letting other people’s â€Å"calls† replace my own. I can usually convince myself that these instances are coincidental, but it’s still challenging to take in so much information from all sides about how the game is being perceived, and still be true to what I saw happen. As a player, one of my favorite parts of baseball had always been the mental game. I filled the â€Å"down time† that many others found boring with discussions and arguments with my teammates about strategy or rules. I have carried that aspect over into umpiring, mostly through discussions with coaches. Sometimes the most frustrating part of umpiring is when coaches accept my call without argument even though they don’t agree, saying â€Å"That’s ok, you’re the umpire.† Many umps would welcome this submission, but I find it even more offensive than being screamed at. Sometimes I talk to coaches between innings to further explain why I called what I did. These gestures are often appreciated, if not for my opinion, then for my attitude. The conversations are also far more mentally stimulating than the constant dispute the shortstop and I used to have over who should cover second base on a steal. I don’t wear a glove or swing a bat anymore, but I still consider myself a baseball player. I view the almost 100 games I’ve umpired as merely a position change. Although I have only made â€Å"great plays† by shouting my interpretation of what happened, and the pressure of the game is to perform mentally rather than physically, I now have the one more chance I desired. Even as I tower (albeit only by a few inches) over the players in size, and wear a different uniform, I feel more a part of each game than I ever have. So if you want to write a college essay about sports, go for it! And if you need help with how to say it, The Essay Expert is here to coach you. Check out our College Admissions Services page for more about what we offer and what others have to say about our services.

Project Environment Essay Example | Topics and Well Written Essays - 3500 words

Project Environment - Essay Example Project management is usually designed to fit into the scope of the project in question. Some projects are bigger than others and actually may comprise of a series of projects. In this case such projects are commonly referred to as programmes. For instance a project including some construction of an airport, roads leading to the airport, community facilities such as schools as well as a series of other related projects comprises of a really big project and there is a programme. Wembley stadium project is one of the biggest projects in the UK in the recent history (Nicholas, 2004). The Wembley National Stadium Project stretched over a period of 6 years and cost in excess of over ten billion pounds. Lessons learnt from management of the Wembley project as well as other projects serve as great case studies for organisational management especially in regard to how to address the challenges which happen in the process of organisational in change management, conflict resolution, stakeholder management as well as aligning an organisational strategy to the organisational mission. One of the major reasons why projects are conceived is the fact that there are needs in the community, in the organisation or in the society, which needs to be addressed. Project management identifies a pressing need or pressing needs, which it sets out to address by offering the necessary correctional measures. Once the needs have been identified by using the right needs assessment tools, the next step is to prioritise the needs identified in order of priority. Once the deserving cases have been isolated, the project is conceived probably by the change initiators who may include the government, community leaders, the management of the organisation or individuals who have an interest in the project. One of the greatest considerations before initiating a change in form of a project is to analyse the resources required in the project completion. The greatest threat which faces any project prior to initiation or even during the implementation process is the fact that no matter the status of affairs in an organisation or in a given setting there are some people who benefit from the given status. It is such people who pose the greatest threat to the change initiators for project conception in that they offer stiff resistance to the change initiation. Such opponents to change are usually people who benefit from the current state of affairs and see the change as a threat to the status quo, which they benefit from. Therefore there is a need for project managers to identify such people who fail to welcome the change and mange them properly. In some cases those who offer the greatest resistance in case of projects are key stakeholders in the project and therefore their continued resistance to the project may lead to the failure of the project. For example a project like the Wembley National Stadium came under opposition from the local community. Until the standoff between the project management and the local community was resolved it was impossible to move on with the project. In some projects the government may be reluctant to offer the necessary support especially in terms of is suing the right kind of licences. This

U03a1 Project Topic Choice and Rationale Essay Example | Topics and Well Written Essays - 500 words

U03a1 Project Topic Choice and Rationale - Essay Example that traditional Fee-for-Service payment rewards piecemeal work and â€Å"volume† of services rather than prevention of illness and coordination of care. The more procedures a physician performs, and the higher the value of the procedure, the more the physician is paid† (Patient Centered Primary Care Collaborative, 2007). The option chosen for this paper is Option B. The next section will provide an overview of the organisation and the strategic planning issue. The organization chosen for this study is Tufts Medical Center. The organization deal with providing healthcare for children and is a well recognized organization with a ranking within the top five percent of the institutions nationwide (Tufts Medical Center). The organization has been able to provide the customers with excellent care over the years. The strategic issue that is present in the organization is the lack of a good record keeping process for the employee injuries on the job. The organization’s strategy in a number of ways lacks a strong plan for the employees and care of the employees. This is clear from the recent news which reads, â€Å"The Nurses Association distributed a press release several weeks ago saying the hospital showed a lack of concern for the health and safety of its workers. The union also picketed the hospital earlier this year to protest changes in nurses staffing patterns† ( Altman & Altman ). Several theories that have been explained in the past which deal with both human resources as well as the strategic management in the health care industry specifically highlight the need for a safe working environment for the employees and it is by law needed for the organizations to keep complete records of the various employee injuries and on the job issues that might arise. In the case of Tufts Medical Center this has clearly been missed out and the organization has not been able to keep up the records in time and effectively. As explained by Beta – Research School for

Monumental Architecture in Bronze Age Egypt and Crete :: Ancient Egypt Egyptian History

Monumental Architecture in Bronze Age Egypt and Crete The significance of monumental architecture lies not only in the function it is built to serve but also in the cultural values it represents. Monumental architecture is aesthetic as well as functional, and in its aesthetic aspects it is a form of cultural expression. In Bronze Age Mediterranean civilizations, the development of monumental architecture was influenced primarily by the political structure of the state. Perhaps the most disparate forms of monumental architecture in this region were developed in Pharaonic Egypt and Minoan Crete, reflecting the differences in their political systems. The socio-political structure of these two cultures can be sharply contrasted through an examination of a predominant type of monumental architecture found in each region. Monumental architecture in Pharaonic Egypt is represented primarily by the funerary complexes of the pharaohs. The principal function of these elaborate complexes was to ensure that the pharaohs, who were exalted as living gods, would attain the afterlife they desired. This required that two basic conditions be fulfilled: the body had to be preserved from disturbance or destruction; and the material needs of the body and the ka had to be met (Edwards 20). Pharaonic burial complexes were also centers of worship for the god-king interred there and were designed to exalt his memory and deeds. Egyptian burial complexes evolved from the simple rectangular mastaba to the great pyramids of the Fourth Dynasty. The true pyramid evolved from the mastaba through an intermediary form, the step pyramid, the earliest example of which is Zoser’s Step Pyramid at Saqqara, which dates to the Third Dynasty (c. 2680 BC). The Step Pyramid was revolutionary for several reasons. It is the earliest known free-standing monument built entirely of stone in Egypt (Fakhry 20); it is also the earliest example of evolutionary architectural development beyond the mastaba. In form the step pyramid is a series of superimposed mastabas and represents the stairway that the spirit of the pharaoh was to climb to reach the sky-realm and join the crew of the solar barque traveling across the heavens (Aldred 47). The Step Pyramid was designed by Imhotep, the Chancellor of King Zoser, and was originally planned as a stone mastaba 7.0 meters high based on a square ground-plan (Aldred 45-46). However, this design underwent six alterations, and in its final form the Step Pyramid rose in six unequal steps to a height of 62.

Employment Relations Japan Essay

Japanese culture is highly diverse as compared to the other western nations, due to their stringent localized policies and protectionist laws which are meant to protect their local businesses and populace. The culture of the Japanese is deemed as an over-achieving culture with each individual striving to become the best at their chosen work and tasks. Companies across the globe acknowledge that the industries, within which the Japanese enter, become dominated by Japanese companies within the top 3 market positions (Alexander, 2003). The same philosophy is translated into the workforce and even before the Second World War, the Japanese were adopting practices meant to create product quality and best business practices. However, the first disparities amongst the working class and the ruling samurai elite began during the war periods and the people who worked in factories and industries realized the injustice of their working conditions during the war times (Morishima, 1982). The sources in this paper will be books and academic journal extracts which have been stated after considerable time and effort has been involved into the validation of the statements as facts and after they have been approved by other accomplished individuals in the topic. The paper has been divided into 6 basic chapters. The first chapter discusses the development of the employment relations of Japanese businesses and workforce. The history is discussed within this portion of the paper. The second chapter identifies the various labour market parties existing in the Japanese business spheres. The parties are divided along the lines of labor unions, employers’ associations and various state roles in maintaining employment relations. The third chapter of the paper discusses the main employment relations processes in the Japanese organizational structure and talk about topics such as collective bargaining and employee participation and degree of involvement. The next chapter looks at the current trends and future issues pertaining to the employee relations model in Japan and is purely analytical. Finally the summary is included which will provide the concise description of the key findings and the advantages and limitations of the data sources. The bibliography will identify the various sources used in the formulation of this paper. The early organization of workers and employers As discussed earlier, the Japanese society can be divided along the lines of the merchants, traders and businessmen and the samurai class. The two groups were responsible for conducting certain activities and this system was dominant since the pre-world war era. In the post world war era, the borders of Japan opened up considerably and the western styles of management began entering the nation. The USA played an integral role in helping in formulating the new business models for Japan as the western world became very interested in the business potential in the Asian part of the world (Tabb, 1995). A key element to recognize regarding the organizational structures in Japan is that in japanese organizations, even to date, the vertical hierarchy is very important in the business functions and no matter how the company appears to be decentralized, the actuality lies in the fact that employees further down the hierarchy are usually expected to obtain greater responsibility rather than be able to make decisions in a more decentralized role (Tabb, 1995). This notion of vertical hierarchy has prevailed throughout the Japanese organizational culture and played a detrimental role in the evolution of current organizational structures and employee relations models. Recognition of Trade Unions Up till the World War, the Japanese did not look favorably towards the trade unions and the Japanese culture encouraged the owners the right to do as they pleased while maintaining responsibility over their workers. The Japanese culture is centered around the master-worker relationship with the master being responsible for watching out for the benefits of his workers while the workers would be required to fulfill their masters demands unflinchingly. The Fukuzawa and Shibusawa philosophies were particularly centered on the debate regarding this relationship and played an important role in forming organizational structures. Therefore in the pre-world war era the concept of unions was not popular in Japan. However, following the US entry into Japan some changes began to appear in the organizational models. Trade and industrial unions began being fostered under the US supervision and the legal barriers against union formation were abolished. The communists and socialists activists were released from the prisons and this accelerated the number of unions being formed for the protection of the workers against the ruling class and by 1949, a mere 2 years since the movement began, around 34000 unions had been created with around 7 million members in totality (Pempel, 1998). The purpose of the Japanese unions however were not industrial but seemed to be attracted towards political linkages as most unions sided with the Japanese Communist Party and the Japanese Socialist Party and these unions began using their influence towards blackmailing the government through strikes and sit-ins on a fairly regular level (Pempel, 1998). The unions are still politically inclined and unlike the US style, are fairly active in political agendas. Role of the State in the formative period The Sanbetsu Kaigi was a major union which easily rallied workers against the government and the government found that the leftist were using the unions to pressurize the government into meeting their demands by manipulating with the country’s production levels. The government realized that it would need to take matters into its own hands as by the end of 1948, the total production was still only 65% of the level which was produced in 1930-4 (Neary, 2002). The response to this issue came in the form of creating second unions and lock-outs on the part of organizations to decrease the reliance on the trouble-making militant groups. The second unions were more compliant and would be as large as the minimum required number of people to run the factory. The government responded by conducting a â€Å"red purge† which was aimed at removing communist factions from within unions and during the 1950s the government and SCAP (Supreme Commander of the Allied Powers) implemented policies to remove communist members from public posts and universities (Neary, 2002). We can therefore see that the state played a directly involved role in creating the structure of the unions and unlike free market economies where the market pressures dictate formulation of such entities, the government was forming the structures itself. Diversification of Interests and Organizations The trade union movement in Japan was legally liberalized over the next 10 years following the World War. The radical trade union movements which were steeped in leftist ideology were gradually overcome as the employers and organizations tried to maintain communication linkages with the workers and by using the intensive communication and offering humanitarian services. Trade unions in Japan are organized on the enterprise base unlike other countries where the trade unions are usually industrial or craft based (Tsujino, 1992). The enterprise based unions differ from other global unions because the members of this unions wish for the enterprise to succeed as it would result in greater salaries and better workplace atmosphere. Unlike trade unions meant for entire industries, these enterprise based unions have a clearer vision and goal. The Japanese trade unions hence become more employee oriented and lead to greater humanitarian concerns from the organizations. Trade Unions The trade union structure within Japan lies in the manner that the most basic unit is the enterprise trade union. This trade union falls within an industrial federation which is itself affiliated with a general peak union organization (Benson & Zhu, 2008). As of 2005 the number of unions stood at 61,178 which was a decline of 15. 3 percent from 1990. The total number of union members at the time amounted to 10,014,000 which was also a decline in the total number of members since 1990 at a declining rate of 18. 7 percent. The major national peak union federation in Japan is the Japanese Trade Union Confederation (locally known as Rengo) which constitutes 54 industrial union federations (as of 2006). Rengo itself was created in 1987 by a merger between 5 private sector peak union bodies. The unity is sketchy in the union movement and it lacks a unifying factor. Two other major peak union bodies which have surfaced are: the National Confederation of Trade Unions (Zenroren), a militaristic and highly political-agenda union peak body and The National Trade Union Council (Zenrokyo). The total percentage of union members within these 3 bodies amounts to 75. 6% as of 2003 (Benson & Zhu, 2008). Employers’ Associations Associations which are legally recognized by the state are often referred to as Employers’ associations. Unlike other countries, Japan has one major employers’ association which basically covers all the country’s private enterprises under its umbrella. The Japan Federation of Employers’ Associations (Nikkeiren) is the body which represents and coordinates the body dealings with labour and social issues in the state. All the employers’ associations are coordinated within this body and aims to increase cooperation between the associations. Nikkeiren is composed of 47 prefectural and 54 industrial associations and in totality covers around 30,000 corporations. Even though the body does not negotiate on the part of its members, it does take interest in the negotiation process (International Labour Organization, 1994). The role of the state in employment relations Unlike many western countries, the state actively participates in the employment relations and dictates the actions of the organizations and companies in formulating employee relationships and the level of benefits and services to be provided to the employees of an organization. The state keeps a role similar to a guardian as well as a supervising body for the employee relations to be maintained by an organization and the various employers’ associations and trade unions. Due to the turbulent past, the government does not leave the bodies with a free reign and supervises their actions and observes their policies vigilantly. It comes as no surprise then that the state plays a more involved role in Japanese employment relations as compared to that of the role played by Western countries such as USA and UK. Collective Bargaining Collective bargaining has been researched frequently for the context of Japanese businesses. Empirical studies have been conducted in this regard to see the correlation of the collective bargaining technique as a tool for unions with which to deal with labor demands. The evidence proves that there are important implications in the Japanese context regarding the collective bargaining as a tool for negotiations between labor elements and the organizations (Fuess, 2001). Collective bargaining in Japan is practiced at the enterprise level and union level rather than at the national level. Since the state simply plays a decisive role and allows the lower levels to conduct their own processes, enterprise level bargaining and shop floor mechanisms enables the unions and parties to conduct their processes in the most feasible manner (Silva, 1996). Joint consultation systems are practiced in Japan in this regard to facilitate the collective bargaining aspect and to decrease conflicts which may arise within the collective bargaining procedure. This system has proved effective given the country’s culture and organizational structures (Silva, 1996). Employee Participation and Involvement The employees participate on an enterprise level and hence the unions and associations basically constitute a organization specific movement. The enterprises create their own policies and then commonalities are identified which can then be implemented on a wider scale across the national board to maintain some consistency and ensure no injustice is done in certain localities. Since most associations are divided along numerous factors, such as geographical bounds and enterprise level, the nature of participants is mostly small scale. Unlike large union meetings, smaller gatherings of major players are conducted and they decide the direction for the meetings and the outcomes. Rather than a general meeting for all members to be present, Japanese system invites influential people from the associations to represent their parties and groups and to offer suggestions. Involvement is thus lower in Japan when compared to that of trade unions in western cultures and countries such as Germany, Canada, USA and UK. Industrial disputes, strikes and mediating institutions Since the past disputes which resulted in the government to become actively involved in the settlement of trade unions concerns, the Japanese have developed policies and labour laws for the purpose of decreasing the number of strikes and conflict scenarios which may arise between employees and organizations. Unlike the past where production level fell drastically in the 80s and 90s, the Japanese enterprise level unions have been critical in resolving employee concerns as soon as they stem up. Rather than using reactive measures such as lock-outs and firing employees, organizations have adopted preventive measures and ensure systems which would alert warning signals when employees became agitated. The situation can then be quickly resolved and the production levels and employee performance does not suffer so drastically. Economic Integration and Recent Changes The Japanese system of managing their workforce seems stable and has over time evolved to resolve the issues which occasionally arose. The current system is suitable for the local culture and since the Japanese culture is highly collectivist, this system is efficient for handling the specific concerns which arise time and again. The current globalization has led to a deeper interaction with western cultures which are quite different from the local Japanese culture but they have minimal effect as the Japanese culture does not become too effected by this interaction and the local system still suits the organizational structures the best. SUMMARY AND CONCLUSIONS By looking into the Japanese Employment Relation model we have been able to see the gradual transition and development of the employees interactions with organizations and the various entities which play an important role in determining the employee relation policies and practices. The paper has been able to draw a picture of the national situation and has analyzed the employee relations comparing it to western standards creating a better understanding of the local deviation from the western style of handling employee relations. What we have come to understand is that the trade unions are basically a political tool used by the citizenry in manipulating government decisions and this has led to a government vigil over these entities processes. The government closely supervises the enterprises and corporations and has developed a forward integrated union system which works on the enterprise level, hence reducing the damage which may be caused by a revolt or strike by certain workers. The government has divided the entities into miniscule units for closer supervision and has actively participated in monitoring these entities. The sources shed light and support the arguments and facts stated thereby creating a solid argument regarding the employee relation model and consolidating the statements said therein.

Thomas Hobbes Leviathan - 801 Words

The true essence of Thomas Hobbes’ Leviathan is a well-constructed story that examines human nature. Hobbes’ introduces Leviathan during a chaotic period filled with death and a voyage of human expansion, which leads to the creation of a logical and sustainable society. This society is the commonwealth and led by a sovereign. Upon first analysis, Hobbes’ explanation of the alteration to the commonwealth is questionable. Some weaknesses in Hobbes’ Leviathan can be easily found: the inconsistency of natural law with suicide and that of civil law to honor. Hobbes addresses some of these concerns head-on and seems to disregard others, however, he does tackle the most obvious protestation to his theory: the unrestricted and unstrained authority†¦show more content†¦By defining law of nature, Hobbes describes the core of human nature. Every human act, conscious or unconscious, aims at survival. According to Hobbes, the idea of self-preservation is the only constant norm found in the actions of humans. Hobbes contends that man seeks power in order to ensure that no man will be able to take away their self-preservation, due to their endless appetite for self-preservation. Stemming from man’s thrust for power over one another, constant fighting and war emerges to ensure their survival. (Fukuyama 1992) It does not matter how much power one man currently posses, he must continually gain more and more power, for this is the only avenue to guarantee his self-preservation. Crocker, Lester G. Rousseaus Social Contract; an Interpretive Essay. Cleveland: Press of Case Western Reserve University, 1968. Fukuyama, Francis. The End of History and the Last Man. London: Penguin, 1992. Hobbes, Thomas, and E. M. Curley. Leviathan: With Selected Variants from the Latin Edition of 1668. Indianapolis: Hackett Pub.,Show MoreRelatedThe Leviathan By Thomas Hobbes1890 Words   |  8 PagesIn The Leviathan, Thomas Hobbes presents a highly cynical and thoroughly negative view of the natural condition of human beings. Hobbes understands humans as inherently suspicious and fearful of one another. Left to our natural state, people prove incapable of harmonious coexistence and instead aggressively pursue their own security. To achieve this end, men will belligerently defend what they view as theirs and endeavor to dominate as many others as possible. This understanding of security, howeverRead MoreLeviathan, By Thomas Hobbes838 Words   |  4 PagesIn Leviathan, by Thomas Hobbes, he talks about nature, man, liberty, and other topics. Mr. Hobbes says that â€Å"nature hath made men so equal,† but how can we determine how they are equal? We can say everyone is equal befor e they come into the world, except when they are actually in the world, no one is the same. 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He explains that there are both negative andRead MoreLeviathan by Thomas Hobbes Essay589 Words   |  3 PagesLeviathan by Thomas Hobbes In 1651, Thomas Hobbes published Leviathan, his famous work that detailed his physicalist outlook and his concept of the value of a social contract for a peaceful society and the nature of man. His major belief was that man is a beast that defines his identity through the need to be controlled under some kind of external, oppressive power. This essay will explain Hobbes’ views of man’s identity in the society and will demonstrate how it was mirrored in the politicalRead MoreEssay on Thomas Hobbes Leviathan970 Words   |  4 Pages Born during a period of medieval philosophy, Thomas Hobbes developed a new way of thinking. He perfected his moral and political theories in his controversial book Leviathan, written in 1651. In his introduction, Hobbes describes the state of nature as an organism analogous to a large person (p.42). He advises that people should look into themselves to see the nature of humanity. In his quote, â€Å" The passions that incline men to peace, are fear of death; desire of such things as are necessary toRead MoreThomas Hobbes Leviathan Argumentative Essay1178 Words   |  5 PagesIn Thomas Hobbes’s Leviathan, Hobbes argues that humans are inherently only self-interested and will do anything to benefit themselves (Hobbes, 6). Before they form society, humans live in the state of nature. This is a brutal place governed by no laws, contracts, or power to restrict human nature. People are free to kill each other without no repercussions, forcing everyone to constantly fend for themse lves and live in fear of being killed. He describes this as the worst way to live life, one thatRead MoreAnalysis Of Thomas Hobbes s Leviathan 2457 Words   |  10 Pages Laviathan, Thomas Hobbes most important work and one of the most substantial philosophical texts of the Seventeenth century, was written largely as a response to the political violence and turmoil of England’s civil wars. In Leviathan, Hobbes, using science and reason as a foundation, attempts to create a concrete and methodological solution for peace and political stability. In the context of a historically violent and fear stricken period in which Leviathan was written, it is logical