The NEGATIVE MESSAGE Essay Example | Topics and Well Written Essays - 500 words

The NEGATIVE MESSAGE - Essay Example It is fundamental that our office makes a decent impression with the goal that the open feels that we are proficient and productive association. Our item necessitates that our customers trust us enough to accept that we will dependably safeguard their assets and lives, and not let them down. Their initial introduction of us must be acceptable and the state of our workplaces must mirror our polished methodology. Frequently over the most recent couple of months, we have thought that it was important to contact your organization with the goal that assignments would be done that ought to have been a piece of each day’s schedule. Incidental wreckage heaps and spills were not dealt with on six events at any rate, during the customary cleaning rounds of the groups. We at that point needed to contact your organization straightforwardly to have the necessary work done. We additionally to heightened our interchanges and did, on two events over the most recent three months, get in touch with you straightforwardly. Notwithstanding your confirmations that the circumstance would improve, we are as yet encountering issues.

Vision and Mission of Japan Airline Group Essay

Vision and Mission of Japan Airline Group - Essay Example It grasps conforming to natural laws and guidelines, advancing effective utilization of vitality and assets, squander decrease and reusing, choosing condition well disposed items, and social commitments. The Japan Airlines Group Code of Conduct plainly explains the qualities that the organization seeks after with respect to various parts of its business exercises. Then again, the group’s vision explanation, despite the fact that expressing how the organization sees its turn of events and accentuating worldwide extension, points of interest of the supporting business, and spotlight on separation, would profit by increasingly exact and quantifiable way to deal with what the Japan Airlines need to turn into. For example, their vision proclamation might be â€Å"to become the world driving organization as far as safety† or â€Å"#1 Airline in the trips inside Asian region†. The statement of purpose of the JAL Group is as per the following: â€Å"Proud to be the biggest local system in the business, we bring people groups, their societies and their hearts closer together, adding to harmony and thriving in Japan and past. This is predicated on a persistent responsibility to flight wellbeing. We endeavor to turn into a world-class air transportation gathering, one that is reliably picked by our clients, and amplifies corporate incentive in quest for our central arrangement of sharing the worth we make with every one of our partners. The JAL Group presently is spreading new wings of trust, getting ready for a recharged push forward† (Annual Report 2005, recovered April 12, 2006). By and large, the statement of purpose of the Japan Airline Group can be evaluated emphatically. It mirrors the company’s theory and its self-idea, obviously demonstrates what items and markets the organization offers, how it sees its job in the general public and what are the variables adding to its prosperity and development.

Math in your feet! Essays - Geometry, Elementary Geometry

Math in your feet?! 3984625571500 When the vast majority consider geometry , they consider triangle s, circles, or other level shapes . In any case, subsequent to investing only a little energy in a Math in Your Feet workshop , they might just beginning envisioning geometry as the edge of a stage, the circular segment of a jump, or t he balance of arms spread wide . They can likewise make designs with their developments boisterous ones, if tap shoes are included. Yet, could binds math to something increasingly powerful and three-dimensional, similar to move , help contextualize it inside that greater picture? Rosenfeld chose to discover. Since she didn't have the foundation to build up an educational program all alone, she went to a teacher named Jane Cooney, a science mentor in Indianapolis. In the wake of working with Cooney for around nine months, Rosenfeld built up an underlying rendition of Math in Your Feet . The program has since coordinated a scope of math ideas. It is likewise lined up with the Common Core norms for math . The program is intended for primary school understudies, and it shows everything from parts (by learning the distinction between a quarter-and a half-turn), compatibility (by moving as one) and reflection balance (by making inverse yet equivalent strides).

Syllabus: Rational Number and Gwalior Glory High

Compose laws of forces and types (alongside one model) in an AY Size sheet. Puzzle explaining dependent on Rational Nose. Science l-Explore your fridge or capacity cabinet and rundown 8-10 food things that are protected utilizing additives. Get some answers concerning the method of activity of every additive record the information in a given plain configuration. Al-Product Name Method of bundling Expiry date Method of (fixed sack, bottle, can, container and so forth ) (best previously) protection You can take help from pig. 18 of your science book. Or then again To make a breeze chem.. (Insight : Use 4-6 bits of empty metal containers of various lengths †paint them in various colors.Hang them on a cardboard so they swing and strike one another) Social Studies l-Collect photos of certain assets you use in your home and study hall and make an arrangement in your duplicate with the photos. Al-Write the Preamble of the Indian Constitution in your duplicate. Sick Visit an exhibition hall and discover the different wellsprings of data of present day history. Glue the photos and mark them in your duplicate. PC Prepare a record or a graph clarifying the kinds of networks.Write laws of types alongside one model on AY Size Sheet. Q. 2 Solve the riddle dependent on sound numbers. Peruse the given pieces of information Smallest arrangement of numbers which is shut under deduction. Some of the structure p where p, q are whole numbers and q 0 q 7 A number distinct by Related to a procedure on judicious number which gives same outcome in any event, when the number change places. Inverse of the word negative Additive personality for discerning numbers A prime number which is total of a significantly number and a prime number.

Mary Wollstoncrafts, The Vindication of the Rights of Women Essays

Mary Wollstoncraft's, The Vindication of the Rights of Women Mary Wollstoncraft's book, The Vindication of the Rights of Women, is an inconceivably canny investigate the life of ladies in the early segment of this century. It is a philosophical assessment of the state of ladies, in relationship to some fundamental rights, and is likewise an edifying gander at how short a separation we truly have come, as a general public, in relationship to our view of ladies. Wollstoncraft introduces herself as a staggeringly illuminated person who takes a gander at her sex as a subject which ought to be viewed as sensible animals, as opposed to beasts or champions. She starts her book with words which plainly show her worries: In the wake of thinking about the noteworthy page, and survey the living scene with on edge anxiety, the most despairing feelings of miserable outrage have discouraged my spirits, and I have moaned when obliged to admit that either Nature has had an extraordinary effect among man and man, or that the human progress which has up to this point occurred on the planet has been halfway. I have turned over different books composed regarding the matter of instruction, and calmly watched the direct of guardians and the administration of schools; yet what has been the outcome?- - a significant conviction that the ignored training of my individual animals is the stupendous wellspring of the wretchedness I regret, and that ladies, specifically, are rendered frail and pathetic by an assortment of agreeing causes, starting from one hurried end. From this selection we can plainly comprehend that Wollstoncraft isn't simply venting outrage and portraying real factors that are bogus. She isn't really furious or mad about the real factors she sees before her, yet rather, is bewildered and appears to be resolved to some way or another comprehend what it is that causes the real factors she sees. While there is the utilization of some negative words, for example, powerless and vomited, these are basically expressions of the time and they just further reality of what the creator is observer to. Here is a lady who is of evident knowledge who is observer to the misconception that seems to chase after all ladies. She outlines that ladies are denied the capacity to straightforwardly acquire a helpful training, but instead kept oblivious and put upon this verifiable platform that demands ladies don't have to have such information, for it would lik... ...ook and her endeavor to get ladies to comprehend, is that ladies despite everything don't comprehend the basic base of the issue. While ladies might be in a position today, where they get training and keep up a scholarly position, and maybe even venture to such an extreme as to discover a mate that treats them similarly, there are as yet a huge number of ladies who endeavor to be just a pretty picture for the men. What number of ladies burn through a large number of dollars to augment their bosoms? Do they improve all in all or do they do this to pick up the consideration of men, in a sexual and regenerative way? From numerous points of view, Wollstoncraft's is an account of yesterday and today. It is a philosophical way to deal with the imbalance or the lack of regard of men in relationship to ladies, just as an investigate how ladies see one another and their own sexual orientation. It is a wise location regarding the matter of such real factors. One marvels if Wollstoncraft knew about how applicable her philosophical methodology would be 70 years after the fact. After perusing her book, one would need to state that Wollstoncraft was smart enough to perceive that such real factors could never show signs of change in such a generally brief timeframe.

What Women Need to Include in Their Linkedin Profile to Increase Visibility

What Women Need to Include in Their Linkedin Profile to Increase Visibility Most people think that LinkedIn profiles are only useful when searching for a job. Think about it. How many people who are happily employed spend time making sure that their LinkedIn profile gives that recruiter who comes across it every reason to get in touch?Of course, we all accept new requests and add the new people every once in a while, but is that enough to make us stand out?With a million things competing for the little time that we have, many people tend to ignore their LinkedIn profile. What most of us forget is that if you choose to invest time in making your LinkedIn profile a kick ass profile, you will be attractive to recruiters. As a result, you will be staying available for new and exciting career opportunities without actively seeking them.LinkedIn now has more than 500 million users in 200 countries. It is currently the largest professional network in the world. With such a big user base, members of the community have access to millions of opportunities thanks to th e connections that can be made on the platform.For example, every member of this community has access to the more than 10 million active jobs on the platform. This means that millions of recruiters are looking to hire and if you position yourself accordingly, you could be one of the beneficiaries.After LinkedIn was acquired by Microsoft for $26.2 billion, we can be sure that the company will be around for quite some time. This is the place to be if you want to be found by employers and recruiters.Imagine this.You have just arrived in a new town for a business meeting. You have a few hours before the meeting starts and you are feeling a bit hungry so you decide to grab a bite. You have no friends in this town so you turn to good old Google.Type a few keywords and voila! You have the names, reviews and locations of a handful of restaurants that you can go to for a bite. Naturally, you will look through a few of these restaurants before you decide on the one to use.This is exactly what happens when employers and head-hunters go to LinkedIn in search of people to fill their open positions. Your LinkedIn profile is what makes them decide if they will consider you for the open position or not.Today, we’ll look at tips that women can use to increase their visibility on LinkedIn.Before we get to the visibility tips, let’s start with some of the benefits that you stand to gain by improving your profile’s visibility. BENEFITS OF RANKING HIGH ON LINKEDINYou’ll get more eyeballs. How many times have you ever looked beyond the second page in Google? If you are like most people, you only consider the results that show up on the first page. Recruiters will do the same so if your profile will be missed by most recruiters if it is sitting somewhere on page 10.You’ll get a competitive edge. The world (and LinkedIn) is full of people who are more qualified and more experienced than you for any position. However, if your profile is on page 1, you will be considered first.Your profile works for you around the clock. This means that you are being considered for jobs all over the world even when you are sleeping.When your profile ranks high for a certain keyword g. Mechanical Engineer in London, you will be perceived as one of the best Mechanical Engineers in London. Who doesn’t want to work with the best?A professional profile filters out the bad offers and attracts good offers. If someone is looking f or the best people in your industry, they will send the offer to people with professional profiles that have received LinkedIn’s approval. If your profile is high on LinkedIn’s list of professional in your industry, you are more likely to get offers that are worth your consideration.HOW TO  BEING RANKED HIGH ON LINKEDINNow that we know why you should rank high on LinkedIn, let’s look at tips that will help you get this high rank.Complete Your ProfileYour profile needs to be 100% complete. You will not rank well if you are missing a profile picture, or the summary or tagline. The good thing about this is that it helps your ranking and on top of that, helps give a good impression on the people who will read your profile.A profile with incomplete information tells recruiters that you are either lazy or one of those people who are quick to quit the minute a challenge shows up. LinkedIn also ranks complete profiles higher than those with missing information.It will also help you ge t targeted offers because recruiters will have all information about you to decide if you will be a good fit for the position they want to fill so they will only contact you if the offer is relevant to you.To fully complete your profile, you will need to enter the following information:A profile photoYour location and industry.Your current position along with a description that should contain some of your duties and responsibilities.At least two past positions. You can include volunteer or internship positions if you are on your first job.Your education.At least three skills50 of more connectionsIt’s also a good idea to promote your brand by having a relevant custom profile URL.Make Your Photo CountWe have already said that you need to have a profile photo for your profile to be complete. Here’s more: Not just any photo will help you. The profile photo contributes significantly to the first impression the potential recruiter will have of you so it needs to make you look authenti c and professional.To know if the picture is good enough for your LinkedIn profile, as yourself if it would be good enough on the cover of your autobiography. If the answer is no, it’s time to get a new profile picture.If you can show yourself in action, the better. If not, that’s still fine. Just make sure that your face is clearly visible and the background is relevant to your industry. Office environments work for most people. If possible, have a professional photo taken by a photographer.Don’t forget to smile.When uploading the photo, give it a name that has keywords relevant to your industry. For example instead of giving it a file name like “John Doe,” use something like “New York Web Developer”. Although the people viewing your profile will not see this name, it will show up in searches and give you a little bit more exposure.Tell StoriesVirtually all the spaces that need filling on your LinkedIn profile are spaces that need information about you. You can use th ese spaces to your advantage by presenting the information in a manner that is easy to digest for readers.Everyone likes a good story. So go ahead and write a short but compelling story outlining your achievements. This works best when used on the summaries under your current and past positions, and also when talking about the projects that you’ve worked on.Here’s a format that you can use to avoid giving too much information:Present the problem: For example, “The company was struggling with finding storage space for the many documents created during the process of serving customers”Talk about your solution: For example, “I used my skills as a web developer to come up with a portal that would work on the company intranet to collect and store all the information online for easy retrieval”Boast (slightly) about the results: For example, “This made it possible for the company to save on paper costs and reduce the storage space requirements while make it easy and fast to r etrieve information about our customers”Ask for RecommendationsAny of your LinkedIn contacts can write you a recommendation. The best thing about your recommendations is that they are public and they show who gave you. So use this chance to get all industry leaders who have been in contact with you to write you a recommendation.This will show everyone reading your profile that you are respected in your network and well connected. You can work on this gradually by aiming at getting one new recommendation every month.It’s also important to hide any recommendations that you don’t want on your profile. If it doesn’t preach the gospel you want preached and reaching out to the writer is uncomfortable, feel free to hide it.Use Industry-Specific KeywordsSearch engines use a number of factors to judge content. For LinkedIn and many other search engines, keywords form a big part of the factors that are considered before results are displayed. With this in mind, it’s good to note tha t you should not just stuff the keywords in the text.Your keywords should read naturally and they should be well distributed throughout the text.Not sure which keywords to include in your profile text? Put yourself in the shoes of a recruiter looking for somebody with your exact skillset. Which words would you type in the search box? Those are your keywords.Add MultimediaA picture is worth a thousand words. This is true even on your LinkedIn profile. It showcases your work in a format that recruiters will be happy to interact with. It’s also easier to believe a photo or video showing you in action than a bunch of words saying how good you are in your work.LinkedIn allows you to do this so feel free to add photos, videos and presentations of your work. They will give you credibility.Create a Public Profile BadgeIf you have a blog or your own website, a public profile badge will make your LinkedIn profile easy to find. Luckily, LinkedIn makes it easy for you to have one without worr ying about the technical side of things.To get one, you only need to go to this page while logged in and you will get a number of options to choose from. Pick the size that works best for you and copy the HTML code accompanying. Paste this code on your website and you will be ready to go.Your blog’s visitors will be able to easily find and connect with you on LinkedIn.Pay Attention to your Headline and SummaryThe photo, headline and summary are the three most important elements when it come to the first impression that your potential recruiters will have. We all know that the first impression will determine whether or not the recruiters will stay on your profile so it’s important that it is done right.Your headline doesn’t need to be your job description. In fact, you can use that space creatively to wow any recruiter who looks at your profile like these individuals did.Your summary is also as important. Ideally, it should be around 3-5 paragraphs long with a bulleted list som ewhere in the middle. It should talk about your passions, skills, unique strengths and some information about the industries that you’ve worked in.Like we said above, you can also throw in an image, video or presentation.Organize Your EndorsementsEndorsements work hand in hand with your skills. They help show that you are really good in the skills you have listed on your profile. However, having too many skills listed could send the wrong message so feel free to update this list as you move along your career path.The skills to leave on this list are the skills that are relevant to your current position.Update Your Location and IndustryOne important element in searches is location. In most cases, recruiters will look for people in a specific location. When your profile still says that you are in the same city that you left 10 years ago, you will be getting offers that can’t help you.In the same way, if you make a career transition to a different industry, update this on your prof ile.Add Projects, Languages and Volunteer ExperiencesThese are very useful for recent graduates who don’t have a lot of work experience to show. Even if you have years of experience, these sections can help you amaze a potential recruiter by proving that you are an all-round professional with a life outside the workplace.They also provide numerous opportunities to add relevant keywords to your profile. These keywords will help you rank higher in search results.Showcase Your Past Roles AchievementsIt’s not a bad idea to boast a little on your LinkedIn profile. Recruiters are looking for top performers so it’s a good idea to give the impression of a top performer. Talk about, and if possible show pictures of projects that you’ve successfully completed in the past.You can also mention promotions that you’ve received at work alongside other such accomplishments.Don’t Leave the Current Job BlankEven if you are not currently employed, you can’t afford to leave the current jo b blank. This is because most recruiters search for candidates using their current position. LinkedIn then finds people currently holding the position they searched for.This is convenient for recruiters because searching for past jobs will display thousands of candidates (including retired professionals) who have ever had the specific job title. If your current job is blank, then you miss out on such opportunities.If you are unemployed, you can work around this by posting the job title you are targeting but with the words “in transition” or “seeking new opportunity” in the box where you would have entered the company name.Join Groups and ParticipateIn addition to providing you with networking opportunities, groups can go a long way in helping you in a job search. They show that you are passionate about your field and that you know your industry.Who knows? A post in a group could be seen by somebody who admires your expertise enough to reach out and give you a job.Give Your C ontact InformationYou don’t have to give all your contact information to the extent of being vulnerable, but you should include a way that can be used to reach you. You can leave an email address, Facebook page, twitter handle or your website or blog URL.Show Your Passion and EnthusiasmReading through your profile should show that you are proud of your job and happy to be in your industry. Share interesting things happening in the industry and follow industry leaders. Nobody wants to work with somebody who feels like they are in the wrong industry.Be your industry’s cheerleader and your works number 1 fan.Expand Your NetworkFinally, the more connections you have, the higher your chances of appearing higher on search results. LinkedIn search results will show you higher if the person searching is a connection within your network.So if the person searching is a connection or you have a common connection, your profile will rank higher in the results.

V for vendetta - a dystopian movie - Free Essay Example

V for Vendetta is a dystopian movie, directed by James McTeigue. In the movie, the protagonist named V tries to destroy the totalitarian society of the futuristic London. V for Vendetta is an action-thriller film primarily set in the Jordan Tower, where Evey Hammond works. The ways in which the director used symbols such as the Guy Fawkes mask, and the scarlet Carson roses, display themes such as freedom, control and anarchy. The ways that the director has used film text to explore freedom, vengeance and control in the symbols and motifs would be when the V symbol and Scarlett roses are used. V turned to gardening during his time at Larkhill, he grew Scarlett Carsons in memory of Valerie, they symbolise freedom and are representative of hope and a better society. V leaves a rose with every one of his victims to convey the message of moral justification and an ethical, higher purpose. The use of the rose sends a message that freedom and vengeance is possible. Each time a rose appears in the film, it appears in extreme close-up, giving the impression of how powerful Vs desire for vengeance is. The scarlet Carsons were also grown by the lesbian lover of Valerie, who wrote the autobiography on toilet paper that she passed to V during their incarceration. There was a quote on the toilet paper But Americas war grew worse and worse and eventually it came to London. After that there were no roses anymore. Not for anyone meaning that so many people lost their lives in the horrible wars. An important scene which discusses freedom is Vs speech to the nation, that exposed the lies created by Norsefire and v urges the people to fight against the oppressive government. Vs efforts to take down Londons government is portrayed when he slashes his symbol into the government slogan poster, showing his intentions to bring down the government through undermining their message of conformity, bringing anarchy to the people of London Body text 2 Arguably the most important and recognisable symbol inV for Vendetta was the Guy Fawkes mask, which symbolised anarchism, revolution and civil disobedience, this is scene, when demonstrators in Egypt and the oppressed Wall Street in New York wore the iconic mask to show their disapproval of the government. The mask has a certain anonymity surrounding it, meaning anyone can wear the mask and embody the spirit of rebellion. In the end scenes we see people with guy Fawkes masks charging towards the government, the masks symbolising that they are very powerful, transforming individual, flawed people into something more powerful and creating movements. In the Domino scene, where V sets up dominos in the shape of his emblem, the scene goes on to show a montage of significant events that have happened in the past, present and future. The first domino falls and knocks down all of the other dominos, symbolising that one idea can reshape a nation and force the government into chaos. One domino remains standing representing Vs final task, to destroy the parliament house. Conclusion In conclusion, the director James McTeigue used symbols such as the Guy Fawkes mask, the V sign and Scarlett Carsons to display themes of control, anarchy, revolution and vengeance.

The Malaysian Constitution - 1849 Words

In a democractic parliament, rules were set and governed regardless of any country in the world. Malaysia itself is also governed by a a set of rules. The rules assigned to a country is called the constituition. Also called the bill of rights, the constituition of rights is a body of basic principles a state is to be governed with. The Malayan Union first drafted the constitution in 1946 but it was opposed by the indigenous Malay community so it was cancelled. The current Malaysian Constitution was drafted instead on the basis of a report from the Reid Commission before the independence of the nation. The Reid Commission was formed because of the urge of the then Malaya to claim independence and was lead by Lord Reid with many experts†¦show more content†¦In the State Constitution, matters like Islamic law, agricultural land and forestry, local government and services, state public works and water, state government machinery, state public holidays, state laws, aquatic life, libraries, museums, monuments, ancient records and history are taken into account. However for Sabah and Sarawak there are additional matters such as laws and customs of indigenous communities, boards or institutions of the authorities, ports and harbors, land surveys and the Sabah Railway. In the Common List social welfare, scholarship, protection of wild animals, national parks, livestock breeding, town and village planning, tradesmen and hawkers, public health, drainage and irrigation, safety measures, culture and sports, housing, water supply and electricity. Among the provisions in the Malaysian Constitution the important matters are like the national language, national religion, citizenship, the fundamental liberties and the Special Provision Article 153. In Article 152, it was decided that the national language would be the Malay Language. and nobody is prohibited or hindered from using, teaching or learning another language. And also the government has the right to maintain the use and learning of the language of any other community in the Federation. With the majority of theShow MoreRelatedCases Related to Malaysian Constitution4836 Words   |  20 Pagesthe prosecution under s 138 of the Evidence Act, 1950 (EA) read together with s 173(e) of the Criminal Procedure Code (CPC). 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Best Situational Awareness Practices To avoid becoming the victim of a purse snatching, be alert

Gender Differences On Negative Emotions During The...

Not knowing where these biases have come from, but it has been instilled in human beings at a young age that females show gentle emotions, and males show more aggressive emotions. â€Å"Sayings such as ‘boys don’t cry’ and ‘sugar and spice and everything nice—that’s what little girls are made of’ reflect cultural beliefs and expectations that girls show cheeriness or sadness, whereas boys are strong and calm, showing anger if necessary† (Chaplin Aldao, 2013). Before this study, there were only empirical reviews of happiness expression. There has been no empirical review of gender differences on negative emotions during the childhood and adolescence stages. â€Å"Learning is a key feature of healthy social emotional development† (Chaplin Aldao, 2013). As stated in the article, an infant communicates through a series of emotions when it needs something, like when the child is hungry or when the child needs its diaper changed, or when the child just wants attention in general. The child â€Å"develops flexible patterns of facial, vocal, and behavioral expressions of emotions that allow them to communicate their feelings†¦Ã¢â‚¬  (Chaplin Aldao, 2013). Social relationships are developed by children’s emotional expressions. If children are not able to express themselves or are limited to emotion expression, it is a higher risk that the child may develop a compromised socioemotional functioning and a risk for developing psychopathology. â€Å"†¦Boys are more likely to have conduct problems such asShow MoreRelatedA Research Study On Social Anxiety1462 Words   |  6 Pagesplayed by environmental aspects. On the other hand, cognitive process modify the thoughts of an individual during the course of development (Albano Kendall, 2002). This research highlights that in early adolescence thinking abilities are developed adequately for individuals to recognise and develop their own cognitive worlds (Albano Kendall, 2002). Theoreticians emphasise on differences among individuals in complex cognitive skills involving decision making, problem solving skills, and memoryRead MoreA Research Study Of Age Related Development1543 Wor ds   |  7 Pagesthe changes within brain development, behaviours, emotions and personality. (bee boyd, p.3). The Lifespan approach believes that development occurs throughout a person’s life starting from conception and ending when a person dies. When looking at lifespan development there are five different approaches which are Psychodynamic, Humanistic, Behaviourist, Cognitive and Biological. My essay will explore the developmental theories relating to adolescence and the advantages and disadvantages of using theseRead MoreThe Hypothetical Scenario Of A Young Female Student Name Brynne1383 Words   |  6 Pagesshe is becoming rude and rebellious in class, but still obtains top marks. To describe and address this scenario the three relevant themes are: †¢ Physical development, sex difference and gender roles †¢ Family, peers, media and schooling †¢ Social and emotional well being It is most likely that Brynne is at the age of adolescence and experiencing major physical and emotional changes. Berk (2006) mentions that ‘puberty profoundly affects psychological development and social relationships’, which mayRead MoreComparing Adolescents And Early Adulthood1432 Words   |  6 Pages Adolescents and Early Adulthood: Comparing Adolescents from Early Adulthood During the stages of adolescents and early adulthood there are very many various models we can look at to give us the answers of how our mind works during those stages. One of the models we can look at is the Cognitive Development model. For adolescents, they gain different many new mental tools because of a very dramatic shift from concrete to abstract thinking. Adolescents now can now analyze very different situationsRead MoreProblems Related to Identifying, Diagnosing and Assessing Depression in Adolescents When Taking Into Account Gender and Other Contextual Factors.3528 Words   |  15 PagesProblems related to identifying, diagnosing and assessing depression in adolescents when taking into account gender and other contextual factors. Table of Contents Introduction Developmental stage of adolescence Defining mood disorders Mood disorders in adolescents Diagnosing and classifying depression in adolescents Assessment and treatment of depression in adolescents How gender influences depression in adolescents Contextual factors related to depression in adolescents Other factorsRead MoreAdolescent Self And Socio Emotional Development2699 Words   |  11 PagesDavid Kerr, EED441 - Constructions of Adolescence and their Educational Implications. Assignment one, Adolescent Self and Socio-emotional Development. A. Identify and discuss 3-5 key socio-emotional issues illustrated in the mid-adolescent’s portrait. B. Outline the trends that occur in each of the chosen areas of socio-emotional development as a typical high school student moves from early adolescence (e.g. Year 7/8) to mid-adolescence (Year 11/12). C.Consider and discuss how a high school teacherRead MoreThe Developmental Theories By Erik Erikson And Jean Piaget1728 Words   |  7 Pagescommunicating effectively and understand differences between all types of life experiences we encounter† (Robinson, 2008, 13). Erikson believed that external factors such as parents and society play a major role in development from childhood to adulthood. Out of the eight stages Erikson proposed, the first four stages of development depend on what is done to a person while stages five through eight depend primarily upon what a person does. The first stage (basic trust vs mistrust) occurs in infancyRead MoreAdolescence: Developmental Psychology and Social Work Practice3506 Words   |  15 Pagesand Behaviour. Assessment Title: What are the advantages and disadvantages of viewing behaviour through the life-span perspective for social practise? ADOLESCENCE The author’s aim is to outline the advantages as well as disadvantages in adolescence behaviour and human development processes across people life span, and particular adolescence. This essay will look at the different models, theories of social work and the factors that may have influence social work practice. The physical, psychologicalRead MoreDevelopment Of Self Esteem, Self Concept And Identity Through Middle Childhood And Adolescence2561 Words   |  11 PagesApplied Assignment Option 3 Development of self-esteem, self-concept and identity through middle childhood and adolescence Anuja Rupesh Vora New York University The years between 6 and 18, middle childhood to adolescence is a time of important development that leads to the establishment of self-concept, self-esteem, and identity for children. Self-concept can be defined as an idea of the self that is created from the beliefs one holds about oneself and the way that others respondRead MoreNegative Factors Of Self Esteem During Adolescence1584 Words   |  7 Pages Un-pretty: Negative Factors Related to Self Esteem During Adolescence Introduction According to the American Psychological Association (2010), the definition of self-esteem is the degree to which the qualities and characteristics contained in one’s self concept are perceived to be positive. It reflects a person’s physical self-image, view of his or her accomplishments and capabilities, and values and perceived success in living up to them, as well as ways in which others view and respond to that

Global governance institutions, from the International...

Global governance institutions, from the International Monetary Fund to the World Trade Organization, are little loved. They are often perceived as bastions of sclerotic mediocrity at best and outright corruption at worst. In the wake of the 2008 financial crash, Daniel W. Drezner, like so many others, observed the smoking ruins of the global economy and wondered the extent to which global governance institutions have affected the post-recession, international system. In The System Worked, Drezner contends that despite the massive scale and reverberations of this latest crisis (larger, as he argues, than those that precipitated the Great Depression), the global economy has bounced back remarkably well. Examining the major resuscitation†¦show more content†¦Conceptually, Denzer appears to conflate the phases of violence, discrediting the belief that violence transpires through stages. In a Denzerian world, the international system is bifurcated between violence and nonviolence. In his assessment of financial resilience through public sentiments, Denzer’s overinvestment in evidence that measures peace through actual violence versus potential violence discredits various disputes that have escalated diplomatically, but have yet to turn violent. Denzer supposes that all liberalizing change must involve varying degrees of violence, ipso facto breaching a threshold of peace. Denzer profoundly overlooks the generally peaceful regime change s in Egypt and Tunisia, which, like so many others, were predominantly led by civil disobedience, civil resistance, and online activism, rarely intensifying into violent demonstrations. Denzer’s assessment also misses cold or still conflicts, whose underlying causes and historic underpinnings have surfaced amid the ever-competitive, protectionist nature following Great Recession. Take for example China and Japan’s diplomatic clash over the contested Senkaku Islands. For four decades, Chinese and Japanese grievances have been reshaped in light of new regional expectations and financial conditions. In Japan’s case, theShow MoreRelatedThe World Trade Organization Essay1690 Words   |  7 PagesThe key multilateral economic institutions provide financial support though grants and loans as a way to enable economic and social development to occur in developing countries. The three main institutions i will be talking about include the World Bank, International Monetar y Fund and the World Trade Organisation. These organisations provide loans, grants and practical assistance to governments, in addition to loaning money to assist private businesses within developing countries. They also playRead More Role of IMF and World Bank Essay example1433 Words   |  6 Pages Introduction The world’s major international financial institutions represent paradoxical ideals in their quest to satisfy the needs of both developed and developing nations. These institutions are chartered with helping poor nations but are criticized for their neo-colonial policies. Member nations are all considered equal, but contributions make some more equal than others. Mostly, these organizations are managed by rich nations that usurp the autonomy of developing nations in the pursuitRead MoreThe Global Political Economy : A Washington Consensus A New Paradigm For Development1354 Words   |  6 PagesPOLS2220 – The Global Political Economy Research Essay, Due: 13th October 2014 Is the Post – Washington Consensus a new Paradigm for Development? Explain your reasoning. Quote (40) If there is a consensus today about which strategies are most likely to promote the development of the poorest countries in the world, it is this: there is no consensus except that the Washington Consensus did not provide the answer. (Stiglitz 2004, 2) Introduction (250) Within the Global Political economic, there haveRead MoreGlobalization Has Brought A Huge Change Essay1651 Words   |  7 Pagesto the way the world operates and functions. The variables that affect the way the world is connected not only stay as a matter of one country, but also stretch beyond several countries. Accordingly, the management and control of them has started to take a new form. The new concept of â€Å"global governance† has spread as global issues appear beyond nation-states. In this global governance, however, the question of â€Å"who governs†- who will be the principal actor that governs the new global system- can beRead MoreThe World Experienced A Tremendous Financial Crisis Essay1131 Words   |  5 Pages Introduction In 2008, the world experienced a tremendous financial crisis which rooted from the U.S housing market; moreover, it is considered by many economists as one of the worst recession since the Great Depression in 1930s. After posing a huge effect on the U.S economy, the financial crisis expanded to Europe and the rest of the world. It brought governments down, ruined economies, crumble financial corporations and impoverish individual lives. For example, the financial crisis has resultedRead MoreGlobalization and Its Discontents1109 Words   |  5 Pages Chapter 1: The Promise of Global Institutions International Organizations – powerful institutions today A. International Bureaucrats – the â€Å"faceless symbols of the world economic order† are under attack B. Protests of Int’l Org Meetings – continual flashpoints/conflict 1. WTO – Seattle, 1999 protest 2. Annual IMF/World Bank protests 3. Protests not new in developing world, ARE new in developed world 4. Now, with communicationsRead MoreInternational Institutions And The United Nations1508 Words   |  7 PagesINTERNATIONAL INSTITUTIONS The world witnessed the rise in Economy of several countries. As a result of which people became and rich and economically prosper. The International Organizations like the United Nations and its subordinate bodies exercised greater control over the World. The International bodies are responsible for the maintenance of World peace and to address several other issues which are affecting the countries. The brief description of the International bodies is as under; †¢ The UnitedRead MoreThe International Bodies Of The United Nations1434 Words   |  6 PagesChapter III – International bodies The world witnessed the rise in Economy of several countries. As a result of which people became and rich and economically prosper. The International Organizations like the United Nations and its subordinate bodies exercised greater control over the World. The International bodies are responsible for the maintenance of World peace and to address several other issues which are affecting the countries. The brief description of the International bodies is as under;Read MoreIntroduction. Global Governance Is The Most Significant2684 Words   |  11 PagesINTRODUCTION Global governance is the most significant undertaking towards political collaboration that addresses, mediates and provides leadership to issues that affect member states and has huge impacts on world trade. In the last few decades, various communities in the world have become increasingly interconnected due to economic integration and increasing change in technology (Ikenberry, 2015). Global governance constitutes organizing, administering and supervision of global affairs and processesRead MoreRegulation Of Otc Derivatives : Guidelines1463 Words   |  6 Pageslaws have changed the market structure because of trade restrictions and exit of banks from the market. The Dodd-Frank Act should be implemented internationally to hinder instability in the global financial sector. Introduction Financial derivatives have existed in some form for hundreds of years, the oldest example involves a greek philosopher and the production of olive oil. With the widespread use of these instruments governments across the world have developed regulations and laws to control derivative

Son of Sam Agree or Disagree - 1269 Words

Son of Sam Law Agree or Disagree? Abstract Son of Sam Law – Should convicted criminals be able to profit from their crime? If a person is convicted of murdering an individual and writes a book to tell their story, they should not be able to earn money from the profit of their book. Some people believe that it can be a good way to earn money for the criminal’s defense,while othersmaintain that any money earned should be given to the victim’s family or even create some type of trust account for future victims or programs to help others. Son of Sam Law While watching the news the other day, I caught a story about a criminal who wanted to make a movie about his crime. My first thought was, â€Å"No way!’. That is horrible for someone†¦show more content†¦Many believe that the Son of Sam Law goes against the fundamentals of the First Amendment of the US Constitution. Another opposing belief is that if a person is convicted of a crime can be compensated for telling their story they will be able financially to take care of their family members. If anyone is to profit from a crime it should be the victim or their loved ones. Some victims may need financial help paying for medical expenses or even day to day living expenses depending on the level of injury they have. Another solution could be that all proceeds from a book or movie, etc. could be placed in a victim’s assistance account to help all victims and their families.I will not buy anything that has been written by a convicted criminal if th e criminal is the person to receive the profits. There have been stories that have been told in the past that I refuse to pay for. Currently there is a case in the California Supreme Court Frank Sinatra, Jr. v Barry Keenen over the kidnapping of Sinatra, Jr. that happened over forty years. Keenen served his time for kidnapping Sinatra, Jr. and receiving $240,000.00 from Frank Sinatra, Sr. in 1963. (Sealey, 2012). The California Supreme Court is deciding whether Keenen or Sinatra, Jr. can receive any money for telling the story of kidnapping Frank Sinatra, Jr. Keenen believes that it is his story to tell and Sinatra, Jr. feels that as the victim he should be compensated. ThereShow MoreRelatedArgumentative Essay About Pranks1214 Words   |  5 Pagesphysically, and emotionally) toward whom the prank is being pulled on. S;Or the actors have been accused of child abuse as viewers reported to the parents pulling the â€Å"invisible ink prank† on their nine year old son. M: lets start off with the very popular youtuber, Sam pepper. S: Sam pepper is very well known for his pranks. M: He started to make these new â€Å"pranks† where he would go around handling women in ways that he definitely should not. S: he would then point to someone else, and say â€Å"ohRead MoreCritical Analysis Of Buried Child1609 Words   |  7 Pages Literary Criticism Essay Woman’s â€Å"Roles† in Sam Shepard’s Buried Child, is a critical analysis of the play Buried Child, and is written by Leonard Mustazza. In this analysis, Mustazza argues three central points, These central arguments frame female characters in Buried Child as fundamentally different from men. These claims suggest that, in Buried Child, women’ behavior is markedly â€Å"less eccentric† and that the men are characterized by their â€Å"bizarre personalities and symbolic actions† whileRead MoreAnalysis Of The Profane 2016 Words   |  9 Pagesfor thanksgiving with her boyfriend Sam, the son of conservative Muslim immigrants. As soon as they arrive to the house, the tensions between the characters begin when Emina introduces her boyfriend to her father, who does not even shake his hand to salute him. On the other hand, Emina’s mother seems to forcefully act like she likes Sam because she wants to make her daughter happy. However, her si ster Aisa makes clear to let her know that her parents do not agree with this decision, â€Å"You know thisRead MoreThe Outbreak Of Witchcraft Accusations Of 1692 In Salem,1730 Words   |  7 Pageseight children in her lifetime. The significance of these traits of Rebecca Nurse agree, for the most part, with the first four points of Demos’s portrait as simply basic, biographical information pertaining to Rebecca Nurse. These facts do not say much about her personality, or her reputation in the society. The idea of reputation is important because the remaining five points of Demos’s portrait of a witch disagree with the accusations made on Rebecca Nurse, and relate to social status as well asRead MoreJohn Stuart Mill And Immanuel Kant Essay1805 Words   |  8 Pagesconsequences may have been, had the torture not taken place (Smith, 2007). After review of ‘Because it is wrong’ there is strong evidence which concludes that Charles and Gregory Fried do not support the use of torture. Throughout this text, father and son agree that the use of torture is morally incorrect, and unacceptable. The article is based off the book, â€Å"Because it is Wrong’: A Meditation On Torture, written by Gregory and Charles Fried. They express that â€Å"decent, civilized human beings will not underRead MoreThe Bible Is Not A Children s Book Essay1983 Words   |  8 Pages(167). Within the biblical texts, however, necromancy remains an exception to this apparent weakness (168). Nearly all conversations regarding necromancy among biblical scholars will make use of the story of Saul and the necromancer in 1 Sam 28. So much so, Hays refers to it as â€Å"the touchstone...of Israelite necromancy,† (169). In this particular story, Saul, the then King of Israel, is concerned about an impending battle with the Philistines. Not having been given guidance by Yahweh, SaulRead MoreThe First Successful Settlement Of The United States1959 Words   |  8 Pagesfrom of self-government in America. Meaning majority rule and people had the right to vote on laws or punishments. Without the Mayflower Compact the U.S may have still been run by a king and would not be able to say what laws and punishments we agree and disagree on. This was one of the first steps to escaping the monarch and Britain. Fundamental Orders of Connecticut is the first written constitution in the Americas singed by Thomas Hooker in 1638. With this being created it set a base for the U. SRead MoreAn Impact Assessment of Science and Technology Policy on National Development of Nigeria61708 Words   |  247 PagesTechnology. vii I am particularly grateful to Professor Turner T. Isoun for his wise counseling and words of encouragement which served as sources of strength and actually inspired me to complete this study. The intellectual support of Dr. Gen. Sam. Momah and the moral support of Mrs. Pauline Tallin are also appreciated. I wish also to express my profound gratitude to the Permanent Secretary of the Federal Ministry of Science and Technology, Dr. Abdullahi A. Aliyu for his concern and supportRead MoreMy Perfect Partner in Life7009 Words   |  29 Pagesa long-time employee of the grooms father, acted as a matchmaker. On the day he arrived in the young womans town, he walked up to her, asked her a few questions, talked to her relatives, and then knew that she was the one to marry his employers son. This old man popped the question to her father and then made arrangements to take her back for the marriage--and she willingly went! The bride and groom were Rebekah and Isaac. The Genesis 24 account of what led up to their marriage offers anRead MoreEnglish All Semester 26504 Words   |  27 Pagesrationale for the verdict? The juror’s rationale for the verdict was that Lion food had sought twice the amount as compensation for wages paid to producers and also paid the company to train the workers. Part B Sound Off and Break it Down: Argue or Agree with your classmates! * Post your response to this question: I responded to Marc Todd on 08/27/11 Do you believe journalists have a duty to be watchdogs for the public? Why or why not? Yes I believe the duty of a journalist is to be â€Å"watchdogs†

Sustaining effective staff training and development in the workplace Free Essays

I Introduction a)What is then training and development? Training and development is a concept in management which allow the organisational activity to be aimed directly at performance of individuals, groups and the organization (Landale, 1999). There are three main activities under the guise of training and development which are interlinked – training, education and development. It is not just the role of the employer to identify training and development needs, the employee also needs to be able to identify their role in the organization and how they can effectively develop themselves (Landale, 1999). We will write a custom essay sample on Sustaining effective staff training and development in the workplace or any similar topic only for you Order Now Van der Bossche et al (2010) acknowledge that due to the rapid advancements in technology and knowledge require the individual to participate in personal and professional development. The development of talent within the organization is necessary for competitive advantage to exist, it is also necessary for the retention of employees. The organization needs to identify talent and to support the individuals through all their training needs. b) Training and Development is described as the necessity to cover the essential skills used in the everyday work situation. Within the promotion of training and development, the individual needs to be focused on the goal of developing their skills, knowledge and understanding of how the organization exists within its environment (Jerling, 1996). If the manager can motivate the employee in their work and can encourage development then the employee will see it in a positive light and will work towards the goals.I I Background Having effective employees is instrumental to the success of any business organization. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U.S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organizations are heavily involved in the training and development of employees (Hung Wong 2007). Training and development has been a tool used by organizations to mitigate the risks of losing employee to other org anizations. It has also been used to groom future leaders of the company, as well as assist organizations in saving time and money. This essay shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees.III Development Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance (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 help explain the student or employee’s performance in relations to their employees and employer relationship (Hung and Wong, 2007). The first theory was the psychological contract theory while the second one was the expectancy disconfirmation theory. The researchers realized the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung Wong2007). Psychological contract theory According to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. This psychological contract theory is attributed to the second wave of research in this subject, namely where the basis is a mutual 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 demonstrated below (Robinson, 1996). In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). This theory may be regarded 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 contact theory is more multi-dimensional as opposed to what has been presented in the research (Trunley and Feldamn, 1999a). As a result, there were two kinds of contents presented, namely transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles can emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal 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, some believe that there 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 connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated 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 development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung Hing 2007). Another limitation is attributed to the assumption, that psychological contact theory fails to address the specifics of individual work behaviour (Robinson, 1996a). From methodological perspective, this theory was developed on the basis of employee’s self-appraisals. As a result, it failed to include the actual supervisor’s appraisals, which are perceived to be quite crucial in delivery of objective opinion on the subject of job performance (Keeney and Svyantek, 2000). Expectancy disconfirmation theory The expectancy 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 about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (RoughtonMercurio 2002). The opposite is true and referred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived The ability for the organisation to be able to sustain effective staff training and development in the workplace is a necessity in the global market. The purpose of this paper is to reflect on training and development in the workplace (Venkatesh and Goyal, 2010). Other considerations which must be taken into consideration when discussing this topic are in relation to the culture and structure of the organisation as well as the importance of communication and the impact of the leadership styles on the overall behaviour of the organisation (Venkatesh and Goyal, 2010). The global market has allowed the transfer of skills and knowledge through migration and the internationalisation of organisations. Training and development are important to how the organisation can compete in the market, if the organisation can sustain their employees through training and development they will be able to compete in the market. The effectiveness of employees will prove to be a valuable asset to the organisation and it is important that the organisation holds on to their employees (Klein, 1998). It has been argued that the resources of an organisation are the key sources of competitiveness. There is a need to examine the background of the organisation – culture and structure to see how these can determine how the organisation perceives training and development opportunities within the organisation. This theory has also proved 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 reported in relation to the measurement of expectations that have been met (Irving and Meyer, 1999). This implies that direct measurement which is utilized in prediction of the disrepency between the expectations in relation to the job and actual behavioural intentions (Irving and Meyer, 1999). Strategic Management Strategic management is an essential process which needs to be considered in any organisation. Thompson Martin (2005) explain the process as being concerned with organisational actions and activities which identify and deal with threats, opportunities etc in both the internal and external environment. How strategic management is managed shows how well the organisation can adapt to change and how training and development will be welcomed in the organisational context. Lamb (1984) states that strategic management assesses competitors of the organisation and sets goals and strategies which can be seen in the context of training and development and how the organisation views the importance of its employees. One of the most important strategic processes is the practice of retaining employees. It is best practice to keep the skills and knowledge available to the organisation to remain competitive and to be able to recruit the most talented individuals in the market. If an organisation has the pick of the talent through their recruitment process they can sustain their competitive advantage which will allow them to compete consistently. The type of culture is reflected through the recruitment and selection processes 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 enhance the ability of the organisation to select and recruit the individuals they want to recruit to positions and not 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 further on in this paper but it is extremely necessary that these are identified so that the organisation can identify the skills and knowledge which they require in their organisation. The human element to the resources of the organisation are extremely important, Armstrong (2006) cites that the skills and competencies identified within 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 not be able to function effectively in their environment without sustaining effective training and development in their workplaces. It is important that employees can be motivated i nto performing and target meeting. Organisational Culture The culture of the organisation is an integral factor of organisational activity. Holbeche (2006) believes that there are issues linking corporate social responsibility, accountability and the stakeholder environment. The culture of the organisation will impact on the behaviour of the employees in reference to how they behave, their work attitudes, the ability 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 achievement of personal 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 within the organisation. Leadership and management are also essential to the understanding of culture and how it affects all mechanisms within the organisation (Rabey, 2003). This is also essential to the concept of 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 thus 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 tune with the development and training of the human resources, the organisation will embrace this concept. Schein (2004) reflects that the leadership and culture are inseparable. Structure is also important to the training and development environment within an organisation. The more rigid the hierarchical structure the less likely the culture will embrace training and development p ractices. While many organisations realise the need for progressive training and development it should be noted that not every organisation is a learning organisation (Schein, 2004). Leadership It is necessary to understand leadership as a concept 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 participate and make a significant contribution to their role in the organisation. It is through this communicative 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 participate in any programmes for development and learning within the organisation (Rabey, 2003). It is also necessary that the leader can identify any developmental needs in their own career progression. If the leader is forward thinking they will bring the organisation into line with the requirement of the selection and recruitment process to enhance the competitive nature of the organisation. The performance of the individual is impacted by the authority 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 today’s global environment with the internationalisation of organisations and the free movement 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 that 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 may 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 lifelong learning . Learning Organisation In today’s global environment the concept of lifelong learning is extremely important and it is necessary for all employees to keep their development and learning up to date. The availability of learning 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 business market. The markets while very dynamic and complex 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 learning 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 provide professional training for their employees will successfully promote the organisation as well as the role of the employee. It is necessary that lifelong learning should be promoted more readily in today’s global markets due to the expansion of business and the free movement of employees to other countries. Lifelong learning can be provided 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 much available. However, it is up to the individual to decide that they wish 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 communication. Depending on how free flowing communication is, depends on the availability of these facilities. If the employee does not push 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 vision and politics of the organisation match the service and opportunities which can be given to employees. The need to preserve the abilities of employees within the organisation has become 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 persuade the individual to use the resources available to them for educational and growth purposes. Benefits of Training and Development Training 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 the best of their ability because they can feel more valued 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 try 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 today’s 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 Development The advantages which can be beneficial to the organisation is the retention of the current employees who are competent 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 monetary incentive such as a pay rise while they are in the position. The ability of the organisation to p rovide 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 reason that an organisation may not provide training and development would be down to cost 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 employee to another organisation due to the training and development they received. This has become more common as employees are more empowered and acknowledge the freedom to move to another job, even to mov e to another country. How Training and Development is Changing Garrison Anderson (2003: p.i) state that ‘The 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 application and to goal set. This method of learning has become increasingly adopted as technology is evolving and transforming work practices. Many organisations have acknowledged the need to change according to reviewing the values 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 with on the job training, it has become cost effective for employees to educate themselves through online and DVD/ CD’s. Technology has afforded organisations and employees easier ways to participate in training and development. Study can take place at the workstation or at home rather than the traditional format where the employee had to leave the workplace and travel to a destination 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 still 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 interactive and communication medium provides wider access to the information and enables 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 lower costs, imposed on the training and development strategies. This implies that the main costs are reduced in the areas of physical distribution of training and development programs and the need for hiring a specific staff in order to maintain those. Online training allow the individual to manage the training program by himself, where he is r egarded to be in control over the situation (Venkatesh and Goyal, 2010). Van Dam, (2002) suggests that online training is utilized in combination with the offline channel, suggesting that in the majority of cases, the users of the online training system tend to maintain an offline contact whilst receiving the necessary instructions. The online training system is mainly utilized for the development of computer skills, job-related skills and technical competencies. Recently, there has been an emergence of economic recession that has affected the planning and implementation 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 budget 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 still view training and development programs as the key priority for company’s achievement of organizational objectives (CIPD in EWCO, 2009; Bourke, 2009) . This suggests that there is a great potential for further investments in training and development programs, given its significance in the corporate world. Methods used in Training and Development This 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 opportunities. The manager has the ability to distinguish worthwhile courses/ training opportunities according to the need of the employee with the use of IT. This is where the ability to communicate and identify the individual needs of the employee as well as their own needs. V References 1.Alderfer, C.P. (1969): An Empirical Test of a New Theory of Human Needs, Organizational Behaviour and Human Performance, Vol. 4, Issue 2, May, pps. 142-175 2.Armstrong, M., (2006): A Handbook of Human Resource Management Practice, 10th Edition, Kogan Bourke A. (2010). ‘Recession Affects Training and Development Programs’. Available from: http://www.aicpcu.org/MediaCenter/docs/articles/Recession_Affects_Training_and_Development_for_Web_10-09.pdf. Last Accessed: 13th Feb. 2012 CIPD in EWCO (2009). ‘Impact of recession on workplace training’. Available from: http://www.eurofound.europa.eu/ewco/2009/09/UK0909039I.htm. Last Accessed on 13th Dec. 2012 3.Deal, T.E., Kennedy, A.A., (1982) :Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books 4.Garrison, D.R., Anderson, T., (2003) :E-Learning in the 21st Century, RoutledgeFalmer, Taylor Francis Group Hall, D. T., Moss, J. E. (1998). ‘The new protean career contract: Helping organizations and employees adapt’.Organizational Dynamics, 26, 22–37. Herzberg, F. (1966) :Work and the Nature of Man, Staples Press Holbeche, L. (2006), Understanding Change: Theory, Implementation and Success, Elsevier Butterworth-Heinemann Hung, H. Wong Y. (2007), ‘The relationship between employer endorsement of continuing education and training and work and study performance’: A Hong Kong case study’. International Journal of Training Development, 11, 4, pp. 295-313. Irving, P. G., and Meyer, J. P. (1999). ‘On Using Residual Difference Scores in the Measurement of Congruence: The Case of Met Expectation Research. A Longitudinal Analysis’, Personnel Psychology, 52(1), pp. 85-95. Jerling K. (1996). Education, Training, and Development in Organisation. Pearson: South Africa Keeney, M. J., Svyantek, D. J. (2000). ‘A review of psychological contract theory and research: Promise nothing and they still may get angry’. Current Trends in Management, 5, 65–94. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY:GRIN Verlag 9.Lamb, R., (1984) Competitive Strategic Management, Prentice Hall 10.Lambin, J.J., (2000) Market-Driven Management: Strategic Operational Marketing, MacMillan Business Landale A. (1999). Gower handbook of training and development. 3rd ed., Gower Publishing: UK 11.Maslow, A.H. (1943), ‘A theory of human motivation’, Psychological Review, Vol. 50 No. 4, pp. 370 – 396. 12.McConnell, C. R. 2004, ‘Managing Employee Performance’, Health Care Manager, Vol. 23, No. 3, p. 273, Supplemental Index. 13.Pedler, M., Burgoyne, J., Boydell, T., (2003) A Manager’s Guide to Leadership, McGraw-Hill Phillips, J.J., Pulliam Phillips, P., (2002) Retaining Your Best Employees: In Action Case Study Series, American Society for Training and Development Rabey, G., (2003) The Paradox of Teamwork, Industrial and Commercial Training, Vol. 35, No. 4, pp. 158 – 162 Robinson, S. L. (1996). ‘Trust and breach of the psychological contract’. Administrative Science Quarterly, 41:574–599. Robinson, S. L., Morrison, E.W. (1995a). ‘Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior’. Journal of Organizational Behavior, 16: 289–298 Roughton, J. Mercurio, J. 2002, Developing an effective safety culture: A Leadership Approach. NY: Butterworth-Heinemann 17.Schein, E.H. (2004): Organizational Culture and Leadership, Jossey-Bass 18.Thompson, J.L., Martin, F., (2005) Strategic Management: Awareness and Change, 5th Edition, Thomson Learning 19.Smith, M. K., (2001) ‘Peter Senge and the learning organisation’, the encyclopaedia of informal education, available online at www.infed.org/thinkers/senge.htm Turnley, W. H., Feldman, D. C. (1999a). ‘The impact of psychological contract violations on exit, voice, loyalty, and neglect’. Human Relations, 52, 895–922. Van den Bossche, P., Segers, M., Jansen, N., (2010) Transfer of Training: The Role of Feedback in Supportive Social Networks, International Journal of Training and Development, Vol. 14, Iss. 2, pp. 81 – 94 van Dam, N. (2002). E-learning by design: Can a better-designed course help you learn moree-learning. 3(1), 38-39. Venkatesh, V. and Goyal, S.(2010). ‘Expectation Disconfirmation and Technology Adoption: Polynomial Modeling and Response Surface Analysis,’MIS Quarterly 34, (2), 281-303 Vroom, V.H. (1964), Work and Motivation, John Wiley How to cite Sustaining effective staff training and development in the workplace, Essay examples Sustaining effective staff training and development in the workplace Free Essays Introduction Having effective employees is instrumental to the success of any business organisation. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U. We will write a custom essay sample on Sustaining effective staff training and development in the workplace or any similar topic only for you Order Now S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organisations are heavily involved in the training and development of employees (Hung Hing 2007). Training and development has been a tool used by organisations to mitigate the risks of losing employee to other organisations. It has also been used to groom future leaders of the company, as well as assist organisations in saving time and money. This paper shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees. Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance. 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 help explain the student or employee’s performance in relations to their employees and employer relationship. The first theory was the psychological contract theory while the second one was the expectancy disconfirmation theory. The researchers realised the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung Hing 2007). Psychological contract theory According to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). In the psychological contract, there are two kinds of contents, transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles came emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal ties because the employer is an embodiment of the organisation, and the experience of their interaction dictates the success of an organisation (Hung Hing 2007). On the other hand, some believe that there has to be a mutual relationship between the employer and the employee for organisations 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 connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated 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 organisations. The development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung Hing 2007). Expectancy disconfirmation theory The expectancy 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 about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (Roughton Mercurio 2002). The opposite is true and referred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived performance. The expectancy theory was a catalyst to the employee’s job satisfaction and was believed to be a key element in explaining employees moral. Employees that surpassed their expectations felt more satisfied with their role and were more motivated compared to their counterparts who experienced negative disconfirmation. The subject was also duplicated in tr aining of the workers and played a major role in the development of employees in the organisation (Hung Hing 2007). Employee evaluation was also a subject of discussion in regards to employee training and development. Managers who engaged in employee appraisals realised good results as compared to those who did not carry out employee evaluations. Employee evaluation is a tool that if used efficiently can yield positive results on employees especially when it comes to training (Roughton Mercurio 2002). Evaluations are a tool used by management to give their workers a sense of directions in relation to the company’s goals. During evaluations, the managers usually explain the organisations goals and try to align them with the employee’s goals. This way, the employer and the employee are in a win-win situation. A constant feedback or communication with the employees also makes them feel valued and helps them know what the organisation expects of them. Well-executed performance evaluations have been used to not only sustain efficient employees but also groom future leaders. Evaluation sc hedules usually assist employees to become more efficient in the organisation (McConnell 2004). Conclusion In essence, employee’s behavior and performance at work depends on the relationship with the employer. Workers feel valued when other roles are delegated to them because it gives the perception that their employers trust them. In addition, perception and expected performance also plays a huge role in satisfying a worker’s performance. Workers feel more satisfied when they exceed their expectations at work. Finally, evaluations have to be conducted at work because employees need to have feedback on their impact to their company. Employees who get a feedback usually work hard to achieve their organisational goals. References Hung, H. Yiu Hing, W. 2007, ‘The relationship between employer endorsement of continuing education and training and work and study performance: a Hong Kong case study’. International Journal of Training Development, 11, 4, pp. 295-313. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY: GRIN Verlag McConnell, C. R. 2004, ‘Managing Employee Performance’, Health Care Manager, 23,3, p. 273, Supplemental Index. Roughton, J. Mercurio, J. 2002, Developing an Effective Safety Culture: A Leadership Approach. NY: Butterworth-Heinemann How to cite Sustaining effective staff training and development in the workplace, Essay examples