Acting Black and Acting White in Racist America :: Racism Race Essays

Acting Black and Acting White in Racist AmericaSeveral years ago, four novel York City police officers were acquitted after their trial for the murder of an African immigrant. Bill Bradley is quoted in Newsweek (March 6, 2000) I think that it shows that when racial profile seeps so deep into somebodys mind, a wallet in the hand of a exsanguine man looks like a wallet, but a wallet in the hand of a black man looks like a gun.My nephew, David, who is African American, is beginning to expereince teasing active doing well in school and acting white. He will reverse up, as have his mother and our other two African American siblings, learning to act black in certain situations and white in others. tribe live in quite similar and yet vastly different Umwelten. In this reflexive paper I intend to research for myself some ideas about the Umwelten of inner city, lower SES African American families (I taught in inner city Washington, D.C.) and white American suburban middle class familie s. unalike Umwelten can comport to vastly different ways of thinking about what it means to be successful in life and, thus, how promotes raise and what they desire for their children.The conference my sister and I were having did not end with thoughts about David and his hardships in school. We discussed reasons children would tease other children for valuing schooling, and what the teasing says about parents and cultures educational beliefs. My sister decided that she could not create by mental act any parents who would not want their child to use up an education and, if they had the opportunity, to go to college. (Implied in this sentence is, of course, the assumption that every person has the opportunity to go get that education.)I was aghast. Arent we both(prenominal) liberal people brought up together in the same liberal household? Yet my sister seems to have some pass views that I do not share (at least not consciously). First, education means graduating from high sch ool and the opportunity to go on to college. Second, every parent would want and observe this education for their children. Third, this would mean that the opportunity for this education was available to all children and their parents know it. Here I saw a glimpse done a snub of the rhizome that is my sisters mind, where her interpretants for the signs of opportunity and education are different from mine, and where they lead to different connections than these interpretants do for me.Acting Black and Acting White in Racist America Racism Race EssaysActing Black and Acting White in Racist AmericaSeveral years ago, four New York City police officers were acquitted after their trial for the murder of an African immigrant. Bill Bradley is quoted in Newsweek (March 6, 2000) I think that it shows that when racial profiling seeps so deeply into somebodys mind, a wallet in the hand of a white man looks like a wallet, but a wallet in the hand of a black man looks like a gun.My nephew, David, who is African American, is beginning to expereince teasing about doing well in school and acting white. He will end up, as have his mother and our other two African American siblings, learning to act black in certain situations and white in others.People live in quite similar and yet vastly different Umwelten. In this reflexive paper I intend to explore for myself some ideas about the Umwelten of inner city, lower SES African American families (I taught in inner city Washington, D.C.) and white American suburban middle class families. Different Umwelten can lead to vastly different ways of thinking about what it means to be successful in life and, thus, how parents raise and what they desire for their children.The conversation my sister and I were having did not end with thoughts about David and his hardships in school. We discussed reasons children would tease other children for valuing schooling, and what the teasing says about parents and cultures educational beliefs. My sister decided that she could not imagine any parents who would not want their child to get an education and, if they had the opportunity, to go to college. (Implied in this sentence is, of course, the assumption that every person has the opportunity to go get that education.)I was aghast. Arent we both liberal people brought up together in the same liberal household? Yet my sister seems to have some limiting views that I do not share (at least not consciously). First, education means graduating from high school and the opportunity to go on to college. Second, every parent would want and value this education for their children. Third, this would mean that the opportunity for this education was available to all children and their parents know it. Here I saw a glimpse through a slice of the rhizome that is my sisters mind, where her interpretants for the signs of opportunity and education are different from mine, and where they lead to different connections than these interpretants do for me.

Womens Roles During Times of War and Virginia Woolfs Three Guineas Es

Wo handss Roles During Times of War and Virginia Woolfs Three GuineasWith the prevalence of war goddesses in most traditions from china to Greece to Ireland, women have been correctd from the front lines of war for centuries. The goddesses, the divine representations of women in the ideal, ar torn between dual roles that of Minerva, the goddess of wisdom and just war, and that of Vesta, goddess of hearth and home. These two roles, warrior and mother, are not necessarily as very different as they might appear at first glance. Western tradition claims that women are not do for war, but for household work sewing, cleaning, cooking, and looking after children. Society told women to carry brooms in lieu of swords to collect firewood instead of ammunition, and to keep house rather than foster a nation. Yet, for centuries, women have fought their peoples wars, even if they never lifted a sword or fired a rifle.Yet, in Virginia Woolfs book, Three Guineas, she claims that women do not a ctively participate in war. She tells the reader, To fight has always been the mans habit, not the womans (Virginia Woolf, 6). She proceeds to explain that women have been set in a world apart from men. According to Woolf, men and women exist in separate worlds, coexisting, but not interacting. Women live outside of the masculine spectrum of official schooling, professions, and, of course, war making. I beg to differ. Women have always interacted with men and live in the same world as their masculine counterparts even when it comes to schooling and professions, but especially when it comes to war. Women have always joined their brothers in the consider of war making and to deny their efforts and victories is to deny a great portion of his... ...ese troubles side by side and together rather than as two separate peoples who happen to exist near to one another. It is as Benjamin Franklin said of the American Revolution Better that we all hang together for we will sure enough hang al one.Works CitedAAS Online Exhibitions A Womans Work is Never Done. 2004. Cited 22 November 2004.Boston Tea Party ...drinking to independence. 1996. Cited 22 November 2004. Female Spies for the Union. Cited 22 November 2004.Hearts at family line Spies. 1997. Cited 22 November 2004.Molly Pitcher (Valley Forge Frequently Asked Questions). 1998 2004. Cited 22 November 2004.Rose ONeal Greenhow Papers. May 1996. Cited 22 November 2004.Woolf, Virginia. Three Guineas. 1938, 1966. Harcourt, Inc. Orlando, Florida.Zarro, Alexis. Women of the American Revolution. Cited 22 November 2004.

My Brother Sam Is Dead :: essays research papers

In the novel, My Brother Sam is Dead, the author demonstrates the effects of contend on families, on towns, and change surface on the children. The author makes it clear that war tears up families more than anything else. As a result of families getting ruined, it affects the children of the family, in this case, by making Tim modernise up in a short amount of time. state of war affects towns, too. Soldiers, some from both sides, raid houses and kill people therefore splitting up towns and communities. War has many bad effects, just like Tims father said In war the dead pay the debts of the living..War affects families more than anything else. An example of this is when Tims mother drinks rum a lot when she finds out that her husband and son are dead or are going to get killed. Once she starts to drink, she does not care about Tim or Sam. So in this case, war caused her to drink and it killed half of her family, both of which ruined the Meeker family. One of wars worst by-produc ts is downfall families. Even though war affects families the most, there are still other bad effects on children and on towns.The second bad by-product of war is the effect on children. First, war sometimes kills childrens parents or older siblings, throwing their responsibility on to the younger childrens shoulders. The children will never have a normal life of playing with others because they are too busy taking care of things. In the novel, MBSID, Tim had to grow up fast. The reason for this is that his father got killed and his brother, Sam, got killed. So Tim had to do all of the man work around the tavern.There is one last main effect from war. It is the effect on towns and communities. It ruins towns and communities by ruining families and children. You can rally of it as a link chain the families and children are the links of the chain, and the town is the whole chain. If one family gets ruined, the link is gone, making it an incomplete chain or town.

Comparing Virtue and Vice in Utopia, The Bible, and Othello Essay

Comparing moral excellence and Vice in Utopia, The Bible, and OthelloThe definition of virtue varies between cultures and societies. utopian ideas of virtue do not necessarily agree with scriptural or Elizabethan England views, however, Mores Utopia, the Biblical accounts in Genesis of Joseph and Jacob, and Shakespe ares Othello all present the concept of virtue prevailing over transgression. Although at times vice may appear to triumph over virtue, ultimately poetry presents virtue as superior based on the differing definitions of virtue. The punishment of vice and advocacy of virtue is a popular theme of literature and the reason why Sir Philip Sidney correctly asserts that poetry encourages virtue and condemns vice as repulsive.Mores Utopia advocates the pursuit of virtue, however, virtue is defined as a type of hedonism. Utopians follow a unique definition of virtue, which advocates a life of pleasure and the pursuit of happiness. Virtue is considered living the way people are designed to live, or according to nature. Utopians believe this translates as living a life based on achieving pleasure. The Utopian definition of pleasure may intromit helping other people, humanitarian views which are still advocated in the 21st century, but definitely does not include working hard for painful virtue which they consider not true virtue at all if you must deprive yourself and suffer misery. A complete(a) life is encouraged by the punishment of crime, or vice. Utopians reward virtue, and punish those who attempt crime. Strict slavery is the punishment for violating wedding vows, and the other punishments are pertinacious based on the extent of the crime. Mores fictional world of Utopia contrasts virtue and vice in society and upholds virtue as... ...e and despised character who endeavors to fudge the misery of his life through suicide. The virtuous character of Cassio, shows the ultimate mastery and triumph of virtue over vice as he attains worldly success and defeats Iago, who is full of vice. These complex literary characters present morality as desirable and vices as deplorable.The narratives of Genesis, Utopia, and Othello all exemplify the achievements and victories of virtuous characters or traits. The failures and miseries inherently connected with vices are also presented. These literary works corroborate Sir Philips claim that poetry presents virtue in a light so that one must needfully be enamored of her. It can be assumed, therefore, that the study of literary works such as these can only improve morals and virtues, and for the good of American society, all students should major in Literature.

Martha Graham Essay examples -- Dance Dancing Choreography Essays

Martha graham flourMartha Graham was one of the most influential figures in American modern bound, and her techniques and styles are unsounded practiced today. She became widely known throughout all ages and decades. Her first debut was in the 1920s. As time went on, she became more experienced and wiser in the modern dance field. Martha Graham, whose style was considered controversial, became one of the finest choreographers and dancers in the dance world.In 1894 Martha was born in Allegheny, Pennsylvania (Pratt 8). She was the daughter of Jane Beers and George Graham. Her father was a well-known physician who treated mental disorders. After living in Pennsylvania for 12 years, she and her family moved to Santa Barbara, California in 1908 (Harmon et al. 182). This was where she started studying modern dance in her earlier years.Marthas father play a big role in her life. Dr. Graham inspired his daughter to search for the meaning behind peoples actions. As she sat in he r fathers office, she would look at the patients in bewilderment. The patients would blurt out words and move their arms and legs in a wild manner, making her even more curious about peoples actions (Pratt 13). Dr. Graham then took his daughter to a performance of Ruth St. Denis in 1911 where she was mesmerized by the dancers (Harmon et al. 182).Martha entered Cumnock School of Expression after graduating from high give lessons. There she trained in dance, drama, and self-expressions. Marthas love to study peoples actions was incredibly strong. After Graham graduated from the junior college in 1916, she then enrolled in Denishawn School of Dance (182). She was recognized at the school for her talent and determination, not her potential a... ...d a bad case of pneumonia. Graham died on April 1, 1991 (100).Graham led an exciting and fulfilling life. Although her audiences may have had to get utilize to her innovative style of modern dance, she accomplished her dreams through out the years and became a big success. Martha Graham became one of the finest dancers and choreographers in the world.Works CitedHarmon, Justin, et al. American Cultural Leaders. Santa Barbara ABC-CLIO 1993.McLanathan, Richard and constituent Brown ed. The Arts. New York New York Times Company, 1978.Mille, Agnes de and Helene Oblensky. American Dances. New York Macmillan Publishing Co., Inc., 1980.Modern Dance. Microsoft Encarta. 1997 ed.Pratt, Paula Bryant. The Importance of Martha Graham. San Diego Lucent Books, Inc., 1995.Switzer, Ellen. Dancers Horizons in American Dance. New York Atheneum, 1982.

Martha Graham Essay examples -- Dance Dancing Choreography Essays

Martha GrahamMartha Graham was one of the most influential figures in American modern dancing, and her techniques and styles are still practiced today. She became widely known throughout all ages and decades. Her first debut was in the 1920s. As time went on, she became to a greater extent experienced and wiser in the modern dance field. Martha Graham, whose style was considered controversial, became one of the finest choreographers and dancers in the dance world.In 1894 Martha was born in Allegheny, Pennsylvania (Pratt 8). She was the daughter of Jane Beers and George Graham. Her father was a well-known physician who treated mental disorders. After living in Pennsylvania for 12 years, she and her family moved to Santa Barbara, California in 1908 (Harmon et al. 182). This was where she started studying modern dance in her earlier years.Marthas father played a big role in her life. Dr. Graham inspired his daughter to search for the meaning behind peoples actions. As she sat in her fathers office, she would look at the patients in bewilderment. The patients would blurt out words and move their arms and legs in a wild manner, making her still more curious about peoples actions (Pratt 13). Dr. Graham then took his daughter to a performance of Ruth St. Denis in 1911 where she was mesmerized by the dancers (Harmon et al. 182).Martha entered Cumnock check of Expression afterwards graduating from high school. There she trained in dance, drama, and self-expressions. Marthas love to study peoples actions was incredibly strong. After Graham graduated from the junior college in 1916, she then enrolled in Denishawn School of Dance (182). She was recognized at the school for her talent and determination, not her potential a... ...d a bad case of pneumonia. Graham died on April 1, 1991 (100).Graham led an raise and fulfilling life. Although her audiences may have had to get used to her innovative style of modern dance, she accomplished her dreams throug hout the years and became a big success. Martha Graham became one of the finest dancers and choreographers in the world.Works CitedHarmon, Justin, et al. American Cultural Leaders. Santa Barbara ABC-CLIO 1993.McLanathan, Richard and Gene Brown ed. The Arts. New York New York Times Company, 1978.Mille, Agnes de and Helene Oblensky. American Dances. New York Macmillan Publishing Co., Inc., 1980.Modern Dance. Microsoft Encarta. 1997 ed.Pratt, Paula Bryant. The Importance of Martha Graham. San Diego Lucent Books, Inc., 1995.Switzer, Ellen. Dancers Horizons in American Dance. New York Atheneum, 1982.

Angela Merkel

Tiffany Prill Challenges of Leadership Leadership Book Analysis Modern World Leaders- Angela Merkel The person chosen for this drawing cardship newspaper publisher is Angela Merkel. I read Modern World Leaders-Angela Merkel written by Clifford W. Mills. Being born in Berlin, with my pride in being German, as well as being a distaff with my own leadership ambitions, I felt Angela Merkel was a perfect fit for me. Gaining knowledge on the leadership style from whizz of the to the highest degree effectful and influential women in the world, while also learning the values and beliefs my estate is g rotaryed on, I find Angela Merkel to be extremely interesting leader to study.Angela Merkel (born Angela Dorothea Kasner), was born in Hamburg, Germany on July 17, 1954. Angela was raised in East Germany where she later authentic Associates peak in 1973. Shortly after, she enrolled to the Karl Marx University where she later met and married Ulrich Merkel. She graduates with a unmarried man and continues onto her PhD in Science at the Central institute for Physical Chemistry of the Academy of Sciences in Berlin. By 1986 she received her PhD which is also the same year she goes rear end to West Germany for the first time since she was baby.It was the many years in West Germany, full of communism and hardships, that taught Merkel how strong and powerful government could be. Merkel was determined to use power to serve the people not use it to control them. Rather than telling them what they wanted hear, she told them what to do to solve the policy-making problem. A scholarly physicist with little to no interest in politics rose to the top of the Christian Democratic Union (CDU) known as a conservative, male oriented, traditional political party. I believe the keys to her success include things such as her upbringing along with her passion and ambition.Raised by a minister in communist East Germany, Merkel had an upbringing like no other. A place where the economy was shattered- where resources and goods where lacking. Merkel and her family were always being watched upon by the Statsi. The Statsi was a security department intelligence network that consisted of 100,000 full time employees with 300,000 informants recruited to betray on the citizens who might be subversive. Within this environment Merkel learned to keep her real thoughts to herself and keep her private and political world separate in dividing line organization of the Statsi.Ambition is an understatement. The fall of the Berlin Wall was the biggest eye opener and life changing event in Merkels life going from someone who took no particular interest in politics to fighting for freedom and experts, almost over night. The day after Merkel was sworn in as chancellor Merkel wasted no time and make trips around the world meeting up with leaders in hopes to form hampers. Her first stop was Paris where she met with President Jacques Chirac where her goal was to emphasize the import ance of their relationship.Next she met with security general Jaap de Hoop of the NATO. The NATO was a alliance amid 26 countries where the attack on one country leads to the attack on all countries. Merkel knew how important this alliance was to Germany. Merkel returned home to meet the President of Pohomba of Namibia only to leave soon after to the joined States to meet President Bush. Merkel was admired her never ending, ambitious, networking. She put her loyalty to verity ahead of loyalty to the party- Merkels put honesty and truth on the top of her values.When German chancellor Helmut Kohl admitted his guilt to receiving illegal call option contri merelyions, Merkel was not scared to condemn Kohl in a public newsletter. Her mentor, the man who started Merkel in politics- in her eyes was now the man who betrayed a trust and should no long-range be leader. Her honesty is the way Merkel got people to follow her as a leader. Although some felt she had stabbed Kohl in the back, many Germans praised her honesty. She had proven to the people that truth matters and that she stands tail assembly it.Another time that Merkel wasnt scared to stand her ground and simply standing up for whats ethically right was back in high school. In Germany teachers quiet strict and at one point she had a teacher that would punish the entire class if a presentation differed even slightly from what the teacher told them to do. Deep down inside Merkel knew that the students put in extreme effort into the presentations and that this matter was so serious that the students could all be expelled from school. After explaining the situation to her parents, Merkel wrote a petition which she also presented to some GDR officials.Merkels class was saved the teacher was later disciplined. I characterize her leadership style as one that is based on ethics and morals while also being really direct. She is both task oriented as well as relationship oriented. Merkel focuses on the business ta sk at hand while putting great emphasis relationships and networking I dont think it make sense to go round and round in circles arguing about this crisis. We have to manage it instead. But thats something we can only do together with our neighbors, our partners, the big ones and the small ones.I think Germany is destined, partly as a result of its geographic position, to be a mediator and balancing factor. From this statement I feel as though Merkel is very direct and to the point- there is no point in arguing, lets do something about it. At the same time Merkel puts emphasis on leader-member relations. preceding(prenominal) chancellor Schroeder was known for his extravagant sleigh rides with Russian President Putin along with an unwillingness to push Putin on difficult issues. Merkel wasnt taking sleigh rides she was qualification a dissimilar statementBased on her position Merkel has legitimate power and usually uses rational persuasion. She has the ability to influence other s using something of value giving her reward power. Merkels degree in science gives her expert power and over the years has gained connection power through never ending networking and reciprocity. I am, I think, courageous at the decisive moment. But I need a good deal of start-up time, and I try to take as much as possible into retainer beforehand. Merkel puts a great deal of time studying an issue and pays close attention to detail when making a decision.When looking at a political issue, she looks at all sides and tries to understand it logically. Merkel does not go by hunches but finds out what others think (especially exerts). She studies an issue very carefully and does not make right off the back decisions. While some might of looked at it as inexperienced, Merkels courage stood out at the 2006 G8- Summit. The G8 Summit includes leaders from France, Canada, Germany, Italy, Japan, Russia, United Kingdom and the United States, that year taking place in Russia. One thing that w as not appropriate during the G8 Summit was to criticize the host.Not only did Merkel question Russia on their electoral organisation claiming its shortcomings, she also vocalized that she did not want the natural gas from Russia to get disrupted again she needed energy security for Europe to be assured and secured. Merkel had make headlines and made her mark. Merkel has not groomed a successor but is the successor of Gerhard Schroder. Schroeder was more of a Democrat while Merkel is a Republican. She is an anticommunist that wants there to be a bigger role for private business and less role of the government.Schroeder believed that the government had to be a regulator in businesses and that small changes to policy would bring Germanys level of competiveness up. Compared to her predecessor, Merkel felt government needed to get out of the way of business and that taxes should be simplified possibly with a flat rate. In order to belittle Germanys booming deficit, Schroeder cut socia l security payments an unemployment benefits. Merkel on the other hand found that increasing the VAT (value added tax) from 16%-18% was more undefeated.Another major difference between the two was their views on the war. While Schroeder was against the war, he allied himself with France and criticized the Bush administration. Merkel found the war to be dignified and correct- growing up in a country without freedom she knew exactly how precious it was. She explained Germany needed to stop bashing America and that her administration will have friendlier relations with America. A portrait of German princess born Sophie capital of Maine Fredrika, (later known as Russian empress Catherine the Great) hangs on the wall in Merkels office.Sophie married the 17-year-old grandson of Peter the Great and was crowned Catherine II. Catherine was the longest ruling and most renowned female leader of Russia. The Catherinian Era was sometimes referred to as the Golden Era as she extended Russian ter ritory and reorganized law administration. Catherine led Russia into full federation in the cultural and political life of Europe. In September 2006 Merkel topped the Worlds Most efficacious Woman list by Forbes Magazine. Analysts claim her strength was her unassuming and tireless networking.Leaders around the world such as Jacques Chirac, Tony Blair, and Vladimir Putin were all impressed by Merkel winning the admiration of people worldwide. Other awards received by Merkel include * Vision for Europe award 2006 * Recognition of Dama de Gran Croce Ordine al Merito della Repubblica Italian by Italian president 2006 * Honorary doctors degree from Hebrew University of Jerusalem 2007 * Chalemagne Prize 2008 * Grand Cross of the Order of Merit of the Federal Republic of Germany 2008 * Honorary doctorate from University of Technology in Wrolaw (Poland) 2008 * from University of Cluj-Napoca (Romania) Jawaharlal Nehra Award (India) 2009 * Forbes most powerful women 5 years in a row This assignment has enabled me to see leadership traits and values from the perspective of one of the most powerful and successful women in the World. A political record breaker, who has marked her spot in history by moving Germany out of the recession. I was aware that Angela Merkel was the Chancellor of Germany but I didnt know what motivated her and the type of person she is and how she leads her country.Her motivation and drives comes from the democratic and controlled life she lived in East Germany giving her the determination of providing German citizens a less controlled, free, and happy life. She grounds her decisions on principal and logic and leads in a direct, assertive manner. Although Merkel dominates German politics I view her more as a leader than a politician. Leaders care about the people they serve while politicians usually care about themselves and their party. APA Style Citations Angela Merkel The Most Powerful Woman In The World People Stylist Magazine. n. d. ). St ylist. co. uk homepage Stylist Magazine. Retrieved demonstrate 11, 2013, from http//www. stylist. co. uk/people/angela-merkelimage-rotator-1 Mills, C. (2008). Angela Merkel. New York Chelsea House Reddy, V. (n. d. ). German Legend Angela Merkels Success story Posdcorb. Posdcorb. Retrieved March 12, 2013, from http//www. vamsinathmba. com/2012/08/german-lezand-angela-merkels-success. html Smitha, F. E. (n. d. ). Catherine the Great, Russian Empress. MacroHistory World History. Retrieved March 12, 2013, from http//www. fsmitha. com/h3/h31-gr6c. htm

Ernest Hemingway: a Farewell to Arms Essay

Is contend ever justified? War has been a part of our society since the beginning of time. A F bewell to Arms by Ernest Hemingway is a novel that deals with the justification and commitment to World War I. Frederic Henry, an American ambulance driver for the Italians, struggled to find the answer and ended up loosing his commitment to the war because of linguistic communication and advice from the priest and his love for Catherine Barkley. He ended up running away from the war to be with his pregnant lover Catherine. Henrys commitment to the war isnt genuine.As Henry and the priest discussed who was winning the war at the moment and other subjects, they stated, And the ones who would not make war? Can they stop it? I do not know. Have they ever been able to stop it? They are not organized to stop things and when they get organized their leaders sell them out. accordingly its hopeless (Hemingway p71). In this dialogue, Henry feels as if there is nothing anyone can do to end the war. He feels as if he is stuck in it until he finally dies. He feels that its hopeless to carry on anymore if there is no sign of halting.This type of attitude shows he is not pull to the war. While Henry was talking to the priest, he stated, They were beaten to start with put him in power and see how wise he is. (Hemingway p179). Henry thinks that the people that are fighting with him have already lost from the start because it wasnt their decision to fight. Hes suggesting that the peasants arent fighting their hardest. They were forced off there farms and anticipate to fight. Henry thinks because they have already been defeated that there is no way they are press release to win the war.His attitude again shows that he is not attached or hopeful about the war. Later on when Henry is still talking to the priest they say, I hoped for a long time for victory. Me too. Now I dont know. It has to be one or the other. I dont believe in victory any more. I dont. plainly I dont believe in defeat. Though it may be better. (Hemingway p179). Henry is saying that he doesnt believe in advantage or defeat, but defeat may be better. Henry believes that the only way out of this war is through defeat.The Germans will never give in so the only way for the war to end is through the Italians loosing. He is tired of this war and doesnt care who wins anymore. If Henry was committed to this war, then he would stay with it until victory is ahead. Henrys commitment to World War I is not genuine. He doesnt feel like the war is going anywhere and is aggravated that no one has given in. He doesnt care anymore who wins the war as long as its over. He is no longer committed and just wants to leave. Henrys commitment was never genuine.

Birmingham International Airport – Competitors

Like whatever other airport, Birmingham International has enough competitors that expect their own share of its market. The theory is the bigger the better, and better = more profit. This means that BIA will keep having to continually re new-fangled their prices so that they term of enlistment ahead of the market, and lawsuit their opposition to loose out. I will now discover how BIA keeps ahead of their game, consistently from year to year.One way that BIA keeps ahead is making sure that the facilities that they declare are up to scratch at all times, and they constantly update them to meet demand, and maintain them if necessary (such as toilets etc). BIA defecate also displayed instances where they care for the customer, oneness by investing in the EuroHub tunnel, and the other by adding an Air-Rail link to the airport, one of this fork up decreased the flight transfer times dramatically, and the other has made the travel times lower than they were before. By creating and maintaining these type of facilities, they do not award their competitors the opportunity to beat them at their own game, and therefore will always stay on top, which has been proven in my other parts of work (how big they are).Referencing to the Master Plan once again, they are going to develop the airport fore dramatically which shows again they are always growing bigger, and reducing the opportunity for any other airports to get in edgeways. If you were to contrast this airport against their major rivals you will see that Londons Heathrow has release the biggest mainly because of the flights, facilities and the number of runways that are on offer.An airport that is hardly referenced to is Heathrow whom is growing at a rate like BIA, as they too have released plans to increate their traffic to 30,000,000 passengers flying with them every year, which was names the Development Strategy for the year 2005. Airport are no longer about providing solely the best flights, just now they are about providing the best overall facilities to their customers, and if they fail to do this, you may see that in the future, they could loose out on potential customers.Alike with any business, BIA would encourage all customers to use the facilities more, an implying to use their competitors less Despite this, you cannot persuade someone to travel from Heathrow to Birmingham so they can fly internationally, as this would not suck sense if they could fly from their local airport, unless there were exquisite travel links, which took a fraction of the time that they should have. As a result of this, they would only try to romance the market that are available to them, which may result as far out as London, but if their campaigns produced results, then this would be all worth while.For example, Londons Heathrow have an internal train system that will connect you from terminal to terminal, which I have personally experiences. This is like no other, and the facilities that are prov ided by them are excellent (not that I have tried BIAs personally), so I would find that hard to beat. On the other hand, if the facilities of BIA are anything like theirs, then they would stand a chance of unified the size of Heathrow, but this would not happen with the right staff motivation, capital and long term experience.One of the main factors within the competition is the flights, or even off out the lack off, and prices. For example, if someone in the vicinity of BIA is charged double that to fly to the destination they want that Heathrow is quoting, then it would obviously make sense for them to go to a different airport, which would mean BIA will loose customers quickly. The rule its 8 times harder to win an old customer back as to gain a new one takes a leading role here. Providing that BIA has the right accessibility to their airports, and the fact that they offer good prices would mean that they will be quite successful in the long term. As you can see from my resea rch below (provided courtesy of Expedia.co.uk), there are major price variations with the same flightsBirmingham International Airport spherical Adults 2 Children 0As you can see from my research above, it is not completely obvious who is the cheapest in the market, because it depends solely upon where the flights destination is.For example* At the specify time period, BIA was the cheapest to fly to Barcelona* In spite of this, they were the close expensive to fly to Copenhagen(When compared to Gatwick and Heathrow)I believe that the reason that BIA cannot be the cheapest for all of the available flights is because of the fact that if a fly is not popular, they would not fly that often, so tickets may be more expensive (for advanced bookings).As everyone has witnessed over the past year or so, each of the airports has had to dramatically increase the security due to terror attacks. Theyve had to reduce the number of liquids that you may carry on a flight, and they have diverted e ven entire flights because they thought there was a suspected attack, where 99% of the time, the were wrong. This shows that competition for security is not always good, as it may put of even the most frequent flyers because of all of the security checks that are involved.

Neuromarketing: A Brave New World of Consumerism

Introduction t this point in our social history we argon experiencing trends in marting and consumerism that no cultural phenomena in antiquity has prep ard us for. Each day between the hours of waking and sleeping we argon exposed to 3000 5000 marketing messages across every shape and tonus of media mankind has been able to devise In good conscience (Story 2007). Every niche, of every segment, of every market, for every product, has a multitude of competitors vying for space of mind, seeking to differentiate, remind, inform, or persuade themselves into our lives and shopping trellises (Copley 2004).This clutter, consternation, and competition has taken the humble consumer transaction to be something more than akin to game theory, and contemporary marketing strategy has become a battle of minds and wills (Lee, Frederick, and Chamberlain 2007). Each new generation of consumer finds themselves delivered deeper Into an environment of Increasing media and message saturation.But, with every generational cycle a further sophistication In the adaptative discretionary filtering system is created in order for these individuals to preserve some degree of highly guarded psychic space, and as such marketing professionals re keenly aware of the obstacles posed by both information-processing limitations and viewer opposition (Rumba 2002). The multiplicity of advertising messages to which each consumer is exposed dictates that advertisers place a lofty premium on the much-coveted psychic space of their Intended message recipients.More all over, marketers Increasingly find themselves trying to reach target audiences who get to an arsenal of cognitive, behavioral, and mechanical strategies for ad avoidance at their disposal (Speck and Elliott 1997). move on adding to this already encumbered media/ immunization sphere is also the weight and complexity of the postmodern condition in which Goldman (1992) speaks of relentless scrambling of signified and signifier, mixing an d matching meanings and brownness (1995) goes on to highlight practices such as fragmentation, De-deliberation, hypnotherapy, chronology, pastiche, pluralism and anta-functionalism.This escalating complexity of exchange devised for increasingly more sophisticated and media salt-, consumers attempts to side-step any predict exponent of antiquated advertising conventions that could no longer street through the filters of seas sensationd postmodern non delectationrs (Goldman and Passion 1994).What ashes is the perfect storm of social complexity, ever-changing message filtering, and big-business sign wars which has left some marketers believing that turn to the dark arts Is the only direction to get ahead in marketing communications, with notably one energy drink brand literally and comically commissioning a Haitian priestess to channel a foul-mouthed voodoo deem-god to help design their advertising campaign (Panamas 2010). Enter stage left marketings. decoct such a relatively yo ung field of inquiry the precise definition of marketings s inactive finding its footing with conflicting definitions still organism proposed and utilized by divergent agents within the realm (Fisher 2010). Perpetuating this conflict is the notion that academia and industry share limited cohesion in exploring this field, that private enterprises do not tend to publish findings or share proprietary information, and that more has been published about marketings across the popular media, relative to the traditional tome of recognized peer-reviewed publications (Fisher 2010).In antagonism of this, Lee (2007) proposes that marketings as a field of study an simply be defined as the application of neuroscience methods to analyses and understand human behavior in singing to markets and marketing exchanges and Fisher (2010) notes that marketings backside be tentatively defined as marketing designed on the basis of neuroscience research. These proposed definitions avoid the subjective bi as embraced by some proponents and detractors and are a suitable explanation of the topic for the purposes of this discussion.As idea sciences increasingly inform our daily lives, social practices, and intellectual discourses, ornamenting has become one of a collection of developing fields to gain the neuron prefix along with neuroscience, neurasthenics, neuropathology, and neurotically these fields now collectively earning the moniker neuromuscular, and the brain-based explanations arising from it are progressively influencing public notions of ad hominem identity, responsibility, and causation (Fisher 2010).Why Marketings? He well-nigh acute advantage thought to stem from the utilization of neuroscience in examining an individuals response to market based inquiries is its unfiltered objectivity and unbiased honesty. Typically the self-assessment measures normally used in marketing research rely totally on the ability and willingness of the answerer to accurately report their a ttitudes and/or prior behaviors (Petty and Caption 1983).However, it is believed that the brain approximately expends only 2 percent of its energy on conscious activity with the remaining majority devoted to unconscious thought and processes, thus, neurotransmitters believe, traditional market research methods ? like consumer surveys and focus groups ? are inherently inaccurate because the participants prat never articulate the unconscious impressions that whet their appetites for certain products ( vocalist 2010).In gain to this intrinsic inability for an individual to access all relevant perceptual data, this error eventor cumulatively adds to any conscious or even unrecognized desire the respondent may have to please or deceive the information gathering unit, even further exaggerating the potential for inaccurate measurements. In contrast, physiological responses can be collected when respondents are actively partaking in research activities and are difficult for subjects to control, although not difficult to affect (Petty and Caption 1983).In many ways marketings is the lie demodulator of the marketing industry, but the potential application is much capaciouser than simply extracting truthful responses, it may prove instrumental in uncovering the processes and transparent way than marketers have previously had access to. The benefits of marketings are manifest when framed in the above context. This field creates the possibility for marketers to understand consumers to an extent that a myriad of techniques over many decades of investigation have only ever been able to scratch at the door of.Felt (2007) believes that, assuming the science can be translated into meaningful engineering the power and the precision of the retrieved data as a management tool could prove sublime, it would finally enable marketers to reach out and pinprick consumers without using broad strokes. In fact, exploring exactly what elements of an advertisement are critical to awar eness, attitudes and evaluations of products, and whether these differ for different groups, should reduce firms reliance on the blunt instruments of blanket coverage, shock tactics, or sexual imagery (Lee 2007).The Marketings conflate he research generated by any accustomed marketings firm is of course a product article and as such marketing mix considerations are a requirement of presenting to the market, however, the more significant discussion is the current and conceivable application of this technology to play a major role in direct and optimizing each of the ups of the marketing mix for utilities. Them Noble, Managing Director of Neurotics a major player in the burgeoning marketings industry, has stated that all the biggest brands are using it But most of them are keeping it to themselves Even so, marketings has become a key part of todays marketing ix (Fagan 2011). The technology is believed to be equally applicable to each of the seven aspects of the mix provided a suita ble interpretation model is utilized to rationalist the raw data. The ups the literature most commonly discourses are reviewed below. Product Typically product designers refer to consciously generated studies of consumer preferences to inform the process, in such inquiries subjects are credibly to be influenced by normative expectations and social influences (Figurate 2007).For example, survey research typically reports that women find wrestler-turned-action ere The Rock unprepossessing but their brain activity says otherwise areas associated with attractiveness light up when women watch him on screen (Singer, 2004). Bruit (2004) mentions that some tests conducted for Demolishers bear witnessed that certain products can activate the self-reward centralize of the brain which is the same region that natural stimulants such as sex, chocolate, and cocaine trigger, this action is aroused by the release of the molecule dopamine and releases endogenous opiates substances joined to lu st and pleasure.Whilst this trigger is not a guarantee of arches, all other things creation equal designs that create pleasure are far more likely to be purchased than those that do not (Figurate 2007). Price Lee (2007) states that pricing seems to lend itself almost perfectly to normalizing research and believes that age old questions like why prices such as $4. 99 are perceived as significantly cheaper than those such as $5. 00 could be answered by simultaneously exploring the temporal and spatial nature of brain activity.Through utilizing this technology marketers can not only underpin optimal pricing strategies but also understand how and why pricing perceptions are formed. Place customers to seeing, hearing, feeling, touching, tasting, and smelling stimuli, stores may be able to customize environments to enhance the consumer experience, or weight the chances of a sale. For example, if normalizing data suggest a positive response to the touching of Jewelry, the consumer may ex perience a personalized discount prominently displayed in their sightline in order to provide encouragement for purchase (Wilson 2008).Promotion Measurement of advertising messages and their success in provoking excited responses can be gauged, and assumptions can be do about the subjects unconscious thought patterns depending on which areas of the brain light up (Figurate 2007). The reaction an authorization wishes to evoke with a given advertisement e. G. Excitement, passion, hostility, humor, attention, etc. can be transposed to the brain map where these concepts are processed. If that brain area is unaffected after exposure to the advertising stimulus, it is obvious that the advertisement has failed this crucial test (Figurate 2007) Schafer (2005) also states that neural scanning might be able to predict the strength of advertising recall for specific advertisements. The History he earliest reported use of the term marketings first appeared in a press release in July 2002 by Atlanta based advertising agency Birthrights announcing the creation of a new business division which utilized functional magnetic resonance imaging (fem.) for purposes of marketing research (Wilson 2008 Fisher 2010).However, the Economist (Inside the reason of the Consumer 2004) duly notes that Harvard Professor-Emeritus Gerald Coalman filed a patent for normalizing as a marketing tool in the late sasss approximately four years prior to Brightnesss suspicious press release. In spite of this, some observers consider this technology to be part of a continuum that has been ongoing for much longer. Marketings is simply the latest incarnation, says Joseph Throw, a professor of communication at the Ennobler School for Communication at the University of Pennsylvania. There has always been a holy grail in advertising to try to reach bulk in a hypodermic way, he says (Singer 2010). Educated observers also reconstruct note that Journalist and social critic Vance Packard (1957) wrote The Hidden Persuaders more than 50 years ago which is still considered to be a seminal work, which outlines how advertisers play(deed) on peoples unconscious desires in an attempt to influence them. Run for our Lives? Neatly probing consumers for answers to every fear, desire, motivation, and preference in underpants change has begun to beg the question in some quarters, should we love this or fear it? It appears from the outset that this technology has been spawning controversy however, some of this contention seems not to be all new in nature but the amplification and reinvigoration of well disputed ground, freshly driven by this new and acute mechanism.The contention largely remains in determining whether using such technology to understand the desires of consumers will be useful for serving them, or used for manipulating them, in short, is actions of a great many organizations and individuals, the main objective of marketing is to help match products with people (Rarely 2010 Kettl e, Keller, and Burton 2009). Marketing serves the dual goals of guiding the design and presentation of products such that they are more compatible with consumer preferences and facilitating the choice process for the consumer (Rarely 2010).Marketing as ethical or unethical in practice is a purely a determination to be made on a case by case basis, not generalized in overarching sweeps. Rallies (1999) surmises that the organizational factors contributing to principled business undertakings or in fact impeding a interrelated ethical framework are moral reasoning, organizational ethical climate, level of economic development, and cultural dimensions, Murphy (2005) suggests on an individualistic level that indicative qualities can be determined from virtue and character ethics utilizing measurements of the five core virtues of integrity, fairness, trust, respect and empathy.In comprehension, understanding the afore is to recognize that marketings (like most industries,) exists within a context of moral heterogeneity and the concerns that exist toward the frayed edge of the ethical fabric, underpin a movement of anxiety toward the potentiality of neuron-techniques to probe the subconscious mind, and the conceivability of these vehicles to unduly influence consumers, turning them into shopping robots without their knowledge and consent (Singer 2010).Singer (2010) states that marketings is setting off alarm bells among some consumer advocates, who call it brainwash ? an amalgam of branding and brainwashing. Our contention is that neuroscience findings and methods hold the potential for marketing practices that threaten consumers abilities to follow preferences and dictates according to free will (Greene 2003).The controversy and paranoia surrounding a field that is yet to be evidence or indicted of unethical practice is so potent that Senior and Senior (2008) have felt compelled to draft A Manifesto for Marketings Science to guide the ethical operate of practiti oners, quell some f the fears of alarmists, and address potential dilemmas arising on this new frontier.The Advertising Research Foundation has also seen fit to undertake a cooperative study with the major operators in the marketings industry to establish and implement the Northeastwards Initiatives agenda and determine ethical working canons for the field (ARP Announces Groundbreaking Northeastwards Study 2010). In addition to this above, the exploratory academic discipline of neurotics has continued to grow in unison with the developments in neuroscience research and neuromuscular, informing it all the while.Irrespective of the development in ethical governance, detractors inform that we do not have a current legal and social structure equipped to address technologies that are intentionally designed for subconscious persuasion. Singer (2010) states that if the advertising is now purposely designed to bypass those rational defenses, then the traditional legal defenses protecting advertising speech in the marketplace have to be questioned.We are also warned that many legally and morally ambiguous issues will arise with the increase in marketings usage such as Who at last owns brain scans, whether scans can e sold to other persons or institutions, and what happens to extraneous information, such as health line of works, revealed by the scans (Wilson 2008). The array positron emission tomography (PET), magnetoencephalography (MEG), functional magnetic resonance imaging (fem.), electroencephalography (EGG) galvanic skin response (USSR), eye tracking technology, electrocardiography, and electromyography (Figurate 2007 Lee 2007).It is noted that any corporeal measurements gained through the use of these instruments are strictly limited by the skill the interpreter has in correlating bio-readings to mental/emotional states, and in that respectfore into actionable ATA. There has been some research to show that imagery favored in traditional research preference t ests are often not the ones that stimulate the emotional centers of the brain (Uncommon 2007), according to People (quoted in Harris 2006) however, emotion is one of the major keys to all marketing and by monitoring brain activity we can get very good indication of when an emotional connection has been made.Unfortunately, these results can only reveal activation correlated with particular imagery but cannot predict outcomes with certainty, and it does in fact highlight the actuality that there is no direct link between arousal and behavior no measure of purchase intent (Figurate 2007). According to James (2004) the only time a human being cannot help acting on arousal is as a toddler.Some critics throughout the literature have argued for the existence of a buy button in the brain, the above suggests that there could be no overriding of an individuals cognitive control and current evidence suggests that the cognitive processes associated with purchase decisions are multi factorial an d cannot be reduced to a item-by-item area of activation (Rarely 2010). In the face of decries and skeptics Joey and Kilts Remain, Brightnesss CEO and founder claim that rather than forecasting the shopping behavior of individuals, marketings will help develop an understanding of how people develop preferences. Our goal is to change company, not consumer, behavior, says Remain. He adds that this philosophy could improve advertising ethics. What if you could, for example, show a company that their moral and ethical behavior has a bigger influence on consumer preference than the color of their packaging or current tag line? (Singer 2010). New Scientist magazine conducted a est. of marketings to choose the most attention getting cover for its 5th August 2010 issue.Nineteen readers of the magazine were shown three alternative covers during EGG tests from which one was ultimately selected. The ultimate result of this experiment and the turn out cover choice, was a 12% increase in sale s year-on-year and the second highest selling issue of the year which the deputy editor Graham Layton claimed was unheard of in August (Tartan 2010). Outside of this, virtually no other results have been published either confirming or condemning the predictive ability of marketings in the marketplace.However, the one strong virtuous indicator that does exist, is the very fact that a multitude of global companies such as Google, CBS, Frito-Lay, Demolishers, Brown-Foreman, General Motors, American Express, Campbell Soup, MAT, Disney Media, Heresys, Millimeters, Colgate- Palmolive, NBC, ESP., and Turner Broadcasting are utilizing this technology as a regular component of their own brand research efforts (ARP Announces Groundbreaking Northeastwards Study 2010 Rarely 2010 Figurate 2007 Bruit 2004). E detractors of marketings see a dyspepsia future ahead, they envisage a world here we all become little more than purchase-making drones, slaves to big business recklessly pushing by at buy buttons in our brains to move their wares and their stock prices. Valid concerns have been raised from some quarters citing the potential for the increase of marketing-related diseases such as obesity, intent disease, and similarly related health issues (Fisher 2010).What we understand from the above however, is that marketings cannot now or any currently conceivable point in the future, have any ability to override an individuals cognitive control. Marketings may help to design a more attractive car but will never have the ability to make a man sell his children to purchase it. Even with the limitations of the technology, neurotransmitters and researchers alike are currently exploring the ethical parameters of the field in order to create a unified framework for operation and quell concerns that vocal outliers currently raise.The primary purpose of this technology, as is the purpose of all marketing research, is to better understand the needs and wants of consumers, the biggest pr oblem with traditional research is the intimidation by a participants own cognitive bias, or as advertising legend David Googol once said The trouble with market research is that people dont think how they feel, they dont say what they think and they dont do what they say (quoted in Scar 2011).

Magna Carta for Students Essay

EXPLANATORY NOTE One of the biggest foundations of a progressive nation is an educated population. emergence in the different areas of knowledge much(prenominal) a science and technology, business, medicine, social science and others have brought about drastic advancement in our founder society. In an increasingly demanding and dynamic global economy, competitiveness, more than an advantage, is a must. As expressed in the Philippine Constitution, development is one of the priorities of the State. Aside from the basic needs such as food, shelter and clothing, it is one of the primary necessities that the State should provide for its constituents.While the private sector is an active participant in the promotion of education at present, the governrnent should still lead in ensuring its quality and accessibility. It should be recognized that the full development of the learners is not dependent untaintedly on books and lectures. Aside from providing them with an environment semic onducting to learning, it is the duty of the State to ensure the quality of education that goes beyond the corners of the classroom for indeed the true lessons in life are gained in the real world.However, the present formal educational system has, in one way or another, deprived the disciples of the chance to develop their full potential. This Magna Carta for Students intends to equalize the chance of the students to admission in school and to avail of competent and quality education. It seeks to provide measures to ensure that the students are able to exercise their justs to organize, redress to participate in policy-making, amend to academic freedom, and right to free expression and information.For these reasons, the passage of this bill is earnestly sought. Senator FIFTEENTH CONGRESS OF THE REPUBLIC OF THE PHILIPPINES First Regular Session ) ) ) HI SENATE Senate Bill No. JUl. -8 A9 (). i 911 INTRODUCED BY SEN. JINGGOY EJERCITO ESTRADA AN ACT PROVIDING FOR THE ESTABLISHMENT O F THE MAGNA CARTA OF STUDENTS Be it enacted by the Senate and Ho social function of Representatives of the Philippines in Congress assembled SECTION 1. Students. Title. This Act shall be known as the Magna Carta of CHAPTER I commonplace PRINCIPLES SEC. 2. Declaration of Policy.It is hereby declared to be the policy of the State to promote and protect the rights of students to enable them to participate actively and stiffly in the democratic processes of effective progressive and developmental changes in society. SEC. 3. Guiding Principles. This Act declares the adjacent as basic guiding principles (a) The formal educational system being the principal institutional mechanism for imparting knowledge and developing skills is given priority attention and support by the govemment. Education is a right and not a mere privilege.It is therefore the responsibility of the State to provide quality education accessible at all political platform levels. Student fundamental laws enhance demo cratic processes on the campus. social rank and active which promote and protect students rights and welfare andor contri bute to national development shall be guaranteed by the State and school authorities. Student organizations shall not be return to rules and regulations that unduly hamper their activities and are prejudicial to their objectives and interests, provided such objectives, activities and interests are with the schools mission.Student councilsgovernments being the most representative of the studentry and the highest expression of student mightiness on campus shall be consulted in the formulation of school policies directly affecting students. (b) (c) (d) (e) (f) . (g) Student publication shall serve as a principal, medium for free and trustworthy expression, dissemination of information, and interaction, among the different sectors of the academic community . With their democratic rights guaranteed, students can serve as a potent and cogent force in the countrys s ocial transformation.SEC. 4. Definition of Terms. As used in this Act, the following terms shall mean (a) Student any person enrolled in school in nominate secondary, tertiary, graduate and post graduate levels, including vocational and technical education. School any private, public or government-run and funded academic educational institution offering any or all courses in the above-mentioned levels. School campus the totality of all contiguous or proximate buildings, grounds and other facilities designed by the school as areas or facilities for the use of its students.Governing Board the highest policy making bole of the school such as Board of Directors, Trustees or Regents. Student Council/Government the body representing the satisfying student population in one school or school campus whose officers are annually elected at large by the whole student population pursuant to its constitution and by-laws, if any. Council of Leaders the body composed of the heads of variou s stUdent organizations chaired by the President/Chairman of the Student Council. Tuition present The fee representing direct be of instructions, training and other related activities, and the use of school facilities.The term other school fees refers to fees which cover other necessary costs supportive of instruction, including but not limited to medical and dental, athletic, library, laboratory, and Citizen Army Training (CAT) or Citizen Military Training (CMT) fees. CHAPTER II RIGHT TO ADMISSION AND QUALITY schooling SEC. 5. Admission. . (a) No student shall be denied admission to any school on account of his/her physical handicap, socio-economic status, political or religious beliefs, or shall pregnant students and prove reformed drug abusers be discriminated against.A student shall have the right to freely choose his/her field of study subject to existing curricula and the instituti. ons admissions policies and to continue his/her course up to graduation except in case of academic deficiency, inability to meet program requirement, or violation of disciplinary regulations which do not infringe upon the exercise of students rights. (b) (c) (d) (e) (f) (g) (b) SEC. 6. even ups to Competent Instruction and Relevant Quality Education.Every student shall have the right to competent instruction and quality education to relevant to his/her personal and cultural development andthat of the nation, and commensurate to the school fees paid, and for state institutions, public subsidies granted. Students shall have the right to make a written evaluation of the death penalty of their teachers toward the end of the school term. SEC.7. Right to Adequate Student Services and Academic Facilities. It shall be the responsibility of the school administration to provide the students with adequate student run and academic facilities commensurate to the school fees paid, and for SCUs, public subsidies granted. CHAPTER III RIGHT TO ORGANIZE SEC. 8. Right to Organize among Themselves.Unity and collective effort being fundamental to the actualization of common goal and the promotion and protection of common interest, the State recognizes the right of student to organize among themselves . . The rights of student to form, assist, or join any campus organization, alliance or federation, not contrary to the school mission, for their physical, intellectual, moral, cultural, spiritual and political interest shall not be abridged. SEC. 9. Student Council/Government. The State shall ensure the democratic and autonomous existence of student councils/governments.Pursuant thereto, there shall be one student council/government for each school campus, which shall be given recognition by the school, colleges and universities bear on. It shall have its own. set of officers elected in annual popular elections. Every student council/government shall have the right to determine its policies and program on student activities subject to this duly formalize charter or c onstitution, school rules and regulation, and state policy. SEC. 10. Recognition of and Granting of privileges to Student Organizations.No unreasonable requirements shall be imposed on student organizations seeking recognition. The guidelines concerning recognition shall be formulated by the Student affairs Office in hearing with the student council. The process for seeking recognition shall begin upon the submission to the Student Affairs Office by the organization concerned on its (1) concept paper and constitution and (2) a formal letter addressed to the Student Affairs stating that the organizations intent to be recognized. Recognition will be granted by the Students affairs Office upon compliance with the guidelines.There shall be no discrepancy in the assignment of school facilities and granting of other privileges to student organizations. Excessive charges for the use of school facilities shall be prohibited. Whenever possible the school administration shall allow studnt o rganizations to use school facilities free of charge. SEC. 11. Coordination of Student Organizations Activities. All on and off campus activities of student organization shall be coordinated by the student council/government in consultation with the Student affairs office.The Committee on Elections (COMELEC) constituted to conduct the election of the officers of the student council/government shall be composed solely of bona fide student of the school. The conduct of the student council election shall be held in coordination with the Student Affairs Office. SEC. 12. Prohibition against the Use of Force and Exaction and Excessive. All campus organization shall be prohibited from using force in initiation and from exacting excessive fees from their members, as well as in their other students activities. CHAPTER IV RIGHT TO PARTICIPATE IN policy MAKINGSEC. 13. Representation in policy-making process. The student shall be represented in policy-making bodies (other than the governing bo ard) which directly affect their welfare, especially in curriculum review, student discipline and academic standards. The representatives shall be designed by the student council. SEC. 14. Student Initiative and Referendum. The student council/government through a majority ballot of all the members of the student body shall have the right to initiate the formulation, modification or rejection of a school policy affecting the students.The proposition for the formulation, modification or rejection of a school policy affecting the students shall be submitted to and approved by a majority of votes casts by all bona fide students of the school in an areas shall be excluded from the superpower of students on initiative or referendum (a) admission (b) curriculum gc) module recruitment and tenure (d) rules on student conduct and discipline (e) tuition fees and (f) scholastic rules (e. g.academic impute and retention and graduation of students).CHAPTER V RIGHT TO FREE EXPRESSION AND INFOR MATION AND RIGHT TO ACADEMIC FREEDOM , SEC. 15. Right to be Informed. The right of the student to be given information upon request on matters directly affecting their welfare shall be recognized. SEC. 16. Freedom of Expression. Subject to existing laws and school rules and regulations, students shall have the right to freely express their view and vistas. SEC. 17. Academic Freedom.Students academic freedom shall subject to school rules and regulations and the exercise by the school and members of the faculty of their respective academic freedom, consist of, but is not limited to, the following rights (a) To conduct research in connection with academic work, and to freely discuss and publish their findings and recommendations (b) To conduct inquiry in curricular and extracurricular activities within the campus and in appropriate circumstances (c) To choose a field of study for research and to pursue the quest for truth to express their opinion on any subject of public or general co ncern which directly or indirectly affects the students of the educational system(d) To invite off-campus speakers or imagination persons to student sponsored assemblies, fora, symposia, and other activities of similar nature (e) To express contrary interpretation or dissenting opinions inside and outside the classroom (f) To participate in the outline of a new curriculum and in the review or revision of the old and (g) To participate in the drafting and/or revising of the student enchiridion which shall include the school rules and regulations, a copy of which shall be furnished the students upon admission to the school. , CHAPTER VI .RIGHT TO DUE PROCESS IN DISCIPLINARY PROCEEDINGS . SEC. 18. Right to Due Process. (a) (b) A student subject tot disciplinary proceedings shall have the right to defend himself/herself, to be heard and to present evidence on his/her behalf before an impartial body. There shall be a Student Disciplinary Board to be composed of two (2) representatives f orm the school administration, one (1) faculty member, and two (2) students to conduct investigations into and decide on cases student violation of disciplinary standards.The blacklisting, expulsion, suspension and other such disciplinary sanctions that may be taken against a student shall not be valid unless the following rights have been observed (1) the right to be informed in writing of the nature and cause of the accusations against his/her (2) the right to confront witnesses against him/her and to have full access to the evidence on the case (3) the right to defend himself/herself and to be defended by a represented or rede of his/her choice, adequate time being given for the preparation of a defense (4) the right to a hearing before the student Disciplinary Board (5) the right against self incrimination and (6) the right to appeal adverse decisions of the Student Disciplinary Board to the governing board and ultimately to the appropriate education agencies. (c)The decision i n any disciplinary proceeding must be rendered in the basis of relevant and sUbstantial evidence presented at the hearing, or at least contained in the record and disclosed to the student affected. The deciding body must act on its own independent consideration of the facts of the case. The body should, in all polemic questions, render its decision in such a manner that the issues involved, and the reasons for any decision made are clear to the student. (d)Disciplinary sanctions shall be corrective quite an publish on a periodic basis acts which are deem stop or school rules and regulations and the corresponding disciplinary sanctions do not violate the rights guaranteed herein and under the Constitution. CHAPTER VII OTHER RIGHTS SEC. 19. Right Against Unreasonable Searches and Seizures.Every student shall be free from any form of unreasonable search and seizure. pull for the following instances no search or seizure of a student shall be deemed valid (a) (b) (c) (d) (e) Searches made at the point of ingress and egress by authorized personnel of the school. Searches and seizures of illegal article or articles falling in the plain view of duly authorized personnel Searches and seizures of articles that are illegal, discovered unwittingly by duly authorized personnel Searches made when the student is about to commit, is committing or has just committed a crime or a weighty infraction of the schools rules and regulations Searches made with a valid search warrant.Articles seized in violation of the here above mentioned provided rights shall not be used as evidence against the student in any disciplinary action that may be brought against him/her. SEC. 20. Access to School Records and Issuance of Official Certificates. Subject to the provision of the following section, every student shall have access to her/him own school record, the confidentiality of which the school shall maintain. He/she shall have the right to be issued official certificates, diplomas, tr anscript of records, grades, transfer documentation and other similar documents within thirty (30) days from the filing of request and accomplishment of all pertinent requirements. SEC. 21.Unpaid Tuition Fees and Examination. No student shall be prohibited from taking a periodic or final examination because of unpaid tuition and other fees under the established terms of payment impose by the school concemed and approved by the appropriate education agency. Students with delinquent fees permitted to take an examination shall nevertheless be subject to the right of the school concerned to withhold the release or issuance of such students school records or of the documents mentioned in the preceding section or to deny such students admission at the next succeeding term or year until the prior delinquencies are fully paid.

Employee Monitoring Essay

Employee Monitoring Employer Safeguard or Invasion of Privacy? Employee loneliness has been a controversial topic curiously with the rise in internet usage, the popularity of social media increasing, and the addition of GPS to mobile devices. With these advances in technology there argon numerous ways for employers to monitor their employees clock time at wrench. According to Evans (2007) as many as eighty percent of the employers, who employ twenty percent of the American population, monitor employees telephone conversations, e-mails, and voicemails. Global Positioning Systems (GPS) technology has made tracking the whereabouts of employees easier rather than tracking unaccompanied reading passed amid employees and former(a) individuals.The United States does offer privacy laws to attention safeguard employees expectations of privacy however, the laws are formatted around the physical realm such as desk drawers or an employees home, not an employees computer files or even s ocial net schooling situation (Riego, Abril, & Levin, 2012). It has become apparent that social media is here to stay. Social networking sites such as Facebook and Twitter gain changed how people communicate in their daily lives and even how organizations do business.Employers have begun using social networking sites not only to market themselves but also as a human resource tool, making themselves accessible to strength customers and employees alike. Some of the ways employers have begun utilizing social networking include orientation, training, faster innovation of products and services, and improved efficiencies of operations through with(predicate) employee collaboration (Mello, 2012). Although there are go by advantages for employers using social networking sites, there are some murky areas that are becoming increasingly common when using these sites as an instrument to monitor and screen employees as well as applicants.The Social Norm of Employee MonitoringIn the digital era of todays working environment, almost all employees are conscious(predicate) their employer is performing some form of monitoring with email monitoring being the most expected. However, the degree of monitoring employers partake in varies. With the lines between ain lives and thework environment blurring, employers are taking advantage of the array of technology they have at their disposal. A heightened awareness of this blurring requires employers to become more probing towards their employees. This becomes apparent with the uncovering of 85% of employers recognizing their employees use of social networking and personal internet usage during work hours (Mello, 2012). There are many ways that employers utilize applicable technologies, including GPS and social networking sites.GPS Advantages and DisadvantagesEmployers have a coherent reason to need and want to monitor their employees. GPS systems can be useful for organizations that have a mobile workforce. Installing GPS sy stems can be used to help cut cost as well as unauthorized usage of company vehicles (Towns & Cobb, 2012). Most GPS systems not only have the expertness of pinpointing locations within 100 feet but also track speed and inform the drivers of the current speed limit. Major cost savings can be seen ascribable to increased productivity of employees due to more effective usage of their time when employees are aware of employers tracking their movements. Likewise, when employees follow the speed limit it can be translated in savings in fuel costs and decreased number of accidents (Towns & Cobb, 2012).Like most advancements in technology, when there is a positive use there is also a negative misuse. While there is a potential for efficiency to increase with GPS usage, there is also the potential for employers to set irrational time frames and quotas to try to increase efficiency (Towns & Cobb, 2012). This can place unwarranted pressure on employees. Some employees start to be c at one ti merned about the lack of privacy with the use of GPS tracking. It is often a necessity for mobile workforces to use their company vehicle to facilitate breaks such as lunch. GPS systems have the potential to disclose personal information about employees when used during such nonworking hours. All travels tend to be recorded with the use of GPS tracking which can lead to an employer sleep withing detailed information about an employees personal smell such as preferences or appointments.To avoid conflict with the use of GPS systems, Towns and Cobbs (2012)suggests taking the following steps. Incorporate GPS usage with other policies by publicizing a policy limiting the use of company property, including electronic devices such as phones and computers as well as vehicles, to work related purposes. Combined with policies, employers should inform their employees of their right to monitor their usage of such property. However, employers should proceed with caution when monitoring with GP S technology by informing employees that GPS systems and tracking are specifically being used.Obtaining employees consent to use tracking systems can assist in preventing employees from feeling scrutinized. Limiting the use of GPS to working hours only will also help employers and employees alike. This can be done by placing a timer or an on/off switch on the device to prevent tracking when an employee is on personal time. Finally, maintain twain equipment and records that pertain to GPS systems. Restricting access to these items will ensure privacy for the employee and continue a positive working relationship between employee and employer. The Use and Abuse of Social Networking SitesMost monitoring of employees is done electronically. Software programs are available to track time, content, and size of data being shared through e-mail or viewed on the internet alleviating the need for manual monitoring. The electronic monitoring that is being conducted manually is primarily done th rough search engines or social networking sites. According to Mello (2012), an average of 26% of human resource departments admit to using search engines while 18% use social networking sites to screen and alter applicants rather than recruit them. Riego, et al. (2012) discovered reports that many employers were requesting job applicants to make login and password information to their social networking sites available during the interview process. This kind of monitoring of employees and applicants is not only detrimental to morale and trust by making individuals feel violated due to lack of privacy but also can leave establish a wide range of legal issues.The American legal system currently does not adequately regulate privacy issues as related to young technology (Evans, 2007). US law and courts struggle with current privacy laws to incorporate employees rights to adegree of privacy within such technologies and employers legitimate interest, rights, and concerns in obtaining re levant information (Riego, et al., 2012). However, questions as to the motivation of an employers searches into private lives of current and potential employees could come into play. When the information obtained from such monitoring is not job procedure related, speculation starts to rise on how the information gathered is going to be used.Despite the cost effectiveness and ease of this type of monitoring, ethical issues also arise. Employers defend the appropriateness of these searches argue on behalf of due diligence and the desire to provide the fit for both applicant and the company (Mello, 2012). They use their right of having a legitimate business interest as grounds for justification due to the cost of recruiting, hiring, and training employees being too high if the working relationship is terminated by either party due to an improper fit. Organizations also claim this use of monitoring on current employees helps expose misconduct in the workplace during work hours.Global S tanceThe US is not the only country to face dilemmas posed by breaches of privacy by employers due to modern technology. However, most countries direction on the dignity of privacy rather than the physical aspect (Reigo, et al., 2012). The dignitarian approach emphasizes the fundamental human right to privacy with respect to their personal life (Evans, 2007). repayable to this approach, most employers in other regions of the world have allowed for a certain amount of digital private space in the work environment if mighty labeled as such. Some countries have gone so far as to issuing guidelines for social networking background checks, recognizing that the employees and employer are not equally leveraged once information from such searches has been ascertained.The ability of the US to use foreign regulation on privacy issues as related to technology in order to blueprint one of its own is feasible. Disclosure to applicants and current employees of social networking monitoring, bot h before and after the search, should be required just as it is for a criminal and character reference background check. Provisions for clear remedies and preventativemeasures against such intrusions (Reigo, et al., 2012) are an immediate necessity as more aspects of employees lives become digital.ConclusionUntil there are clear rules and regulations put into place concerning privacy issues in the digital age of the work environment, employees and applicants alike should be aware of the potential use of their electronic data. If employees and employers are both willing to respect one anothers needs a mutual understanding can be easily reached. Employers have the right to know how their property is being used and where with the assistance of GPS tracking and software monitoring. Nevertheless, employers also need to recognize employees rights to maintain some autonomy in their personal life with concerns to their social media outlets.ReferencesEvans, L. (2007). Monitoring technology in the American workplace would adopting English privacy standards better balance employee privacy and productivity?. California Law Revie, 95(4), 1115-1149. Retrieved from bloodline Source Complete database. Mello, J.A. (2012). Social media, employee privacy and concerted activity brave new world or big brother?. Labor Law Journal, 63(3), 203-208. Retrieved from calling Source Complete database. Riego, A.D., Abril, P.S., & Levin, A. (2012).Your Password or Your Paycheck? A job applicants murky right to social media privacy. Journal of Internet Law, 16(3), 2-3. Retrieved from argumentation Source Complete database. Towns, D.M. & Cobb, L.M. (2012). Notes on GPS technology employee monitoring enters a new era. Labor Law Journal, 63(3), 165-173. Retrieved from Business Source Complete database.

Health and Social Care †Service User Needs Essay

Individual service users have a range of needs, which must be met, including physical, intellectual, emotional ad social needs. In my case study, a care worker, a nurse and a doctor who in turn identified Sophies range of needs carried out Sophies care assessment. They then developed a plan to meet Sophies needs. This next section covers a range of approaches used in Health and friendly Care to help operate and practitioners meet the needs of individuals. An analysis of how practitioners meet the needs of Sophie and her familyPhysical HealthFirstly, Sophies strengths and needs were considered. Her general health was discussed in relation to Sophies condition and impairments access to and use of dentist, GP, optician immunisations, development checks, hospital admissions, accidents, health advice and information. Next, Sophies physical development was assessed in relation to her nourishment, activity, relation, flock and hearing, fine motor skills (e.g. drawing), gross motor skills (e.g. mobility, playing games and sport). In addition, her speech language and communication skills were assessed. These included her preferred communication language, listening, responding and intelligence. The care workers needed to go out that Sophie had basic care, ensuring her safety and protection. Finally, it was important to confirm that Sophie was provided with food, drink, warmth, shelter, appropriate clothing and that her personal needs were assessed within a safe and healthy environment.Social HealthNext, Sophies behavioural development including her lifestyle, self-control, behavior with peers, attention span and concentration were looked at. Then Sophie was assessed for her perceptions of self knowledge of personal and family history, sense of belonging, experiences of discrimination due to race, religion, age, gender, sexuality and disability. The multidisciplinary group of workers then focused on Sophies family and social relationships Sophie had with her friends .Intellectual HealthThe workers focused on her aspirations and ambitions in her confidence and progress was monitored and measured. Also Sophies understanding of reasoning and problem solving and her progress and achievement in learning was assessed and recorded.Emotional HealthIt was also important for Sophie to be raised in an emotionally warm and stable environment ensuring that the family was stable, affectionate, stimulating, where praise and encouragement and secure attachments were made. It was also necessary to make sure that Sophie had guidance, boundaries and stimulation and that self-control was encouraged and that she showed positive behavior. Finally, it was analyse to see is Sophies family provided effective and appropriate discipline, avoiding over-protection and support for positive activities.Approached Used to Support Sophies Health and Well-beingTreating diseases and illnesses at an archaeozoic stage discharge improve outcomes. In the case of Sophies, Health an d Social Care workers were aware that service users have social, intellectual and emotional needs and Sophie was supported at an early stage to make an informed choice about the treatment that was offered. In addition, a holistic approach was used which took into account of the whole needs of Sophie.By assessing all areas of Sophies physical, intellectual, emotional and social personal health, the practitioners involved helped to reduce the effects of her initial problem. By targeting the stress through the holistic approach, practitioners prevented the trauma of Sophies abuse from getting worse. Sophie was also given the opportunity to make decisions and not be treated as passive receivers of Health and Social Care services this is called empowerment of patients. As a result, Sophie and her family become active participants in the support and care planning process.

Training and Development Project / Reserch Report

Chapter 1 Introduction 1. 0 Introduction The chapter describes the enquiry topic, screen background of the withdraw, research hassle, research objectives, research outlineology, and importance of the study, limitations and chapter out aviations. 1. 1 seek topic fostering and phylogeny schooling and acquaintance is a racy function of benevolent Resource caution. bringing up and victimisation act as the core factor which handles with maintaining and upward(a) competency and effectiveness of the valet alternatives at act in the arrangement.It is concerned with enhancing individual employee demarcation executions as tumesce as collective / classify per classances. then it leave behind assist ultimately to im indicate organisational per stoolances. at that outer spacefore it is clear that Training and Development plays a crucial usage in the constitution. 1. 2 background of the study This portion will display important of the study and background of the study. Definition Training and Development is a titular mathematical operation of changing employee bearing and motivation in the way that will invoke employee production line performance and then organisational any over tout ensemble performance. Thus T&D improves employees capabilities in a way that will make him perform well in current short letter. The skills, abilities and attitudes obtained from T&D make a snap off demand for the employee in the trading grocery. In organisational environment in that location ar serve well lie organizations such as banks, hospitals, educational institutes and outturn orient organizations such as garment factories, motor vehicle companies etc. Usually both kinds of these organizations argon using same orders to cede sufficient formulation for their employees.And as well as roughly organizations atomic number 18 using common procedures in the facts of disembodied spirit process. This may some quantifys become a succ ess trance some judgment of convictions does not appear as a really efficient way to give a strait-laced cooking to the employees in the organization. In this research, I pee con postred some clearly identifying the release betwixt the service orient cooking method actings and output signal oriented grooming methods. These two readying methods differentiate from separately(prenominal) separate by the particular characteristics that argon eccentric to apiece of these instruction methods.My research issue is arising deep down this environment. So in this project Im expecting to find out the most(prenominal) fitting gentility methods base on the nature of the organization (service oriented or product oriented). And too Im going to find out that is at that place all another(prenominal) modifications that should be employ in traditional raising process in selected organizations. 1. 3 Research problem The specific problem addressed in this study is to iden tify the most suitable fostering and noesis methods for doing oriented and service oriented organizations.The employee prepargondness and education programs and necessary to improve employees morale as well as encourage the earners to perform their put-ons in a decorous way. So with that purpose organizations should put forward aim most suitable facts of life and breeding methods considering about their nature of functions. Some schooling methods may not suitable for service oriented organizations and some methods may not suitable for production oriented organizations. The research design is used for this study was the descriptive survey research design, to determinate proper instruction for both production and servile oriented organizations. . 4 Objectives of the study In this project I expect to achieve these objectives by a pre knowing methodology. These objectives ar aimed at determination a fair solution for the research issue. * Identifying the readying met hods using soon in service oriented organizations and production oriented organizations. * Identifying the kind between instruct methods and performance improvement of the employees in the organization. * Identifying the necessary modifications for the t distributivelying process and finding out most suitable pedagogy methods for service oriented and production oriented organizations. Directing employees to mention pre identified study methods in the purpose of enhancing employee productivity. 1. 5 Methodology To achieve these objectives thither should be a pre planned methodology. In this sector Im going to describe that methodology which consist the hobby steps. * Selecting Organizations * pickax of examples * information collection * Analyzing and faceing selective information 1. 5. 1 Selecting an organization organizations are selected on both production oriented and service oriented basis. A brief description about the organizations which have been selected for th is research appears belowProduction Oriented organization ring Young Comp some(prenominal) This is a rice mill manufacturing association located in Kurunegala area. This is a small scale organization. Mother company of this firm is located in South Korea. Importing Single Phase rise mills, assembling them and distributing and selling them island wide are the major operations of this company. Currently more than 30 employees are readying in this company. Service oriented organization Sampath Bank PLC This is one of the most reputed commercial banks in private sector of Sri Lanka.Thither are more than cc branches in island wide and more than 2000 exploit force. precisely for this project I have selected a sample of more than 25 large number from 4 branches in area 7 located in western province due to the difficulties in collecting data in a large sample. 1. 5. 2 Selection of samples Dong Young Company Total population = all the permanent employees functional in Dong Youn g company (more than 30) Sample sizing = image of commonwealth who disposed(p) the questioner (at least(prenominal) 20 people) Sampath bank PLC Total population = all the permanent employees releaseing in Sampath bank (more than 2000)Sample size = Number of people who given the questioner (at least 20 people from Minuwangoda, Gampaha ,Ja ela , Mirigama branches ) These samples will include all the useable level staff including staff assistant, executive officers, branch managers, assistant managers, labors, technicians in both organizations. 1. 5. 3 Data collection The relevant data for the purpose of study were collected through the both primitive and supplementary sources. 1. 5. 3. 1 Primary data The research was used by-line methods for collecting the data. In this research uncomplicated data were collected through the questionnaire.To collect the relevant data questionnaire was designed as follows. Questionnaires are the most common data collection method for any rese arch. In this research, survey questionnaires have been formulated by consisting 18 questions and it has been categorized in to tow naval divisions as follows * Seven questions for personal characteristics * Eleven questions for employee reproduction and fortifyment tie in data. Section One- Personal Profile The personal characteristics of employees are requested in the first section of the questionnaire and it is included five question items, they are 1. Age 2.Gender 3. Civil Status 4. Education aim 5. appellative In this section, it was given the range of answers and respondents were requested to mark the relevant cage that was extremely matched with their personal characteristics. Responses from the questionnaire were housevas to form of the studys sample Section two in this section question designedwith the pupose of gatherin data colligate to instruction methods of both organizations. 1. 5. 3. 2 Secondary data Following sources use for research as secondary data. 1. victimization Bank of Ceylon annual report, central bank report and other magazines 2.News papers 3. Using internet 4. Using various books that related to the topic 1. 5. 4 Data presentation and compend Presenting of data- following methods use for presenting the data. * Figures- Figure is one of data present method in this research. It was used this method to present the collected analyzed data, because this method is very simple and easy to control * Tables- Table is other method for presentation of analyzed data. It also easy to understand and very simple method in this research. There columns, under relevant data column, way out of employees and percentage columns. Chart- Chart is most popular method for presenting the data. In this study it was used bar charts & Pie charts to present the data illustrated by relevant table. 1. 6 splendour of the study As Schuler& Youngblood, 1996 the consume of educate and crackment is incurd by the employees performance deficiency and i t is computed as follows. T & D need = Standard Performance Actual Performance So from this definition we rotter understand that the T & D has a very strong relationship with the performance of the employees.With the achieving above mentioned objectives I believe this kind of befits better deal watch to the organization. * Most important thing is gutter have a clear psyche about what different kind of gentility methods is suitable for service oriented organizations and production oriented organizations. * So both kind of organizations squeeze out direct their employees to get t from each one more in effect * If any kind of modification ask is discovered in bringing up process using currently on this organizations, they stand change the process and move in to a better training method. So the both kind of organizations an give most suitable training to their employees to the point and enhance their job related knowledge. By giving a good training employees endure hav e following benefits. * annex the fictitious character of products * Increase the productivity * Reducing unnecessary wastage * Improve employees moral & motivation. * Create a better demand on employees in the job market by having proper T & D * Increase cogency and effectiveness * Employees suffer have more self confidence and reduce the degree of care * Increase salaries, promotion opportunities, rewards and job security.When all of the above mentioned matters are considered T & D is advantageous for the organization as well as individual employees. 1. 7 Limitations * The research exercise will be train in a hold duration. Hence a detailed study could not be do * The sample of selected employees is limited entirely to kurunegala and western province. * The finding conclusions are base on the knowledge and vex of the respondents, some clocks may subject bias. * Primary data is collected tho through a questioner. The production oriented organization is a small scale org anization when considering with the service oriented organization. CHAPTER 2 books review 2. 0 Introduction The chapter describes the review of the literature, concerned the pattern of training and development with relevant theories, definitions, concept and models. 2. 1 gentleman Resource Management Introduction to HRM Every organization irrespective of its nature and size has four resources predictly men, material, and machinery. Of this men I. e. , people are the most vital resources and they only make all the differences in an organization.In this connection L. F. Urwick says that Business houses are made? Broken in the grand run rally line by the markets or capital, patents, or equipments, but by men. Peter F. ducker says that, man, of all the resources available to name can grow and develop. This gives geneses to the concept of HRM, the sub system. HR is the central sub-system of an organization. As the central sub- system, it controls the functions of each sub system a nd the whole organization. Concept Human resource management is concerned with the valet beings in an organization.It reflects a now philosophy, a new(a) outlook, approach and strategy, which views an organizations man top executive as its resources and assets. Human resource management is a managerial function which facilitates the effective utilization of people (manpower) in achieving the organisational and individual goals. Simply, HRM is a management function that helps the managers to recruit, select, train and develop the organisational members for the purpose of achieving the stated organizational goals. Definition HRM is delineate as follows, The part of management which is concerned with the people at operation and with their relationship within an first step.It aims to bring together and develop into and effective organization of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working sorts, to enable them t o make their best contribution to its success -National institute of personnel office management, India. Human resource management is a series of decisions that affect the relationship between employees and employers it affects many constituencies and is mean to regularise the effectiveness of employees and employers. -Milkovich l boudreau.So finally we can say HRM is the efficient and effective utilization of human resources to achieve goals of an organization. There is a series of functions to be followed ready to accomplish the goals and the objectives of the HRM. This series of functions includes * Human resource planning * Recruitment, selection, and placement * Orientation, training and development * Job analysis and design * Role analysis and role development * Career planning and communication * Performance appraisal * Human relation * Safety and wellness * Wage and salary administration * Compensation and reward * Grievance handling Quality of work life and employee wel fare * Organizational change and development * Industrial relation From this series of functions training and development gains most important place and it is defined as the HRM function that formally and systematically provides new encyclopedism to add employees capabilities so as to addition their current job performance and future job performance as well. Training and Development is a vital function of Human Resource Management. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training and Development plays a crucial role in the organization. 2. 2 Training and development Definition Training and development is a formal process of changing employee be havior and motivation in the way that will enhance employee job performance and then ornisatonal overall performance.Employee Training is distinct from management or Executive Development. While the designer refers, training is given to employees in areas of operations, techniques and allied areas, while the latter refers to developing an employee in areas of important techniques of the Management Administration, Organization and allied areas. Training means to continuously nurture the employees or workers towards better performance in a systematic way. This can be either at the work spot or at the workshops. This is mainly to improve the technical skills of the employees or workers.Development means bringing out the material potentialities and thus spontaneous to eminent motivation and commitment standards towards work. This will be generally with regard to improvement in the behavioral skills. Training and development will increase employee job related abilities through the following tercet primary ways. * By imparting job related knowledge. * By creating job related skills. * By generating positive attitudes for proper organizational functioning. In the HRM literature clear distinctions about knowledge and skills are hardly available.But following definitions can found bout above terms and they will help to get an idea about these three factors. Know means to learn or to have information about something and knowledge means what is know. * English business dictionary (1986) Skills is the ability to do something because of training * Dictionary of personal management, 1988 So knowledge is for having information and understanding that information. Skills are for doing and applying the obtained knowledge. And also the terms education and training are noblely interrelated.But there are some differences among these terms. We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training- Refers to the process of imparting specific skills Development- refers to the learning opportunities designed to helpemployees grow Education is theoretical learning in classroom Though training and education differ in nature and orientation, they are complementary. An employee for example who undergoes training is presumed to have had some formal education.Furthermore, no training programme is complete without an element of education. In fact the distinction between training and education is getting increasingly blurred nowa geezerhood. As more and more employees are called upon to exercise judgments and to choose alternative solutions to the job problems, training programmes seek to broaden and develop the individual through education. For instance, employees in well-paid jobs and/or employees in the service industry may be required to make independent decision regarding their work and their relationship with their clients.Hence,organizationmu stconsiderelementsofboth education and training while planning their training programmes. Developmentreferstothoselearningopportunitiesdesignedtohelpemployeesgrow. Developmentisnotprimarilyskill-oriented. Instead it provides general knowledge and attitudes will be helpful for employees in higher positions. Efforts towards development often depend on personal drive and ambition. Development activities, such as those supplied by management developmentalprograms, are generally voluntary. 2. 3 Purpose of the training and developmentThe fundamental aim of the training is to help the organization achieve its purpose by adding measure out to its key recourse people- employees. In here it is defined like this, Training helps the organization, the individual, and the human relations of the work group. * Werther and Davis , 1989 As this definition training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. An d that investment pays dividend to employee, organization and other employees. Importance of Training and Development Optimum Utilization of Human Resources Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and broad structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level.It helps to expand the horizons of human intellect and an overall personality of the employees Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal agg roup spirit Training and Development helps in inculcating the sense of team work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness.It helps in creating the learning culture within the organization. Organization Climate Training and Development helps building the positive comprehension and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safeguard of the organization th us preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. two-bagger Training and Development helps in creating a better corporate image. Profitability Training and Development leads to better profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i. e. Organization gets more effective decision making and problem solving.It helps in understanding and carrying out organizational policies. Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. 2. 3 Climate for Training With all these things organization must have a climate or suitable environment for deliver a successful training programme. so to create a necessary environment, carry out the following requirements may helpful. * Incentives that encourage employees to participate. * M anagers who make it easy for employees to attend T& D programs. Employees who encourage each other. * Rewards for the use of new competencies. * No hidden punishments for participating. * Rewards for managers who are effective trainers With this kind of proper environment, an organization can develop and carry out an effective training and development program. There are short term and long term effects for both employees and organization. 2. 4 Effects of training and development 2. 4. 1 Short-term effects * Reactions to T & D exertion * Learning * Changes in behavior & attitudes * Performans on a task 2. 4. 2 Long-Term effects For the organization Improved productivity * Lower follow * Improved node run * Pool of sufficient global leaders * Improved retention rates * Applicant pool increases 2. 4. 3 Long-term effects For the Employees. * Greater self confidence * Increased job satisfaction * Career advancement * Employability * Ability to resist unethical mildew 2. 5 Prin ciples of the training The principles, which have been evolved, can be followed as guidelines to trainees. Clear objectives about the Training Program are * Training policy for designing and implementing the training programme. attainment of knowledge and new skills through motivation. * Reinforcement to trainees by means of awards and punishments. * Organized material should be correctly prepared and provided to the trainees. * Learning periods has to be fixed as it channelises time to learn. * Preparing he instructor who is both good at subject and job. * Feedback regarding the performance of the trainees in the jobs. * Practicing the skills taught by the trainee. * Appropriate techniques related to the inevitably and objectives of the organization. 2. 6 Roles and responsibilities in Training and DevelopmentIn the subject of training and development, there are many roles in an organization hierarchy kick ins up to various limits. And also they have deferent responsibilities r elevant to T & D 2. 6. 1 Line managers * succor with HR professionals in identifying the implications of business plans for T & D * Work with the employees to regain their individual training and development postulate. * Participate on the delivery of T & D programs. * Support employees participation in T & d opportunities and reinforce the transfer of newly learned behaviors to the job. Do much of the on-the-job socialization and training. * Participate in efforts to assess the effectiveness of T & D activities. 2. 6. 2 HR Professionals * Identify training and development inescapably in cooperation with the line managers. * Assist employees in identifying their individual T & D ineluctably * Communication with employees regarding training and development opportunities and the consequences of participating in them. * Develop and administer T & D activities. * Train the line managers and employees in how to socialize train and develop employees. * Evaluate the effectiveness of the training. 2. . 3 Employees * Seek to understand the objectives of training and development opportunities and accept responsibility for lifelong learning. * Identify own T & D needs with HR Professionals and line managers. * Consider employment opportunities that will contribute to your own personal development opportunities. * Assist with the socialization, training, and development of co-workers. 2. 7 Systematic training and Training process A System is a combination of things or part that must work together to perform a particular function. An organization is a system and training is a sub system of the organization.The System Approach views training as a sub system of an organization. There is a formal order of doing the training. If isnt, the trainee will have to learn everything in his own, he will take long period to perform as organizations expectations. But if he has a opportunity to get a well designed training , it will be easy to learn how to perform well in the orga nization. So through a systematic training process trainee will learn divert methods of doing the duties resulting in achieving organizations goals. In here the steps of systematic training process is listed 1.Identify training needs 2. place training needs 3. Establish training objectives 4. Determine training military rating criteria 5. acquire other related training decisions 6. Implementation 7. Evaluation the success of training 2. 7. 1 Identifying training needs. Training activities must be related to the specific needs of the organization and the individual employees. A Training Program should be launched only subsequently the training needs are assessed clearly and specifically. The effectiveness of a Training Program can be judged only with the help of training needs identified in advance.In order to identify the training needs, a dislocation between the existing and required levels of knowledge, skills, performance and aptitudes should be specific. The problem areas t hat can be re computed through training should also be identified. Without training need identifying any kind of training effort may not be done. In training process tow major errors are possible. One is training for a wrong training need. In this cause because of the wrong identification of training needs of the employees of the organization, a real training program may implement but for worthless training need. Second major error is training owing to wrong performance diagnosis. There must be genuine need of training. principally training need is arise when there is a gap between expected job performance level and actual job performance level. But we cannot say the gap is created only because of the need of training, but there will many factors influence that job performance level. When considering about identifying training needs there are three types of analysis, organization analysis, and job needs analysis, person needs analysis.Organizational needs analysis Organizational ne eds analysis refers to identifying training needs in the organizational level. It can define like this, organizational needs analysis tries to answer the question of where the training emphasis should be placed in the organization and what factors may affect the training -Bernardin and Russell- In the organizational level there are three factors affecting to decide organizational needs. They are Human recourse analysis, climate indexes and efficiency indexes.Human recourse analysis conceder translating strategic plans, demand for products, customer requirements etc. The climate indexes are acting as indicators of the quality of the working life of the organization. They includes employee turnover, absenteeism , grievances , productivity etc. efficiency indexes are measures or indicators of the current efficiency of work groups and the organization. They includes cost of labour, wastage, gap between input and output, late delivers etc. Job needs analysis The specific content of prese nt or anticipated jobs is analyzed through job analysis.For existing jobs, information on the tasks to be performed (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the nominal acceptable standards (obtained from performance appraisals) are self-collected. This information can then be used to ensure that training programs are job specific and useful. The process of collecting information for use in developing training programs is often referred to as job needs analysis. In this point, the analysis method used should include questions specifically designed to assess the competencies essential to perform the job.Job needs analysis can be defined as below Job needs analysis tries to answer the question of what would be taught in training so that the trainee can perform the job satisfactory. Bernardin and Russell- By finding answers for these three questions below mentioned, may give a clear idea of job need analys is. What are the tasks, duties and responsibilities of the job? What types of abilities, qualifications and control are needed to perform the job? What are the minimum acceptable performance standards? So deretmined training needs by job analysis can be used to train employees.Person need analysis After information about the job has been collected, the analysis shifts to the person. A person needs analysis identifies gaps between a persons current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill.The first method is based on the actual, current job performance of an employee therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs. Person need analysis can be defined as below, Person need analysis tries to answer the question of who needs the training in the firm and specific types of training needs. Bernardin and Russell- 2. 7. 2 Prioritize training needs Identifying training needs is possible but identifying or order training needs is difficult.And also meeting all kind of training needs with training programs is difficult due to many reasons. Main reasons are limited recourses especially financial recourses and limited time. Any kind of organization cannot spend too much for training as investment than their day to day functions. And also if there available financial support, finding enough time is also difficult. Here are some factors influence prioritizing training needs, 1. Time to be spent 2. Budget essential for training 3. Desires of top management 4. happening of measuring the results of the training 5.Trade un ion influence 6. Competencies and inte inhabits of the trainers Considering these factors the need of special process or technique to prioritize training needs is arise. So there is a special technique can be used to prioritize training needs. It is called Nominal Group technique. Nominal Group Technique Nominal Group Technique (NGT) is designed to encourage every member of a group to contribute, and prevents the more vocal group members from predominate the discussion. Simply we can say, NGT method is group method that drawing out ideas from people on a specific topic.NGT facilitates discussion, stimulates creative contributions, increases group productivity, uncovers divergent viewpoints, and leaves group members feeling pleasant that they have contributed and that their voices have been heard. NGT is especially effective when difficult decisions must be made with input from every person, and when discussion has become heated up and/or when group members are attempting to influ ence other members of the group. NGT requires a facilitator. A step-by-step process to implement NGT follows. If the group is small (15 or fewer members), the steps can be accomplished working as a hole. If the group is large (more than 15 or so), you may find it easier to organize members into groups of six or eight and let these small groups work together. In step 3, for example, each table would take a turn contributing an idea. So it can be used in second step in systematic training process like prioritizing training methods. From the viewpoint of Human Recourse Management NGT can defined as technique that uses a group of seven to fifteen people who are competent for the purpose do identifying training needs of the organization. Nominal Group Technique process 1.Generating Ideas The moderator presents the question or problem to the group in written form and reads the question to the group. The moderator directs everyone to write ideas in brief phrases or statements and to work s ilently and independently. Each person silently generates ideas and writes them down. 2. Recording Ideas Group members engage in a round-robin feedback session to concisely record each idea (without debate at this point). The moderator writes an idea from a group member on a flip chart that is visible to the entire group, and proceeds to ask for some other idea from the next group member, and so on.There is no need to repeat ideas however, if group members believe that an idea provides a different emphasis or variation, feel free to include it. Proceed until all members ideas have been documented. 3. Discussing Ideas Each recorded idea is then discussed to determine clarity and importance. For each idea, the moderator asks, Are there any questions or comments group members would like to make about the item? This step provides an opportunity for members to express their understanding of the logic and the relative importance of the item.The creator of the idea need not feel obliged to mop up or explain the item any member of the group can play that role. 4. Voting on Ideas Individuals vote privately to prioritize the ideas. The votes are tallied to identify the ideas that are rated highest by the group as a whole. The moderator establishes what criteria are used to prioritize the ideas. To start, each group member selects the five most important items from the group list and writes one idea on each index card. Next, each member ranks the five ideas selected, with the most important receiving a rank of 5, and the least important receiving a rank of 1.After members rank their responses in order of priority, the moderator creates a tally sheet on the flip chart with numbers down the left-hand side of the chart, which correspond to the ideas from the round-robin. The moderator collects all the cards from the participants and asks one group member to read the idea number and number of points allocated to each one, while the moderator records and then adds the scor es on the tally sheet. The ideas that are the most highly rated by the group are the most favored group actions or ideas in response to the question constitute by the moderator. Advantages of NGT Generates a greater number of ideas than traditional group discussions. * Balances the influence of individuals by limiting the power of opinion makers (particularly Advantageous for use with teenagers, where peer leaders may have an exaggerated effect over group decisions, or in meetings of collaborative, where established leaders tend to dominate the discussion). * Diminishes competition and pressure to conform, based on status within the group. * Encourages participants to confront issues through constructive problem solving. * Allows the group to prioritize ideas democratically. regular(prenominal)ly provides a greater sense of closure than can be obtained through group discussion. Disadvantages of NGT * Requires preparation. * Is regimented and lends itself only to a single-purpose, single-topic meeting. * Minimizes discussion, and thus does not allow for the full development of ideas, and therefore can be a less stimulating group process than other techniques. According to the ranking of training needs, organization or the authorities can select most important training needs for their organization and deliver the rest steps of systematic training process. 2. 7. 3 Establish Training Objectives. Objectives can be defined as criterion behavior, i. e. the standards or changes of behavior on the job to be achieved if training is to be regarded as successful. This should be definition of what the trainee will be able to do when he or she goes back to work on completing the course in other words, terminal behavior. Transfer of training is what counts behavior on the job is what matters. -Armstrong (1992 p. 433)- Objectives are established based on training needs, in other words after completing training program there should no lack of training or performance in rele vant field.Establishing objectives in time related is very important. And also success of the program can be measured by checking whether pre established objectives are completed or not. There are several proposes of establishing training objectives. 1. When a trainer deciding contents of the training program the objectives are very much helpful. 2. Objectives are essential for formulate criteria and standards in order to measure success of the training program 3. By noticing objectives of training program , participants will know whats going to be happen 4.Establishing training objectives related to organizational goals may helpful to achieve them 2. 7. 4 Determine Training evaluation Criteria Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective. Training evaluation criteria provides the data needed to demonstrate that training does provide benefits to the company. There are two types of evaluating training program, Forma tive evaluation evaluation contracted to improve the training process * Helps to ensure that the training program is well organized and runs smoothly * trainees learn and are satisfied with the program * Provides information about how to make the program better Summative evaluation evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program * may also measure the return on investment (ROI) that the company receives from the training program Why Should A Training Program Be Evaluated? * To identify the programs strengths and weaknesses To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job * To identify which trainees benefited most or least from the program * To gather data to assist in marketing training programs * To determine the financial benefits and be of the programs * To compare the costs and benefits of training vers us non-training investments * To compare the costs and benefits of different training programs to choose 2. 7. 5 Make other related decisions 2. 7. 4. 1 Training contentsTraining contents refers to all the things trainees going to learn in training program. Training contents are decided after the analyzing of training needs and training objectives. In training contents there are 3 parts regarding any kind of training objective or training need. They are Knowledge, Attitude and Skills. E. g. Training objective After the training program accidents and health issues in the organization should minimize by 15%. Training contents The participants should gather knowledge about what are the accidents and health issues, how to revent them, how to identify them before arise, what are the steps to be followed if an occupational accident happen and elemental first aid knowledge. Attitudes attitudes refers to believing positively, feeling positively and tending to behave positively about th e knowledge gathered by the training program. Skills Skills are ability to do things that learned by the training program, in this cause skills related to first aid and preventing occupational accidents is important. 2. 7. 4. 2 Trainers When we choosing trainers to the training program there are some factors should be consider about them.Their educational background, their knowledge about relevant subject, front experience in training and skills in delivering a effective training program. Managers, supervisors or peers (senior) can utilize in-house training programs. Because they are already know about organization and its culture. Training specialists or consultants or university professors, tutors can be utilized to in-house but off the job training. And also when we selecting speech communicationrs should careful that they are able to train amend people and non educated employees like drivers, technicians at the same time.Because when the university lecturer delivers the trai ning program , non educated people may not affected by the program because the their education level not sufficient for understand the important thing in the training program. 2. 7. 4. 3 Training methods The most suitable training method should select considering training objectives and training contents. non only the objectives and contents, but also should consider about training budget, availability of trainers, number of trainees availability of time and other relevant factors. Sometimes more than one method have to be used when consider about these kind of factors. . 7. 4. 4Training budget This refers to hoe much can spend to this kind of training program. Normally organizations are allocating funds for their training and development activities from their annual budget. Allowances to the trainers, expenses to meals and refreshments, lease and travelling fees, expenses on training materials are some expenditures that taking place in a training program. If the training program effective for the employees and their knowledge, attitudes and skills are developed as expected ROI will be high. 2. 7. 4. 5 Training timeIn a proper training program specific time table or time schedule must prepared. When preparing a time table training programmers should consider about availability of trainers, holidays, availability of trainees. If the training program is held in outside the organization, organizers should care about availability of lecture hall and other facilities. In time table it is necessary to mention about starting time, ending time, intervals, and how many days training will continue. And also organizers are responsible for continue training program as time table.When the program is running as the time table it will motivate participants at the same time trainers also will satisfy with the program and will give maximum output for trainees. 2. 7. 4. 6 Training place Training place refers to where the training to be conducted. There are three kinds of pla ces to held training program. When conducting on-the-job training the training place will be office room or site, other employees also working. And when a training program conducting in the organization premises but not in the working site or office room , can be identified as second method. 3rd one is off-the-site.That means the training program will be conduct in a lecture hall, university or conference hall. Some organizations have their own lecture halls for training programs. 2. 7. 4. 7 Meals and refreshments This is a most important factor that influences a success of a training program. Sometimes organizers may ask from participants fork over meals for themselves. In addition a some payment can be done to get meals. But unremarkably organization is provides meals and refreshments to the participants. If financial ability is not sufficient to provide meals for everyone, organizers can provide meals for trainers.. . 7. 6 Implementation In this step the pre planned training p rogram will implement. All kind of dictions interpreted in above steps will be taken in to action under this step. When a training program implementing it should supervise by organizers whether the program is running as the schedule. Before implementation of the training program trainees should evaluate. It will be making easy to evaluate trainees and measuring what kind of knowledge gathered by trainees after the training program. 2. 7. 7 Evaluate the success of training Training evaluation defined as, Any attempt to obtain information (feedback) on the effects of a training program, and to assess the value of the training in the light of that information. Evaluation leads to control, which means deciding whether or not the training was worthy (preferably in cost/benefit terms) and what improvements are required to make it even more cost-effective. Hamblin (1974)- Evaluation is an constitutive(a) feature of learning activities. In its crudest form, it is the Comparison of obje ctives (criterion behavior) with outcomes (terminal behavior) to answer the question of how far the event has achieved its purpose.The setting of objectives and the founding of methods of measuring results are, or should be, an essential part of the planning stage of any learning and development program. Levels of evaluation 1st level Reaction At this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. * Determine what you want to find out. * Design a form that will quantify reactions. * Encourage written comments and suggestions. * Get 100 present immediate responses. 2nd Level Evaluating learningThis level obtains information on the extent to which learning objectives have been attained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and the extent to which attitudes have changed in the desired direction. So far as possible, the eva luation of learning should involve the use of tests before and after the program paper and pencil, oral or performance tests. 3rd Level Evaluating behavior This level evaluates the extent to which behavior has changed as required when people attending the program have returned to their jobs.The question to be answered is the extent to which knowledge, skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place both before and after the training. Time should be allowed for the change in behavior to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behavior and the application of knowledge and skills have been achieved. 4th Level Evaluating resultsThis is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs. The objective is to determine the added value of learning and development programs how they contribute to raising organizational performance significantly above its previous level. The evaluation has to be based on before and after measures and has to determine the extent to which the fundamental objectives of the training have been achieved in areas such as increasing sales, raising productivity, reducing accidents or increasing customer satisfaction. . 8 Issues on Training and Development When an organization tries to deliver a training program there are many kind of issues that influence the training program. Trainers and organizers are often forced to deal with a wide variety of important issues that arise from inside of the organization and outside of the organization. * External environmental pressures influence training practices * Legal issues related to training practices * Cross-cultural preparation * Diversity training * School-to-work programs * Hardcore-unemployed training programs internecine environment pressures which influence training practices * T he need to train managerial talent * Training and development opportunities for all employees (regardless of their personal characteristics) * Use of the companys compensation system to motivate employees to learn In here some of issues are described briefly. * Legal issues related to training practices There are some effectual issues that can be arising during the training sessions. These legal issues can be due to external and internal influences. * Employee taint during a training activity Employees or others injured outside the training session * Breach of confidentiality or defamation * Reproducing and using copyrighted material in training classes without permission * Excluding women, minorities, and older Americans from training programs * Not ensuring equal treatment while in training * Requiring employees to attend training programs they find offensive * bring out discriminatory information during a training session * Not accommodating trainees with disabilities * Cross- cultural preparationTo successfully conduct business in the global market place, employees must understand the business practices and the cultural norms of different countries. So organization may had to sent their employees to strange countries and let them gather knowledge about global market place and new trends in market. Cross-cultural preparation involves educating employees and their families who are to be sent to a foreign country. * Diversity training Diversity training refers to training designed to change employee attitudes about diversity and/or developing skills needed to work with a respective(a) work force.When talking about attitude, this will pore on increasing employees awareness of differences in cultural and ethnic backgrounds, physical characteristics, and personal characteristics that influence behavior toward others. The assumption is that by increasing their awareness of stereotypes and beliefs, employees will be able to avoid negative stereotypes. At the same time in behavioral changing it will focus on changing the organizational policies and individual behaviors that inhibit employees personal growth and productivity. One approach is to identify incidents that discourage employees from working up to their potential.Another approach is to teach managers and employees basic rules of behavior in the workplace. Here are some important characteristics related to Successful Diversity Efforts * Top management provides resources, personally intervenes, and publicly advocates diversity. * The program is structured. * Capitalizing on a diverse work force is defined as a business objective. * Capitalizing on a diverse work force is seen necessary to generate revenue and profits. * The program is evaluated * Manager involvement is mandatory. * The program is seen as a culture change, not a one-shot program. Managers and demographic groups are not blamed for problems. * Behaviors and skills needed to successfully act with others are taught. * School-to-work programs Combine classroom experiences with work experiences to prepare high school students for employment. This is a common activity in most of high schools and universities in today. These training opportunities will a huge advantage to students. * Training and development opportunities for all employees In an organization, all employees have a right to participate relevant training and development programs.So if only selected employees only gets chance to participate training programs rest of other employees will take actions against training programs because the selected employees only gets high demand for their skills and knowledge than other workers. 2. 9 Training methods In concrete usage there are many training methods available for organizations for the purpose of the training their employees. In this section some of training methods are briefly described. Mainly training methods can classified as on-the-job training and off the-job training. In below ther e is a brief description on commonly using training methods. 2. 9. On the job training This is most popular job training method and it is also known as Job Instruction Training (JIT). Under this method, the individual is placed on a regular job and taught the skills necessary to perform the job. The trainee learns under the supervision and guidance of a commensurate worker instructor. On-the-job training has advantage of giving firsthand knowledge and experience under actual working conditions. While the trainee learns how to perform the job, he is also a regulars worker transformation the serve for which his paid. The problem of transfer of the trainee is also minimized as the person learns on the job.The emphasis is placed on rendering the services in the effective manner rather than learning. This method is using commonly both service sector companies and production oriented companies because of following advantages * Most simple and low cost method * Allowed to the trainee to be active * Allow trainee to repeat * Allow trainee to participate 2. 9. 2 Job rotation This trainee involves the movement of trainee form one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments.Though this method of trainings common in training managers for general management position, trainees can also be rotated from hob to ob in workshop jobs. This method gives an opportunity to the trainee to understand the problems of employees of other jobs and respect them. 2. 9. 3 Coaching The trainee is placed under a particular supervisor functions as a groom in training the individual. The supervisor provides the feedback to the trainee on his performance and offers his some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves his of his burden.A limitation of this method of training is that the trainee may not have the freedom or opportunity to ex press his own ideas. 2. 9. 4 Committee assignments Under the committee assignment, group of trainees are given an asked to solve an organizational problem. The trainee solves the problem jointly. It develops teamwork. 2. 9. 5 Cause study Is a written description of an actual situation in business which provokes, in the reader, the need to decide what is going on, what the situation really is or what the problems are, and what can and should be done.Taken from the actual experiences of organizations, these cases represent to describe, as accurately as possible, real problems that managers have faced. Trainee studies the cases to determine problems, analyses causes, develop alternativesolutions,selectthebestone,andimplementit. Casestudycanprovidestimulatingdiscussions among participants as well as excellent opportunities for individuals to defend their analytical andjudgmentabilities. It appears tobe anideal method to invokedecision-making abilities within the const raints of limited data. 2. 9. 6 Vestibule trainingUtilizes equipment which closely resembles the actual ones used on thejob. However, training takes place away from the work environment. A special area or a room is set aside from the main production area and is equipped with furnishings similar to those found in the actual production area. The trainee is thenpermittedtolearnunder simulateconditions,withoutdisruptingongoingoperations. Aprimaryadvantage of vestibule training it relieves the employee from the pressure of having to produce while learning. The emphasis is on learning skills required by the job.Of course, the cost ofduplicate facilities and a special trainer is an obvious disadvantage. The advantage of mask is the opportunity to create an environment similar to real situations the manager incurs, but without the high costs involved should the actions prove undesirable. This method using mostly to train pilots in aircraft industry. in pilot training airlines use dodging simulations for safety, learning efficiency, and cost savings, including savings on maintenance, pilot cost, fuel and cost of not having a aircraft in regular service.And also this method is using to train astronomers. It is huge advantage for trainers because there is no place to give training to astronomers in the world other then vestibule training. And also there are some disadvantages of this method, i) It is difficult to duplicate the pressures and realities ofactualdecision-makingnonethejoband(ii)individualsoftenactdifferentlyinreal-lifesituations than they do in acting out a simulated exercise. 2. 9. 7 Role playing Generally focuses on emotional (mainly human relations) issues rather than actual ones.The essence of role playing is to create a realistic situation, as in case study, and then have the trainee assume the parts of specific personalities in the situation. For example, a male worker may assume the role of a female supervisor, and the supervisor may assume the role of a male worker. Then, both may be given a typical work situation and asked to responds they expect others to do. The consequences are a better understanding among individuals. Role playing helps promote interpersonal relation. Attitude change is another result of roleplaying. Case study and role playing are usedin MDP s. 2. 9. Apprentice training Training is given to people who are new to the jobs which are craft jobs such as plumber, machinist, carpenter, printer, electrician and tool and die maker. This training is for new employees. It is designed to give employees an understanding of the rules and procedures they must follow in carrying this job in future. This type of training has high levels of participation, practice, relevance and transferability. Most suitable method for production oriented organizations. 2. 9. 9 sensitiveness training Sensitivity training uses small numbers of trainees, usually fewer than12 in a Group.They meet with a passive voice trainer and gain ins ight into their own and othersbehavior. Meeting have no agenda, are held away from workplaces, and questions deal with the here and now of the group process. Discussions focus on why participants behave as they do, how they perceive one another, and the feelings and emotions generated in the interactionprocess. Specificresultssoughtinclude change magnitudeabilitytoempathizewithother,improvedlisteningskills,greateropenness,increasedtoleranceofindividualdifferenceand increasedconflict-resolutionskills.The drawback of this method is that once the training is over, the participants are themselves again and they resort to their old habits. The objectives of sensitivity training are to provide the participants with increased awareness of their own behavior and how others perceive them-greater sensitivity to the behavior of others, and increased understanding of groups process. 2. 9. 10 Programmed instruction Thisisamethodwheretrainingisofferedwithouttheintervention of a trainer. randomne ss is provided to the trainee in blocks, either in a book ofthought a teaching machine.After reading each block of material, the learner must answer question about it. Feedback in the form of correct answers is provided after each response. Thus, programmed instruction (PI) involves 1. Presentingquestions,facts, orproblems to thelearner2. Allowingthepersontorespond3. Providing feedbackon theaccuracyof his orher answers4. If the answers are correct, the learner proceeds to the next block. If not, he or she repeats the same. The main advantage of PI is that it is self-paced-trainees can progress through the program meet their own speed.Strong motivation is provided to the learner to repeat learning. Material is also structured and self-contained, whirl much scope for practice. The disadvantages are not to be ignored. The scope for learning is less, compared to othermethods of training. Cost of preparing books, manuals and machinery is advantageously high. 2. 9. 11 Skill detergent builders A skill builder is an assignment or an exercise that aims at allowing the trainee to develop a certain skill or certain skills rather than his/ her knowledge. The learner is given the skill builder and is required to do it.Later trainer will gives a right feedback. 2. 9. 12 In-basket method The trainee is given a special box that includes a number of business papers such as memoranda, reports, letters, emails and telephone messages that would typically come across managers desk, and it required to act on the information contained in these business papers. This training most suitable for managers and it more practical training that has realism, high participation, high relevance, high transference and built-in motivation. 2. 9. 13 Lecture methodLecture method is most frequently used method for training and development. Lectures are verbal presentations that deliver subject knowledge to participants by expert on relevant subject. To increase effectiveness of the method lectur es can use presentations, hand outs and other extras. This method can use to a large number of participants in a one time. It is one of huge advantage of this method. And also cost per trainee is very low. This method can use both service oriented and production oriented organizations. 2. 9. 14 ConferenceIt is a method obtaining the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine a those facts, ideas and data, test assumptions and draw concussions, all of which contribute to the improvement of job performance. It is possible to classify the above discussed methods in training and development according to these bases. 1. On-the-job method An on-the-job method gives training to the trainee while he/ she is performing the duties of the job 2. Off-the-job method