Mullins' Doctrine of Sin Research Paper Example | Topics and Well Written Essays - 3250 words

Mullins' Doctrine of Sin - Research Paper Example Mullins wrote numerous articles and books on a variety of subjects. In his first work, The Axioms of Religion, Mullins alluded to the doctrine of original sin in his discussion concerning the inappropriateness of infant baptism. However, his argument against infant baptism did not consist of a denial of original sin or even an interpretation of it. He insisted that baptism required conscious obedience to Christ and denied the principle of vicarious faith. The only works in which Mullins stated his position on original sin were Baptist Beliefs and The Christian Religion in Its Doctrinal Expression. Because of the brevity of Baptist Beliefs, Mullins's description of the "fall of man" was only an outline of his position, In The Christian Religion in Its Doctrinal Expression, Mullins did not provide a systematic presentation of the doctrine of original sin. However, he discussed the important details of the doctrine of original sin in his discussion of providence, in the chapter on the d octrine of sin, and more thoroughly in his description of Paul's doctrine of sin, Components of Mullins's doctrine of original sin are distributed throughout this work. This paper will analyze how well Mullins substantiated his doctrine of original sin.... The summary will be followed by a critique of the premises upon which the overall argument is built. Summary of Mullins’s Argument Although Mullins did not explicitly define his doctrine of original sin, the components of the doctrine are found within his systematic theology in various places.12 However, the central claim of his argument is apparent. He contended that although persons inherit a tendency to sin from Adam, condemnation is incurred only through personal acts of rebellion against God. The overall flow of his argument is as follows: All persons are biologically connected to Adam. Thus, a tendency toward sinful behavior is transmitted through the hereditary connection. However, persons are not condemned because o f their tendency toward sinful behavior because the death of Christ removed the condemnation accompanying the tendency to sin. Therefore, persons are condemned only on the basis of their personal rebellion against God. Three claims are central to Mullins's overall argument, his assertion that the tendency to sin is transmitted from Adam to his progeny, that persons can be condemned for their tendency to sin, and that Christ's death removed the condemnation resulting from this tendency. This paper will analyze how effectively Mullins substantiated these claims. The Source of the Tendency toward Sinful Behavior Mullins described Adam before the fall as free, moral, and inclined toward righteousness.13 However, after the fall, humanity is described as depraved, sinful, and inclined toward sin. The fact that Mullins asserted that a hereditary connection exists between Adam and his progeny and that this connection results in a transmission of sinful tendencies.

Individual Project Essay Example | Topics and Well Written Essays - 2750 words

Individual Project - Essay Example In international business, it is interesting the very many diverse cultures that one can find in such forums; it is thus impossible that cultures from one’s own country can be carried and applied to the interaction with these other countries with the expectation of success (Hill, 2008). Management cannot be undertaken exclusively without a proper understanding of culture because it is only in this way that people from diverse cultures can truly work together. Part 1 Explain each model and how it can be used to investigate national preferences. Models of cultural dimension have been developed by several organizational experts namely Hofstede and Trompenaars who through a series of research studies developed dimensional perspectives that would enable people understand how to work with other people from different cultures and ensure that business is completed. The first dimension sought to allow for the comprehension of the two cultures of individualism and collectivism (Johnson & Turner, 2009). They stated that people from individualistic cultures had an inclination to choosing their own affiliations within the workplace and often preferring to work alone. Alternatively, those people from the collectivist cultures were often found working in varied groups aligning themselves to one another based on age and religion among other interests (Edwards & Rees, 2006). The second dimension sought to measure the element of how people within the organization perceived power differences (Johnson & Turner, 2009). There are those people who come from cultures where there are small power differences and are thus more inclined to a consultative and democratic method of handling issues. These types of people have been known to relate to their peers and others with equality and respect and when placed in subordinate positions, demand the right to contribute to decision making. In contrast, those from cultures with a large power distance have got great fear and respect for t hose in authority (Edwards & Rees, 2006). People have different ways of preparing themselves for unknown events; as such, the weak verses strong uncertainty avoidance was another dimension that Hofstede determined. Some people come from cultures where there are explicit rules on avoidance that allow them to cope with aspects of the unknown (Keeley, 2001). These people have got specific routines and structures for accomplishing tasks and in the context of employment, have got a much higher ability of sticking with one employer for a longer time that their counterparts. They have also been known to identify danger from a distance and often accredited for the development of safety regulations and guidelines within an organization. Those people who come from communities that have got weak uncertainty avoidance have got a more flexible and care free lifestyle with an inclination for engaging in life threatening and informal activities. Within the context of employment, these people often have an inclination to change not only their employers but also their employment status from time to time (Edwards & Rees, 2006). They are also more accommodative of other people’s ideas and concepts often allowing more than one concept to run simultaneously with another one allowing for variety of fresh thoughts, ideas and change within the organization. Various values are embedded into these cultures with emphasis being placed in different areas that vary from one culture to another. Sensitivity to masculinity and femininity