Training and Development Project / Reserch Report

Chapter 1 Introduction 1. 0 Introduction The chapter describes the research topic, background of the study, research problem, research objectives, research methodology, and importance of the study, limitations and chapter outlines. 1. 1 Research topic Training and development 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. 1. 2 background of the study This section will display important of the study and background of the study. Definition: â€Å"Training and Development is a formal process of changing employee behavi or and motivation in the way that will enhance employee job performance and then organizational overall performance. Thus T&D improves employee’s capabilities in a way that will make him perform well in current job. The skills, abilities and attitudes obtained from T&D make a better demand for the employee in the job market. In organizational environment there are service oriented organizations such as banks, hospitals, educational institutes and production oriented organizations such as garment factories, motor vehicle companies†¦ etc. Usually both kinds of these organizations are using same methods to give sufficient training for their employees.And also most organizations are using common procedures in the training process. This may sometimes become a success while sometimes does not appear as a really efficient way to give a proper training to the employees in the organization. In this research, I have considered about clearly identifying the difference between the s ervice oriented training methods and production oriented training methods. These two training methods differentiate from each other by the specific characteristics that are unique to each of these training methods.My research issue is arising within this environment. So in this project I’m expecting to find out the most suitable training methods based on the nature of the organization (service oriented or production oriented). And also I’m going to find out that is there any other modifications that should be used in traditional training process in selected organizations. 1. 3 Research problem The specific problem addressed in this study is to identify the most suitable training and development methods for production oriented and service oriented organizations.The employee training and development programs and necessary to improve employee’s morale as well as encourage the workers to perform their jobs in a proper way. So with that purpose organizations should c hoose most suitable training and development methods considering about their nature of functions. Some training 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 training for both production and servile oriented organizations. . 4 Objectives of the study In this project I expect to achieve these objectives through a pre designed methodology. These objectives are aimed at finding a reasonable solution for the research issue. * Identifying the training methods using currently in service oriented organizations and production oriented organizations. * Identifying the relationship between training methods and performance improvement of the employees in the organization. * Identifying the necessary modifications for the training process and finding out most suitable training methods for service orien ted and production oriented organizations. Directing employees to follow pre identified training methods in the purpose of enhancing employee productivity. 1. 5 Methodology To achieve these objectives there should be a pre planned methodology. In this sector I’m going to describe that methodology which consist the following steps. * Selecting Organizations * Selection of samples * Data collection * Analyzing and presenting data 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 this research appears below:Production Oriented organization – Dong Young Company This is a rice mill manufacturing company 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 majo r operations of this company. Currently more than 30 employees are working in this company. Service oriented organization – Sampath Bank PLC This is one of the most reputed commercial banks in private sector of Sri Lanka.There are more than 200 branches in island wide and more than 2000 work force. But for this project I have selected a sample of more than 25 people 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 working in Dong Young company (more than 30) Sample size = Number of people who given the questioner (at least 20 people) Sampath bank PLC – Total population = all the permanent employees working 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 operational 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 primary and secondary sources. 1. 5. 3. 1 Primary data: The research was used following methods for collecting the data. In this research primary 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 research. In this research, survey questionnaires have been formulated by consisting 18 questions and it has been categorized in to tow sections as follows * Seven questions for personal characteristics * Eleven questions for employee training and development related 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 Level 5. Designation 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 analyzed to form of the study’s sample Section two in this section question designedwith the pupose of gatherin data related to training methods of both organizations. 1. 5. 3. 2 Secondary data Following sources use for research as secondary data. 1. Using 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 analysis 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 understand * 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, number 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 Importance of the study As Schuler& Youngblood, 1996 the need of training and development is determined by the employee’s performance deficiency and it is computed as follows. T & D need = Standard Performance – Actual Performance So from this definition we can 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 can get to the organization. * Most important thing is can have a clear idea about what different kind of training methods is suitable for ser vice oriented organizations and production oriented organizations. * So both kind of organizations can direct their employees to get training more effectively * If any kind of modification needs is discovered in training process using currently on this organizations, they can 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 can have following benefits. * Increase the quality of products * Increase the productivity * Reducing unnecessary wastage * Improve employee’s moral & motivation. * Create a better demand on employees in the job market by having proper T & D * Increase efficiency and effectiveness * Employees can have more self confidence and reduce the degree of supervision * Increase salaries, promotion opportunities, rewards and job security.When all of the above mentioned matters are co nsidered T & D is advantageous for the organization as well as individual employees. 1. 7 Limitations * The research exercise will be conduct in a limited duration. Hence a detailed study could not be made * The sample of selected employees is limited only to kurunegala and western province. * The finding conclusions are based on the knowledge and experience of the respondents, sometimes may subject bias. * Primary data is collected only through a questioner. The production oriented organization is a small scale organization when considering with the service oriented organization. CHAPTER 2 Literature review 2. 0 Introduction The chapter describes the review of the literature, concerned the concept of training and development with relevant theories, definitions, concept and models. 2. 1 Human Resource Management Introduction to HRM Every organization irrespective of its nature and size has four resources namely men, material, and machinery. Of this men I. e. , people are the most vi tal resources and they only make all the differences in an organization.In this connection L. F. Urwick says that â€Å"Business houses are made? Broken in the long –run note by the markets or capital, patents, or equipments, but by men†. Peter F. ducker says that, â€Å"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 and the whole organization. Concept Human resource management is concerned with the human beings in an organization.It reflects a now philosophy, a new outlook, approach and strategy, which views an organization’s manpower as its resources and assets. Human resource management is a managerial function which facilitates the effective utilization of people (manpower) in achieving the organizational and individual goals. Simply, HRM is a management function that helps the managers to recruit, select, train and develop the organizational members for the purpose of achieving the stated organizational goals. Definition HRM is defined as follows, â€Å"The part of management which is concerned with the people at work and with their relationship within an enterprise.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 groups, to enable them to make their best contribution to its success† -National institute of personnel management, India. â€Å"Human resource management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employers†. -Milkovich l boudreau.So finally we can say HRM is the efficient and effective utilization of human resources t o achieve goals of an organization. There is a series of functions to be followed order 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 health * Wage and salary administration * Compensation and reward * Grievance handling Quality of work life and employee welfare * Organizational change and development * Industrial relation From this series of functions training and development takes most important place and it is defined as the HRM function that formally and systematically provides new learning to increase employee’s capabilities so as to increase their current job performance and future job performance as well. Training and Development is a vital function of Human Resource Mana gement. 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 behavior 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 former 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 actual potentialities and thus willing to high 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 three 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 known†. * English business dictionary (1986) â€Å"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 highly 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 help  employees 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.F urthermore, no training programme is complete without an element of education. In fact the distinction between training and education is getting increasingly blurred nowadays. 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,  organization  must  consider  elements  of  both education and   training while planning their training programmes. Development  refers  to  those  learning  opportunities  designed  to  help  employees  grow. Development  is  not  primarily  skill-oriented. Instead it provides general knowledge and attitudes will be helpful for employees in higher positions. Efforts toward s development often depend on personal drive and ambition. Development activities, such as those supplied   by management developmental  programs, 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 value to its key recourse – people- employees. In here it is defined like this, â€Å"Training helps the organization, the individual, and the human relations of the work group. â€Å" * 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. And 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 †¢ Team 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 perception 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 safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training a nd Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved 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, fulfill the following requirements may helpful. * Incentives that encourage employees to participate. * Managers who make it easy for employees to attend T& D programs. Employees who encourage each other. * Rewar ds 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 implement 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 activity * Learning * Changes in behavior & attitudes * Performans on a task 2. 4. 2 Long-Term effects – For the organization Improved productivity * Lower cost * Improved customer services * Pool of competent 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 influence 2. 5 Principles of the training The principles, which have been evolved, can be followed as guidelin es to trainees. Clear objectives about the Training Program are: * Training policy for designing and implementing the training programme. Acquisition of knowledge and new skills through motivation. * Reinforcement to trainees by means of awards and punishments. * Organized material should be properly prepared and provided to the trainees. * Learning periods has to be fixed as it takes 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 needs 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 contributes up to various limits. And also they have deferent responsibilities relevant to T & D 2. 6. 1 Line managers * Cooperate with HR professionals in identifying the implication s of business plans for T & D * Work with the employees to determine their individual training and development needs. * 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 needs in cooperation with the line managers. * Assist employees in identifying their individual T & D needs * 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 accep t 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 parts 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 isn’t, 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 organization. So through a systematic training process trainee will learn appropriate 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. Prioritize training needs 3. Establish training objectives 4. Determine training evaluation criteria 5. Make 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 after 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 gap between the existing and required levels of knowledge, skills, performance and aptitudes should be specific. The problem areas that can be resolved through training should also be identified. Without training need identifying any kind of training e ffort 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. Generally 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 needs analysis refers to identifying training needs in the organizational level. It can define like this, â€Å"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 present or anticipated jobs is examined through job analysis.For existing jobs, information on the tasks to be perfor med (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are gathered. 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 situation, the analysis method used should include questions specifically designed to assess the competencies needed 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. â€Å" – Bernardin and Russell- By finding answers for these three questions below mentioned, may give a clear idea of job need analysis. What are the tasks, duties and responsibilities of the job? What types of abilities, qualificati ons and experience 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 person's 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 ne ed analysis can be defined as below, â€Å"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 prioritize 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. Possibility of measuring the results of the training 5.Trade union influence 6. Competencies and interests of the trainers Consideri ng 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 dominating 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 satisfied 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 and/or when group members are attempting to influence other members of the group. NGT requires a facilitator. A step-by-step pro cess 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 silently and independently. Each person silently generates ideas and writes the m 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 another 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, â€Å"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 clarify or explain the item; any member of the group c an 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 scores on the tally sheet. The ideas that are the most high ly rated by the group are the most favored group actions or ideas in response to the question posed 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. Typically 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 relevant 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 what’s 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, Formative evaluation – evaluation conduc ted 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 program’s 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 costs of the programs * To compare the costs and benefits of training versus non-training in vestments * 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 basic first aid knowledge. Attitudes – attitudes refers to believing positively, feeling positively and tending to behave positively about the 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, previous 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 lecturers should careful that they are able to train educated 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. Not 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, rental and travelling fees, expenses on training materials are some expenditures that taking place in a training program. If the training program e ffective 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 place s 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. Third 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 supply meals for themselves. In addition a some payment can be done to get meals. But commonly 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 program wil l implement. All kind of dictions taken 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 worthwhile (preferably in cost/benefit terms) and what improvements are required to make it even more cost-effective. † – Hamblin (1974)- Evaluation is an integral feature of learning activities. In its crudest form, it is the Comparison of ob jectives (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 establishment 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 fa r as possible, the evaluation 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 v alue 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 Int ernal environment pressures which influence training practices * The need to train managerial talent * Training and development opportunities for all employees (regardless of their personal characteristics) * Use of the company’s compensation system to motivate employees to learn In here some of issues are described briefly. * Legal issues related to training practices There are some legal issues that can be arising during the training sessions. These legal issues can be due to external and internal influences. * Employee injury 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 * Revealing discriminatory information during a trai ning 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 foreign 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 diverse work force.When talking about attitude, this will focus 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 be liefs, 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 interact 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 practical 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 metho ds can classified as on-the-job training and off –the-job training. In below there 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 qualified 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 rendering 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 follo wing 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 coach 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 limitati on 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,  select  the  best  one,  and  implement  it. Case  study  can  provide  stimulatingdiscussions among participants as well as excellent opportunities for individuals to defend their analytical and  judgment  abilities. It appears to  be an  ideal method to  promote  decision-making abilities within the constraints of limited data. 2. 9. 6 Vestibule trainingUtilizes equipment which closely resembles the actual ones used on the  job. 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 thenpermittedto  learn  under  simulated  conditions,  without  disrupting  ongoing  operations. A  primaryadvantage 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 of  duplicate facilities and a special trainer is an obvious disadvantage. The advantage of simulation is the opportunity to ‘create an environment' similar to real situat ions 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 flight 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 of  actual  decision-making  none  the  job  and  (ii)  individuals  often  act  differently  in  real-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 role  playing. Case study and role playing are used  in 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 Sensitivity training Sensitivity training uses small numbers of trainees, usually fewer than12 in a Group.They meet with a passive trainer and gain insight into their own and others'  behavior. 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 interaction  process. Specific  results  soughtincludeincreased  ability  to  empathize  with  other,  improved  listening  skills,  greater  openness,increased  tolerance  of  individual  difference  and   increased  conflict-resolution  skills.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 obje ctives 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 group’s process. 2. 9. 10 Programmed instruction This  is  a  method  where  training  is  offered  without  theintervention of a trainer. Information is provided to the trainee in blocks, either in a book of  thought 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. Presenting  questions,  facts, or  problems to the  learner  2. Allowing  the  person  to  respond3. Providing feedback  on the  accuracy  of his or  her 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, offering much scope for practice. The disadvantages are not to be ignored. The scope for learning is less, compared to other  methods of training. Cost of preparing books, manuals and machinery is considerably high. 2. 9. 11 Skill 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 manager’s desk, and it required to act on the information contained in the se 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 lectures 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 im provement 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

Ludwig van Beethoven’s Symphony No. 9

The Symphony No. 9 is the last complete symphony by the great Ludwig van Beethoven, composed while he was completely deaf. Considered as one of Beethoven's greatest masterpieces, Symphony No. 9 is perhaps the best known compositions of romantic music.It is scored for strings, 2 oboes, 2 flutes, 2 clarinets in B-flat and C, piccolo (fourth movement only), 2 bassoons, contrabassoon (fourth movement only), timpani, triangle (fourth movement only), bass drum (fourth movement only), cymbals (fourth movement only), 3 trombones (alto, tenor, and bass, second and fourth movements only), 2 horns (3 and 4) in B-flat (bass), 2 horns (1 and 2) in D and B-flat, and 2 trumpets in D and B-flat. Symphony No. 9 also has vocal parts, consisting of baritone solo, soprano solo, tenor solo, alto solo, and a choir in four parts – bass, alto, soprano, and tenor (which is divided briefly into Tenor I and Tenor II).Beethoven shows in Symphony No. 9, as in his other symphonies, an exceptional gift for communication. Here, he radiated a supreme directness that makes the symphony totally accessible. The absolute emotional power in this symphony is readily understood and the revolutionary compositional ideas that make up the symphony are easily appreciated.It is revolutionary on many levels: rhythmic, melodic, harmonic, formal, emotional, and self-expressive. It is interesting in that it breaks with time-honored distinctions and conventions and to give precedence to Beethoven’s expressive desires and needs and desires. The ethereal, monumental, and triumphant emotion reflected in the Ninth Symphony is surprising given the energetic humor of Symphony No. 1, the worrying â€Å"fate knocking on the door† opening of Symphony No. 5, the pastoral reflection in Symphony No. 6.Beethoven’s Symphony No. 9 is truly is among the greatest achievements of the human spirit. Symphony No. 9 is in four movements: the first movement is marked as allegro ma non troppo, un poco maes toso; the second movement as molto vivace, the third movement is marked as adagio molto e cantabile; and the fourth movement as presto/recitative. Beethoven’s arrangement adopts a somewhat unusual Classical pattern, with the scherzo movement in second position, instead of the normal third position.The symphony’s first movement is in sonata form, which follows a formal model that had guided the artist throughout his career. In general, the mood is stormy and bleak. A striking moment here is the commencement of the recapitulation section, which as opposed to literally repeating the pianissimo opening bars in D minor, it shifts to fortissimo D major, a key change which surprises many listeners, ironically, as expressing awe or terror. A scherzo, the second movement is in D minor.The theme in the opening echoes the theme of the first movement. The second movement is noteworthy for its timpani solos and propulsive rhythm. The third movement has the deeply felt and lyrical s low movement, in B-flat major. His movement is written in a loose variation form, with each of the two variations dividing the basic beat to produce a more elaborate melodic configuration than what went before – the first is in 4/4 time and the second is in 12/8 time.A virtuosic horn solo assigned to the fourth player is also notable in the third movement. Symphony No. 9 is famous for its choral finale, which has awed many listeners as somewhat rambling. Within the fourth movement are four movements. However, this final movement in the symphony is different from an independent symphony due to its thematic unity. Every part is based on either the main theme, the â€Å"Seid umschlungen† theme, or some combination of the two themes.

Law and Intellectual Property Memorandum Essay Example | Topics and Well Written Essays - 1250 words - 1

Law and Intellectual Property Memorandum - Essay Example Yes, Mr. Kenobi is entitled to a fair royalty from Jedi and he also could seek a court injunction requiring his pictures to be removed from Jedi’s website until the royalty is received. Since i) Mr. Kenobi can prove that the pictures are his and ii) Jedi did digitally copy the pictures intentionally by deliberately uploading them onto Emperor’s server, this constitutes primary infringement. No, Mr. Kenobi is not entitled to any damages or royalties from Emperor. Since Empire is only providing a hosting service for Jedi’s website, Emperor did not directly nor intentionally copy the pictures, it simply received a copy of the pictures from Jedi through the rendering of a hosting service. This only constitutes secondary infringement and there was no intent to copy. Probably, Empire is liable to Jedi for the fair market value of the secret formula, unless specific damages had been outlined in the contract between them. Since Empire did not copy the information directly, it does not constitute primary infringement. Although it did inadvertently provide the means for others to do so, Empire did not have any intention of copying, therefore it does not constitute secondary infringement either. However, the data was explicitly labeled as confidential by Jedi and Empire was negligent in protecting the confidentiality of the data. Yes, Jedi is entitled to a fair royalty from its competitors for use of their unregistered design right and could also seek a court injunction to not only prevent the further illegal use of their secret formula but also have all products where their secret formula was illegally used recalled until the royalty is received. This office is considering possible liability between Jedi, Emperor, and Mr. Kenobi. Jedi has posted on its website (hosted by Empire) pictures reputed to belong to Mr. Kenobi.  Ã‚  

Systemic Professional Development and its Effect on Novice Teacher Dissertation

Systemic Professional Development and its Effect on Novice Teacher Retention Rates, A Qualitative Research Case Study - Dissertation Example The model of systematic professional development is also discussed vis-a-vis various parameters that influence teaching capabilities with significant impact on retention of novice teacher. Finally, possible remedies that have been suggested to date, with particular attention to mentorship, and systemic professional development were included in this review. To introduce newcomers to the professional culture of the school, induction and mentoring is often used, but with mixed success. For one thing, the time the assistance is offered is usually quite short, and often, if not always, the teacher is expected to be carrying an almost-full or full load. When compared with effective systemic professional development, induction and mentoring do not seem to be as successful. In the following section, the case study research methodology design will be established as a viable way to conduct a qualitative study. The specific qualitative research approach adopted for this study will be explored i n complete detail. Keywords: systematic professional development, K-12 education, retention/ attrition Section 2: Literature Review Introduction The study addresses the problem of low rate of retention among new teachers in the K-12 education system of the United States. The purpose of this study is to identify effective systemic professional development learning opportunities, if any, which aid in the retention of apprentice teachers in the teaching profession. The focus will be in answering the sub question: Why systemic professional development learning opportunities are beneficial to novice teachers? Systemic professional development is one of several possible strategies to deal with low retention amongst novice teachers. It has been credited with success in supporting apprentice teachers (Kent, 2004; Langraf, 2004; Wong et al., 1998). However, its possible influence on new teacher attrition rates is less studied. Siedentop (2006) suggests, that â€Å"what is really missing is systematic evidence to support that the approaches being advocated (work); there is some evidence to support the different positions, but it is spotty at best, flawed at worst† (p. 14). The literature to be reviewed consists primarily of books and scholarly journals from the last 15 years, though a few earlier studies are included to broaden the historical context. It concentrates on the situation in the United States, though studies of similar issues in Canada, the United Kingdom, Australia, and Europe will be consulted. The material for the review was gathered by library catalog and electronic database searches, using keywords relevant to each of its topics. The bibliographies found in nearly all source materials were critical in locating and identifying relevant studies, and the studies themselves sometimes cited valuable content from works that remained inaccessible. The gathering of material thus proceeded in a series of waves, where the last items discovered provided inf ormation on what would be most useful to access next. Literature examined in this section is closely associated with the most pertinent work available to address teacher attrition rates. Due consideration is given to the influence, if any, of professional development on novice teacher attrition rates. Included in this review is an investigation of the following:

The Ethics of Selective Reproduction Research Paper

The Ethics of Selective Reproduction - Research Paper Example The ethical concerns touch on several issues, most of the complex and risky. For instance, there was the 1980s attempt to eliminate or least reduce neurological disorders of Parkinson’s by transfer of fetal brain tissues2. The attempts are yet to materialize. Scientific feats that were thought impossible before have been achieved with persistent research and trial. This has been observed in the successful cloning of non-human animals3.   Eugenics refers to the attempt to improve the human gene pool. Different mindsets have agreed on the same definition of the term although not everyone has the same idea of what counts as eugenics4. One of the aspects of eugenics that is a source of ethical concern is the significance of parental choice in the matter. Given the fact that parents have the free will to choose what kind of a child they want, it loses state enforcement of coercive methods5. Liberal eugenics leaves room for misuse by both reproductive health providers and parents. Whereas this looks like a state of coercion to some people, others believe that the nature of services provided in eugenics cannot go without the free will and choices of parents. Wilkinson states that, â€Å"But other people think that some procedures which prospective parents can choose, such as pre-implantation genetic diagnosis (PGD), with embryo testing and the subsequent disposal or donation of unwanted embryos, are clearly cases of eu genics, even where events are entirely a matter of parental preference and there’s no state coercion at all†6   Despite the bad image the term eugenics had from the Nazi era, the present meaning and context of the term can be argued to be a moral and ethical position. Unlike the Nazi eugenics that involved mass murder of targets that ranged from assorted ethnicities to children with disabilities by the State, today’s eugenics does not compromise the lives of citizens at all7.

Future Developments of Power Electronics Devices and its Applications Essay

Future Developments of Power Electronics Devices and its Applications - Essay Example Based on wide band gap (WBG) semiconductor materials such as Silicon Carbide and Diamond, power electronics could up the efficiency and reliability of the next generation electric grid, as they are able to route power more quickly and handle high voltages (Perret, 2009). They can operate at higher temperatures and have relatively low thermal resistance thereby allowing for better cooling.This kind of strength gives them an edge over other electronic devices made for the same function.If successful, the semi-conductor technology will improve performance of power electronic applications such as electric vehicles and motor drives and also lower their costs. They will facilitate greater adoption of the vehicles and as a result reduce U.S oil imports, and this gesture would result to a stable economy in the country (Sira and Silva-Ortigoza, 2006). More efficient power electronic systems could lead to lower electricity consumption reducing harmful related emissions as well as less energy u se saving many families and business owners a lot of money spend on power bills.In conclusion, power electronics semi-conductor devices are the next big breakthrough in power electronics and upon their successfully being inculcated in the electric grid, they will result in energy saving as well as environmental conservation through reduction of energy related emissions that are harmful. They however face the challenge when it comes to designing new device types to exploit these devices. A lot of research needs to be done on it to ensure success.â€Æ'

Visual arts and film studies IP5 Essay Example | Topics and Well Written Essays - 1000 words

Visual arts and film studies IP5 - Essay Example These three art works have been taken from the Baroque, Renaissance and Enlightenment period – three different movements in history that greatly influenced the art and artists of their time. Gian Lorenzo Bernini and Ecstasy of St. Teresa The Ecstasy of St. Teresa is one of the greatest masterpieces that have been sculpted by the baroque artist, Gian Lorenzo Bernini. Bernini created this life-sized sculpture in white marble for the Cornaro Chapel in Rome under the commission of Venetian  Cardinal Federico Cornaro. This sculpture depicts the scene from the autobiography of Teresa of Avila, a nun and reformer, when she was under the throes of religion ecstasy when the Angel sent by God pierced her heart with a pointed arrow. Done entirely in white marble, Bernini in this detailed sculpture has managed to achieve a variety of textures such as the fold of the Angel’s cloth, the texture of the clouds and the sculpted body of the Angel. Bernini has also added drama to the sc ulpture through the strategic placement of the art piece within the Chapel. The sculpture is placed in a niche where the sculpture is overcast with light falling from above in such a way that the sculpture appears private and secluded. The use of light and dark is typical of the Baroque technique of chiaroscuro (Strickland and Boswell, 2007). Bernini, himself was a devout Catholic and was the favored artist of Pope Barberini but following his accession of Innocent X, Bernini soon fell out of the favor of the new Pope. It was during this time that Bernini was approached by Cornaro and created this sculpture. However, the theme of religion is apparent in this sculpture also since Bernini attended mass regularly and was part of the movement known as Counter Reformation. Counter Reformation was a movement where the church and devout Catholics wants to bring back the passion for the Christ that Protestants had managed to attack furiously in their Reformation movement. This sculpture is t ypical of the Baroque period when most of the artwork was based on the theme of reviving the religious theme and their passion for the people. Baroque tended to favor the elaborate and the dramatic while also emphasizing on detail. The sculpture of St. Teresa is a perfect example of the Baroque period. Michelangelo and the Creation of Adam The Creation of Adam is a fresco created by Renaissance artist, Michelangelo. This fresco is located on the ceiling of the Sistine Chapel in Vatican, Rome and was commissioned by Pope Julius II. This fresco uses symbolic imagery as Michelangelo makes the pointing of the two fingers the focus of the fresco to depict the creation of Adam by God. The pointing of fingers illustrates God giving the breath of life to Adam. This fresco along with the rest of the frescos painted on the ceiling of the Sistine Chapel is adapted from the Book of Genesis and thus represents a religious theme. The use of bright colors and outlines make the ceiling more eye-cat ching and clearly visible. Michelangelo was reluctant to work on these frescos since his expertise was sculpture rather than frescos but these frescos marked Michelangelo as one of the best artists in the history of art. While fresco was not the forte of the great artist, elements within the fresco brand these fresco as the work of Michelangelo, such as the use of nude males that were characteristic of the great artis

Chinas Educational System Essay Example | Topics and Well Written Essays - 1250 words

Chinas Educational System - Essay Example In an age where globalization is taking place, one cannot afford to be left behind. Investing to the youth as they are the future leaders is the starting point. Surely, China realizes the importance of education. It is a nation rich in cultures and traditions. It is also one of the richest countries in the world. Through education, they have found the right solutions to mix their heritage and the demand for staying competitive against their neighboring countries. However, the changes did not happen overnight. Throughout the course of its history, China experienced a lot of transitions in leadership and form of government. The results affected different aspects in their society including the educational system. At present, China's education caters to almost 25% of the world's students. Even if it has the largest educational system, China is still finding ways to enhance the quality of education by continuously revising the curriculum. The purpose of this paper is to trace the historical development of China's educational system. It will primarily focus on the significant changes that have shaped the course of the system over time. Many historians recorded that formal schooling in China started way back during the Xia Dynasty (16th century B.C.). However, the type of educational system, also called Imperial education, was observed until the late 17th century. The concentration of the learning system is only for the rich and elite members of the society. These people are trained and prepared to be China's government officials. The subjects are all centered based on the "Six Arts" connected to their culture: Riding Chariots, Music, Arts, Archery, Math, History and Rites. They are also taught to excel in ancient written and spoken Chinese language. During Spring, Autumn and Warring State times, teachings of Confucianism is integrated in their studies. Students learn concepts on governance and citizenry, and codes for personal conduct (China Education Center). Confucianism has a great effect on the lives of Chinese people at that time. Their standards of living are guided by the codes set forth in the instructions within in this religion. The ultimate goal is to become a gentleman, one who does what is good, noble and just. However not everyone can be a gentleman. It was restricted to the upper class. A gentleman has the power to impose Chinese cultures and make rules for the society (China Education Center). Thus, money has power. The imperial government also established civil service examination to determine those who are qualified to be imperial officials. These tests contain open ended questions that would test the student's knowledge on Confucian teachings (Surowski 2003). For more than a thousand years the civil service exam is the only way to get a government position for the elite class. Since education favored only those who can afford it, illiteracy rate in China went up to about 80%. The underprivileged are forced to work in different areas at a very young age. Society was governed by highly educated rich people and a growing number of uneducated mass (Net Industries 2008). The 18th century At the turn of the next century, China made important technological advances like gun powder, compass and paper. The Chinese people felt that they already had

Analyze Financial Statement Essay Example | Topics and Well Written Essays - 500 words

Analyze Financial Statement - Essay Example We will be interested in a high ratio since we will be assured of a high return on our investments. A higher ratio is recommended since this indicates the solvency of the organization. Since it has the highest current ratio in 2015 hence shows that the company is having ability to meet its obligation if they fall due. This shows that if loan are to be advance to the company it will be able to pay its interest as per the loan in the short-run. Higher ratio is preferred as this will indicate liquidity of the entity. Hence it will be wise to consider this company as qualified for loans since it has the highest quick ratio in the year 2015 but this will only be a wise decision after assessing the Going concern principle of the entity. This shows the ability of the entity to meet its obligation in the long-run. Since the lower ratio is recommended hence this shows that the company will experience the challenges in paying back the loan hence will recommend the loan maturity should be lowered. Finally apart from the quantitative analysis of the financial statement of the company, it can also be advisable to consider carrying out the following qualitative analysis before advancing loans and also after advancing loans Assess whether they have established long-term customer relationships, with the company or its suppliers hence this can proof its viability whether to advance loans or not and if yes how much and at what interest. The company should provide collateral and compensating balance requirements. This will help in loan recovery in case of default. The company advancing the loan can exercise credit rationing by giving a loan but limiting the loan amount to be less than the borrower would

Food Truck Business Plan Assignment Example | Topics and Well Written Essays - 2500 words

Food Truck Business Plan - Assignment Example intends to expand its operations and purchase a second wagon to operate in different regions. The company also plans to do a considerable expanse of sales through cookery, delivery of arepas, and having the wagon located near and in military bases, port of savannah during weekends and local festivals. An estimate of ? of the total sales revenue is expected to come from these truck operations. In order to avoid and reduce inventory spoilage, the company plans to offer delivery services of food and beverages to third party cafes, restaurants and other food serving points for the period of intemperate conditions. Arepa Food Truck will stay true to its name by offering different arepa varieties. The hallmark of the unique style of the organization is the combination of arepa with cheese, avocado, jam, egg, and jelly. The different varieties offered by the company include the basic grilled arepas (arepa Valluna), arepa de queso, arepa Choclo (with cheese), arepa de huevo (with egg), and a repas rellenas (sandwich arepas). 2: Market Feasibility Currently, the United States economy is still recovering from the 2010 economic recession. Though this recession affected many businesses, Arepa Truck Food Inc. is anticipated to make profits. The company will sustain its profitability from the high sales margins from the sale of its products. Moreover, the business is mobile and can be shifted to regions where it can make considerable sales. Presently, there are no high quality, Latin American cuisines being offered in both Savannah and Beaufort. Arepas Truck Food Inc. will offer freshly prepared arepas with a diverse organic menu that will permit the patrons to customize their arepas as according to their preferences. Every customer order will be expected to take not more than three minutes. One of the significant concerns for the business is how to price its products affordably during seasons of thorns of oil prices (Martins, 2013). The food and beverage retail industry has experienced an enthusiastic level of growth over the past few years. The United States Economic Census indicates that there are more than 22 cafeterias, mobile food services and specialty restaurants in Savannah and Beaufort. This number is, however, anticipated to augment over the next few years. Additionally, this industry seems to experience a 10% increase in sales per year. Reports also indicate that the food and beverage industry is worth more than 30 million US dollars and experiences an average sales income of 21 million US dollars annually (Elmore, 2010). 3: Market Size Statistics indicate that there are currently more than 250, 000 people living in both Savannah and Beaufort. There are approximately five military bases in both areas with a population of approximately 10, 000 people. Furthermore, the port of Savannah has an approximate of 4, 000 people in a day. On the other hand, the local festivities such as the St. Patric’s Day celebrations, Home Water Festival, an d the Shrimp Festival attract more than 5, 000 tourists per year (Elmore, 2010). These are the company’s principal target market segments. The average income of residents in both areas is estimated to be between 6, 000$ to 10, 000$. On the other hand, it is estimated that tourists spend more than 3 million US dollars during the festivities. The positions and locations of the food trucks to make stops were selected based on the amount of food vendors that those regions receive and the number of prospective patrons in the regions. Savannah and Beau

Legal Brief Essay Example for Free

Legal Brief Essay Case name, citation, and court: Ashley County, Arkansas v. Pfizer, Inc, 552 F.3d 659 (8th Cir. 2009) Summary of Key Facts: An ingredient widely used in Pfizer’s products is a necessary ingredient in the manufacturing of methamphetamine in small toxic labs which are responsible for dangerous explosions, burns, and toxic fumes. Arkansas has one of the largest numbers of small toxic labs in the US and is burdened with high costs of fighting the meth epidemic and is seeking to recoup some of the funds that the counties of Arkansas have spent. The Issue: Is Pfizer ethically responsible for assisting in the funding of fighting the meth epidemic? The Holding: Since Pfizer is a major manufacturer of products containing necessary ingredients used in illegal meth labs and the counties of Arkansas has been so heavily financially burdened by these labs, the damages are obvious. The counties have suffered financial loss from battling a drug that could not be made without the ingredients in Pfizer’s products. Because of these damages and Pfizer’s role in the supply of ingredients to drug labs, it is the responsibility of Pfizer to either, repay the counties and finance the future costs of fighting the meth epidemic or find alternative ingredients to use in their products that cannot be used in the manufacture of meth. Summary of Your Reasoning: It is the corporate responsibility of Pfizer to assist in funding the counties’ operations battling meth. Under a corporate citizenship view, Pfizer is responsible for contributing to the solution of the social problem that their products create. Meth is an epidemic rapidly sweeping the nation and it is the responsibility of anyone, or company, with any tie to the drug at all, to contribute to the solution, the same amount that they contribute to the problem.

How Globalization Affects Culture Media Essay

How Globalization Affects Culture Media Essay Culture is imperceptible influence for the world and it can spread by any way. After the World Wars, the globalization make the developed country and developing country a platform that can share their culture with other country. Couple with globalization, local culture like language, diet, movie, festival and health, it cannot only spread around the world which let culture become heterogeneous and complicated, but also the different cultures fuse with each other, it makes some cultures lose their newness and distinctiveness. Body Globalization affects the language à £Ã¢â€š ¬Ã¢â€š ¬Ãƒ £Ã¢â€š ¬Ã¢â€š ¬Globalization strengthens the communication between the world people, it leads to the language dissemination that not limited to use own language. For China, after the war broken down the increasingly isolationist of foreign policy of the Ming Dynasty. Chinese was compelled to learn the different language from intruder. For example, Shanghai Star (2002) mention that, The first school teaching foreign languages in Shanghai was Guang Fangyan guan, established in 1863. And in 1872, 30 people from Shanghai to the United States began to study abroad. In a short time, they overcame the language barrier and even became some of the best students in their schools. Its a important step to achieve globalization at the history of China. At the moment, neighboring countries of China has influence by Chinese. Japanese language and Chinese language have deep relationship. Kibi no makibi, an overseas student study at Tang Dynasty, utilization of the Chinese charac ters component created Japanese katakana phonetic text. Later, Kukai (dharma), one of overseas students, using Chinese characters Xingshu body creating Japanese kana script hiragana. So, as everyone saw, Japanese include many Chinese character component. Globalization make the language heterogeneous and complicated, however, some smaller language was disappear cause globalization. According to Colls (n.d), In 1992 a prominent US linguist stunned the academic world by predicting that by the year 2100, 90% of the worlds languages would have ceased to exist. With the developed of globalization, people can communicate with the different people around the world. That makes the large language developed, like English, Chinese, French and so on. In some countries, the second language even more used than first language. Alaska Native Language Center (n.d) found, Alaska is home to at least 20 Native languages belonging to four distinct language families. Futhermore, Ostler (2000) mentions, Out of twenty native Alaskan languages, only two are still being learned by children. Of these twenty languages, one disappeared because in 2008, the last person that spoke this language died. These languages, Eskimo-Aleut and Athabascan-Eyak-Tlingit, are big parts of Alaskan culture. In the American language environment, people use English to talk with other people. It led to the disappearance of 20 native languages quickly at Alaska. Ostler (2000) adds that, Many linguists predict that at least half of the worlds 6,000 or so languages will be dead or dying by the year 2050. Languages are becoming extinct at twice the rate of endangered mammals and four times the rate of endangered birds. If this trend continues, the world of the future cou ld be dominated by a dozen or fewer languages. conclution Globalization affects the diet As everyone knows, different foods origin are differents, they were spread to all over the world because globalization. Japanese is a sea island, and its make the seafood, such like fish, shrimp, shellfish that contains nutritions is good for peoples health, is necessary material for their diet. And they keep the nutritional value of seafood by eaten hot or cold , raw or cooked seafood. The unique food is Sushi at Japan. According to Alex Renton (2006), Sushis migration and the process of its globalisation started in the large expat Japanese communities all round the Pacific rim in western and southern America, Australia and Brazil. Now, the Japanese sushi restaurant located around the world. And sometimes, people always saw some simple sushi shop on the street side that more people queue up to buy it. So that the world people can eat delicious and nutritive seafood by globalization. But, ten years ago, sushi is costly for the world people without Japanese. And there just were two o r three Japanese restaurants located. As everyone knows, currys origin is India. But now, curries of Thailand, curries of Japan and curries of China is also famous at the world. In especially, Thailand curry is popular that as Thailands unique food in the world. The Thailand local climate is tropical and characterized by monsoons, it makes the Thai food live on sour, sweet, salty, and bitter. In Thailand food, the most famous is the Thai curry. Its different with India curry. In Indian cooking, ghee a milky clarified butter is a key constituent of their spicy curries. An overview and brief history of Thai food (n.d) adds that, While the Thai people didnt have as much access to or knowledge of dairy products, they successfully substituted coconut milk for this creamy ingredient in their own dishes. So, it become popular around the world. And by globalization make more and more Thai restaurant was set up at many countries. French diet represents polite, rigorous and romantic diet around the world. As everyone knows, French dining atmosphere that have dim lights, candles, soft music, a set table and a nice bottle of wine is the most suitable for lovers. Its not only guide the romantic trend around the world, but also guide a lifestyle. Life elegant, enjoy every minute. To enjoy life of French, becoming the mainstream of the world. And on the other hand, the globalization makes the diet culture spread around the world, but the unhealthy diet also was spread with globalization. In especially, French diet be changed by globalization. According to the Michael, Stefan and Dana (2003) that, The taste for American fast-food products like McDonalds hamburgers and Coca-Cola has long been fashionable. Urbanization is leading to more sedentary lifestyles in French. And more and more, even traditional foods are being prepared from processed flour and other ingredients that yield more calories and less healthy roughage. conclude Globalization affects the festival Each country have own traditional festival. For example, Chinese New Year is the most important festival for Chinese people all over the world. The Spring Festival shows traditional culture festival. The Spring Festival is review and incentives on the peace, friendship and kinship, and is blessings and prayers for future life. And Christmas is the most important religion festival for the western people. And people exchange gifts, send Christmas cards, which are to make Christmas as a celebration time for people. Globalization make these featival spread around the world. World people can enjoy different featival culture. But, with the development of globalization, foreign culture has received more attention than the local culture. In recent years, more and more Chinese young people that make Christmas has become popular increasingly, they was pay close attention more for Christmas than Chinese own festival. It makes Dragon Boat Festival and other Chinese traditional festivals are classified as other countrys heritage. When Christmas coming, Chinese streets will be full of Christmas atmosphere. Roadside trees was decorative by colorful lighting; many businesses will sell Christmas items during Christmas day, like Christmas tree, santa hat. Most of young people will take party or singing song to celebration. On the contrary, young people will stay at home or play with friends like normal day at Spring Festival. quote The young people has not strong sence for the traditional featival, and they are more likely to be novel featival to attract. The traditional festival has traditional rules that making young peopel feel bound. The Weatern Festival was spread to make them take more attention to festival that can release them emotions, such as Valentines day, Mothers Day, Thanksgiving Day and Christmas day. Anxiously, along with the globalization development, some traditional festivals will be forgotten, and replaced by foreign festival. Globalization affects the movie Talking about movie, American film or Hollywood film is representative of the movie. Sometimes, Hollywood film leads to the world film. Action movie that have one or more heroes is thrust into a series of challenges that require physical feats, extended fights and frenetic chases is the most famous film types in the Hollywood. It attract to many people cause real behavior, great scene. In Inna Ignatovich (n.d.) opinion, Because of the economic domination of the U.S.A. in the world and serious political and economical problems in my country, the movie theaters in our cities are filled with Hollywood action movies. The low financing available to our movie directors doesnt give them the possibility of creating high quality art, so the movie theaters are swamped with low cost American films-violent action films. This type of dominance creates a negative effect on the young generation and can increase crime. In this situation, we see not just the spread of culture to another country, but also the spread of the problems of that culture. Action movie set up the peoples heroes, at the same time it also praised the violence. Globalization affects the health Topic Kelley (2004) adds that for high-income countries, the debate surrounding globalisation and health tends to focus on the perceived threat, from low- and middle-income countries, of acquiring certain acute and epidemic infections, such as HIV/AIDS, tuberculosis, plague and, more recently, severe acute respiratory syndrome (SARS). 6 Richer countries also fear the potential financial burden of unhealthy populations migrating from the developing world. Globalization is making the world people can go to the different countries to developed. Most people would like to stay at city or country that have more opportunity to work or have a higher salary. This phenomenon increase the country or city economy. At the same time, its also brings certain pressure for the environment of this area, and makes the environment has harm on peoples health. And then, Kelley (2004) mentions that, Cognitive changes brought about by advertising and marketing Western consumer goods have facilitated the global spread of so-called lifestyle diseases (eg, obesity) in certain populations within low- and middle-income countries. In especially, Frances growing fat problem cause fast food style. Fast food is features of American diet. Globalization make more and more fast-food brand spread around the world, such as McDonalds hamburgers and Coca-Cola. Fast food guide to fast lifestyle replace the French original strict diet culture. Sedentary lifestyles has been fashionable at urban. And then, people take many unhealthy food and do less sports than before, the fat problems has become more and more serious than before. According to the Michael, Stefan and Dana (2003) Traditional foods are being prepared from processed flour and other ingredients that yield more calories and less healthy roughage. conclude Conclusion Developing with globalization, different culture can spread around the world. Culture combine with local culture become a new culture, but it makes some small culture like language was disappeared. Following this further, how to reduce to loss of culture is big problem for the worlds people.