Psychology Essay

Outline and assess the use of experiments in social psychology drawing on the cognitive social perspective and one of the other three perspectives in the module (discursive psychological, phenomenological or social psychoanalytic). This essay will provide a description of the experimental method for both the cognitive social perspective and social psychoanalytic perspective. A compare and contrast will be given for the two perspectives in a critical evaluation as an approach to doing research in social psychology. The cognitive social perspective ontology is that, researchers view the person as a thinker in society. Thought processes are believed to have been shaped by and help create the world in which they live in. This perspective has to offer two approaches in the mainstream, social cognition and social identity. Social cognition views the person to be a cognitive miser thereby, being a social thinker and information processing. As a result forms limited opinions based on categorizing and prejudices. Social identity traditions gives emphasis to the socialised thinker whereby, ones’ cognitions are structured by group memberships located in a particular social system. The cognitive social approach follows a statistical methodology by which, researchers gather their results in the form of quantitative data to analyse. This is an experimental, social psychometric method. Researchers conduct studies in which they collect quantitative data and test theory based hypothesis using standard statistical techniques. The researcher’s primary tool is the laboratory – based experiment not confined to the field, such as, the classroom, work place, the crowd. The various techniques include, survey, questionnaires, case studies, and observational methods. As psychology takes part within the individual, this is the primary unit of analysis. The individual’s psychology is significantly affected by the social context. For example, attention to group memberships, inter group relations, a broader social structure that impinge on the individual. The approach is interactionist, which analyse the individual’s cognitions but, also appreciate the way in which these are structured by the social world they inhibit and helped to create. The social psychoanalytic perspective ontology is that, identity is formed psychically and socially in dynamic and inter-subjective relations with others. Human behaviour and consciousness are partly shaped by unconscious motivations. These unconscious motivations are frequently in conflict with conscious thoughts and intensions. Conflict is provoked by unconscious anxiety which is defended against through unconscious defence mechanisms. These defences play an important part in the construction of the individual, social, institutional, cultural lives. The social psychoanalytic approach follows a qualitative and interpretative methodology with the assumption that to understand social life, we need to understand how language is used and how the meaning is constructed. It also takes from psychoanalysis the notion that people are never consciously aware of what unconsciously motivates them or all the meaning of what they say and do. People are viewed as having unique biographies and identity that are made up of psychic defences that are partly developed from their social context. Many researchers explore the methods that people use to make sense of everyday life. For example, the use of narrative interviews because this allows research subjects to talk at length and freely as possible. Researchers seek to analyse contradictions and conflicts that arise from unconscious desires, anxiety and demands of the outside world. This is taken from applications such as, projection, splitting, and projective identification. The focus of analysis is the interconnections between the internal world of the psyche and ones’ understanding of their responses to the actions and on their external world. Meanings can only be understood in relation to a larger whole and a psychoanalysis is informed by the whole interview plus all other data collected in relation to the case, such as, the researchers field notes. There is no established psychoanalytic method because psychoanalysis is a clinical method and not a research method. Stanley Milgram 1963, (cited in Wendy Hollway, Helen Lucey, and Ann Phoenix) a pioneer in social psychology in the research of obedience to authority. Milgram ran a series of studies under different conditions to determine†¦ Milgram lead his subjects to believe that the studies were investigating the ffects of punishment on learning. The experimental subjects had to administer electric shocks to people whom they were unaware were actually his accomplices. The subjects were ordered to increase the voltage whenever the learner made a mistake. They were completely unaware that the electric shocks were not delivered, and that they were only lead to believe so. The subjects level of obedience were measured against a 30-point incremental scale of intensity of electric shocks delivered. The subjects received an ‘obedient’ status if they managed to deliver shocks throughout the experiment without refusal. However, if the reverse was true and refusal was encountered earlier on in the experiment, a ‘disobeyed’ status was granted. Results showed that even as subjects objected to administering the shocks as they heard pleas of distress, they still carried on after stern and insistent instructions were made. Milgram found that more than 60 per cent continued to administer the shocks at the higher end of the scale. As controversial as this type of research is especially of what is ethically acceptable today, Milgram found that the subjects were not negatively affected. He not only interviewed and debriefed the participants but, also introduced a follow up questionnaire a year later. The questionnaire confirmed Milgram’s assumptions that the participants felt positively toward the experiment (Milgram, 1974, cited in Wendy Hollway, Helen Lucey, and Ann Phoenix). By carrying out this type of research, Milgram has attached scientific authority to the phenomenon, ‘obedience to authority’. His research clearly demonstrates that people will obey authority even when they are aware of the distress and cruelty it may cause. Kurt Danziger, 1985 (cited in Wendy Hollway, Helen Lucey, and Ann Phoenix) agrees to a certain point that statistical methodology is effective in discovering a solution to problem areas. His argument is that statistical methodology is effective but limited. This is given that the context of a specific practical problem requires an unambiguous solution within limited confines. For example, in an experiment to investigate whether the surrounding of an individual interferes with their performance in the completion of a given task. The surrounding environment can be manipulated and the participant’s performance on the task can be recorded. The conclusion of the experiment is limited to the confines of the experiment and does not apply to any given situation outside of that. The experimental approach is useful in instances where it is difficult to find out what the true feelings of a given subject are. Colin Leach, 2005 (cited in Wendy Hollway, Helen Lucey, and Ann Phoenix ) conducted research into this area, in particular on the topic of Schadenfreude: pleasure felt at another’s failure. Schadenfreude is not openly expressed and can be difficult to detect. In this case, the experiment revealed hidden feelings by exposing causal relations and meaningful patterns among variables. Experiments allow the researcher to develop a model of the proposed processes and to test the implications of theories. This reveals what lies beneath the surface either what one does not wish to admit to, or is unaware of their unconscious thoughts and feelings which motivate their behaviour. The social psychoanalytic approach keeps the person more holistic rather than contextual. Therefore, techniques such as free association allow for the individual to uncover their deepest thoughts without restrictions or confines. For this reason, this type of approach is less intrusive compared with social cognitive approach in finding out what motivates an individual. The analysis of data, thereafter involve breaking down the material into themes and recognising a pattern. Hereby, is a chance to recognise any underlying motivations or unconscious thoughts and fears that is influencing the current behaviour. The social cognitive approach by comparison could be criticised for unethical considerations in their application to uncover the same data being unconscious motivations/thoughts. To conclude, the two approaches show how different perspectives will produce different knowledge due to the difference in which they frame their object of analysis. Experiments are good at revealing thoughts and feelings people do not wish to reveal or are unable to.

Mental mindset paper Essay

Assume you work in Human Resources as a part of the management team for AAA Transportation in Waukegan, WI, which has recently been acquired. AAA Transportation is an interstate trucking company that specializes in transporting wholesale produce in refrigerated trailers throughout the Midwest. The new owners want to make some sweeping changes in the services offered. One of the things that they would like to do is add delivery of nonperishable products, such as canned foods, to their delivery routes, allowing AAA to expand the area they cover and to provide expanded service to their existing customers. They think that, because many of the routes do not require a full load on the trucks, there is room to add the nonperishable goods and provide delivery at a lower rate than the customers are now paying. Two of your coworkers, Vernon and Bud, are resistant to the changes proposed by the new owners. Vernon supervises the company’s drivers and Bud works in the corporate offices. Vernon does not think that it is a good idea to expand out of their core business, while Bud thinks that AAA is not strong enough to compete with existing companies that service the nonperishable foods market (several of whom AAA has had a long history of mutually respecting each others customers and routes); they risk alienating long-term customers; and transporting nonperishable goods in refrigerated trailers is inefficient. Both employees have been with the company for more than 20 years and have much influence among the rest of the employees. Management does not want to terminate such long-term and  influential employees but need for Vernon and Bud to join the effort to make the company successful  Write a 1,050- to 1,400-word paper in which you define and discuss mental model/mindsets and their impact on you and your two  coworkers. Identify the four steps to changing mental models/mind sets and how you could use them to bring Vernon and Bud onto the team.  Identify the five forces that influence those mental model/mindsets of your coworkers and discuss how those forces might affect your coworkers’ mindsets. Include examples of what mental models/mindsets are possibly affecting Vernon and Bud’s decision-making processes and affecting their relationship with the company. Analyze your most commonly used mental models/mindsets that  guide your decision making in the workplace. How do these models influence your decision making?  Format your paper consistent with APA guidelines and how  Identify the four steps to changing mental models/mind sets and how you could use them to bring Vernon and Bud onto the team The first step is to recognize the power and limits of the models. The second step is to test the relevance of the mental models against changing environment and to generate new models. The third step is to overcome inhibitors such as lack of information, lack of trust, desire to hold on to old patterns, and the expectations of the others. The final step is to implement the model, assess the model and continuously strengthen the model (Crook, Wind, Gunther, 2005, p. xxiv). Identify the five forces that influence those mental model/mindsets of your coworkers and discuss how those forces might affect your coworkers’ mindsets The Porter Five Forces model helps to simplify the business decision-making process by breaking down business situations into five key areas, which include Supplier Power, Buyer Power, Competitive Rivalry, Threat of Substitution and Threat of New Entry (Mind Tools, 2011). By using this model to identify the strengths and weaknesses of a business and its competitors, aspects of risk, planning and decisions for a course of action can be clarified. However, an incorrect perception in any of the five areas could create a mindset that limits decision-making process (Malone-Kline, 2008). For example, a known weakness in the areas of Buyer Power, Supplier Power or Threat of Substitution could create the mindset of vulnerability to a Threat of New Entry without recognizing that an extremely high cost of entry (hence high risk) places any new entry in a more vulnerable position (Mind Tools, 2011). A large number of suppliers can result in a mindset of relative strength in the area of supplier power, a mental model that could prove disastrous if a sudden shortage occurred (such as was the case when Japanese  silicon chip manufacturers closed down after the recent earthquakes, causing a worldwide shortage of certain high quality chips). The inverse could also be true as was the case for Buyer Power in the U.S. housing market when the low buyer power mindset for many was not in line with the sudden drop in housing prices. For many computer manufacturers, a Threat of Substitution position of power mindset resulted in their demise because they did not recognize the fact that the market was oversaturated. A mindset or mental model of weakness in the area of Competitive Rivalry has resulted in many new inventions not being introduced to market when in fact the invention technology was superior to rivals. Apple is a great example of a company that has recently been successful through a change in mindset in a market where their Competitive Rivalry position and mindset was not favorable only thirteen years ago (Business Insider, 2010). Include examples of what mental models/mindsets are possibly affecting Vernon and Bud’s decision-making processes and affecting their relationship with the company Analyze your most commonly used mental models/mindsets that  guide your decision making in the workplace. How do these models influence your decision making How might mental models and mindsets limit the decision making process. Education, training, influence from others, rewards or incentives and personal experience all help to create our mental model and mindset of the world around us. These factors can shape our expectations such that we make decisions based upon our mental model rather than based upon the information presented to us. For example, if we have a high level of faith in the truth of the information learned through the education process and information to the contrary is presented as a decision factor, because the information is contrary to the mental model created through our education, the new but contrary information is set aside as invalid and decisions are made based upon the mental model. Another example would be making the decision to enter a market where competition is high and so it the power of substitution. If your mental model shaped by personal experience leads you to believe that substitution is less of a factor than it really is, you may opt to take the  risk and enter that market, ignoring the substitution factor entirely, resulting in a failed venture.

The War of 1812

The War of 1812: It’s Importance to America The War of 1812 is probably our most obscure conflict. Although a great deal has been written about the war, the average American is only vaguely aware of why we fought or who the enemy was. Even those who know something about the contest are likely to remember only a few dramatic moments, such as the writing of â€Å"The Star-Spangled Banner,† the burning of the nation’s capital, or the Battle of New Orleans. Why is this war so obscure? One reason is that no great president is associated with the conflict.Although his enemies called it â€Å"Mr. Madison's War,† James Madison was shy and deferential, hardly measuring up to such war leaders as Abraham Lincoln, Woodrow Wilson, or Franklin Roosevelt. Moreover, the best American generals in this war – Andrew Jackson, Jacob Brown, and Winfield Scott – were unable to turn the tide because each was confined to a one or two theaters in a war that had seven or eight theaters. No one like George Washington, Ulysses Grant, or Dwight Eisenhower emerged to put his stamp on the war and to carry the nation to victory.Although these things are true though, the War of 1812 is the most important event for America, because it officially broke us as the United States of America apart from Great Britain. Another reason for the obscurity of this war is that its causes are complex and little understood today. Most scholars agree that the war was fought over maritime issues, particularly the Orders in Council, which restricted American trade with the European Continent, and impressment, which was the Royal Navy’s practice of removing seamen from American merchant vessels.In contemporary parlance, the war was fought for â€Å"Free Trade and Sailors' Rights. † These issues seem arcane today. Moreover, the only way that the United States to strike at Great Britain was by attacking Canada, and that made it look like a war of territorial agg ression. Even today Canadians are likely to see the war in this light, and who can blame them? A war fought to secure maritime rights by invading Canada strikes many people as curious. The prosecution of the war was marred by considerable bungling and mismanagement. This was partly due to the nature of the republic. The ation was too young and immature – and its government too feeble and inexperienced – to prosecute a major war efficiently. Politics also played a part. Federalists vigorously opposed the conflict, and so too did some Republicans. Even those who supported the war feuded among themselves and never displayed the sort of patriotic enthusiasm that has been so evident in other American wars. The advocates of war appeared to support the conflict more with their heads than their hearts, and more with their hearts than their purses. As a result, efforts to raise men and money lagged far behind need.Despite the bungling and half-hearted support that characterized this conflict, the War of 1812 was not without its stirring moments and splendid victories. American success at the Thames in the Northwest, the victories at Chippewa and Fort Erie on the Niagara front, the rousing defense of Baltimore in the Chesapeake, and the crushing defeat of the British at New Orleans – all these showed that with proper leadership and training American fighting men could hold their own against the well-drilled and battle-hardened regulars of Great Britain.Similarly, the naval victories on the northern lakes and the high seas and the success of privateers around the globe demonstrated that, given the right odds, the nation’s armed ships matched up well against even the vaunted and seemingly invincible Mistress of the Seas. The war also produced its share of heroes–people whose reputations were enhanced by military or government service. The war helped catapult four men into the presidency – Andrew Jackson, John Quincy Adams, James M onroe, and William Henry Harrison – and three men into the vice-presidency – Daniel D.Tompkins, John C. Calhoun, and Richard M. Johnson. The war also gave a significant boost to the political or military careers of other men. Indeed, for many young men on the make, the war offered an excellent launching pad for a career. In some ways, the War of 1812 looked more to the past than to the future. As America's second and last war against Great Britain, it echoed the ideology and issues of the American Revolution. It was the second and last time that America was the underdog in a war and the second and last time that the nation tried to conquer Canada.It was also the last time that Indians played a major role in determining the future of the continent. In this sense, the War of 1812 was the last of the North American colonial wars. The war was unusual in generating such vehement political opposition and nearly unique in ending in a stalemate on the battlefield. Although mos t Americans pretended they had won the war – even calling it a â€Å"Second War of Independence†Ã¢â‚¬â€œthey could point to few concrete gains – certainly none in the peace treaty – to sustain this claim. It is this lack of success that may best explain why the war is so little remembered.Americans have characteristically judged their wars on the basis of their success. The best-known wars – the Revolution, the Civil War, and World War II – were all clear-cut successes. Although many people remembered the War of 1812 as a success, it was in a very real sense a failure, and perhaps this is why it attracts so little attention today. The obscurity of this war, however, should not blind us to its significance, for it was an important turning point, a great watershed, in the history of the young republic.It concluded almost a quarter of a century of troubled diplomacy and partisan politics and ushered in the Era of Good Feelings. It marked the en d of the Federalist party but the vindication of Federalist policies, many of which were adopted by Republicans during or after the war. The war also broke the power of American Indians and reinforced the powerful undercurrent of Anglophobia that had been spawned by the Revolution a generation before.In addition, it promoted national self-confidence and encouraged the heady expansionism that lay at the heart of American foreign policy for the rest of the century. Finally, the war gave the fledgling republic a host of sayings, symbols, and songs that helped Americans define who they were and where their young republic was headed. Although looking to the past, the war was fraught with consequences for the future, and for this reason it is worth studying today, and that is why it is the most important event for America.

Differences between Ethics and Law From Bioethical Point of View Essay

Differences between Ethics and Law From Bioethical Point of View - Essay Example Although there is a boundary between laws and ethics, the boundary does not separate them sufficiently. This paper seeks to define law and ethics and in the process try to bring out the difference between the two. Ethics comes from the notion of rights and wrongs within a given society. These wrong and rights are based on actions we would expect others to do for us in return. We are thus forced or expected to do to other people, as we would wish them to do to us. With time, these expectations have been developed into principles that define ethics in a given society. On the other hand, laws are developed and imposed by the government to enhance harmony among members of a given society1. This implies that laws are generally accepted in a given society as guiding principles if they create a difference between wrongs and rights. The government, through peoples representatives, creates laws for a given society and not the vice versa. For these laws to be generally acceptable, they must fu lfill the society’s requirements for wrongs and rights. Laws are therefore developed from existing ethics and imposed by the government to mediate the relationship between members of a particular society. An example of a common ethic in medical practice is treating emergency cases urgently. A similar law created by the government would state that all emergency cases brought to a hospital should be attended within the shortest time possible. The law would continue and give penalty for defaulters. Similarly, ethics have attached consequences that stipulate actions to be taken on defaulters. Laws are therefore developed from existing ethics for them to be generally accepted by a given society2. The development of laws from existing ethics implies that laws are just extensions of ethics and hence related. Due to general acceptance principle, ethics are unwritten rules that mediate between people of a given society. On the other hand, laws have a wider coverage and varied interpre tations that require preservation in writing. Ethics of a given society do not require to be kept in a written format since people are aware and ready to commit to them. Ethics are therefore established on people’s conscience eliminating the requirement of written a document. For a code of conduct to be accepted as an ethic in a given society, people must have the ability to recall it when a need for application arises. Therefore, some institutions have a written document that stipulates the code of ethics that must be upheld by the members of such institution. For example, health institutions have a code of ethics document for medical practitioners. Elimination of ambiguity and preservation are the two main reasons for writing down laws. Ethics on the other hand are preserved in people conscience and passed from one generation to another. This factor weakens the difference between written and unwritten rules. Writing of laws is done objectively while ethics are preserved in people‘s consciousness for a similar objectives. This implies that the existence of laws as written rules and ethics as unwritten rules does not create sufficient difference between the two implying that laws and ethics are similar. Laws have to be approved by all arms of the government before being put into application. On the other hand, ethics do not require approval by any party since they are generally accept

The Term Quality of Goods Case Study Example | Topics and Well Written Essays - 1250 words

The Term Quality of Goods - Case Study Example The major implied terms in contracts of sale are that goods must be in conformity with their description; appropriate for the purpose made known to the seller; should be of satisfactory quality, and the seller should have the right to sell these goods. Under section 13 of the Sale of Goods Act 1979, goods that have not been correctly described can be rejected only in the event of the buyer relying on such description. In contracts specifying the sale of goods by description a condition that these goods have to correspond to the description is inherent by implication. In Beale v Taylor2 the buyer purchased a vehicle after inspection, which had been described by the seller. The court held that this was a sale by description. In Harlingdon & Leinster Enterprises Ltd v Christopher Hull Fine Art Ltd3 a transaction between two art dealers was not considered to be a sale by description as the buyer was competent to rely on his own expertise to assess the value of the painting. In goods sold to a buyer, an implied term exists, which requires that these goods should be appropriate for any purpose that has been made known to the seller.4 Applicability extends to instances where the purpose is express or implied; only when the sale is in the course of business. It does not apply if the buyer decides on his own without relying on the sellers' skill or judgment. Sometimes the goods received, though free of defects, nevertheless, do not serve the purpose for which they had been bought and the seller knew about this fact. In Slater v Finning Ltd5 it was held that if an abnormal feature had not been revealed to the seller a claim under section 14(3) of the SGA would fail.

Health-related Products Case Study Example | Topics and Well Written Essays - 750 words

Health-related Products - Case Study Example An increasing score of people is always on the lookout for effective health-related products. Nike iPod sport kit enables the iPod to play any music that motivates the person to perform exercise in accordance with his/her physical condition. It is a perfect device for a health-conscious person who loves listening to music while working out, and who doesn't these days. So far we have been quite successful in following our mission, which is to provide the health-conscious individual with an entertaining exercise experience. Since our product is at the earliest stage of the product life cycle, informing the consumer about the practical benefits of the Nike iPod Sport Kit is critical. Hence, in order to increase the sales of the sport kit, it is mandatory to form a partnership with the gyms, which would hopefully be beneficial for all three companies. 1. As gyms pose the most dangerous threat to the sales of the Nike iPod sport kit, it would be wise to partner with them in order to get decent market publicity. Hence, Nike and Apple would be able to avail the opportunity of selling not only this device but also other products, to gym members and at the gym stores. On the other hand, gyms would also receive numerous benefits from this partnership. Originally unknown gyms partnering with Nike iPod would eventually, be known to be sponsored by Nike and Apple. They would be using these huge brand names in order to attract as many new members as possible. Furthermore, it would also be easier to maneuver the regular costumers of Nike and Apple, to gain memberships at their gyms. 2. There also needs to be a change in the consumers of Nike iPod sport kit. As males are the chief consumers of this product, the aim of this partnership is to convince females into buying this product. Young females of age 22 - 35 years of age are the secondary targets, as they already are members of various gyms. The primary targets are middle or upper class workingwomen, especially those involved in the corporate industry. Use of the product by corporate women would increase its exposure throughout the business industry, resulting in an instant acknowledgement of the innovative technology applied by Nike and Apple Inc. The popularity of this product would also give rise to the sales of other goods manufactured by these companies. A demand for these brand names would further rise in the common market. Advantages of Partnership: For Customers People exercising outside would be able to constantly monitor and regulate their physical state. They can avail the facilities of the gym even when it is not accessible to them for some reason. Holidays or early closing of the gym would not stop people from healthy monitored exercise. High accuracy of the device and its easy operation surpasses the gym equipment in usage. The technology of motivating the user by the choice of songs keeps him running everyday. For the Company The partnership increases exposure of the device to all regular exercisers working out in gyms. The ipod Nano gains further recognition in its quest to maintain its leadership in mp3 players. The best place to explain operation of the device is a gym as it can be practically

NYPD CIA Anti-Terror Operations Assignment Example | Topics and Well Written Essays - 750 words

NYPD CIA Anti-Terror Operations - Assignment Example For example, were an inmate to be pardoned from his jail sentence—but was not, in turn, released as stated within the executive order—this would be one possible example of a violation of the executive order. If the directive in the executive order is not carried out—whether by omission or commission—that is also punitively considered as a direct violation of the executive order. In all seriousness, why this is important to grasp is because many individuals’ futures lie in the hands of the President, because signing executive orders is an at-will type of activity for the President; the President need not sign them, but the President does so out of volition to support a cause, help an individual, or protect various types of liberties which might be otherwise infringed upon unless signed. III. Why NYPD CIA Anti-Terror Operations Didn’t Constitute a Violation of the Executive Order #12333 The New York Police Department did not violate Executive O rder #12333 by conducting anti-terror operations. Of course, since the September 11th, 2011 attacks on the World Trade Center in NYC, of course the city became much more serious about ensuring that due diligence was given to being more security-conscious not very long afterwards. In part one of Executive Order #12333, the goal of the executive order states that â€Å"[t]he United States intelligence effort shall provide†¦necessary information on which to base decisions concerning the conduct and development of foreign, defense and economic policy, and the protection of United States national interests from foreign security threats. All departments and agencies shall cooperate fully to fulfill this goal.†2 Since the NYPD and the CIA are both organizations that cooperate with the government, it’s quite reasonable to presume that both are types of intelligence agencies—the NYPD, in its own right—responsible for guarding the United States against any typ e of terrorism threats of any kind. Also, information is free to be shared between and amongst any departments or organizations that would further the knowledge base about any impending or potential threats. Executive Order #12333 states that â€Å"†¦all agencies and departments should seek to ensure full and free exchange of information in order to derive maximum benefit from the United States intelligence effort.†3 This means that oversight should be clear, without any secrets kept unless they are of importance to national security. This is why the NYPD working with the CIA in anti-terror efforts are completely valid methods of having ensured the nation’s security. IV. Future Recommendations to Avoid Violating Executive Orders The HuffPost New York—a division of The Huffington Post Internet news blog—stated that people from certain ethnic neighborhoods were followed on purpose in order to see if their activities were legitimate. Pakistani cab drive rs were pulled over for the slightest infractions, such as red lights, and various mosques and other organizations were infiltrated as well. Some

Information Tecnology Law Essay Example | Topics and Well Written Essays - 4000 words

Information Tecnology Law - Essay Example After holding talks for a couple of years with the EU, the US, to the initial chagrin of much of Europe, was able to wrest an agreement that would bail out its companies from the rigid standard of the EU. The EU/US Safe Harbor agreement is a compromise pact that would allow US companies to receive personal data from the UK despite the finding of inadequacy of US data protection system. The EU/US Safe Harbor agreement, which almost relies on self-regulation of its member organisations, suffers from fundamental structural and procedural lapses that weaken its effect. The EU Data Protection Law The United Nations was the first international body to delve on the issue of data protection during the 20th anniversary of the Universal Declaration of Human Rights in 1968. It posed the question as to whether limits must be set in the use of electronics to protect privacy rights. Subsequently, the Organisation for Economic Cooperation and Development (OECD) drafted the Guidelines on the Protection of Privacy and Transborder Flows of Personal Data in 1980 whilst the Council of Europe came up with Convention for the Protection of Individuals with Regard Automatic Processing of Personal Data also in the same year. The non-binding OECD Guidelines preceded a heated disagreement between some European countries and the United States where the former charged the latter of intentional laxity in its data protection laws as a strategy to globalise its computer industry and the latter accused the former of protectionism through data protection. The OECD Guidelines therefore, was a compromise o f the conflicting stance of the parties. On the other hand, the Council’s treaty came about after considerations in the difficulty, especially by multinationals, in transferring personal data from one country to another because of the different procedural elements in each country. The need to harmonise these different procedural elements was the primary objective of the treaty.2 As the emergence of a European common market loomed in the horizon, the European Council finally gave in to the longtime suggestion that it comes up with a Directive that would tackle data protection. In 1990, the EC issued Directive 95/46 also known as the Data Protection Directive, which has since been described as â€Å"the most influential international policy instrument to date.†3 It was formally implemented on October 1995, with Member States given until 1998 to amend their respective laws to conform to its provisions. Whilst the Council’s earlier treaty was aimed at harmonising na tional laws on data protection, 4 the primary objective of Directive 95/46 is to protect the individual’s privacy as a basic right. This Directive is a consolidation of all efforts to obtain a uniform data protection laws in all Member States, because differences in levels of data protection hamper the free flow of personal data from one Member Country to another, which can result in difficulty in the implementation of a unified European market.5 The rights that are embodied in the Directive are put in a nutshell by Article 8 of the European Union Charter of Fundamental Rights, which took effect in 2009 concurrently with the Treaty of Lisbon. These rights are: the right to protection of personal data; the right to have personal data processed

Where do we want to be and how might we get there (Blacks Leisure Essay

Where do we want to be and how might we get there (Blacks Leisure Group plc) - Essay Example A complete analysis is taken in account to know the real position of the firm in the market place, renewal of strategies that will help to achieve the next five years goal. The firm is facing severe and serious challenges as it is internally weak and facing different external pressures. The firm has very weak supply chain management and facing losses due to its many stores which are poor in their yearly sales. The customer expectations and competitors are high and they are dealing with prices to capture maximum market share. The yearly profit is zero due to the formation of many unwanted goods. The firm is internally weak due to lack in leadership and is unable to gain talented employees. The firm is not including any system of grooming that will transfer a smooth power in the hierarchy. The firm lacks sustainability strategy which is another main weakness of the firm. Their marketing for their brand is very weak and this is the reason that their brand is not famous in the market. Moreover, the firm is holding their stores at location which does not cause convenience to the customers. The inventory control system of the firm is also very weak and requi res many software upgrading. The firm is required to revamp its management and strategies. Moreover, the firm is required to tune up its supply chain management and should enhance its marketing to appeal the customers. Black Leisure Free spirit brand and women’s sport wears are the most attractive in the market and these brands are providing yearly revenue to the firm. They are operating a surf academy to attract new customers. Furthermore, it is a known name in the market due to its oldest working and that is the major advantage to the firm. The competitive position of the firm within the UK market is very weak and reason is their yearly loss and unable to attract the customer. As already mentioned, that the competitors are using the price technique to attract many

Caffeine Abuse Essay Example | Topics and Well Written Essays - 2750 words

Caffeine Abuse - Essay Example Caffeine abuse is becoming increasingly common among college students and could have damaging impacts on their health. For many of us it is hard to function without caffeine. Whether it be writing your research paper late last night or waking up early this morning in order to make it to class on time, caffeine can often be a college student's best friend. Actually, caffeine is a stimulant found in seeds, fruits and leaves of more than sixty plants. It is found in most parts of the world. Go in Arabia and you will find caffeine in the coffee bean. Visit China and caffeine will be there in tea leaf. In West Africa and Mexico, caffeine exists in the kola nut and the cocoa bean, respectively. Although the aforementioned figures are quite old but things today are not quite different. But, the point is that lots of foods and beverages are the source of caffeine and that's the reason why it is hard for people to stay away from using it. In fact, it is the easy availability of caffeine that most people never become able to quit using this substance. Here, it can easily be noticed that tea and coffee remain to be the premier source of caffeine, which are used all over the world because of the "wake-up" effect. Since the available caffeine gets absorbed by your body without much ado and creates a direct impact on cardiovascular and nervous systems, the usual result is increased attentiveness and decreased fatigue. This is the foremost reason why college students don't become able to stay away from developing a bad habit of drinking tea or coffee. But, the range of symptoms caffeine intoxication or caffeine abuse can show up with an ingestion of 100mg of caffeine but 250mg or higher Over the course of my college career I myself have become quite dependent on caffeine in order to keep up with the high demands of school, work and a social life. Like many of you I have become so accustomed to caffeine that I often disregard its potential for abuse. According to the US News & World Report, caffeine is the world's most popular habit forming drug and its abuse among young people is a growing concern for many doctors. "In the past three years alone, the number of 18 to 24 year olds who

Integration Theory And Policy Development In The EU Essay

Integration Theory And Policy Development In The EU - Essay Example The EU ozone policy grew from scientific research conducted on the ozone layer in the 70’s which showed that industrial pollutants including those produced by certain home appliances and household sprays were having great and far-reaching effects on the ozone layer surrounding the Earth. To minimize potential hazards and set international standards, the EU together with its executive body the European Commission partook in the framing of multilateral environmental agreements. Since the EU was the biggest exporter of CFC’s due to surplus production, its involvement in developing an ozone policy was crucial. However, the EU is dependent on the effectiveness of the EC and the subsequent participation of the member states into agreeing with the policy. In implementing this EU policy, the two grand theories of integration, neo-functionalism, and intergovernmental work in different ways. One of the earliest policies that illustrated the theory of neo-functionalism was the Com mon Agricultural Policy in the 1960s (Lindberg 1963). A neo-functionalistic approach uses the technical and scientific knowledge of ozone depletion data and the substances causing the effect, to allow technocrats in the EC to draw out schemes that curtail or eliminate the use of ozone depletion substances (ODS). Integration using the neo-functionalistic method permits a sharing of scientific knowledge among similar sectors in the various member states, enabling manufacturing and technology companies in those states to implement a common strategy.... Integration also causes a natural spill over of knowledge and activities into other associated sectors (EPSnet). A functional-spill over occurs when certain processes are functionally connected to each other due to the intermeshing of the economy (Lindberg and Scheingold 1970: 117). The common goal of eliminating ODS needs no mandate and thus the populace of the EU is left out. The formation and implementation of an agreement relating to regional issues compels the various states to adopt the common policy (Schmitter 1969). A few public interest and environmental groups may be involved in the process and together a common strategy may be formulated but by and large the institutions of the EU are on their own in the decision making process. The problem that may arise is when a state is slow to implement the policy thus stalling the integration process. On the other hand, an intergovernmental approach would elevate discretionary powers of the EU member states rather than the supranational institutions. Since the states themselves remain the principal arbiters of integration, they possess decision making powers as to whether or not the EU ozone policy should be implemented locally. Here too more powers rest with the national executives of the states and their advisory boards. Their decision to accept or reject the EU ozone policy can override the power of the supranational institutions of the EU such as the European Commission. The consequence is that unequal implementation in the entire EU with some states applying the ozone policy while others rejecting it or delaying its implementation. With the intergovernmental approach the main issue of ozone depletion is never truly addressed by common consensus. Various

Public Relations in college Athletics Essay Example for Free

Public Relations in college Athletics Essay Public relations play important role in linking college athletics with other colleges and news media. It represents college athletics related issues to media level. Public relation is responsible for handling all communication and information exchange between the college and athletics and media. It also promotes and develop relations with other colleges and universities.   Public relations will also keep news site updated to keep inform the community about the current issues, updates and goals.   Public relation program will handled all media related inquires, it regularly updates about recent research carried out in the faculty, promote inter-colleges sports and workshops, other promotional programs in the community and many other activities on the campuses.   Public relation facilitates inter-departmental, inter-community and social relations.   Assessment:   College athletic public relations goal is to develop such programs to maintain good public relations with the community and to promote student athletics sports, moral, physical, social and emotional growth. Such programs will keep individuals involve with creative activities and simultaneously promote their social relations with the community, a sense of responsibility and increase their morals.   Plan or board policy in relation to an existing public relations/marking plan or program One of the main purposes of the public relations is to let the students and community learn college rules and regulations and respect it in all circumstances in order to provide well-balanced education and creative skills.   Public relations board will responsible for making new guidelines and policies for people especially parents and guardians to keep them update of regulations and procedures.   Public relations board will develop such policies in order to keep details of all programs and guidelines for the community, guardians and students. The policies must define and update the student’s and communities needs. It must also prepare information regarding programs to give student and guardians full information. Evaluation: According to a recent research (Parry and Hayden, 1993) postgraduate students benefit from the program only when these students are paid attention separately, faculty and departmental staff clearly verify the assistance these students should receive. For recruiting more students in postgraduate program following strategies are needed to be implemented in the new curricula. These strategies are formed after careful analysis of the problems that were faced by the students, which were causing decline in students’ strength in the university. Creative ideas were generated to find out various possible number of solutions for the prevailing problems.   Recruitment and selection of students   There is a need to develop a unique workable policy for accommodating minimum or maximum number of students in the postgraduate program on the basis of preferred recruitment practices and on the university standards to recruit students per class.   There is also a need to start scholarships for students who are unable to pay their full fee.   Technical expertise and competencies in their language should be considered mandatory prior to admission.   Apart from quantitative analysis of students’ recruitment, university should also consider the qualitative approach to recruit students. Thus, admitting those students who are skillful and eligible for the program. And who will prove to be good in giving out results, thus, improving the standards of university in terms of qualitative education.   Audit of an existing safety or crisis prevention plan Staff and supervisors All staff and supervisors should be highly qualified and experienced. Per supervisor and staff, students allocated should be evaluated. Number of supervisor allocated per faculty should be evaluated New developmental strategies for students, supervisors and staff For every student there should be a clear statement for the academic mission of the university and department, research achievements, focus of teaching at the university, discipline rules that are to be followed. Every student should have a clear idea about departmental activities, social and intellectual prospects, facilities, resources, services, support, research facilities, and other procedures. In addition, there should be accommodation facilities, offices for mail typing, laboratory space, technical support, research equipment, computerized infrastructure, photocopying, library facilities, telephone, email and facsimile facilities, research grants and paid work. All above mentioned facilities should be publicized among undergraduate students, who might get interested in taking admission in postgraduate. Recent research showed that postgraduate students find various elements useful such as outline of the research they are taking, opportunity to meet other postgraduates, academics, administrative, technical staff and faculty. Selection of topics should be made easy and should be in consistent with the research facilities and financial resources available in the department. Each student should be guided individually that how they have to conduct research. Each student should be encouraged to acquire specialist assistance in writing thesis, computing, analysis of data, researching in library and archives in the management database. Using recommended assessment techniques,    There should be regular meetings and discussions between the supervisors, other research students for keep check on the progress of work and new innovative ideas that research students might learn from each other. Each student should keep a record of his or her work. Similarly, each supervisor should keep record of their supervision to avoid any misunderstanding between student and the supervisor. There should be brief records of meetings, discussions, deadlines set for the accomplishment of certain task or research work, notes on advice provided to each student, photocopies of other important notes, drafts and student diaries. Working relationship with other students should be kept in harmony. Students should have opportunities to mix socially with other departmental students. There should be network of students to get mixed with each other and learn each other problems, research and learning abilities. Progress of each student should be completely checked. There should be a definite policy to monitor the continuous progress of students. There should be new developmental policies to provide financial assistance for research and other postgraduate students. Each student should keep participating in conferences, seminars and colloquia for sharing their knowledge with other research scholars of the same fields. Create an assessment tool to evaluate a program,    The program’s success depends on individual outcomes, hence, it is important to judge whether these outcomes are worthwhile or just achieved. The desired outcomes of this program are listed below. It will improve motor skills of a student and he would improve his locomotive and perceptual motor skills The program will enhance their learning and memorizing capability. A student will be able to give more attention to his studies. The student will develop better social relations. He would be better off in school and at home. Student’s emotional and psychological development will improve. Emotional problems are usually correlated with his physical, social and cognitive development. But as his cognitive, social and physical development enhances, his emotional development will improve. The program will improve quality of education at school. The student after being trained will have better skills to interact with his environment and will yield better results. The program is cost effective and will safe cost of future problems that may arise due to lack of education and training at this age. The program will speed up student’s cognitive development. The program is not offered for a specific need but it will improve overall development and generalized needs of a student. Teachers and trainers will find it easier to train through this program rather than typical way of teaching. â€Å"Building and modeling caring relationships is crucial to the preservice teachers capacity to receive curricular content and their ability to teach that content to young student.† (Lake, Jones, Dagli, 2004) The program would be able to preserve social and morel values through better education and training of a student. As student are major and most crucial beings in transmitting such values. The program protects student’s right to live and develop to their full potential while benefiting from the environment. References    Lake, Jones, Dagli (2004) Handle With Care: Integrating Caring Content in Mathematics and Science Methods Classes. Journal of Research in Childhood Education Vol. 19, Nos. 1 2, Fall 2004 and Winter 2004 Parry, S. and M. Hayden. 1993. Supervising Higher Degree Research Students. Canberra: Australian Government Publishing Service.

Working hard is always rewarded

Working hard is always rewarded Persuasive Essay: Success is due to hard work not luck Success has just as many faces as any other possible theme, depending on the society in which it is measured, and the character of the person who measures it. Wrongfully, many people confuse success is only associated with wealth: they assume that a persons triumph can be concluded from the expensiveness of his or her watch, car, or house. But will they be successful just because they are rich? Albert Schweitzer famously once said Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful. For its only when you find satisfaction with what youre doing and dont dread facing every new day when your task has to be embarked upon, that you are really successful. Therefore, success should be not only being measured with wealth but also with happiness. Since time immemorial everybody has been striving for success which could fulfill many dreams. It is generally accepted that success is not easy to achieve and depended on a lot of factors, such as hard work, good luck, health condition or even the once-in-a-lifetime chance. Today, people are pushing, but in vain, for a shortcut to their desired successes. Through my lens, I have faith that a grand success primarily comes from hard work, and also from good luck partially. In this train of thought, I would say that I agree that success is the main consequence of hard work. Working hard is always rewarded- earning a lot of money or gaining personal achievements, just like when Im doing this essay, after so much effort being put in, it feels extremely rewarding to know that I have finally accomplished it. I believe that the vast majority of people, who have highly-paid jobs, have worked to death in order to fulfill their goals. It is common sight to see them having to work overtime in order to achieve what they set out for. Parents, teachers and friends promote the idea of working hard- they usually say Learn harder if you want to live better. In my opinion, when people are successful, they can easily measure the quality of their work. For instance, when Albert Einstein won the Nobel Prize for Physics, he has not succeeded because of his luck. All of the inventions and theories were a result of his persistence, patience and hard work. What is more, an inspirational saying by the American poetess Marianne Moore goes Victory wont come to me unless I go to it, which manifestly indicates that the key to success is the hard work we have to make. Although others may argue that hard work does not guarantee success, it can be seen that many people of all professions have worked through the ranks to become what they are right now. They had worked hard for many years and ultimately they got success in their life and are currently enjoying their fruits of labour. Thus, it can be seen that hard work paves our way to success. Unlike luck, you can create success by working hard and not wait for success to befall. What makes Tiger Woods great? What made Berkshire Hathaway Chairman Warren Buffett the worlds premier investor? You think you know: Each was a natural who came into the world with a gift for doing exactly what he ended up doing. As Buffett told Fortune magazine not long ago, he was wired at birth to allocate capital. Its a one-in-a-million thing. Youve got it or you dont. Well, folks, its not so simple. For one thing, you do not possess a natural gift for a certain job, because targeted natural gifts dont exist. You are not a born CEO or investor or chess grandmaster. You will achieve greatness only through an enormous amount of hard work over many years, and not just any hard work, but work of a particular type thats demanding and painful. Buffett, for instance, is famed for his discipline and the hours he spends studying financial statements of potential investment targets. Also, Winston Church ill, one of the 20th centurys greatest orators, practiced his speeches compulsively. Vladimir Horowitz supposedly said, If I dont practice for a day, I know it. If I dont practice for two days, my wife knows it. If I dont practice for three days, the world knows it. That shows how much hard work and sheer determination he had to put in order to achieve his status. However, others may argue that luck is needed as you need the talent to begin with. The good news is that your lack of a natural gift is irrelevant talent has little or nothing to do with greatness. A perfect example is basketball legend Michael Jordan. Had Jordan possessed some mammoth natural gift specifically for basketball, it seems unlikely hed have been cut from his high school team. He gained his legendary status via brutal discipline of his daily routines. Through hard work, you can make yourself into any number of things, and you can even make yourself great. For most people, work is hard enough without pushing e ven harder. Those extra steps are so difficult and painful they almost never get done. Thats the way it must be. If success were easy, it wouldnt be rare. All of us have the potential to be successful by giving full expression to our strengths with sincere effort. You need to defined your goals and work towards it. You have to be consistent in what you do and putting in effort till you achieve your goals instead of relying on luck which will not guarantee you success, especially when it is random.

History And Organisational Examination Of Nestle Corporation

History And Organisational Examination Of Nestle Corporation Nestle is a multinational company with its worldwide operations in over 84 countries. Nestle is the worlds largest food company with its international headquarters at Vevey, Switzerland. Nestle has almost 500 factories world wide out of which 220 are located in Europe, 150 in America and 130 in Africa, Asia and Oceania. It employs almost 2,30,000 people.   Founder of Nestle was German born Henry Nestle who was living in a small town of Switzerland named Vevey. From a modest beginning he founded the company in 1866 at Switzerland for manufacturing milk powders for babies. Necessity is mother of invention is applicable in the  Ã‚   invention of a special food product Farine Lactee made from Cereals milk to saved the lives of many infants because, at that time Switzerland faced one of the highest infant mortality rate the milk formula act as nectar that saved the lives of many infants whose mothers were un-able to breast feed successfully. Since than Company have always looked forward and have achieved set targets goals.   At present Nestle is the worlds largest food company, with its international head quarters at Vevey, in Switzerland. Nestlà © is often quoted by most as Multinational of Multinationals. There is a good reason, as less than 2% of the turnover comes from domestic market in Switzerland.   Nestlà ©Ã‚  is very much decentralized in its operations most of the markets are given considerable autonomy in its operation. It is more of a people products oriented company rather than systems oriented company. There are unwritten guidelines which are to be followed, based on common senses a strong set of moral principals emphasizing a lot of respect for fellow beings. Nestle has always adapted to the local conditions and at the same time integrates its Swiss heritage. It has always taken a long-term view in the countries in which it operates. Therefore, one can see a lot of investment RD and risk taken in new product areas. There is a great emphasis placed on training by the company. It believes in rewarding and promoting people from within. Today its product brand name Nestle is associated with quality products in worldwide consumer markets. The Nest  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   When Henry Nestle introduced the first commercial infant formula in 1867, he also created a symbol of the Birds Nest, graphic translation of his name, which personifies the companys business. The symbol, which is universally understood, evokes security, motherhood and affection, nature and nourishment, family and tradition. Today it is the central element of Nestlà ©s corporate identity and closely parallels the companys corporate values and culture. Main point Worlds leading nutrition, health and wellness company. Founded in 1866 in Vevey, Switzerland. It has around 280,000 employees all over the world. It owns 450 factories in 84 countries. Product categories include Soluble Coffee, Infant Nutrition, Bottled Water, Condensed and Evaporated milk, Ice Cream, Chocolate and Malt drinks. VISION Nestlà ©s aim is to meet the various needs of the consumer everyday by marketing and selling foods of a consistently high quality. MISSION We strive to bring consumers foods that are safe, of high quality and provide optimal nutrient to meet physiological needs. Nestle helps provide selections for all individual taste and lifestyle preferences HR at NESTLE NESTLES SPIRIT Making Big Investments in People Believes in building Leaders of Tomorrow CORE VALUE A prerequisite for dealing with people is respect and trust. Transparency and honesty in dealing with people are necessary for efficient communication. This is complemented by open dialogue with the purpose of sharing competencies and boosting creativity. To communicate is not only to inform; it is also to listen and to engage in dialogue. The willingness to cooperate, to help others and to learn is a required basis for advancement and promotion within the company. Human Resource Policies Designed in alignment to the Business Objectives. Incorporates practices like Job Enlargement as well as Job Enrichment. It follows mainly three different policies:- Nestle management leadership principles Nestle human resources policy Nestle people development review Nestlà ©s Culture Commitment to a strong work ethic, integrity, honesty and quality. Personal relations based on trust and mutual respect.. A personalized and direct way of dealing with each other. Openness and curiosity for dynamic and future trends in technology, changes in consumer habits, new business ideas and opportunities, while maintaining respect for basic human values, attitudes and behavior. HR Practices Recruitment Training Performance Management Rewards and Incentives Employee Relations Change Management Training Literacy training- to upgrades essential literacy skills, especially for workers who operate new equipment Local Training Programs- on issues ranging from technical, leadership, and communication and business economics. Performance Management Transparent performance appraisal system It has the following characteristics:- Recruitment Formal assessment by Line Managers and HR once in a year with feedback. Subordinate can question an unfair evaluation. Specific Key Performance Indicators have been enlisted by the HR department. Key performance indicator:-Achievement following the Nestle management and leadership principles. Remuneration structure and promotion criteria take into account individual performance. People with realism, hard work, honesty and trustworthiness are looked for. Match between candidates values companys culture are recruited. Recruitment for management levels take place in the head office by top management and all others at the branch level. The existing employees are promoted to higher posts as per the requirements. There are no lateral recruitments. Another source of recruitment is campus placements and human resource consultancies to look for the enthusiastic, motivated and fresh pool of talent. Decision to hire a candidate is finally taken by HR professionals only and no preference is given to external consultant. This is done to finally have the discretion power in the hands of Company. Employee Relation Employee turnover is less than 5%., which is considered to be very low for a multinational corporation. Nestle has an open culture upward communication especially in case of grievance redressal is encouraged. Work/Life balance is given importance, as illustrated in the Nestle Human Resource Policy document. Nestle Family annual events are organized by their HR department whereby employees along with their families are invited. Emphasis is laid on safety of employees REWARDS INCENTIVES Passion to Win Awards Long-service Awards Nestle Idea Award Talent Management:- To develop the framework and processes which will enable the company to identify and develop the potential of employees at Nestle.   Learning and development:- Continuous Improvement Creativity and Innovation Changing Role of HR Motivate and to develop people. Develop open-mindedness as well as a high level of interest in other cultures and life-styles. create a climate of innovation HR professionals should be able to inculcate the willingness to accept change and the ability to manage it. International experience and understanding of other cultures will prepare the employees to face the challenges in global markets. The aim of the Human Resources Strategy is to support staff. This it will do by developing and promoting good HR practice for the recruitment and development of high quality staff, by effectively managing their performance and by providing appropriate rewards and flexible opportunities that allow individuals to manage their own development. Core Functions of International Human Resources In Nestle Recruitment Selection Process Expatriates Performance Appraisal Training and Development Compensation Sources of Recruitment There are many different types of interviews. Once you are selected for an interview, you may experience one or more of the situations described below. When you schedule an interview, try to get as much information about whom you will be meeting. It is rare to have only one interview prior to a job offer. Most employers will bring back a candidate a number of times to be sure a potential employee will fit into the company culture. MODERN TECHNIQUES AND SOURCES OF RECRUITMENT FOR GLOBAL COMPANIES LIKE NESTLE 1) Walk-In -: The busy global organizations and the rapid changing companies do not find time to perform various functions of recruitment. Therefore they advise the candidates to attend for an interview directly and without a prior application on a specified date, time and at a specified place. 2) Consult-In -: The busy and dynamic global companies encourage the potential job seekers to approach them personally and consult them regarding the jobs. The international companies select the suitable candidates from among such candidates though the selection process. 3) Head-Hunting -: The global companies request the professional organizations to search for the best candidates particularly for the senior executive positions. The professional organizations search for the most suitable candidates and advice the global company regarding the filling up of the positions. 4) Body-Shopping -: Professional organizations and the hi-tech training institutes develop the pool of human resources for possible employment. The prospective employers contact these organizations to recruit the candidates. The body shoppers appoint people for their organization and provide the required/specific employees to various organizations on request. In fact, body shoppers collect fee/commission from the organizations and pay the salary/benefits to the employees. 5) Business Alliance -: It is like acquisitions, mergers, and takeovers help in getting human resources. In addition, the companies do also have alliances in sharing their human resources on ad-hoc basis. 6) Tele-Recruitment -: The technological revolutions in telecommunication helped the organizations to use internet as source of recruitment. Organizations advertise the job vacancies though the World Wide Web internet. The job seekers send their application though e-mails or internet websites. CASE STUDY ON NESTLE: UNFAIR LABOR PRACTICES Nestle was one of the biggest purchasers of cocoa from the Ivory Coast, a country in West Africa. Most of the worlds cocoa production came from farms and plantations located in Ivory Coast. Studies conducted by some of the major welfare organizations in the world like the International Labor Organization, UNICEF and other independent agencies revealed that the workers on these plantations lived and worked in poor conditions. They were paid minimal wages and exploited by the land-owners. Most of the workers had been trafficked i.e. bought and sold, making them practically slave labor. Nestle purchased cocoa from these farms despite its awareness of the conditions of the laborers, thus becoming it a party to their exploitation. Child labor was also employed on the plantations. UNICEF studies revealed that over 200,000 children were shipped to Ivory Coast and other cocoa producing countries in Western Africa from neighboring countries like Mali and Burkina Faso, to work on the plantations, especially during the harvesting of cocoa or coffee beans. The children were sometimes as young as nine years and could not escape from the plantations to return to their homes. A report released by the International Institute of Tropical Agriculture (IITA) also confirmed that child labor was used extensively on plantations in Africa, from where Nestle sourced most of its cocoa. The report which surveyed 1,500 farms in Ivory Coast, Ghana, Nigeria, and Cameroon found that more than 200,000 children worked in hazardous conditions using machetes and spraying pesticides and insecticides without the necessary protective equipment. The labor was usually supplied to the plantations by labor broker, totally unrelated to the laborer. The workers actually received only a very small proportion of the price paid for the Nestle product by the final consumer. Nestle was aware of the exploitative labor practices used by its suppliers and was also in a position to pressurize them to change, as it was a major buyer. Besides the report of several credible organizations, public interest groups also sent several petitions and representations to Nestle to stop buying bonded labor-tainted cocoa. However, the company chose to ignore these petitions, and continued its purchases of cocoa from these suppliers. Nestle was also involved in union busting in some countries. For instance, when a group of 13 workers, working in a sub-contracting facility of Nestle in Thailand, organized themselves to form a union, Nestle immediately cut the number of orders to that company and asked the company to put the unionized workers on indefinite leave with half pay. The workers were forced to quit, because of their lowered pay. In doing so, Nestle had clearly denied there workers their right to organize themselves to better their interests. Companies like Nestle made a public show of their support to social causes, in order to divert attention from their irresponsible behavior elsewhere. Nestle set up the Nestle Trust to support social issues relating the children and aged. However, some people believed the company was using these social causes for pure promotional purposes Nestle has well laid out charters to govern their social responsibility and behavior, but more often than not, these are only on paper. STRATEGIC HRM VERSUS CONVENTIONAL HRM Traditional HRM Strategic HRM Responsibility of HRM Staff specialists Line managers Focus Employee relations Partnerships with internal and external customers Role of HR Transactional, change follower, and respondent Initiatives Slow, reactive, fragmented Fast, proactive, integrated Time horizon Short term Short, medium, long (as necessary) Control Bureaucratic-roles, policies, procedures Organic-flexible, whatever is necessary to succeed Job Design Tight division of labor, independence, specialization Broad, flexible, whatever is necessary to succeed Key Investment Capital, products People, knowledge Accountability Cost center Investment center

Our Town Analysis :: essays research papers

Our Town Analysis   Ã‚  Ã‚  Ã‚  Ã‚  In fact my town does not resemble the setting displayed in this play although I am sure the setting of our ancestors’ towns were much like this one. Back then everybody knew each other and they did not have to lock their doors and they had a strong fear of death and judgement which was indirectly implanted in their religion.   Ã‚  Ã‚  Ã‚  Ã‚  This play was interesting because the representation of death portrayed as being so sudden. When death hit Emily, she suddenly realized how she had wasted her life on earth because they were repeating the same actions everyday of their. She became sad and also regretful that she could not tell her husband George to get on with his life and end this incessant mourning.   Ã‚  Ã‚  Ã‚  Ã‚  The setting is very important because the play is set in a small simple town and it demonstrates the precise actions of people of that time. The setting is special because it is vague therefore it lets your mind imagine the precise details of the scene. This is interesting because you see the scene the way you want it so the author does not need to go into dull descriptions which are not too pleasing.   Ã‚  Ã‚  Ã‚  Ã‚  The atmosphere is very obvious in this play because it is one of the most prominent factors in the play itself. In the first act the dominant mood is happiness because everybody is pursuing their normal activities and gossiping and the first act is used to introduce the characters for us to know their attitudes. In the second act the action is sped up and there is a special event which is marriage involves George and Emily. Emily shows a great deal of hesitation and the attendants at the ceremony are discussing the couple and how they were when they were young. In the third act the mood is sorrow and sadness caused by the death of Emily and her reaction at the overview of her own life.   Ã‚  Ã‚  Ã‚  Ã‚  The relationship between George and Emily is very evident throughout the whole play. In the first act they shared a boy/girl relationship and were good neighbors.

Preterm Birth Essay -- Health, Pregnancy

Preterm Birth: Preterm birth is defined as a baby who is born before 37 weeks of pregnancy. In 2006, the infant mortality rate in the United States due to prematurity/low birth weight accounted for 17 percent of all infant deaths (M.Bitler & Currie, 2011). It is not only problematic emotionally for the family involved; it is also problematic financially for both the family and the economy. According to the March of Dimes, in 2009 the average medical costs for a preterm baby was more than 10 times higher than when a woman had a healthy full-term infant (Peristats - March of Dimes, 2009).The average costs were $49,033 and $4,551 respectively (Healthy People 2020).The more risk factors that are identified the more it will allow public health and individuals to focus on specific interventions that will help prevent the occurrence of preterm birth, which is problematic for both families as well as our health care system (Ratzon, 2010). Health People 2020: Maternal, Infant and child health Healthy People 2020 objectives related to the indicators are Maternal, Infant, and Child health (MIC) 9.1-9.4 which addresses reducing preterm births. MIC 9.1 focuses on reducing total preterm births. The baseline is 12.7 percent and the target is 11.4 percent. MIC 9.2 pertains to reducing late preterm or live births at 34 to 36 weeks of gestation. The baseline is 9 percent and the target is 8.1 percent. MIC 9.3 relates to reducing live births at 32 to 33 weeks of gestation. The baseline is 1.6 percent and the target is 1.4 percent. Lastly, MIC 9.4 addresses preterm or live births at less than 32 weeks of gestation. The baseline is 2 percent and the target is 1.8 percent ( Ohio Department of Health). Preterm Birth Statistics: Using CDC vita... ...n of a first or subsequent pregnancy. Most relative to our community and the preterm birth indicator: 1) integrate reproductive health messages into health promotion campaigns, 2) increase health provider awareness regarding the importance of addressing preconception health among all women of childbearing age, 3) develop and implement modules on preconception care for specific clinical conditions for use in clinical education at graduate, postgraduate, and continuing education levels, 4) develop, evaluate, and replicate intensive evidence-based inter-conception care and care coordination models for women at high social and medical risk, and 5) increase health coverage among women who have low incomes and are of childbearing age by using federal options and waivers under public and private health insurance systems and the state children’s health insurance program.

A Critical Analysis of “My Kiowa Grandmother”

A Critical Analysis of â€Å"My Kiowa Grandmother,† and â€Å"Take My Saddle from the Wall: A Valediction† A Critical Analysis of â€Å"My Kiowa Grandmother,† and â€Å"Take My Saddle from the Wall: A Valediction† The essays, â€Å"My Kiowa Grandmother,† by N. Scott Momaday and â€Å"Take My Saddle from the Wall: A Valediction,† by Larry McMurtry, both seek to understand the values and traditions of an old way of life that has been lost to the trials and tribulations of time.By reaching back into history through their families, both authors achieve the same effect, while using starkly contrasting narrative structure; they show the characteristics that have been lost to younger generations. The purpose of N. Scott Momaday’s essay, â€Å"My Kiowa Grandmother,† is personal self-expression, because he attempts to define his own values and judgments through an exploration of the memories and stories he has of his grandmother and ance stors. The title of Momaday’s essay sets the stage for the rest of his words. My Kiowa Grandmother,† becomes an exploration of who she was and the values that she lived by as part of the last generation of true Kiowa Indians. The essay that ensues is about Momaday collecting his interpretations of her life and analyzing the stories to find the values that the Kiowa honored and followed. Through his exploration, Momaday establishes a system of values that he chooses to try to follow himself. The essay’s content is divided not by a beginning, middle, and an end, but rather through a series of episodes and recollections that are slightly disconnected but belong to a larger picture.The essay is filled with descriptions of the land the Kiowa dwelled on and the manner in which they lost that land, thus forcing them onto a reservation. He discusses the journey his ancestors took as he himself travels in their footsteps a century later across North America, from Montana to Arkansas, where the Kiowa lived for many decades. He then begins to offer a more personal view of his grandmother and his memories of her when the weight of age has come upon her (290). He illustrates for the reader a very intimate moment where he watched and listened to her praying.Despite not speaking the native language, â€Å"there was something inherently sad in the sound† of her prayers (290). He ends the paragraph by revealing that he knew that he would not see her again after watching her pray that night. As Momaday tells the stories, they are completely separate of one another but all share in a relationship as a whole. His words indicate that the Kiowa Indians were a proud people who faced the cruelties of manifest destiny as the United States spread westward across the Great Plains, forcing Native Americans onto reservations.Momaday sets out on his proud journey to understand his people and to adapt their culture and values in the present day, but ultimately con cludes that those traits have died with â€Å"the last great moment of their history† (288). Similarly, Larry McMurtry also seeks to identify old values and traditions that are long lost to history in his essay, â€Å"Take My Saddle from the Wall: A Valediction. † Unlike Momaday, however, he constructs his essay with an introduction, followed by the body of his essay, and then offers a conclusion that links the entire narrative together from beginning to end.McMurtry’s approach presents a cleverly braided narrative utilizing literary devices, such as drama and humor, to reflect his main ideas. Still, both essays are expressive in nature. The authors delve deep into their thoughts in order to construct the personal essays in which each man seeks to find his values within himself. Even though McMurtry’s essay is significantly longer and â€Å"prolonged in thought† (142) compared to Momaday’s essay, he seeks to achieve an understanding of the v alues and traditions of his ancestors as well.McMurtry includes a metaphor that equates the departing of his relatives, and the other cowboys of their day, as a train that has left. In a few years, the tail end of the train will pass out of sight; a way of life has come and gone (142). McMurtry creates a story about his family, based on their accounts left to him in memoirs and letters throughout the years. McMurtry’s ultimate purpose is to narrate an expressive literary essay that uses humor and drama to attract the attention of the reader.While discussing cowboys and their straightforward wisdom, he concludes that cowboys’ observations turn into aphorisms. One such aphorism he finds particularly appealing is as follows: â€Å"A woman’s love is like the morning dew, it’s just as likely to fall on a horseturd as on a rose† (149). McMurtry also includes a great deal of drama and suspense as well. At one point, he recalls his grandfather’s tro ublesome drinking; one day his grandmother issued an ultimatum, sober up or she would leave him. â€Å"The threat was undoubtedly made in earnest, and he took it so immediately to eart that he stopped drinking then and there, with a jug half full of whiskey hanging in the saddle room of the barn† (143). Additionally, a substantial difference between the two essays is the author’s view of their ancestors. McMurtry admits that he â€Å"never considered genealogy much of an aid to recognition, and thus never pursued [his] lineage any distance at all† (143). On the other hand, Momaday is very curious of his lineage. So curious in fact that he actually sets out on a â€Å"fifteen hundred [mile]†¦ pilgrimage† (289) to see where his ancestors began their journey onto the plains.Momaday describes his ancestors as people of the Earth, whereas McMurtry’s cowboy ancestors preferred the company of minorities, such as Mexicans and Blacks, to the company of farmers. â€Å"The plow and the cotton patch [were] not only tasks [his ancestors] loathed† they were qualities of a soul that the McMurtry’s despised (146). The method of organization that authors use is important to the overall presentation of their thoughts. Momaday’s attempt at self-definition is an integral part of the pattern of his essay.Momaday achieves his goal by organizing his thoughts in a descriptive, associative pattern that allows him to tell multiple disconnected stories that are a part of a larger picture. Momaday portrays the Kiowa people and where they lived. He describes his grandmother and his memories of her, then recounts the sad and lonely home that once belonged to her, and the commotion that once filled the rooms of the house during reunions. Each of the parts of his essay comes together as pieces of a whole puzzle do when he ventures out to her grave.Ultimately, his quest to understand the values of the Kiowa, and to find himself with in their stories and traditions, is lost as are the generations of old Indian warriors. After visiting his grandmother’s grave, the weight and understanding of the loss prevails and â€Å"looking back once, [he] saw the mountain and came away† (292). His journey to understand his people, for him, ended with the death of his grandmother. As he departed the ancient burial ground at the base of Rainy Mountain, he left not only his ancestors there, but also his dream of carrying out their traditions as well.Each part of Momaday’s essay is a static representation in time, or snapshots of an event that occurred. Conversely, McMurtry’s essay follows a dynamic pattern; the details he provides change from one event to another. McMurtry excels at offering a great deal of description through his narration, and the pattern that he follows is an expressive narration of process. The events that McMurtry depicts are unique to him, and will differ from other accounts of the same stories provided by family and friends. This pattern allows him to eliminate the five stages that a narration of an event demands.All the parts of his narrative are equally important in their accounts, and the resolution is the last event the McMurtry draws from. In addition, tension does not increase throughout the events that are presented. This allows McMurtry to describe a level account of many great stories that prevents the reader from feeling as if he omitted any accounts that would provide additional insight. Although each author’s essay follows a certain format for organization, the patterns the two men use are very similar as well.In describing his essay, Momaday uses a good deal of narration to move the story along from snapshot to snapshot. McMurtry, on the other hand, uses a tremendous amount of description in each of his small stories within his essay to deliver his narration in its literary purpose. For example, when McMurtry shares one of his favorite aphorisms about dew falling on a horesturd or a rose, his description of the cowboys before and after the statement is necessary in order for the statement to make sense. In addition, McMurtry uses a fair amount of description when discussing a country club that was host for a family reunion.The details of that paragraph range from â€Å"rusty slot-machines† to the â€Å"sights and sounds which one associates with big-city country clubs† and finally â€Å"the ploop of badly hit tennis balls† (157). His description allows the reader to generate in their mind the same picture that McMurtry portrays. The two approaches that each author uses, although similar in style, are structurally different and therefore allow each man to express his thoughts using different methods. Both authors utilize an expressive tone that opens their minds to the reader in order to grasp a better understanding of the goal of each essay.Overall, despite the varying structure, both article s are successful in their attempt to find the values and traditions among their families and ancestors. Both endings are concise and manage to bridge the gap between the introduction and the conclusion. Similar to Momaday, McMurtry closes with a scene describing the departure of his Uncle Johnny from a family reunion only a few months before his passing: When he smiled at the children who were near, the pain left his face for a second, and he gave them the look that had always been his greatest appeal – the look of a man who saw life to he last as a youth see it, and who sees in any youth all that he himself had been (172). The final snapshot of McMurtry’s uncle before his death has stuck with McMurtry through the trials of time. Both authors realize that the traditions of their rugged ancestors were gone, â€Å"such as it was, such as it can never be again† (172). Works Cited McMurtry, Larry. â€Å"In a Narrow Grave. † New York: Simon & Schuster, Inc. 20 06. Kindle Edition. Electronic book. 24 May 2010. Momaday, N. Scott. â€Å"My Kiowa Grandmother. † Purpose, Pattern, and Process. United States of America: Kendall/Hunt Publishing Company, 2005. 287-92. Print.

Staff Training And Development Essay

Sustaining Effective Staff study And using EssayIntroductionWhat is fosterage and souring? cultivation and organic evolution is a c erstpt in counsel which all toldow the establishmental activity to be aimed directly at exploit of somebodys, groups and the boldness (Landale, 1999). in that location be three distinguished activities under the guise of teach and preparation which ar inter yokeed association, education and tuition. It is non serious the berth of the employer to post fostering and festering leases, the employee as well as needs to be equal to localize their utilization in the gather-up and how they stinkpot impellingly conk issue themselves (Landale, 1999). avant-garde der Bossche et al (2010) ac noesis that payable(p) to the quick advancements in technology and knowledge beg the someone to range into in consume(prenominal) and concedeional knowledge. The increase of talent in spite of appearance the g everywhere ning body is required for militant expediency to exist, it is besides inevitable for the retention of employees. The institution needs to identify talent and to frequent the separates by all their dressing needsStaff facts of life and phylogeny is described asthe necessity to dispense the crucial skills accustomd in the casual study situation. Within the promotion of cultivation and evolution, the someone needs to be rivet on the goal of developing their skills, knowledge and sympathizeing of how the organization exists indoors its surroundings (Jerling, 1996). If the do itr lay c droply motivate the employee in their work and mint advertise evolution then the employee depart see it in a positive light and translate work towards the goals.I I BackgroundHaving effectual employees is instrumental to the prefer of every short letter organization. This is the elusion beca single-valued function of the high employee turn over judge and high unemploym ent rates evident in slightly countries. Since the 2008 recession in the U.S, different countries of the world waste experienced the burble effects as the world largest parsimoniousness struggles to recover. The European nations restrain suffered under the flow debt crisis that has shrunk economies in Europe. Other countries in Afri merchant ship and Asia have excessively felt the op amaze, as their economies be around dependent on both the U.S and European markets for trade. The defer of having effective employees has in that respectfore, gained relevance as employers look for slipway to fuck off their workers. In an effort to limit their most primary(prenominal) asset, organizations argon intemperately involved in the readying and nurture of employees (Hung &Wong 2007). rearing and instruction has been a rooster apply by organizations to mitigate the risks of losing employee to early(a) organizations. It has also been used to groom future(a) drawing car ds of the comp whatsoever, as well as assist organizations in saving era and m whizzy. This essay shall demonstrate two theories that discuss employer support and train, as well as the impacts of employee accomplishment in comparison to prep ardness and culture of employees.III instructionHumphry Hung and Yiu Wong have set out up with two theories that discuss the consanguinity in the midst of the employer and the workers when it bangs to training, elapse education and work study carrying out (Hung and Wong, 2007). The theories were introduced because of a case study of Hong Kong students who were in school and worked at the same time. The authors then came up with the theories to armed avail explicate the student or employees proceeding in transaction to their employees and employer homo kinship (Hung and Wong, 2007). The first possibleness was the mental annunciation possibility while the blurb one was the bideancy dis-confirmation theory. The enquiry ers realized the need for employees to have an education so that they be suit sufficient-bodied to move up the ladder as far as the work rend is concerned. The enquiryers used the employee and employer relations as the overthrow of research, and came up with a model to excuse how training and training stick out be effectively used in the study (Hung &Wong2007). mental dish out up theoryAccording to the psychological theory, the employer and the employee have a set of judgements, promises and obligations that go beyond the clod fuck off surrounded by the two. This psychological consider theory is attri exactlyed to the second wave of research in this subject, that is to say where the basis is a inter variety show sufficient loyalty between employees and organization (Hall and Moss, 1998). The elements of the third wave of research on the psychological contract, which measures the attitudes and perpceptions of employees towards organization are demonstrate below (R obinson, 1996). In other(prenominal) words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave nonrecreationally. This means that the employees expect to ex transfigure their loyalty and productivity for final payment and other forms of compensation (Kimberly 2009).This theory whitethorn be work outed to be limited in delivery of depth of investigation of relations between organization and employees (Robinson and Morrisson, 1995). This suggests that recent research has failed to acknowledge the fact that psychological pertain theory is to a greater extent multi-dimensional as contrary to what has been presented in the research (Trunley and Feldamn, 1999a).As a result, in that location were two kinds of contents presented, namely transactional and relational. Transactional content involves measurable stinting exchanges between the two parties. For instance, an employee works 40 hours a week for a payche ck at the end of the week. Relational contents are based on dedicate and long family kinds. In much(prenominal) a case, an employee stomach delegate a certain spot to the employee based on trust (McConnell 2004). In the study, three principles discount emerged. First, thither is interaction at an unmarried level, mutual family between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on ad hominem ties because the employer is an embodiment of the organization, and the experience of their interaction dictates the success of an organization (Hung &Hing 2007).On the other hand, near believe that in that location has to be a mutual relationship between the employer and the employee for organizations to succeed. The mutual obligation is based on the belief that the employer is obliged to the employee in return for a commitment. Finally, the tactical exchanges occur between the workers in which case, the employee insists on a mental liaison between the two parties (Kimberly 2009). The signifi screwingce of the psychological contract theory is that it attempts to explain the employees behavior in regards to how he is treat by the employer. In other words, the employee relationship to the employer is imperative to matters regarding how employees react when subjected to training by organizations. The growth of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a superb working(a) relationship with their employer performed well in their training and education compared to those who had a braggart(a) relationship (Hung &Hing 2007).A nonher limitation is attri only whened to the assumption, that psychological contact theory fails to address the special(prenominal)s of someone work behaviour (Robinson, 1996a). From methodological perspective, this theory was developed on the basis of employees self-appraisals. As a result, it failed to include the essential supervisors appraisals, which are sensed to be quite crucial in delivery of objective opinion on the subject of business line performance (Keeney and Svyantek, 2000).Expectancy disconfirmation theoryThe prediction disconfirmation theory is similar to that of consumer dissonance. Only that in this case, it deals with the employee, as opposed to the consumer. The theory was brought to a greater extent(prenominal) or less from the comparison of a worker and a consumer when traffic with their products. An employee is believed to have positively disconfirmed their utilisation in the arrangement when their perceived performance cash in ones chipss their expect performance (Roughton&Mercurio 2002). The opposite is confessedly and referred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceivedThe mogul for the brass to be able to su stain effective stave training and development in the body of work is a necessity in the world(a) market. The purpose of this paper is to reflect on training and development in the work orient (Venkatesh and Goyal, 2010). Other considerations which essential be interpreted into consideration when discussing this topic are in relation to the polish and social memorial tablet of the formation as well as the grandeur of confabulation and the impact of the draws styles on the overall behaviour of the government activity (Venkatesh and Goyal, 2010). The spheric market has waiveed the designate of skills and knowledge through migration and the internationalisation of agreements.Training and development are all principal(prenominal)(p) to how the com bearing passel compete in the market, if the placement end sustain their employees through training and development they renounce behind be able to compete in the market. The effectiveness of employees will prove to be a valuable asset to the shaping and it is important that the giving medication holds on to their employees (Klein, 1998). It has been argued that the resources of an physical com side of meat are the make out sources of competitiveness. There is a need to examine the background of the ecesis tillage and structure to see how these lavatory determine how the government activity perceives training and development opportunities at bottom the memorial tablet.This theory has also turn up to have some limitations attributed to it. This implies that it has been a subject to limitations imposed on the methodlogical approach. This implies that there have been some concerns inform in relation to the amount of expectations that have been met (Irving and Meyer, 1999). This implies that direct measurement which is use in prediction of the disrepency between the expectations in relation to the art and actual behavioural intentions (Irving and Meyer, 1999).Strategic careStrategic attention is an essential shape which needs to be considered in any institution. Thompson & Martin (2005) explain the functioning as being concerned with makeupal actions and activities which identify and deal with threats, opportunities etceterain both the internal and external environment. How strategic management is managed shows how well the agreement provoke oblige to change and how training and development will be welcomed in the organisational scope. give birth (1984) states that strategic management assesses competitors of the organisation and sets goals and strategies which basis be seen in the context of training and development and how the organisation views the importance of its employees. iodine of the most important strategic attendes is the convention of curbing employees. It is best practice to keep the skills and knowledge in stock(predicate) to the organisation to remain competitive and to be able to recruit the most talented single(a)s in the mark et. If an organisation has the fill of the talent through their recruitment exhibit they buttocks sustain their competitive advantage which will allow them to compete consistently. The typeface of culture is reflected through the recruitment and weft out offsetes as well the organisational structure and culture. If an organisation can effectively train and develop their workforce as well as retain their employees. Performance management and a competitive incentive programme can upgrade the expertness of the organisation to remove and recruit the individuals they want to recruit to attitudes and non just because they have to fill the position (Phillips & Pulliam Phillips (2002).Lambin (2000) defines the strategic process as allowing management to identify advantages and disadvantages. It will be important to identify the advantages and disadvantages of training and development besides on in this paper but it is extremely necessary that these are identify so that the org anisation can identify the skills and knowledge which they require in their organisation. The kind-hearted element to the resources of the organisation are extremely important, Armstrong (2006) cites that the skills and competencies identified deep knock off the human resources process need to meet the future demands and challenges of the organisation and the environment. It will be necessary for the organisation to meet the pressures from the competitive environment and it should be prepared for this. Most organisations would non be able to function effectively in their environment without sustaining effective training and development in their oeuvres. It is important that employees can be do into performing and target meeting.Organisational CultureThe culture of the organisation is an integral factor of organisational activity. Holbeche (2006) believes that there are issues linking corporate social responsibility, responsibility and the s deemholder environment. The culture of the organisation will impact on the behaviour of the employees in summons to how they behave, their work attitudes, the capacity to embrace change and how the organisational objectives are achievable or not. motivational theory is extremely important (Alderfer, 1969, Vroom, 1964, Maslow, 1943, Herzberg, 1966) link the goals of the organisation to the performance and doing of face-to-face goals which in turn can be fuelled by how skilled and knowledgeable the individual is. The culture of the organisation can be linked to success through the achievement of the competitive advantage. Deal & Kennedy (1982) believe that the most important factor for the success or failure of the organisation is the culture.Culture by its very nature is implicit of behaviours at bottom the organisation. Leadership and management are also essential to the understanding of culture and how it affects all mechanisms at heart the organisation (Rabey, 2003). This is also essential to the judgment o f training and development within the organisation as the development of management within the organisation, as the leadership role needs to grow both personally and professionally then the impetus is on the development through training and development. The leader plays a role in the development of the organisation and if this individual is in breeze with the development and training of the human resources, the organisation will embrace this imagination. Schein (2004) reflects that the leadership and culture are inseparable. Structure is also important to the training and development environment within an organisation. The to a greater extent rigid the hierarchical structure the less likely the culture will embrace training and development practices. small-arm many organisations realise the need for modern training and development it should be far-famed that not every organisation is a culture organisation (Schein, 2004).LeadershipIt is necessary to understand leadership as a ideal before attempting to evaluate training and development. The development of the leader, according to Pedlar et al (2003), is that the concept is based on unexamined assumptions. There is no single definition of a leader, however, there are many attributes attached to leadership such as an ability to adapt, to make decisions, to be flexible and to be able to recognise skills within themselves and within others. The ability of the strategic manager is to be able to create an environment where employees want to move and make a significant percentage to their role in the organisation. It is through this communicatory process that the leader can identify the development requirements of the employee. The employee should be able to trust the judgement of the leader to allow them to insert in any programmes for development and attainment within the organisation (Rabey, 2003).It is also necessary that the leader can identify any developmental needs in their own career progressio n. If the leader is in the lead mentation they will bring the organisation into line of products with the requirement of the selection and recruitment process to deepen the competitive nature of the organisation. The performance of the individual is impacted by the strength figure in the organisational relationship and can be highly influenced by the use of incentives.One such incentive which can be used to motivate the employee is that of training and development opportunities. These types of incentives are extremely important in todays international environment with the internationalisation of organisations and the free causal agent of the workforce. The more skilled the workforce, the more ability the employee has to dictate their position within the organisation. This position allows the employee to hold some power over the authority figure as they can determine where they want to go in terms of their career and their development. Communication is key to this process so t hat the employee knows what kind of training is available to them and for the leader to be able to communicate the type of training which whitethorn best suit the employee. It is important that the leader can apply self development to themselves before they apply it to the individuals within their organisation and there should be an ethos throughout the organisation on womb-to-tomb attainment.Learning OrganisationIn todays global environment the concept of lifelong instruction is extremely important and it is necessary for all employees to keep their development and information up to date. The availability of tuition to employees should be a pre-requisite to any organisation who profess to be a global leader. It is necessary for all employees to keep their skills, resources and knowledge updated so that they can compete in their telephone line market. The markets while very dynamic and compound are also extremely competitive, and organisations are always looking for the right individual to take up a position within the organisation, who will ultimately enhance their competitive advantage (Lambin, 2000).Lifelong visualizeing as a concept is not new, however, the concept of learning within the organisational context is very new. This allows the individual to learn around their own experiences. Both the organisation and the individual should be in synch with each other to allow their goals to be achieved. The service which the individual can apply to their customer greatly leaves a mark on the organisation as to how proficient it is in dealing with its customer. The ability of the organisation to erect professional training for their employees will success to the full kick upstairs the organisation as well as the role of the employee. It is necessary that lifelong learning should be promoted more readily in todays global markets due to the expansion of business and the free bowel movement of employees to other countries.Lifelong learning can be provide d throughout the organisation and does not necessary mean that it must be formal, it can be on the job training, but it should be used to encourage and motivate the individual. It is important to understand that the concept of lifelong learning is not without it disadvantages and within many organisations the facility is very a lot available. However, it is up to the individual to influence that they attentiveness to partake in any programme, and also up to the manager to put the employee forward for training and development. This is very much about talk. Depending on how free flowing communication is, depends on the availability of these facilities. If the employee does not clitoris for these opportunities they can hardly be expected to be handed the opportunity. However, the manager must communicate that these opportunities are available to the employee and explain the positive features for the employee.It is also necessary that the peck and politics of the organisation match the service and opportunities which can be habituated to employees. The need to preserve the abilities of employees within the organisation has conk increasingly important, especially for the organisation to retain the skills, knowledge and resources which it currently holds. Lifelong learning can in effect change the labour market and the direction which the organisation is heading. Smith (2001) identifies the need of an organisation to be progressive, to allow the individual to gain more knowledge throughout their career and to post the individual to use the resources available to them for educational and growth purposes.Benefits of Training and DevelopmentTraining and development is a particularly helpful feature to the organisation as well as the individual. The process allows both the organisation and the individual to grow alongside with the global market. It allows the individual within the organisation to recognise that they should be motivated to perform their job to th e best of their ability because they can feel more wanted by the incentives which they can receive from the organisation. There are many benefits to the organisation and the employee but it should also be recognised that there are also disadvantages to this.Lifelong learning does not necessary mean that the employee has to go off site on participate in in-house training, it also means a variety of opportunities within the organisation such as job rotation, secondment etc. These types of roles allow the employee to deliver out the role but also it means that they can avail of training in other positions within the organisation. This type of training can also motivate the employee as it can be seen as a performance reward for their hard work. It would seem in todays environment, the emphasis would be very much on a culture of performance equals rewards. Other types of training and development include attending classes and online courses.Advantages and disadvantages of Training and D evelopmentThe advantages which can be beneficial to the organisation is the retention of the current employees who are capable in their positions and have the ability to take on new roles within the organisation. If the employee can be trained in other positions it will benefit the organisation when it comes to employees leaving, thus the need for an urgent replacement for the position is no longer made a priority as the organisation can often promote or second from within. This allows the organisation some time to proceed with the recruitment and selection process to allow for them to find the right candidate. This also allows the employee to try other positions within the organisation and to decide if they wish to apply for these positions. With these types of training and development opportunities, the employee gets an opportunity to experience other roles and they may also provide a fiscal incentive such as a pay rise while they are in the position. The ability of the organisa tion to provide these types of roles will also allow the organisation to retain their workforce and the skills and knowledge which come with that. It also enhances the skills of the employee.While there are advantages to training and development, there are also disadvantages. These disadvantages are predominately to the organisation but those which are important factors to the employee are the amount of time they would have to spend on the training and they may not be fully aware of the training opportunities which are afforded to them. This could be due to a lack of communication within the organisation or that the organisation is not overly interested in the development of their employees. One major origin that an organisation may not provide training and development would be down to constitute in time and money. It may not be convenient for the organisation to spent time and money on an employee when the end result could be that they lose the skills and knowledge of the employe e to another organisation due to the training and development they received. This has find more common as employees are more empowered and acknowledge the freedom to move to another job, even to move to another country.How Training and Development is ChangingGarrison & Anderson (2003 p.i) state thatThe growth of e-learning is being described as explosive, unprecedented, and above all, disruptive. E-learning is associated with providing a framework for understanding the exercise and to goal set. This method of learning has become increasingly adopted as technology is evolving and transforming work practices. Many organisations have adjudge the need to change according to reviewing the determine and culture of their organisations. It has become increasingly important for organisations to adapt to the new learning environment.Training and development has changed rapidly due to global expansion. The employee no longer needs to take time off work to participate in training. Along wi th on the job training, it has become cost effective for employees to formulate themselves through online and DVD/ CDs. engineering has afforded organisations and employees easier ways to participate in training and development. show can take place at the workstation or at office rather than the traditional format where the employee had to leave the workplace and travel to a last where they could be facilitated. This has become extremely cost effective for the organisation as they are not losing man hours when the employee is studying/ on their course and it also means that workloads are not high because the work is static being completed.Along with the rise in popularity of the Internet and its main feature, namely interactivity, the human resource managers have found out that this may be used to the advantage for training and development purposes (Venkatesh and Goyal, 2010). The internet, as an synergetic and communication medium provides wider access to the teaching and en ables distance learning for knowledge transfer purposes. This suggests that it is much easier to engage in learning programs from any location in the world, if an individual has an Internet connection (Venkatesh and Goyal, 2010). Additionally, it has been estimated that the Internet is associated with dismay be, imposed on the training and development strategies. This implies that the main costs are decrease in the areas of physical distribution of training and development programs and the need for hiring a specific staff in order to view as those. Online training allow the individual to manage the training program by himself, where he is regarded to be in control over the situation (Venkatesh and Goyal, 2010). avant-garde Dam, (2002) suggests that online training is utilized in combination with the offline channel, suggesting that in the absolute legal age of cases, the users of the online training transcription tend to keep open an offline contact whilst receiving the ne cessary instructions. The online training system is mainly utilized for the development of figurer skills, job-related skills and technical competencies.Recently, there has been an emergence of scotch recession that has affected the planning and instruction execution process of training and development programs. This implies that economic recession has made the companies to reconsider their costs and thereby plan the cuts, where necessary. CIPD, (in EWCO, 2009) has estimated that the performance of the majority of companies in the previous 12 months has been worsened. With regard to training and development, it has been estimated that 32 % of surveyed companies have reported cuts in the training and development cypher in the previous 12 months. However, in the light of recession, despite the imposed cuts in budget, the majority of companies has estimated that training and development has not been viewed as an expendable commodity. This implies that the management of the companies settle down view training and development programs as the key priority for companys achievement of organizational objectives (CIPD in EWCO, 2009 Bourke, 2009). This suggests that there is a great potential for raise investments in training and development programs, given its significance in the corporate world.Methods used in Training and DevelopmentThis type of training also encourages the employee as they can do all their study with the use of a pc and can do it during working hours at their workstation. It also allows the employee to have more say in their development and to enhance their skills. The use of IT has allowed the development of more globalised skills which are transferrable. It is also appropriate for the organisation to provide the employee with the information about training and development opportunities which is extremely easy compared to how the traditional methods had been. The employee and the organisation can research the courses/ training and development o pportunities. The manager has the ability to distinguish worthy courses/ training opportunities according to the need of the employee with the use of IT. 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