Advantages and disadvantages of fertiliser Essay Example for Free

Advantages and disadvantages of fertiliser Essay If this is true then there could be that a farmer comes along and that he lives in an area were there is a lot of rain. The thing is your fertilizer doesnt work in rain at all because it is only designed for the light. So you have to do the half the product again so it works at its best for both products. There could also be a problem with miss calculations with the amounts of nutrients needed. You could also have the problem with people trying to copy your product so what you do is that you put a patent on it making you perfectly sure that your idea wont be stolen. When planted in the ground, the roots of a plant will take up water and in the water you will also find dissolved molecules of fertilizer. These molecules are used as building blocks to create plant tissue, flowers, fruits, and even foodstuffs for the plants themselves. A potato for example is a storage of plant energy (carbohydrates) which the plant has created from air, water, and fertilizer (molecules) using the sun as an energy source. The fertilizer can end up in the ground in one of two ways: 1) Either animals have left their waste (manure) which rots, or plant materials have died (cut grass, fallen leaves, etc). As these plant materials, or the manures, decompose fertilizer molecules are released. For example, manure, orange peel, corn trash, dead flowers all contain fertilizer molecules which can become available to other plants (recycled) by the microbes in the soil. 2) A garden may manually add synthetic fertilizer (e. g. man-made fertilizer) to the plants. When the fertilizer comes in contact with water, the materials dissolve and the fertilizer molecules are released. This process does not require microbes to break down the waste material like in the example above, so it often acts faster. So what is the advantages and disadvantages of fertilizers ? Most plants, especially modern varieties, will pull more fertilizer molecules out of the ground than what is naturally re supplied. In a forest, the decomposing leaves and bark will feed the soil and give ferns (growing below the trees) enough fertilizer to live on. However, in a garden where you grow vegetables or flowers, these plants typically consume large quantities of fertilizer.. higher amounts than nature can naturally re supply. in order for the plants to grow properly, they need the right amount of fertilizer available in the soil. If there is too little, growth may be stunted and flowers and fruits may not develop properly. The plants become susceptible to attack by insects and disease. A plant which is fed well is often able to survive better. This is the same with humans: people who are starving is often plagued by disease compared to people who get all the nutrients they need. Therefore the gardener must manually fertilize the plants to ensure they have enough food to grow on. Plants which are fertilized often are bigger, stronger and produce more fruits and flowers than plants which are not fertilized. Fertilized plants are generally often also more disease resistant than unfed plants. There really is no disadvantages to fertilizing, and most home owners should fertilize plants such as vegetables, fruits and flowers because these presumably modern hybrids tend to consume much more fertilizer than nature can provide.. This also goes for lawns, for example, which has individual grass plants growing very close together much closer than grass plants would in nature and therefore have to compete with each other for nutrients. However, if you give TOO MUCH fertilizer the plants can suffer just as they would if they get too little. For example, both magnesium and calcium molecules are needed by the plants, but given too much calcium, for example, can interfere with the plants ability to take up magnesium and the other way around, too. If you add fertilizer to certain plants when the soil is dry or the temperature is very hot, you also risk damaging the plants. While there are no specific disadvantages to fertilizing if doing it correctly, you do need to know approximately which type of fertilizer (which nutrients) the plant require, how much to add, and when to add it. It also needs to be watered in to avoid that the plant dies from thirst (plants which grow in fertilizer rich soil without water will cause water to exit the plants and kill them) There could again say why use fertilizer when you already have dung.

Panama History and Culture Essays -- Panama Historical Cultural Essays

Panama History and Culture The culture and political structures of Panama as we know it today has evolved from an incredibly diverse and interesting history. Geographically, Panama lies on an isthmus, a strip of land that essentially connects the greater landmasses of North and South America. It is believed that volcanic activity in the late Pliocene era closed the former Central American Seaway that had separated the two continents. The climatic implications of this landform are incredible, allowing for the redistribution of oceanic currents and the formation of the Gulf Stream of the Atlantic of today. The native populations of Panama include the Chibchan, Chocoan, and Cueva communities, and like the fates of many indigenous populations in a period of European colonization, they were dealt a poor hand. In the early 1500s, Rodrigo de Bastidas from Spain became the first European to officially explore the Isthmus. Alonso de Ojeda and Diego de Nicuesa were granted permission to begin colonization shortly after, in 1509. Thus the first European colonies in Panama emerged, and the Spanish-influenced culture of Panama began to unfold. Many of the native populations chose to relocate to the surrounding islands, away from Spanish influence. Panama remained under Spanish control until the 1800s. In 1801, the Panamanian communities began the move toward independence. In November of 1821, General Josà © de Fà ¡brega met with the separatists in the Capitol, and the group called for a national assembly, in which representatives from every region in Panama came to convene on November 10th. At this assembly it was officially declared that Panama was severing its ties to the Spanish, and ... ... Health Perspectives, Vol. 109, Supplement 2. (May, 2001), pp. 191-198. Mà ©ndez, J. Ignacio. â€Å"Azul y Rojo: Panama's Independence in 1840.† The Hispanic American Historical Review, Vol. 60, No. 2. (May, 1980), pp. 269-293. Moreno, Stanley Heckadon. â€Å"Impact of Development on the Panama Canal Environment.† Journal of Interamerican Studies and World Affairs, Vol. 35, No. 3, Special Issue: The Future of Panama and the Canal. (Autumn, 1993), pp. 129-149. Russell, Graham. â€Å"Hurricane Mitch and Human Rights†. Development and Practice, Vol. 9, No. 3. (May, 1999), pp.322-325. Weeks, John; Zimbalist, Andrew. â€Å"The Failure of Intervention in Panama: Humiliation in the Backyard.† Third World Quarterly, Vol. 11, No. 1. (Jan., 1989), pp. 1-27. www.cnn.com (CNN Website) www.history.com (History Channel)

Methods of Performance Appraisal

Q1 . Distinguish between ‘Performance Appraisal’ and the†potentialAppraisal’. Also discuss, in bief, the methods of performance appraisal. Ans. A performance appraisal system judges the performance of an employee over a given period of time. It is an indication of how he has performed in the PAST, but may necessarily not be an indication of his performance in the future. Depending on his past performance, a person is rewarded suitable with an appropriate cash incentive or bonus. A potential appraisal system is done to judge the capability of the person for a future role, meaning you are trying to assess a person to see whether he has the necessary skills, aptitude, attitude and competency for an increased level of responsibility and accountability or a leadership role. It can be enhanced with giving him specific T & D, or assigning him a mentor. You are trying to judge his FUTURE performance based on the potential appraisal. Methods of Performance Appraisal The performance appraisal methods may be classified into three categories, as shown in Figure below. [pic] Individual Evaluation Methods Under the individual evaluation methods of merit rating, employees are evaluated one at a time without comparing them with other employees in the organization. 1. Confidential report: It is mostly used in government organizations. It is a descriptive report prepared, generally at the end of every year, by the employee’s immediate superior. The report highlights the strengths and weaknesses of the subordinate. The report is not data based. The impressions of the superior about the subordinate are merely recorded there. It does not offer any feedback to the appraisee. The appraisee is not very sure about why his ratings have fallen despite his best efforts, why others are rated high when compared to him, how to rectify his mistakes, if any; on what basis he is going to be evaluated next year, etc. Since the report is generally not made public and hence no feedback is available, the subjective nalysis of the superior is likely to be hotly contested. In recent years, due to pressure from courts and trade unions, the details of a negative confidential report are given to the appraisee. 2. Essay evaluation: Under this method, the rater is asked to express the strong as well as weak points of the employee’s behavior. This technique is normally used with a combination of the graphic rating scale because the rater can elaborately present the scale by substantiating an explanation for his ra ting. While preparing the essay on the employee, the rater considers the following factors: (i) Job knowledge and potential of the employee; (ii) Employee’s understanding of the company’s programmes, policies, objectives, etc. ; (iii) The employee’s relations with co-workers and superiors; (iv) The employee’s general planning, organizing and controlling ability; (v) The attitudes and perceptions of the employee, in general. 3. Critical incident technique: Under this method, the manager prepares lists of statements of very effective and ineffective behavior of an employee. These critical incidents or events represent the outstanding or poor behavior of employees on the job. The manager maintains logs on each employee, whereby he periodically records critical incidents of the workers behavior. At the end of the rating period, these recorded critical incidents are used in the evaluation of the workers’ performance. 4. Checklists and weighted checklists: Another simple type of individual evaluation method is the checklist. A checklist represents, in its simplest form, a set of objectives or descriptive statements about the employee and his behavior. If the rater believes strongly that the employee possesses a particular listed trait, he checks the item; otherwise, he leaves the item blank. A more recent variation of the checklist method is the weighted list. Under this, the value of each question may be weighted equally or certain questions may be weighted more heavily than others. The following are some of the sample questions in the checklist. †¢ Is the employee really interested in the task assigned? Yes/No †¢ Is he respected by his colleagues (co-workers)Yes/No †¢ Does he give respect to his superiors? Yes/No †¢ Does he follow instructions properly? Yes/No †¢ Does he make mistakes frequently? Yes/No A rating score from the checklist helps the manager in evaluation of the performance of the employee. The checklist method has a serious limitation. (e)Graphic rating scale: Perhaps the most commonly used method of performance evaluation is the graphic rating scale. Of course, it is also one of the oldest methods of evaluation in use. Under this method, a printed form, as shown below, is used to evaluate the performance of an employee. A variety of traits may be used in these types of rating devices, the most common being the quantity and quality of work. The rating scales can also be adapted by including traits that the company considers important for effectiveness on the job. A model of a graphic rating scale is given below. Table: Typical Graphic Rating Scale Employee Name†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Job title †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Department †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Rate †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Data †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Quantity of work: Volume of work under normal |Unsatisfactory |Fair |Satisfactory |Good |Outstanding | |working conditions | | | | | | |Quality of work: Neatness, thoroughness and |   |   |   |   |   | |accuracy of work Knowledge of job | | | | | | |A clear understanding of the factors connected |   |   |   |   |   | |with the job | | | | | | | Attitude: Exhibits enthusiasm and |   |   |   |   |   | |cooperativeness on the job | | | | | | |Dependability: Conscientious, thorough, |   |   |   |   |   | |reliable, accurate, with respect to attendance, | | | | | | |reliefs, lunch breaks, etc. | | | | | | |Cooperation: Willingness and ability to work |   |   |   |   |   | |with others to produce desired goals. | | | | | | From the graphic rating scales, excerpts can be obtained about the performance standards of employees. For instance, if the employee has serious gaps in technical-professional knowledge (knows only rudimentary phases of job); lacks the knowledge to bring about an increase in productivity; is reluctant to make decisions on his own (on even when he makes decisions they are unreliable and substandard); declines to accept responsibility; fails to plan ahead effectively; wastes and misuses resources; etc. , then it can safely be inferred that the standards of the performance of the employee are dismal and disappointing. The rating scale is the most common method of evaluation of an employee’s performance today. One positive point in favor of the rating scale is that it is easy to understand, easy to use and permits a statistical tabulation of scores of employees. When ratings are objective in nature they can be effectively used as evaluators. The graphic rating scale may however suffer from a long standing disadvantage, i. e. , it may be arbitrary and the rating may be subjective. Another pitfall is that each characteristic is equally important in evaluation of the employee’s performance and so on. (f)Behaviorally anchored rating scales: Also known as the behavioral expectations scale, this method represents the latest innovation in performance appraisal. It is a combination of the rating scale and critical incident techniques of employee performance evaluation. The critical incidents serve as anchor statements on a scale and the rating form usually contains six to eight specifically defined performance dimensions. The following chart represents an example of a sales trainee’s competence and a behaviorally anchored rating scale. Table: An Example of Behaviorally Anchored Rating Scale (BARS) |Performance |Points |Behavior | |Extremely good |7 |Can expect trainee to make valuable suggestions for increased sales and to have | | | |positive relationships with customers all over the country. |Good |6 |Can expect to initiate creative ideas for improved sales. | |Above average |5 |Can expect to keep in touch with the customers throughout the year. | |Average |4 |Can manage, with difficulty, to deliver the goods in time. | |Below average |3 |Can expect to unload the trucks when asked by the supervisor. | |Poor |2 |Can expect to inform only a part of the customers. | |Extremely poor |1 |Can expect to take extended coffee breaks and roam around purposelessly. | How to construct BARS? Developing a BARS follows a general format which combines techniques employed in the critical incident method and weighted checklist ratings scales. Emphasis is pinpointed on pooling the thinking of people who will use the scales as both evaluators and evaluees. Step 1: Collect critical incidents: People with knowledge of the job to be probed, such as job holders and supervisors, describe specific examples of effective and ineffective behavior related to job performance. Step 2: Identify performance dimensions: The people assigned the task of developing the instrument cluster the incidents into a small set of key performance dimensions. Generally between five and ten dimensions account for most of the performance. Examples of performance dimensions include technical competence, relationships with customers, handling of paper work and meeting day-to-day deadlines. While developing varying levels of performance for each dimension (anchors), specific examples of behavior should be used, which could later be scaled in terms of good, average or below average performance. Step 3: Reclassification of incidents: Another group of participants who are knowledgeable about the job is instructed to retranslate or reclassify the critical incidents generated (in Step II) previously. They are given the definition of job dimension and told to assign each critical incident to the dimension that it best describes. At this stage, incidents for which there is not 75 per cent agreement are discarded as being too subjective. Step 4: Assigning scale values to the incidents: Each incident is then rated on a one-to-seven or one-to-nine scale with respect of how well it represents performance on the appropriate dimension. A rating of one represents ineffective performance; the top scale value indicates very effective performance. The second group of participants usually assigns the scale values. Means and standard deviations are then calculated for the scale values assigned to each incident. Typically incidents that have standard deviations of 1. 50 or less (on a 7-point scale) are retained. Step 5: Producing the final instrument: About six or seven incidents for each performance dimension – all having met both the retranslating and standard deviation criteria – will be used as behavioral anchors. The final BARS instrument consists of a series of vertical scales (one for each dimension) anchored (or measured) by the final incidents. Each incident is positioned on the scale according to its mean value. Because the above process typically requires considerable employee participation, its acceptance by both supervisors and their subordinates may be greater. Proponents of BARS also claim that such a system differentiates among behavior, performance and results and consequently is able to provide a basis for setting developmental goals for the employee. Because it is job-specific and identifies observable and measurable behavior, it is a more reliable and valid method for performance appraisal. (g)Forced choice method: This method was developed to eliminate bias and the preponderance of high ratings that might occur in some organizations. The primary purpose of the forced choice method is to correct the tendency of a rater to give consistently high or low ratings to all the employees. This method makes use of several sets of pair phrases, two of which may be positive and two negative and the rater is asked to indicate which of the four phrases is the most and least descriptive of a particular worker. Actually, the statement items are grounded in such a way that the rater cannot easily judge which statements apply to the most effective employee. The following box is a classic illustration of the forced choice items in organizations. Table: Forced Choice Items 1. LeastMost ADoes not anticipate difficultiesA BGrasps explanations easily and quicklyB CDoes not waste timeC DVery easy to talk toD 2. LeastMost ACan be a leaderA BWastes time on unproductive thingsB CAt all times, cool and calmC DSmart workerD The favorable qualities earn a plus credit and the unfavorable ones earn the reverse. The worker gets over plus when the positive factors override the negative ones or when one of the negative phrases is checked as being insignificantly rated. They overall objectivity is increased by using this method in evaluation of employee’s performance, because the rater does not know how high or low he is evaluating the individual as he has no access to the scoring key. This method, however, has a strong limitation. In the preparation of sets of phrases trained technicians are needed and as such the method becomes very expensive. Further, managers may feel frustrated rating the employees ‘in the dark’. Finally, the results of the forced choice method may not be useful for training employees because the rater himself does not know how he is evaluating the worker. In spite of these limitations, the forced choice techniques is quite popular. h)Management by Objectives (MBO): MBO represents a modern method of evaluating the performance of personnel. Thoughtful managers have become increasingly aware that the traditional performance evaluation systems are characterized by somewhat antagonistic judgments on the part of the rater. There is a growing feeling nowadays that it is better to make the superior work with subordinates in fixing goals. This would inevitably enable subordinates to exercise self-control over their performance behaviors. The concept of management by objectives is actually the outcome of the pioneering works of Drucker, McGregor and Odiorne in management science. Management by objectives can be described as â€Å"a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individuals’ major areas of responsibility in terms of results expected of him and use these measures as guides for operating the unit and assessing the contributions of each of its members†. MBO thus represents more than an evaluation programme and process. Practicing management scientists and pedagogues view it as a philosophy of managerial practice; it is a method by which managers and subordinates plan, organize, control, communicate and debate. Features ? MBO emphasizes participatively set goals that are tangible, verifiable and measurable. MBO focuses attention on what must be accomplished (goals) rather than how it is to be accomplished (methods). ? MBO, by concentrating on key result areas translates the abstract philosophy of management into concrete phraseology. The technique can be put to general use (non-specialist technique). Further it is â€Å"a dynamic system which seeks to integrate the company’s need to clarify and achieve its profit and growth targets with the manager’s need to contribute and develop himself†. ? MBO is a systematic and rational technique that allows management to attain maximum results from available resources by focusing on achievable goals. It allows the subordinate plenty of room to make creative decisions on his own.

Essay on The Five Pillars of Islam - 1497 Words

Like many other religions, the Muslim faith has experienced many changes and branches. Like Christianity, the original faith is still practiced by some, but others have started new branches with their own unique interpretation being Muslim. Despite these differences within the Muslim religion, one set of rules for moral guidance is central to all. These rules are the Five Pillars of Islam. The Five Pillars act as a moral compass for Muslims and are universally accepted as they are mentioned specifically in the Qur’an, the sacred Muslim book of God’s words as they were recited to Muhammad (Molloy, 425). The first of the Five Pillars is the creed. The creed states, â€Å"There is no God but Allah, and Muhammad is his messenger,† (Molloy,†¦show more content†¦This is set by the time of day. The last important component to the prayer pillar is the public day of prayer, Friday. On this day, devote Muslims join together to pray in mosques (Molloy, 432-434). The third pillar is charity to the poor. It is expected that a good Muslim will donate so much of their annual income or product to charity, although the amount varies between Muslim countries. Muhammad, who maintained a focus on creating a more just society with less poverty, injustice or inequality, started this trend. Some Islamic countries incorporate this charity into governmental policies, which support things like welfare and disability. Other, less money-based economies, donate crops and livestock to fulfill this obligation (Molloy, 434). Another important component to this pillar is the understanding that a devote Muslim will act with generosity in mind on a daily basis. The religion assumes that believers will commit random acts of kindness throughout everyday life. These random acts can be in the form of charity or generosity (Molloy, 434). The fourth pillar of the Five Pillars of Islam is fasting during Ramadan. Ramadan is a sacred holiday in the Muslim faith. It falls in the ninth month of the Muslim calendar and is a celebration of Muhammad’s first revelations from God. During the month of Ramadan, Muslims fast from dawn until dusk. This continues until the end of the month, when a celebratory feastShow MoreRelatedThe Five Pillars Of Islam2378 Words   |  10 Pagesï » ¿ The Five Pillars Of Islam Subject: Religious Education Name: Nathaniel Hall Date of Submission: April 9, 2014 Table Of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦1 Objectives†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦2 The Shahadah†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.3 The Salat†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..4 The Zakat†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...5 The Sawm†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦6 The Hajj†¦..................................................................Read MoreThe Five Pillars Of Islam989 Words   |  4 Pagesimportant Muslim practices are the Five Pillars of Islam. These duties are rooted in the teachings of the Qur’an and in the example of the prophet, Muhammad. Therefore, Muslims are expected to observe them with the utmost respect and devotion. These pillars form the foundation for all good deeds and acts of worship to God. And, carrying out the Five Pillars demonstrates that faith comes first. The profession of faith, shahadah, is the first of the Five Pillars. The shahada is the most fundamentalRead MoreFive Pillars Of Islam And Islam1119 Words   |  5 PagesFive Pillars of Islam All great things are built on a solid and strong foundation. The religion of Islam is no different. The foundation on which Islam was built is known as The Five Pillars of Islam. These are the essential duties that are required of all Muslims. The pillars are the shahadah (declaration of faith), salah (establishment of the five ritual prayers), zakah (almsgiving), sawm (fasting the month of Ramadan), and hajj (pilgrimage to the holy city of Mecca). These five pillars are inRead MoreIslam : The Five Pillars Of Islam1412 Words   |  6 Pagesto reflect and cultivate their faith through practicing the Arkan al-Islam - the Five Pillars of Islam. Islam embraces the paradigm of submission to the will of Allah for adherents to understand their place in the universe. The pillars are a foundation for the Muslim faith as evident by Muhammad s statement of ‘Islam is built upon five [pillars]’ recorded in the Hadith 3. This entails the declaration of faith (Shahadah), the five dai ly prayers (Salat), almsgiving (Zakat), fasting during the monthRead MoreThe Five Pillars Of Islam1439 Words   |  6 Pagestheir faith through practicing the Arkan al-Islam - the Five Pillars of Islam. It is the foundation for Muslim faith as evident by Muhammads statement of ‘Islam is built upon five [pillars]’ recorded in the Hadith 3. This entails the declaration of faith (Shahadah), the five daily prayers (Salat), almsgiving (Zakat), fasting during the month of Ramadan (Sawm) and the Hajj pilgrimage. The Shahada translated as ‘testimony’ is the first pillar of Islam that involves reciting the testimony of faithRead MoreThe Five Pillars Of Islam1201 Words   |  5 PagesThe five pillars of Islam are five official acts considered mandatory for all Muslims. The  Quran  presents them as a structure of devotion and a sign of obligation to faith. One most accomplish them all to live a good and responsible life according to Islam. These pillars comprise of:  Shahada which means the declaration of faith, preforming the five daily prayers, giving money to the needy and the poor, cleansing the soul through fasting during the month of Ramadan, the pilgrimage once in a lifetimeRead MoreThe Five Pillars Of Islam Essay764 Words   |  4 Pagesal-Bukhari, fortunately, the five pillars of Islam are actually seen outlined within the very first Hadith. The Five pillars, according to Traditions and Encounters, are a framework of obligations present to help form a unified Islami c community (p.263-264); Muhammad himself, in the 38th hadith, describes the five pillars as the baseline obligations of a Muslim to please Allah and enter paradise. The first Hadith states thusly, â€Å"Allah’s Apostle said: Islam is based on five [principles]: 1. To testifyRead MoreThe Five Pillars Of Islam1591 Words   |  7 PagesIslam Notes The most important Muslim practices are the Five Pillars of Islam. The Five Pillars of Islam are the five obligations that every Muslim must satisfy in order to live a good and responsible life according to Islam. The Five Pillars consist of: Shahadah: sincerely reciting the Muslim profession of faith Salat: performing ritual prayers in the proper way five times each day Zakat: paying an alms (or charity) tax to benefit the poor and the needy Sawm: fasting during the month of RamadanRead MoreThe Five Pillars Of Islam1289 Words   |  6 Pagestrusted with something fulfill your trust, avoid sexual immorality, lower your gaze (out of modesty), and restrain your hands from injustice. One of the Five Pillars of Islam: the Pillar of faith, including belief in One God, belief in God’s scriptures, belief in God’s angels, belief in God’s messengers, and belief in the Day of Judgement. One of the five necessary purposes of Islamic law: God commands justice, doing good, and generosity towards relatives and He forbids what is shameful, blameworthyRead MoreIslam Five Pillars1344 Words   |  6 PagesExplain and analyse the significance of the Five Pillars of Islam on the individual and the community making reference to the principal beliefs where relevant. Central to the Muslim belief is the importance of devotion and total submission to Allah. This is put into practice through the Five Pillars of Islam –the five obligatory duties that must be performed by all practising Muslims. These are the acts of faith, prayer, charity, fasting and pilgrimage. Carrying out these duties creates structure