Research Methodology Used For Research - 1207 Words

Research Methodology Introduction This chapter discusses the methodology used for this research. Describing type of methodology in research study and define the chosen method and approach for this research. Then, the outline of research strategy used, framework this research conducted and data sources collected to obtain valid and reliable research as the objective determined. Review of Research of Methodology Broadly speaking, there are several purpose of research. It depends on the objective of the research itself. First, research is conducted to get review from existing knowledge. Second, to investigate the problem and existing situation. Third, to provide solutions to problems. Fourth, to explore and analyse more general issues. Next, to construct or create new procedures or systems. After that, to explain new phenomenon. Then, to generate new knowledge. Otherwise, combination of any previous purposes. The purpose of research will determine the suitable method used to get the objective. Type of research In general, research works commonly classified into four categories, namely: exploratory, descriptive, analytical and predictive research (libguides, 2015) . Exploratory research. This type conducted for a problem that has not been clearly defined. It looks for pattern, hypotheses or ideas that can be tested. Can help determine the best research design, data collection method, and selection of the subjects. Used when few or no previous studies exist. Will oftenShow MoreRelatedMethodology. The Type Of Research Used In This Exploration1811 Words   |  8 Pages Methodology The type of research used in this exploration is qualitative data, Qualitative data utilizes the idea of multiple realities, this is that it rejects the positivist idea of one â€Å"real† certainty. To reflect the ideas of my research I will review several instances in which a Trump Presidency will impact the United States and the morale of the American people. As cases of President Trump’s, verbiage either reflects divisive language that is harmful to culture and the well-being of AmericaRead MoreDifferent Types Of Research Methodologies975 Words   |  4 PagesResearch Methodologies With the various types of research methodologies, one can classify them as medical, social, computer, or life science research. However, in computers and bioinformatics research methodology, the methods used are computational, computer simulation, iCloud, omics, and theoretical. Before starting any research, a literature review is required, for example, magazines, books, scholarly/peer reviewed journals, company sales, customer, and employee records. If in the medical fieldRead MoreWeek 1 RSCH 8300860 Words   |  4 Pagesare faced with the decision of choosing a methodology of research; either Quantitative or Qualitative that they think best fits their study and objectives. This choice is guarded by the topic of study, the advantages and disadvantages, and the strengths and weaknesses of using either one or the other type of the methodologies. Researchers are sometimes using Quantitative and Qualitative research methodologies interchangeably, or all three of the methodologies including the mixed approach, Creswell (2009)Read MoreQualitative And Quantitative And Qualitative Methodologies953 Words   |  4 Pagesimportant to have the balance of both qualitative and quantitative methodologies in a combined methodologies research study. It is interesting to note that, one clear practical issue in combining both methods is the issue whether the combined methodologies are â€Å"genuinely integrated† (Bryman, 2007). Bryman further argued, to what extent do researchers who combined both methodologies analyse, interpret and write up their research in a way that both qualitative and quantitative components are mutuallyRead MoreThe Social Construction Of Experience1437 Words   |  6 Pagesas observable and external so that they are interested in conducting research which is based on measurement or calculation. Therefore, it is the ontological and epistemological beliefs that usually drive the methodological preferences, but what helps the researchers make their final decisions about research methods is the guiding research question(s). Sechrest and Sidani (1995) point out the commonality that both methodologies â€Å"describe their data, construct explanatory arguments form their dataRead MoreResearch Methodology For Adopting Mixed Method Approach1282 Words   |  6 PagesMethodology: In this chapter, the research methods commonly employed in social sciences, namely, qualitative, quantitative and mixed methods will first be discussed. I shall then describe my own research design, including the philosophical approach I adopted. This approach will be explained by identifying the ontological and epistemological standpoints assumed. The research strategy will be clarified, and the sampling procedures and participants of the study will be described. The processes of dataRead MoreMethodology: Scientific Method and Research785 Words   |  4 PagesHow Do You Write a Methodology If you want to make your research appear more credible there is no option but to understand in detail, how to write a methodology. A research methodology will help you showcase your knowledge of using alternative methods that help in presenting your research topic more valid. The best way to demonstrate your research is by using a qualitative or quantitative research process. The following are the general guidelines that you should follow depending on the type ofRead MoreTypes of Experimental Research Methodologies1387 Words   |  6 Pagesthe participants are in and the researchers do nothing to change the behavior of the participants. Natural observation is used when researchers are looking for a particular behavior but this can be a very time consuming method of research. The researcher has no guarantee that he or she will witness the particular behavior he or she is looking for. The second methodology used in gaining qualitative and quantitative data is the survey method. The survey method is a method that polls or questions aRead MoreWhat Is The Generic Qualitative Approach? Essay1266 Words   |  6 PagesPART A 1. What is the ‘generic qualitative approach’? There are various research methodologies in qualitative research. However researches sometimes do not find one particular methodology to fit the all types of research. When researches face this kind of challenging situation, they tend to accept ‘generic qualitative approach’. Generic qualitative approach is not guided by an explicit and set of philosophic assumptions in the form of one established qualitative method. Generic qualitativeRead MoreSurvey Paper961 Words   |  4 Pagesa problem statement that unambiguously identifies and defines the problem to research. Sekaran (2003) said, â€Å"No amount of good research can find solutions to the situation, if the critical issue or the problem to be studied is not clearly pinpointed† (p. 69). The area of research for this paper focuses on software development, in particular, the study of agile software development methodologies and if these methodologies are successful in delivering software on time, within budget, and includes the

Mill Happiness Theory Free Essays

The moral of utilitarianism, especially in reference to John Stuart Mill, was the proportion of rightness or wrongness in action and living is ultimately determined by the action that produces the most happiness through its endeavor, and by the amount of people affected by it.   The most good that can come from an action then is the purpose of utilitarianism, as Mill states, â€Å"The creed which accepts as the foundation of morals, Utility, or the Greatest Happiness Principle, holds that actions are right in proportion as they tend to promote happiness, wrong as they tend to produce the reverse of happiness† (42).   Thus, the moral of utilitarianism involves achieving the greatest happiness through actions, which was the original basis for the government. We will write a custom essay sample on Mill Happiness Theory or any similar topic only for you Order Now Pleasure, and freedom are must both be free of pain if they are to be considered true to the moral of utilitarianism.   The theory does not only address the fulfillment of happiness for the ‘doer’ but the lack of pain in any action accomplished.   The desire for pleasure is the supreme goal of the theory, and the prevention of pain is the underlining supposition. Mill states that being of higher intelligence thusly requires more to satisfy him.   Although man is more than capable of great joy, this joy is always coupled with great sorrow, yet, man would not trade the sorrow for the happiness of the pig because the joy of man’s life is go much more than that of a dunce. Happiness, joy, or good for the utilitarian is that which is righteous in mankind, his power to achieve greatness sometimes lies in his ability to sacrifice for the greater good and in this is found the pinnacle of the moral of utilitarianism as Mill writes, â€Å"Utilitarianism, therefore, could only attain its end by the general cultivation of nobleness of character, even if each individual were only benefited by the nobles of others, and his own, so far as happiness is concerned, were a sheer deduction from the benefit.   But the bare enunciation of such an absurdity as this last, renders refutation superfluous† (45). On the opposite side of the spectrum of good and bad according to utilitarianism, bad means the selfish nature of man; that is, sacrificing for egotistical reasons.   If a man sacrifices, becomes a martyr, and they seek personal gain instead of the aim of increasing happiness for the world, then their actions are deplorable because they were not given for the world but for the self. Man achieves the Greatest Happiness Principle by not always sacrificing himself for the good of the whole, but by being virtuous on a daily basis, and by acting out of charity, not by gainful employment towards the self and with this fact is found the foundation of political liberalism in its perfect state.   For utilitarianism, and the good that is meant in its concept of moral, Mill states, â€Å"To do as you would be done by and to love your neighbour as yourself constitute the ideal perfection of utilitarian morality† (49). Utilitarianism construes good to mean a variety of things such as power, knowledge, beauty, moral quality, etc. and because of these parlayed meanings other forms of utilitarianism are endorsed from the original meaning.   Modern utilitarians believe that good is not the sole aim of the theory but other items (as listed above) have intrinsic value.   Ideal utilitarianism states that the actions of a person in the gaining of power, beauty, knowledge, etc. should also increase happiness, which in turn fulfills life.  Ã‚   On the other side of the spectrum, Classical utilitarianism suggests that pleasure is the main component of intrinsic good. This assignment has been given in order to distinguish Mill’s philosophy as well as to understand more thoroughly what is meant by individual happiness and a person’ s right to pursue such happiness. Work Cited Mill, John Stuart.   On Liberty.   Modern Library; New Ed edition (2002).    How to cite Mill Happiness Theory, Essay examples

Performance Pay and Productivity

Question: Discuss about thePerformance Pay and Productivity. Answer: Introduction Over decades, firms across the word have introduced various payment schemes to compensate their employees for their contribution to their success. Among the most prevalent reimbursement packages used by the majority of the organizations in both private and public sector, currently is the performance-related pay, whereby workers are paid based on their individual or group productivity. Enterprise executives utilize such incentive programs to motivate staff members to become more efficient at their places of work, enhance their commitment, augment job satisfaction, lower absenteeism rates as well as employee turnover ratios. Most of the entities that apply performance-based schemes do not establish them by themselves rather as an aspect of the organization transformations on operations, for instance, teamwork, employee engrossment committee or in some cases a total quality management that improves employee participation in decision-making (Park, and Sturman, 2015). Despite the fact that a lot of research has been made to investigate the effectiveness of performance payment programs, little is known about its impact on the productivity of workers in any organizational setting. The majority of the studies provide that performance-based pay is closely associated with improved productivity among the labor force as well as enhanced quality of the employee-firm match. However, some researchers offer opposing opinions arguing that this type of compensation plan may not always yield anticipated results of increased worker performance since it is often associated with some setbacks (Heywood and Parent, 2012). While it is true that performance-related schemes often supplement employees' morale and as a result develop their efficiency, it is critical for the firms advocating for their implementation to consider the related setbacks and execute other programs to motivate their labor force rather than using financial incentives to encourage them towards pro ductivity. This literature review paper examines in depth the issue of Performance-based rewards by examining several theoretical works provided by different theorists and academics over the years. It identifies significant findings of these theories and their common trend in addressing the impact of this remuneration program on productivity of groups and individual employees in various organizations in diverse environmental settings. Literature Review According to Lavy (2007), implementation of performance based pay in an organization aids substantially in improving employee overall productivity. He holds that workers remunerated based on their enactment will tend to work harder since they are assured of direct gains in productivity. Lavy points out that financial incentive gives an opportunity to augment staff output in the public sector and as a result governments can apply them in order to deliver loftier public services. Lazear (2000) tended to have a similar school of thought as Lavy since according to him financial rewards not only increase employees output but also attract a splendid pool of new applicants with the passion for delivering. Based on Lazears study, paying a worker depending on his or her work accomplishments often augments the quantity and quality of new job seekers thus helping to bring more employees in the labor force, with obvious results for general productivity. Chiang and Birtch (2010) also provide a related point of view on the correlation between pay for performance and employee attitude towards job. In the course of the research, they surveyed the employees level of work satisfaction, managerial commitment towards administrative functions, as well as the overall turnover ratio and how the various parameters were affected by pay for performance remuneration system. The study sample selected by the researchers included the tourism industry in the region and some hotels located in Hong Kong. With the help of various departments at the company, they distributed questionnaires randomly to a sample of workers working in the respective firms. The investigators received about 258 valid rejoinders from seven hotels sampled. Descriptive measurements as well as correspondence coefficients which were used for all research variables were tabulated. In the analysis part of the hierarchical research regression technique was employed. The outcomes of th e investigation reveal that when workers anticipate for a high financial reward association they tended to demonstrate augmented positive attitude towards work. In other words, reward systems, such as pay for performance, take a significant part in the configuration of worker-firm service eminence values. Apart from creating a noticeable association between payment and performance, this remuneration scheme help in enhancing job satisfaction and staff devotion as well as reducing turnover ratios, all of which may consequently boost service quality (Muhammad, 2012). Financial rewards or penalties often result in desirable consequences for the attraction and retention of exceptionally qualified and able pool of high achievers as well as the turnover of non-performers over time. Besley and Ghatak (2003) figured out that the implementation of pay-per-performance schemes associated with being a productive headmaster in schools resulted in non-performing head teachers resigning from their jobs rather than accepting lower remunerations. Besley and Machin scrutinize the pay levels of principal teachers in the UK in relation to the performance of the learning institutions they are associated with. They realized that headmasters salaried in accordance to their enactment seemed highly incentivized, and their learners' overall performance was consisted reflecting the great deal of splendid contribution of the institution leadership. Burgess and Ratto (2004) expounds on the phenomenon of ratchet effect which occurs when employees lessen their efforts so as to convince their employers to believe that the task assigned to them is extremely difficult to carry out than it really is. They argue that Majority of the incentive plans remain active for considerable period of time during which the productivity of workers is assessed and rewards are bestowed multifarious times. In this case, the staff members can, thus, note the capability of the company from the preceding productivity capacities and come up with an assessment of the difficulty of the assigned task. Managers desiring to decrease the expenditures of their remuneration system can then readjust inceptions and elevate objects to restrain the dissemination of monetary rewards at every productivity stages. In anticipation of such vicissitudes, workers are probably going to lessen their performance in prior stages to misinform the managers into trusting that the w ork is extra complicated than it is commonly perceived. These theorists, therefore, conclude that ratchet effects have the capacity to affect the efficiency of pay-per-performance systems negatively. Dixit (2002) however, provide a contrasting view. He holds that career concerns can function in opposing direction to the phenomenon of ratchet effect described above. Whether this occurrence can be overcome depends entirely on the age of a particular worker, his potentials as well as their level of uncertainty in regard to their capability to, amongst other influences. Dixit further maintains that in case an employer is not aware of the real ability of a staff member, the employee can work extra harder at the inception stages, to reveal the impression that they are high achievers. As a consequence, the pay off at this initial stage for the member may emerge in the long term, concerning exceptional job opportunities as well satisfying future earnings. Dixit therefore, concludes that financial incentives may sound unnecessary in motivating younger, untried workers towards productivity. Propper, Wilson, et.al (2003), on the other hand, address the issue of pay-per-performance from a distinctive point of view. They say that in most of the cases, the public amenities are multidimensional and as such, the goals of a firm are challenging to describe and also to assess. They give an example of a school whose primary goal is to offer good education, ' but this is not easy to describe. Even breaking into sub-components this general school objective can be challenging; there is, for instance, considerable deliberation about what encompasses a commendable degree of a high quality of education. Therefore, it becomes harder to initiate proper performance assessment techniques thus imparting little information about the productivity of a group or individual staff member. As a result, relating financial incentives to the achieving of performance objectives fail to provide adequate inducements, might contribute to particular rudiments of strategic conduct and levies superfluous j eopardy on organization workforces. In as much as career concerns of an individual employee offer an inner inspiration to put additional exertion even in the nonexistence of monetary inducements, a civic segment (intrinsic) incentive could have a comparable effect, this phase irrespective of the workers stage of development and their level of indecision about their productivity (Bonesrnning, 2011). Workers in the public sector may tend to care about the consequences or vision of the public entity and acquire gratification, from knowing that their exertion of effort is directly leading to it. Francois (2000), in anattempt to address this point of argument, suggests that intrinsically encouraged workforces ought to primarily function preeminent when inducements are trivial or even lacking, and managers obligate not to avert any superfluities or public proceeds away from the establishments undertaking . Besley and Ghatak (2005) advance this point of view in depth, holding that if civic segment corporations post undertakin gs in the course of their conscription process, the normal categorization of job candidates will perform the function of monetary rewards. In contrast, pay-per-performance schemes may aid to concentrate determination on other business objectives which might have remained derelict if workers depend entirely on public service incentive only. These points of view bring back the efficiency argument in which pay-per-performance programs aid well showing that intrinsically motivated labor forces tend to prioritize responsibilities in a veracious manner. Another source of substantiation on the effectiveness of financial incentives is derived from the United States Job Training Partnership Act abbreviated as JTPA. This is a centralized recruitment and preparation Programme which endorses anticipated worker code of conduct by use of agency level monetary inducements instead of a consummate directive. In JPTA, the United States Department of Labor rewards training institutes and the bonuses used to award them cannot be used to increase worker remunerations (Plesca, and Smith, 2007).Therefore, though socially motivated workers can acquire benefits from improved amenities and noticing developed member numbers, personal productivity is compensated indirectly. The definite magnitude 16 of the recompense hinges on a particular organizations productivity in accordance with an array of measures, deemed to have mottled over the existence of JTPA and from State-run to another. Initially, productivity was gauged in consideration of cost for each member along with their pay levels, engagement ranking, and paychecks up to a period of 3 months following their graduation. Bonuses in this Programme have increased the operational budgeting of training centers by approximately 7% but could not be utilized in employee salary increments (Courty and Marschke 2004). Related conclusions from experimental researches of the JTPA Programme are abridged by various theorists including (Besharov Cottingham, 2011). At first, they obtained variegated substantiation inclusive of cream-skimming, the process of choosing job candidates most probable to aid agencies to achieve their productivity objectives. Moreover, Heckman and Smith (2004) in their work view the 16 training centers and, by the act of disintegrating the assortment procedure, figure out that deficiency of cognizance of system suitability instead of cream-skimming by training agency member is accountable for motivating the majority of the striking dissimilarities amongst suitable a pplicants and chosen members. Scrutinizing a single training center carefully, Heckman, Smith, and Taber realize that the training agencies are intentionally choosing less employable applicants notwithstanding the existence of productivity interrelated pecuniary rewards. Barnow and Smith (2004) on the other hand, recommend that regression-founded approaches to regulating the productivity processes employed in the systems for case assortment have been to some extent efficacious at decreasing the inducements to cream-skim suitable candidates. Conclusion As depicted by the majority of the theoretical works, pay per performance remuneration scheme and employee productivity in any organizational setting have a strong positive correlation. Workers recompensed depending on their level of contribution often exhibit advanced motivation, job satisfaction, declined absenteeism rates as well as commitment. Holding other factors constant which have potentials of influencing the productivity such as working environments, operational hours, and managerial practices, staff members tend to perform optimally with the existence of performance-based compensation programs. Nevertheless, some theorists argue against the natural hypothesis of the connection between worker productivity and remuneration based on performance. They maintain that scheming employees can especially during the work inception stage deceive on their experience with a certain task so as to lure managers to be lenient when assessing their productivity. While it is common knowledge that pay per performance schemes augment employees productivity, it is critical for organizations to consider possible repercussions which might befall. Besides, it can be argued that intrinsic form of motivation helps significantly in improving a corporation's overall output and since it is not tied to any material gain, it might emerge better comparatively. Financial incentive in some cases may seem efficient in the short run but deemed inefficient over time. Workers working harder for material gain like bonuses may often exhibit declined motivation in cases when the benefits are affected by other external factors like competition, seasonal variations as well as demographic influencers. References Lavy, V. (2007). Using Performance-Based Pay to Improve the Quality of Teachers. The Future of Children, 17(1), pp.87-109. Lazear, E. (2016). Performance Pay and Productivity. [online] The American Economic Review, Vol. 90, No. 5 (Dec., 2000), pp. 1346-1361. Chiang, F. and Birtch, T. (2010). Pay for performance and work attitudes: The mediating role of employeeorganization service value congruence. International Journal of Hospitality Management, 29(4), pp.632-640. Besley, T. and Ghatak, M. (2003). Incentives, Choice, and Accountability in the Provision of Public Services. Oxford Review of Economic Policy, 19(2), pp.235-249. Burgess, Simon; Propper, Carol; Ratto, Marisa and Tominey, Emma (2004) Incentives in the Public Sector: Evidence from a Government Agency CMPO Working Paper Series No. 04/103 Dixit, A. (2002). Incentives and Organizations in the Public Sector: An Interpretative Review. The Journal of Human Resources, 37(4), p.696. Propper, Carol and Wilson, Deborah (2003) The Use and Usefulness of Performance measures in the Public Sector Oxford Review of Economic Policy Vol. 19 No. 2, 250-268 Francois, P. (2000). Public service motivation as an argument for government provision. Journal of Public Economics, 78(3), pp.275-299. Besley, T. and Ghatak, M. (2005). Competition and Incentives with Motivated Agents. American Economic Review, 95(3), pp.616-636. Barnow, S. and Smith, A. (2004). Performance Management of U.S. Job Training Programs: Lessons from the Job Training Partnership Act. Public Finance and Management, 4(3), 2004 pp. 247-287. Courty, Pascal and Marschke, Gerald (2003) Dynamics of Performance Measurment Systems Oxford Review of Economic Policy, Vol. 19, No. 2 Plesca, M. and Smith, J. (2007). Evaluating multi-treatment programs: theory and evidence from the U.S. Job Training Partnership Act experiment. Empirical Economics, 32(2-3), pp.491-528. Top of Form Besharov, D. J., Cottingham, P. H. (2011).The Workforce Investment Act: implementation experiences and evaluation findings. Kalamazoo, Mich, W.E. Upjohn Institute for Employment Research. Heckman, J., C. Heinrich, and J. Smith (2002) The Performance of Performance Standards The Journal of Human Resources 37: 778811 Heywood, J. and Parent, D. (2012). Performance Pay and the White-Black Wage Gap. Journal of Labor Economics, 30(2), pp.249-290. Park, S. and Sturman, M. (2015). Evaluating Form and Functionality of Pay-for-Performance Plans: The Relative Incentive and Sorting Effects of Merit Pay, Bonuses, and Long-Term Incentives. Human Resource Management, 55(4), pp.697-719. Bonesrnning, H. (2011). Public employees and public sector reform implementation. Public Choice, 156(1-2), pp.309-327. Muhammad, G. (2012). Determinants of Employee Motivation - A Case Study of Afroze Textile Industries Limited, Karachi, Pakistan. IOSR Journal of Business and Management, 4(3), pp.22-25.

The Spirit and Personality of Man free essay sample

The Spirit and Personality of Man In your opinion, how is the spirit and personality linked? Where does the idea of a spirit fit within your own theory of personality? What is the spirit of a man? Where did our personalities come from? What influences our personality? We know that our environment which includes our family, culture and communities’ influence us but what is behind our personalities? Should we think of the self as a complex chemical substance or as a spirit?We find ourselves identified with God in Genesis 1:26 (New International Version) in this book the Lord God is found speaking to other members of the Godhead and says, â€Å"Let us make mankind in our image, in our likeness, so that they may rule†, in Genesis 2:7 (NIV), he continues to tell us about our creation in the next chapter by saying, â€Å"the LORD God formed a man from the dust of the ground and breathed into his nostrils the breath of life, and the man became a living being. We will write a custom essay sample on The Spirit and Personality of Man or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This tells us that our personality comes from God and that it is he that has made us and not we ourselves† Psalms 100: 3 (NIV). From a biblical standpoint of view it tells us that we come from God and that our personality is mostly spiritual since Adam had no life until God breathed into him and we likewise. When people die the body is lifeless and is returned to the ground. The Jewish, Christian and Muslim communities believe in the God of heaven (who is a Spirit, John 4:24) and that we took our personalities from him.On the flip side of that Satan worshipers believe that Satan (who is a spirit) is greater than God and they devoutly worship him and are lead by his Principalities, Power and Rulers in their everyday life. That seems to be about or close to half of the world’s population which believes that a spirit being controls their mind, will, and emotions. This informs us of where (I believe) we come from and where our personalities come from. No one, or no thing, is an island unto itself (Hoffman, 1993). Many people believe that we are sovereign unto ourselves, and that there is God’s ways (personality), my ways, and the Devils ways and that is not true. When Adam sinned against God, he gave authority over to Satan which allowed the kingdom of darkness a legal obligation to oppress, and possess me when they sin. Although we did not see happen physically nor do we see it reoccurring physically today, we see the result of the relationship between sin, personality and evil spirit.Every week or two I log on to scoan. org to watch Christian services by Prophet T. B. Joshua. Prophet T. B. Joshua is a Christian, minister, televangelist and faith healer. He is leader and founder of the ministry organization The Synagogue, Church of All Nations (SCOAN) located in Lagos, Nigeria. Most of time during his services before he begins to pray he says, â€Å"Whatever your situation is, whatever your problem is, it might be sickness, disease, cancer, bad luck; whatever your problem, a Demon is behind it†.Then when he begins to lead his congregation in prayer people who are possessed or oppressed by demons began to crawl, slither, gag, spit, and sometimes even want to fight him. What about these people’s personality causes them to behave inhumanly? I would say they are faking but I grew up around the same church environment, plus it is common to read about Demons reacting to Jesus the same way in Mark 9:14 – 20 (New International Version), the man with a deaf and dumb spirit, Mark 1:23-24, King James Version, a man with an unclean spirit in the synagogue, and the man with a legion of demons (Mark 5:15 NIV). When the man with the legion of demon had them cast out he was instantly changed from being a savage, into a man of solitude, a sound mind and peace. I do not understand how our spirit and personality actually connected but I do understand that the kingdom of heaven and the kingdom of darkness are in a war to save or destroy the spirit and personality of man. The bible says that our struggle is not against flesh and blood, but against the rulers, against the authorities, against the powers of this dark world and against the spiritual forces of evil in the heavenly realms.