Three things that happened in m life, and push me to stude

What is that challenge? How is work? Is that something I can stay home and it will come over to me? Is that something I can befit because my parents have it? My explanation about challenge could be different but I think it will work. Challenge is always people dreams but most do not complete it Challenge is your dream, is something you want died for, you sacrifice our life for You believe in, you spend all your time for, you borrow money for, you cut in your sleep for, and onetime you don't sleep for, First is work!When you want, when you decide to sacrifice you life for it, and will see how work is. No is not something you can stay home and it will come to you, is something you go looking for, no matter how bad it is outside no matter how bad the whether is you wake up with it in you head and get out looking for it, no matter how hard everything is for you go looking for it.No challenge is not something you could be befit from any parents, our parents could e rich and gives you what ever you want, you still need to know you need challenge , our parents can give you most time they have doesn't mean anything, you can have to put yourself out and looking for challenge Just like I did. Remember challenge is go back to school, or if you already at school fit for it, spend all your time on it, always have an your mine why you wake up early for? Why would you go to school for? Why would you do anything Jobs to survive?Why would you need to spend a lot of time in school for? Don't forget how much money you loose if you spend four years in college, and could save that money and go to work making more money, always ask yourself why would you do that for, and keep going in school you will see it, you will understand it, you will satisfy it, you will love it, you will say this is how challenge work. No matter how long it will take you , no matter how hard it is to do your homework, no matter how late you been , no matter how bad your grade is don't give up.

Thelma and Louise: Micro Analysis

In this essay I will be analysing the closing sequence of the film ‘Thelma and Louise' written by Callie Khouri and directed by Ridley Scott. The focus of this essay on film language is mise-en-scene and sound/dialogue and how it is used to create meaning and generate response. In the beginning of this scene Thelma and Louise are driving and they suddenly come to a cliff edge. Louise slams on the breaks and manages to stop the car just before going off the edge. The dialogue between Thelma and Louise, ‘What the hell is this?' ‘I think it's the God damned Grand Canyon,' demonstrates their disbelief at how close they came to falling to their death. Thelma's question also illustrates how little she was allowed out of the house when she was living with Darrell. The next dialogue as the camera pans round the canyon is of Thelma and Louise's amazement at its beauty. Thelma says, ‘Isn't it beautiful?' Louise responds, ‘Yeah, it's somethin' else alright.' The camera pans around the canyon as if it was in the car and it is as if we are seeing through Thelma and Louise's eyes. The audience see how beautiful the canyon is. There is a slight pause in dialogue and movement, except the camera on a static shot of Thelma's face starring out in awe at the canyon. Then Thelma and Louise look at each other and the helicopter comes up from in the canyon taking them by surprise. The helicopter is black and symbolises the good verses evil of the modern western film. As the helicopter flies over tem Louise turns the car around and tries to run quickly coming to a stop and realising the huge convoy of police cars surrounding them and trapping them in a semi circle again the cliff. The helicopter flies behind the cars and lands, Hal and Max exit it. Again Thelma and Louise's dialogue is important here. Thelma says, ‘Oh my God. Look's like the army!' and Louise say, ‘All this for us!' Louise is astonished that anyone could ever pay this much attention to her even considering what they have done. Thelma and Louise are told to shut the car engine down and place their hands in plain view and that any inabili ty to do so will be considered an act of violence against the police. At this point you can see the strong oppositions in the setting and this reflects Thelma and Louise's point of view and decision about their situation. On one side of Thelma and Louise in the car you have the beautiful Grand Canyon, whereas on the other side you have the police line and capture. In the middle Thelma and Louise are stuck deciding what to do (give up or try and escape somehow), however the car is facing the cliff and away from the police so this indicates that they may have already made their decision. I have drawn a diagram to help explain my point: Bad Good Louise then starts to load her gun and Thelma asks what she is doing. Louise replies, â€Å"I'm not givin' up.† Thelma realises that Louise will try escaping using violence and realises she will be out numbered and they will both get shot. Thelma comes up with an idea of throwing themselves off the cliff. They would rather die than give up and surrender to the men in the forces and have to stand trial and be hanged for murder. The dialogue is then as follows: Thelma: â€Å"Ok then listen. Let's not get caught.† Louise: â€Å"Wha' do y'u mean?† Thelma: â€Å"Lets keep goin' (pause and there is a CU camera shot of Louise's shocked face) Go.† Louise: â€Å"You sure?† Thelma: â€Å"Yeah. Hit it.† This is the last thing we hear Thelma and Louise say in the film and it has strong significance. You as the audience know that they will not live and we feel sad because we have been wanting them to escape all the way through the film but then we also feel a great sense of joy that they won't get caught they are going to commit suicide and end their life on a happy note instead of a hanging. After the dialogue Louise kisses Thelma and this demonstrates the bond between them which has been so strong, but still grown, throughout the film. The audience is deeply moved by this as we admire them for having such courage and love for each other as to kill themselves. We then view their death which is all silent except for Max yelling, ‘Hey!' at Hal as he runs towards the car just before it speeds off over the cliff edge. Also the moving gospel like music which plays louder and with more harmony as Thelma and Louise get closer to the cliff edge. The music has had clips playing throughout the film and we recognise it instantly as an important part of the film. (The music always plays at important parts of the film.) The death involves lots of camera shots and changing angles and some slow motion which I shall now list below to avoid confusion. * Thelma and Louise Kiss * Shot of Hal's face with an expression of concern looking straight down the camera giving us the impression he is looking and Thelma and Louise. – Hal cares about what happens to the girls. He is the only male throughout the film who shows caring for either of them. * Louise revs the engine as she starts to drive * Hal starts to run towards them and Max yells * (Slow motion) Hal is running towards them from behind waving his arm in the air as if to say peace or wait to the girls. – He wants to try to save them. There is also a barrier of dust and we can't see the car though it. – This is what the police gunmen would be seeing; Hal and the dust are protecting the girls from getting shot. * (Normal speed) Two shots of the car driving, one of the front and one of the back. (The voices in the music begin.) * (Slow motion) Hal running from a front view. We see his expression and realise he wants the girls to stop. He wants to save them. He is the only caring concerned male. * (Normal Speed) Car driving towards cliff, we see a CU of the girls hands reaching out and clasping each other. – This is another powerful symbol of their bond. The voices in the music get louder and more harmonies come into the music. This provokes a strong emotional reaction from the audience as we know there is no going back now they are going to fast and will die, but we are happy for Thelma and Louise. * We see a shot of the back of the car and we see the first photo that Thelma and Louise took of themselves before going on their trip fly off the back seat out of the car and behind them. This symbolises Thelma and Louise being free spirits and that they are free from the oppression of males they have had all their lives. They are dead and free. * We see a shot of Thelma and Louise smiling at each other (Two separate shots of their faces which we assume are looking at one another) which illustrates they are happy with their decision and they love each other. Their hands are still clasped together. Reinforcing this image. * We see a CU of Louise flooring the cars accelerator pedal which represents the finality of it all. * Then we see the shot of the car leaving the cliff edge from a low angle shot. We are looking up at the car as it flies upwards then as it starts to come down the shot freezes and fades out to white. This is an alternative ending instead of watching the car free fall. It is better because it represents Thelma and Louise going to heaven and dying happily instead of seeing their horrible bloody death in the explosion as the car hits the bottom of the cliff. At this point the music is fully harmonised and very loud. The music throughout this scene has been used to build tension and convey strong emotion of the characters in the audience towards the end of the film. In conclusion I think that this essay has demonstrated adequately how mise-en-scene and sound is used to generate response and create meaning in the film Thelma and Louise. And I believe that the closing scene is one of the most provocative and emotional of the entire film.

Antilock Brake System Abs Model Based Design Computer Science Essay

Antilock Brake System Abs Model Based Design Computer Science Essay An Antilock Brake System (ABS) is a closed loop control system that modulates the brake torque that is applied to the wheel in order to prevent the controlled wheel from becoming fully locked. ABS is among the most important safety systems in a vehicle. In automatic highway system, automatic brake actuation is a very important part of the overall vehicle control system. It prevents the wheel lock-up under critical braking conditions, such as those encountered with wet or slippery road surfaces and driver panic reaction (Bosch, 1995). By preventing the wheel lock-up, ABS ensures that the vehicle remains responsive to steering wheel inputs. Reduced stopping distance on account of ABS is more evident on wet or slippery road surfaces (Garrick et al., 1998). 1.2 MODEL BASED DESIGN Designers of embedded control system software face difficult challenges. In addition to the need to complete projects at low cost and within tight schedules, embedded control system software designers must prov ide predictable performance and competitive features for the products they deliver. Traditional methods of designing, testing, and implementing embedded control systems cause designers to wait until late in the design effort, when actual or prototype products and real-time embedded targets become available, to find out if software really works as it was intended to. Only then, as system integration occurs, can the designer uncover the errors that may have found their way into the product during the early design stages. Model-Based Design with MathWorks tools provides a proven technique for creating embedded control systems. It is used today for satellites, aircraft, and many other aerospace applications, in the automotive industry, and for process control, computer peripherals and industrial machinery. Through Model-Based Design, embedded control system design teams can begin evaluating software designs without using prototype products and real-time targets. The MathWorks environmen t for Model-Based Design allows engineers to mathematically model the behavior of the physical system, design the software and model its behavior, and then simulate the entire system model to accurately predict and optimize performance. The system model becomes a specification from which you can automatically generate real-time software for testing, prototyping, and embedded implementation, thus avoiding manual effort and reducing the potential for errors. Fig 1.1. Model-Based Design for embedded control system software Changes or corrections to the system requirements and specifications are easily incorporated into the model, fully evaluated by simulation, and automatically reflected in the final real-time embedded software. 1.3. MODELING AND SIMULATION To effectively design an embedded control system and accurately predict its performance, designers must understand the behavior of the entire system in which the control system will reside. MATLAB and Simulink form the core environm ent for Model-Based Design for creating accurate, mathematical models of physical system behavior. The graphical, block-diagram paradigm of the MathWorks environment lets you drag-and-drop predefined modeling elements, connect them together, and create models of dynamic systems. These dynamic systems can be continuous-time, multi-rate discrete-time, or virtually any combination of the three. You can create custom model elements or reuse legacy code-based models by incorporating C, Fortran, or Ada code directly into the modeling environment.

International law in the contemporary world arena Essay

International law in the contemporary world arena - Essay Example t the international level, and traditionally this era is viewed as one in which the League lacked any formal means to enforce decisions related to violations of international law outside of the voluntary agreement of sovereign nations themselves. The League of Nations had a â€Å"Permanent Court of Justice† for judicial hearings of matters related to international law that functioned in a similar manner to the International Court of Justice of the UN. â€Å"The establishment of the Permanent Court of International Justice (PCIJ), the predecessor of the International Court of Justice, was provided for in the Covenant of the League of Nations. It held its inaugural sitting in 1922 and was dissolved in 1946. The work of the PCIJ, the first permanent international tribunal with general jurisdiction, made possible the clarification of a number of aspects of international law, and contributed to its development. Between 1922 and 1940 the PCIJ dealt with 29 contentious cases between States, and delivered 27 advisory opinions.†3 In both the instances of the PCIJ and the ICJ, the constructed nature of international law is evident, as both courts operate with authority and jurisdiction established through the charters of the associated international organizations, the League of Nations and the United Nations. Thus, in joining the larger, international organization, the States themselves agree to the terms and the limitation of sovereignty inherent in the organizations, as well as being bound by the international courts and their enforcement process. However, these organizations must coexist with the a priori of both customary international law and the sovereignty of the nation state domestically, and the traditions may occasionally conflict on matters of interpretation. As Article 38 of the ICJ Statute states: 1. â€Å"The Court, whose function is to decide in accordance with international law such disputes as are submitted to it, shall apply: a. internati onal conventions, whether general or particular, establishing rules expressly recognized by the contesting states; b. international custom, as evidence of a general practice accepted as law; c. the general principles of law recognized by civilized nations; d. subject to the provisions of Article 59, judicial decisions and the teachings of the most highly qualified publicists of the various nations, as subsidiary means for the determination of rules of law. 2. This provision shall not prejudice the power of the Court to decide a case ex aequo et bono, if the parties agree thereto.†4 Within this framework, the charters of the UN and League of Nations can both be classified as â€Å"international conventions† under Article 38:1a of the agreement and customary international law. Customary International Law (CIL), as evidenced by â€Å"

Paradoxically, although modernity appeared to be a threat to Essay - 2

Paradoxically, although modernity appeared to be a threat to Christianity, it had been nurtured, in significant part, by Christianity itself - Essay Example Presumably, the threat to Christianity was associated to secular world view supported by modernity. Research shows that modernity is dominated by secular world view. The enlightenment era and the birth of modern science affected the reality of Christianity. The modernity concept suggests that is the physical world, made of energy and matter. The modern world view argues that the world is a closed system of cause and effect. It also perceives the real world to have space and time. The breathtaking achievements of science caused the western world to be impressed by the idea of modernity, science and technology. Reality has been reduced to space and time. This has made the concept of Christianity and faith doubtful has hard to grasp . Modernity has caused facts to replace the truth. This means that any proclamation of faith must be verifiable through facts or historical evidence. However, the premise of the faith in Jesus tends to suggests realities that are beyond scientific confines o f verification. A telling example is the case of mystical experiences, prayers, healing, visions and dreams. The Christian faith is inclusive and universal in terms of the requirements of becoming a faithful . The promise of faith is the same despite the background or culture setup of the believer. Studies show that qualitative change or evolution is a characteristic of modern religion. This means that development of modern religion has come through evolutionary stages just like science. Given that religion preceded science, it is evident that Christianity nurtured modernity to a significant extent3. The theories of cultural evolution and religion show that religious change does not necessarily indicate a decline of religious influence. Rather, it is a central aspect of Christian religion. History shows that Christianity evolution was not exclusive to culture. Christianity emphasizes the difference between the natural world and the supernatural world. This does not necessarily refut e the scientific gains in the natural world. Rather, Christianity insists of a truth greater than the sensual approach. The nature of science is also evolutionary. This means that science has got a striking similarity with Christianity when it comes to changes and developmental advancement. However, the fundamentals of Christianity do not change. The teachings of the Lord Jesus Christ are the inspiration behind the conduct and morals of every believer4. Science tends to be solution oriented. Most scientific solutions meet have no supernatural bearing. To a certain extent, religious symbols do not necessarily contradict secular world achievements. However, Christianity represents a deeper supernatural understanding of life. The concept of evolution, flexibility and change that is espoused by the scientific world is likely to have been heavily borrowed from Christianity5. The modern day ways of thinking and sensing may not be absolute. The overdependence of common realities that can b e relied upon by the senses is not entirely representative. This means that the common realities can be represented by science effectively. However, the higher common objects like wisdom and truth cannot be fully addressed by modernity and may be prove that God exists. According to the concept of notion of will, sight affects our understanding and perception of desire. This means that Christianity has the capability to nurture changes and perceptions. The notion suggests that the doctrine of will indicates the ability of human being to choose. This

A Rhetorical Analysis of the Public Argument Essay

A Rhetorical Analysis of the Public Argument - Essay Example Public argument is a discussion which is for or against something. In most cases it is aimed at changing how the public views something. It therefore needs a speaker who passes a message and an audience which receives the message and acts on it appropriately. This essay will bring out a typical a rhetorical analysis of the public argument. The essay will base its discussion on the video â€Å"engl08† by Na Du, who tries to educate the general public on the effects of disposing plastic material in the oceans. The essay also illustrates how to deeply analyses how pathos is used in a persuasive public speaking. The pollution of oceans by plastic has remained an issue that has lacked a solution for centuries. Conservation of oceans just like any other environment has been ignored for long. They have left to pollutants and it seems like there are not environmentalists to protect them from pollution. The pathos concept is mostly used in this video. Pathos is the emotional factor that touches people in either good or bad way. The pathos appeal in this video is the most prevalent and to a greater extent, it stimulates emotions from the audience (Johnstone and Eisenhart 76). The video does a great when it comes to bringing out the emotions of the audience as it makes the audience feels really connected in one way or another. Na Du, in her video, she tries to catch the attention of the audience as well as convincing it to refrain from polluting oceans because the consequences are not good. The video starts off by grabbing the attention of the audience. Na Du’s video grabs the attention of the audience by using â€Å"Save creature! Reduce the production of plastic† as an opening line of her video. In this case, she typically uses pathos. The reason why the audience would get emotional on watching this part is self-explanatory in that she makes

Operating Systems Research Paper Example | Topics and Well Written Essays - 1750 words

Operating Systems - Research Paper Example There are several and diverse components of an operating system that include but not limited to the file management, security, memory and process management. It is worthwhile to compare each operating system to evaluate and assess the above given components of an operating system. The following paragraphs present the comparison of basic operating systems with respect to the above given features (Solomon, Russinovich & Polze, 2006). The file management system refers to the organization, management and manipulation of computer data in documents and files that is provided by the file manager (different with respect to the operating system) through a graphical user interface. The computer documents and files can be created, edited (existing file), viewed and deleted from the computer memory as well as the files can be arranged in computer directories / folders. The process of file management differs with respect to the operating system as presented in the following paragraphs (Goel, 2010). There are several file managers used by Microsoft Windows only that include but not limited to the Altap Salamander, FAR Manager, File Manager, Windows Explorer etc. The files are placed in the folders and the index contains the file information known as File Allocation Table (FAT). One of the latest file management systems of the Windows is the New Technology File System (NTFS). The NTFS store owner name, it provides POSIX file permissions, creation timestamps, last access timestamp, and last content modification timestamp. The Mac operating system uses the file managers that include: the Disk Order, Finder, Path Finder, and Xfile. The Disk order file manager provides the graphical user interface and shows the files as list view and twin panel view only. The Finder and Path Finder file managers show the icon, list view, panel view,

Reaction paper Essay Example | Topics and Well Written Essays - 250 words - 4

Reaction paper - Essay Example This declaration which states that â€Å"The whole of Israel throughout the world is uniting to declare an economic and financial war on Germany†¦Fourteen million Jews scattered†¦tight to each other†¦declare war against the German persecutors,† was actually issued before Hitler’s government officially began restricting the rights of Jews (The Barnes Review 41-45). In addition, the speech of Benjamin Freedman, himself a former Jew, actually revealed that the Zionists guaranteed â€Å"We will guarantee to bring the United States into the war as your (Britain’s) ally, to fight with you on your side, if you will promise us Palestine after you win the war† (Freedman n. p.). This only proves one thing: the elite always has ulterior interests in provoking a war, and that because they are elites, this is never mentioned in history. Works Cited Freedman, Benjamin. â€Å"Germany and the Jews: The Role of the Jews in WWI and WWII.† mailstar.net. Peter Myers, 2009. Web. 26 April 2011. The Barnes Review.

Exploring University of Leicester (HERO GENIE) for Food@Uni Essay

Exploring University of Leicester (HERO GENIE) for Food@Uni - Essay Example The broader problem of this research is to find the effectiveness of the Food@Uni program in creating long term beneficial effects for the students to protect themselves from chronic diseases that are likely to develop in future. The research analysis along with findings and recommendations are explained in this paper. Several authors in this world have admitted that high consumption of unhealthy junk foods have serious effects on the health of the human beings. It is true that fast food items like wraps, sandwiches, burgers and French fries can be considered as junk food items. Consumption of junk food has serious effects on health. Obesity, heart disease, high calories, overweight, high blood pressure and diabetes are the consequences of high consumption of fast food items (Ronzio, 2003, p.247). It is true that these fast food items are highly popular among the children, kids and young adults. In addition to this, busy college students and office goers used to consume this fast food item due to quick processing time of these food items (Houston, 2005, p.109). People can save valuable consumption time and cost by buying fast food items. However, the growing negative consequences of consumption of fast food are creating major concerns for governments, households and several people (Murphy, 2013, p .39). It is true that several leading multinational fast food organizations are trying to offer quality fast food products in order to overcome the issues (Gallup, 2004, p.76). However, governments and several non-profit organizations are trying to create awareness among the people to consume healthy food items in order to stay healthy and feet. It is important for several colleges, universities and other educational organizations to develop several awareness programmes and events for people to reduce the possibility of human diseases. It is true that children, kids and young college students are

Cosmetic Surgery and Its Affect on the World Today Essay Example for Free

Cosmetic Surgery and Its Affect on the World Today Essay How far will you go to get the look you want? There are many people who have gone as far as changing their appearance to the point that they are unrecognizable. From nose jobs, face lifts, to reshaping their eyes, it has become nearly an epidemic. Plastic surgery is a medical procedure invented to improve an individual’s physical appearance or to minimize scarring resulting from accidents, disease or birth defects as well as disfigurement. The word plastic is derived from the Greek, meaning molding or giving form. Included in plastic surgery is cosmetic surgery, which can be used to reshape your face or body features. Cosmetic surgery is designed to improve an individuals appearance. Some women in China would bind their feet, crippling themselves in the process to appear beautiful. It is said that their feet are to be no larger than a deck of cards or it was disgraceful. Western women poured themselves into corsets, often causing damage to their internal organs, for the sake of beauty. High heels are linked to back problems as well as foot problems. The search for beauty and eternal youth continues, and today, modern technology has brought the medical profession into the issue. Fat can be literally sucked out of the body, body parts can be reduced or enlarged through surgery, and wrinkles can be erased. Where cosmetic surgery was once the near-exclusive purview of women, men are turning to surgical procedures in increasing numbers. There are, however, costs to such modification, and these costs extend well beyond the financial. This research argues against the indiscriminate use of cosmetic surgery. Plastic surgery has a very long history. As early as 1000 B.C.E., the first plastic surgery was reported in India, where a persons nose might be cut off as a form of punishment or, in the case of an adulterous Hindu wife, bitten off by the wronged husband. Procedures, which displayed remarkable similarity to present rhinoplasties, were developed to reconstruct the noses of such errant individuals (Davis 14). Plastic surgery appeared much later on the European continent. In the early fifteenth century, physicians began doing nose surgeries, by using skin flaps taken from the arm. Other forms of plastic surgery began to appear around the early sixteenth century. With the invention of ether and antisepsis, plastic surgery was able to emerge as a full-fledged medical specialty (Davis 15). In the first part of the century, nearly all plastic surgeries were done to alleviate deformities due to disease, birth or mishap; however, in the second half of the century this was no longer the case. Plastic surgery has some advantages too, with reconstructive surgery. Reconstructive surgery is used to fix deficiencies that couldn’t otherwise be fixed by any other treatment. Reconstructive surgery makes a notable advancement, and can be used to repair birth defects, such as hair lips, cleft pallets and internal forms of function. It can also be used for one that has suffered injuries due to an accident, and can also save limbs and restore joints that would be irreparable. There are certain skin burns, depending on how severe that can be repaired by skin grafting. Some facial injuries that involve dental repair are common procedures for plastic surgery. The field of plastic surgery has grown, allowing room for improvement and more accuracy of procedures. Cosmetic surgery may benefit some patients interpersonal relationships and self-esteem, which will lead to a better quality of life. This happens more often when the patient suffers from an abnormality, or other birth defects that affect their appearance. Cosmetic surgery is not to be taken lightly, as for some it has been proven to be damaging and have long-lasting side effects. There have been many people that have gone through multiple surgeries in order to get the look that they want. There are many different reasons behind some folks becoming obsessed with the surgery. The majority of ones belief is that they can achieve physical perfection through cosmetic surgery. In an attempt to achieve a state of perfect physical beauty, some people repeatedly seek cosmetic surgery procedures to alter their appearance, believing theyre only a surgery away from their imagined ideal. Many people who suffer from plastic surgery addiction are also victims of body dimorphic disorder, where an attractive person believes that they are unattractive no matter how appealing they may appear to another person. Celebrities who suffer from plastic surgery addiction often lack a strong self esteem and have a generalized level of unhappiness with them selves. Instead of addressing the real source of their unhappiness, they choose to solve their problems by altering their external appearance. There are many people in the world that also too have altered their appearance to look like a celebr ity as well. Many citizens in the society today have altered their faces to the point if you hadn’t known them before surgery, you wouldn’t recognize them afterwards. Statistics show that people aged between 35-50 years old had the most cosmetic procedures in 2007: 5.4 million or 46 percent of that total. People between ages 51-64 years of age had 25 percent of the cosmetic surgery procedures in 2007. People between ages 19-34 years old had 21 percent of the cosmetic surgery procedures in 2007. Senior citizens aged 65 and older had 6 percent of cosmetic surgery procedures in 2007. Teens aged 18 or younger had less than 2 percent of the cosmetic surgery procedures in 2007. Today even with the economy the way that it is people are still getting cosmetic surgery no matter what the cost. This just shows how some peoples lives are affected by the way that they appear to themselves and other people regardless of their age.

Cause of the melamine

Cause of the melamine What is the cause of the melamine incident which triggered many countries? The melamine incident was initially centred on Sanlu, a Hebei-based dairy company, whose melamine-contaminated baby milk powder had sickened a growing number of infants. Nationwide inspections later found that milk powder from 21 dairy companies including Mengniu and Yili are also contaminated. Two giant processing companies — Mengniu Dairy Group Co. and Yili Industrial Group Co. — control nearly 60 percent of the total market for milk, yogurt and other dairy products, according to Beijing Orient Agribusiness Consultant Co. But in the past three years, prices for feed, fuel and other costs rose — feed by as much as 30 percent. Further pressures came last year when Beijing enacted price controls to tame double-digit inflation for food. Milk collectors found themselves squeezed between the farmers asking for more money and the processors who demanded that prices be held down, said Chen Lianfang of Orient Agribusiness. That squeeze gave suppliers incentives to tamper with the raw milk, watering it down and then adding ingredients, said Chen. Melamine, a relatively cheap binding agent used in plastics, fertilizer, and as a flame retardant, is rich in nitrogen, fooling widely used tests that check for protein. When mixed with formaldehyde, it dissolves in water. Authorities say middlemen apparently added melamine to milk they collected from farmers to sell to large dairy companies. The suppliers are accused of watering down the milk and then adding the nitrogen-rich chemical to make the milk seem higher in protein when tested. Protein tests often simply measure nitrogen levels. Melamine can cause kidney stones and lead to kidney failure in larger doses. Babies whom consumed the contaminated milk began suffering from kidney problems caused by the melamine and doctors were blaming the powdered milk. The scandal first came to light in milk powder that killed four infants and sickened more than six thousand others across China spread to liquid milk. Many countries like Brunei, Cambodia, Indonesia, Taiwan, and Malaysia have already banned all milk products from China while a number of countries have announced recalls of a variety of goods suspected of being spiked. Singapore banned the import and sale of all Chinese milk products after some were removed from stores in Hong Kong. In late October 2008, CHINAS Health Ministry said six babies may have died after consuming tainted milk powder, up from a previous official toll of three. It also announced a sixfold increase in its tally of infants sickened in the scandal to nearly 300,000. http://www.msnbc.msn.com/id/26859570/page/2/ http://www.breitbart.com/article.php?id=D94064AO0show_article=1catnum=2 http://www.straitstimes.com/Breaking%2BNews/World/Story/STIStory_281658.html http://www.newsnet.co.zw/index.php?nID=13877 Why China and Malaysia milk products are the only ones being banned? They found out that the diary products contained melamine too. SINGAPORE: The Agri-Food and Veterinary Authority (AVA) has instructed importers and retailers to withdraw all Malaysia-made Julies brand biscuits from the shelves. This comes after AVA detected the industrial chemical melamine in 12 Julies biscuit products imported from Malaysia. AVA says there are 25 types of Julies biscuits sold in Singapore, but as a precaution, it decides to recall all Julies biscuits. AVA advises consumers who have bought affected biscuits not to eat them. AVAs tests also included various types of biscuits under the major brands of Khong Guan and Meiji as well as other traditional biscuits that are manufactured in Singapore. Melamine has not been detected in these products. AVA says Lotte Koalas March Cocoa Chocolate Biscuit and Hello Kitty Strawberry Cream Filled Biscuit have been recalled since 19 September. The tainted products will be destroyed under AVAs supervision. As of 24 October, 3,200 types of milk and milk products, chocolates, biscuits, non-dairy creamers and other products imported from more than 40 countries have been taken for laboratory analysis to check for melamine. Along with five other biscuit products from Malaysia, the 12 affected Julies products form the first batch of non-China goods found tainted with melamine in Singapore since the worldwide food scandal started last month. The AVA said that the contamination in the Malaysian biscuits seems to have stemmed from tainted ammonium bicarbonate, which is used as a raising agent in confectionery. Since the AVAs latest announcement, manufacturers and importers have been scrambling to check whether their products contain leavening agents from China. http://www.channelnewsasia.com/stories/singaporelocalnews/view/385183/1/.html Singapores AVA suspended the import of all milk and milk products from China and instructed retailers and importers to recall such products. Three products were found to contain melamine â€Å"White Rabbit Creamy Candy†, â€Å"Yili Brand Choice Dairy Fruit Bar Yogurt† and â€Å"Dutch Lady† strawberry-flavoured milk. Agri-Food and Veterinary Authority (AVA) has suspended the import and sale of all milk and milk products from China with immediate effect as samples of Singapore stocks of two made-in-China milk products have been found to be tainted with the potentially deadly chemical melamine. http://livinginsingaporetoday.com/686/ava-has-suspended-the-import-and-sale-of-all-milk-and-milk-products-from-china-with-immediate-effect/ SINGAPORE Singapore on Friday suspended the import and sale of all milk and milk products from China after local tests found samples containing the potentially deadly industrial chemical melamine. The Agri-Food and Veterinary Authority of Singapore (AVA) said in a statement that its tests found melamine in two samples of Yili brand iced yoghurt. They also found the chemical in the Dutch Lady brand of strawberry flavoured milk manufactured in China, AVA said. Those products have been removed from market shelves and will be destroyed, the agency said. In the aftermath of Chinas milk contamination, the Agri—Food and Veterinary Authority (AVA), Singapores processed and primary food inspectorate, recently discovered that White Rabbit Creamy Candy, again manufactured in China, also contains melamine. White Rabbit is the third dairy confectionary from China which showed melamine content in AVAs laboratory tests. Yili Brand, a fruit bar yogurt and Dutch Lady, a strawberry-flavored milk have been earlier taken out of stores after they have been found to contain melamine. http://www.abs-cbnnews.com/world/09/19/08/singapore-suspends-china-milk-imports-deadly-chemical-found-yoghurt During this melamine incident, what actions did AVA (Agri-Food and Veterinary Authority) took, to prevent and minimize cases from happening in Singapore? As a precautionary measure, AVA is also suspending the import and sale of all milk and milk products from China with immediate effect, it said. Retailers and importers have been instructed to recall these products and these products will be withheld from sale until they have cleared the necessary tests. AVA said local food manufacturers have also been instructed to stop using milk and milk products from China as ingredients until the agency completes its probe. Consumers are also advised not to consume any milk and milk products from China pending AVAs investigations, it said. The AVA confirmed it would allow the import of Julies biscuits once it is sure they are safe. Singapores AVA said it advised consumers on Wednesday about a recall of the Yili yoghurt product after tests in Hong Kong found it contaminated with the chemical, which can be lethal if consumed in large amounts. http://www.abs-cbnnews.com/world/09/19/08/singapore-suspends-china-milk-imports-deadly-chemical-found-yoghurt Because melamine is an industry chemical not approved for use in food manufacture. The amount of melamine found in the ten products above is higher than what can be considered as naturally occurring. It is clear that melamine has been artificially added to adulterate these products. As melamine contamination was already uncovered in several products, AVA has suspended the import and sale of all milk and milk products from China since 19 September 2008. Retailers and importers have been instructed to recall these products and these products will be withheld from sale until such products are safe for consumption. Anyone finding such products still on sale should inform AVA immediately. There have been recent advertisements by some food companies assuring consumers on the safety of their milk or milk products manufactured in China, claiming that the milk ingredients in such products came from other countries. Companies should not make such claims unless they have been verified with AVA. AVA would like to reiterate that as long as the milk or milk products are produced in China, such products are suspended from import and sale in Singapore. AVA will not hesitate to take enforcement actions against any company who violates this ban. http://docs.google.com/gview?a=vq=cache:zicP4VhuGu8J:www.ava.gov.sg/NR/rdonlyres/5DD7CAF8-82EB-4BDF-AD50-83A556546488/22147/AVApressreleasefor30Sepappvd_website_021008.pdf+singapore+ava+moh+china+milkhl=engl=sg Local food manufacturers have also been instructed to cease the use of milk and milk products from China as ingredients. Consignments which have newly arrived or are on the way will also be withheld from sale. If the consumers have already bought the contaminated products or any other milk or milk products from China, they are advised not to consume them. Consumers should read the labels of the products to check the country of origin. If the milk or milk products are from China, consumers should not consume them. http://gardenclinic.net/gardenkids/article/Melamine.pdf Miscellaneous It has become apparent in recent days that people in China have been deliberately watering down the milk to cut costs, then adding in the melamine to boost the protein content and make the product look normal. Singapore is an island nation which imports virtually all its food.

John Edgar Hoover :: essays research papers

John Edgar Hoover G-men, Feds, Special Agents and Detectives, all names for members of a nationally, elite police force known as the Federal Bureau of Investigation. But how would you act if you found out that the G-men was started by a cross dressing homosexual? John Edgar Hoover was born in Washington, D.C. on January 1, 1895. His father, Dickerson Hoover, was a printmaker, but he had a mental breakdown in 1921 and he spent his last eight years in Laurel Asylum. This dramatically reduced the family income and Hoover had to leave school and seek employment. Hoover found work as a messenger boy in the Library of Congress, but highly ambitious, spent his evenings studying for a law degree at George Washington University. After Graduation, Hoover's uncle, a judge, helped him find work in the Justice Department. After only two years in the organization, Alexander M. Palmer, the attorney general, made Hoover his special assistant. Hoover was given responsibility of heading a new section that had been formed to gather evidence on "revolutionary and ultra-revolutionary groups.† Over the next couple of years Hoover had the task of organizing the arrest and deportation of suspected communists in America. This was known as the Red Scare. From his previous work in the Library of Congress, Hoover decided to catalog all of the suspected communist. Over the next few years 450,000 names were indexed and detailed biographical notes were written up on the 60,000 that Hoover considered the most dangerous. Hoover then advised Palmer to have these people rounded up and deported. On 7th November, 1919, the second anniversary of the Russian Revolution, over 10,000 suspected communists and anarchists were arrested in twenty-three different cities. However, the vast majorities of these people were American citizens and had to be eventually released. However, Hoover now had the names of hundreds of lawyers who were willing to represent radicals in court. These were now added to his growing list of names in his indexed database. Hoover was appointed director of the Bureau of Investigation in 1924. The three years that he had spent in the organization had convinced Hoover that the organization needed to improve the quality of its staff. Great care was spent in recruiting and training agents. In 1926 Hoover established a fingerprint file that eventually became the largest in the world. The power of the bureau was limited. Law enforcement was a state activity, not a federal one.

Lord Of The Flies Essay -- essays research papers

How mankind can’t survive without rules and laws   Ã‚  Ã‚  Ã‚  Ã‚   Could civilization live a normal and stable life, without any rules and orders to obey? Could you picture, New York City, with no laws to follow and everyone doing as they please? Just imagine the disasters that we will experience. In the novel, Lord of the Flies, written by William Golding, we see how each individual character reacts differently to the exposure of complete freedom from an organized society. Also, awe see how this separation from a structural society causes chaos among all these different characters.   Ã‚  Ã‚  Ã‚  Ã‚  The story begins with 20 pre-adolescent boys who are on an airplane and the airplane crashes on a remote jungle-island, which is a very effective setting to establish the idea of savagery. The setting of the story is very important because it shows how the boys are given their own paradise and destroy it. The airplane crew is killed and the boys are left on their own, with no adult supervision. At the beginning of the story, we meet the character, Ralph, the protagonist of the novel. Ralph is an example of the ethical citizen, intelligent and responsible but, on many occasions, is caught up in the opinion of others. The leadership that Ralph offers isn’t as stable and organized because he isn’t able to control the â€Å"littluns† and the others after a certain point. This is when the society that Ralph tries to create starts to break apart and Jack takes control.   Ã‚  Ã‚  Ã‚  Ã‚  Then immediately comes Piggy, a chubby asthmatic but intelligent kid, who becomes â€Å"friends† with Ralph. He is teased relentlessly by the other boys but is highly respected by Ralph for his ability to think. Piggy is considered the adult voice on the island, which often spoils the fun for the other boys. He also becomes Ralph’s right-hand man. Whenever Ralph can’t think straight, Piggy is there to put some common sense into him. Just like Ralph, Piggy wants to be rescued desperately. A while later, Ralph finds a conch. He then uses the conch to call upon the other kids. The conch is presented as a symbol of authority and order. It is used to summon all the boys from the island to the assembly and it gives its holder the right to speak. The conch also sets Ralph apart from the other boys and is what helps him be categorized as chief and leader. The c... ...ll Ralph because he feels that by doing this he will remain chief and leader and he will take away the idea of being civilized and having a democracy. Again we see how the fire symbolizes power but this time differently because instead of being used for survival and rescue it’s used as destruction and as a weapon for hunting. Jack uses the fire by burning a thicket where Ralph is hiding to be able to take him out. He then hunts him down to mount his head on the sharp stick like the pig’s head. Jack loses complete sense of his mind and is definitely stripped away from what is considered civilized. His immoral actions take the best of him and the others in the island and led them all to forget what is truly important, which is to be rescued. At the end, they are rescued and Ralph is saved from being killed from Jack and his tribe. The novel, Lord of the Flies, gives you, the reader, a clear image of how easily a society could fall apart if we allow ourselves to only live by the day and not care what tomorrow brings. Also, it shows how a society can’t survive without any rules to be followed and that there must be laws and rules in order, to have an established society to live in.

A Farwell to Arms :: Essays Papers

A Farwell to Arms For hundreds of years, writers have used religion as a fundamental issue and point of discussion in their novels. Joseph Conrad expressed his views in Heart of Darkness, George Orwell did the same in 1984 and in other writings, and even Ernest Hemingway used his writing to develop his own ideas concerning the church. This is fully evident in his novel A Farewell to Arms. Even in a book in which the large majority of the characters profess their atheism, the ideas of the church materialize repeatedly as both characters and as topics of conversations. Religion is presented through reflections of the protagonist "Lieutenant Henry", and through a series of encounters involving Henry and a character simply identified as "the priest". Hemingway uses the treatment of the priest by the soldiers and by Henry himself to illustrate ways of approaching religion in a situation in which God has no place, and employs these encounters between the priest and other characters as a means of express ing religious views of his own. Most evident to the reader is the distinct difference between the priest's relationship with Henry and that which he has with the other soldiers. Hemingway repeatedly emphasizes this in all sections of the book, even after Henry is injured, when he is completely isolated from the other soldiers. The first instance the reader sees of this is only six pages into the novel. Hemingway writes, "That night in the mess after the spaghetti course †¦ the captain commenced picking on the priest" (6-7). The manner in which Hemingway frames this line is suggesting that not only do the soldiers start picking on the priest, but picking on him was the predinner entertainment. Almost the same scenario is portrayed only a few pages later: "The meal was finished, and the argument went on. We two stopped talking and the captain shouted, Priest not happy. Priest not happy without girls.'" (14) The soldiers' ridicule of the priest is again highlighted when Henry, bed-stricken with his injury, asks the priest "How is the mess?" (69). The priest replies "I am still a great joke" (69). The reader sees an obvious pattern in the relationship between the priest and the others. More important, though, than the fact that the other soldiers ridicule the priest, is for what he is ridiculed.

HCS/466 Facility Planning I Essay

Strategic Planning is an essential first step in the development of a result-base accountability system,† (Schilder, 2013, p. 1). In strategic planning an organization must know their goals, missions, and how to reach them. Health care facilities are in huge demand for the elderly and for people who lives in low-income communities. A person who receives good quality health care services can prevent the spread of contagious diseases. This paper will describe the need of the community, population it is serving, and a brief description of the facility. Franklin C. Fetter Family Health Center (FCFFHC) is an outpatient clinic and has served the communities, and the surrounded rural areas since 1975. This health center is greatly needed in the rural and low-income communities because the people could not get to their local hospital. Therefore, the people in those communities were not getting the necessary medical health care needed. Dr. Franklin C. Fetter, the Dean of Medicine at the Medical University of South Carolina, and founder, provided culturally sensitive comprehensive primary health and home care services to children, and adults as part of a demonstration grant under the Medical University in 1968, (FCFFHC, 2013). The center offers support to the community by sponsoring health awareness campaigns, health fairs, and through their media. The most important need that the elderly community needed was a Home Health Department (FCFFHC, 2013). This department provides services to home bound people who cannot travel to see the doctor. Home Health have a staff of one medical doctor, physician assistant, and a nurse practitioner. According to Roberta Porterfield RN, and Home Health Manger, â€Å"The object of home health staff is to assist patients in need of intermittent skilled nursing care to arrive at a stable level of health through treatment, while teaching and involving the patients’ family,† (Porterfield, FCFFHC, 2013, p.1). The medical facility operates eight primary health sites for the residents of Berkeley, Charleston, Colleton, and Dorchester counties. The centers hours are Monday – Friday, 8 a.m. – 8 p.m. â€Å"Franklin C. Fetter mission is to provide quality, affordable, culturally sensitive comprehensive primary health and home care services to families throughout their community and surrounding areas,† (FCFFHC, 2013, p. 1). , ‘ Franklin C. Fetter Center’s services includes: (FCFFHC, 2013) Prenatal Care Infant and Adolescent Care Adult and Geriatric Care Behavioral Health Breast Examinations Cervical Cancer Screening Skilled Home Health Service Prenatal Care (OB/GYN) EPSDT/ Immunizations Family Planning The health center offers many more services to the local community (FCFFHC, 2013). The population that FCFFHC provide medical care services to is 19,325 of rural and low-income people. The Health Center serve people of all ages from newborns to adults. Patients with insurance are require to present their insurance card before he or she receive services. Patients are expect to pay the co-payment or co-insurance. Patients without insurance at 100% of poverty level are require to pay a minimum of $30. Patients who pay for his or her services are require to pay, according to the sliding fee of $40, $50, or $60. The Health Centers’ sources of revenue are generated from: Fees-for-Service, Medicare, Medicaid, Private Insurance, and Grant Funds (FCFFHC, 2013). The newest facility was built in the spring, 2013. The center is in Yonges Island, South Carolina. This is a rural and remote area with mostly elderly people with little or no income. A health care facility existed where the new site is but had to be torn down because it needed severe repair. It is a one story brick building. The clinic has a patient registration that is adjacent to the Medical Records department. The Admitting front desk consisted of two receptions who check in the patient to see his or her provider. The appointment clerk is next to the Front desk. The appointment receptionists are the people who schedules everyone appointment and cancel a no show appointment. The Pharmacy is behind the Front desk personnel. The pharmacy provides the patients with low cost medicine based on a sliding fee. The nursing department and the physician’s office are behind the â€Å"DO NOT ENTER† sign. The health clinic have a total of seven adult examination room, and four pediatric rooms. The lab is behind the nursing station in the back of the facility. The medical center have a staff of 35 people. Building new health care centers in low income and rural areas will have a huge influence on families in the community. Getting good quality health care services are essential to the everyday living. It would make the people in the community feel as if someone cares about him or her. When a community is left with nowhere to get any medical services, they tend to deal with whatever health issues he or she may have. Not possessing access to medical care can sometimes lead to terminal illness and maybe death. Families would be able get the medical services that he or she needed for his or her family. References Franklin C. Fetter Family Health Care Center, Inc.: Home Retrieved from http://www.fcfetter.com Schilder, D. (2013). Strategic Planning Process; Steps in Developing Strategic Planning. Retrieved from http://www.hfrp.org/publications-resources/browse-our-publications/strategic-planning-proc..

Long hair Essay

Loud, obnoxious, rebellious, out of control, and up to no good†¦ these are just a few of a wide number of stereotypes that are attributed to American teenagers. What is it about teenagers that make the rest of society seem to turn against them? I believe that there are many misconceptions about teenagers. Many people in different generations sincerely believe that all teenagers are up to no good, and are guaranteed trouble no matter where they are. Loud, obnoxious, rebellious, out of control, and up to no good†¦ these are just a few of a wide number of stereotypes that are attributed to American teenagers. What is it about teenagers that make the rest of society seem to turn against them? I believe that there are many misconceptions about teenagers. Many people in different generations sincerely believe that all teenagers are up to no good, and are guaranteed trouble no matter where they are. I am not arguing that teenagers like that don’t exist, because there are plenty of them out there, but it bothers me that one type of teenager has been able to spoil the image of all other teenagers. Personally I think that these stereotypes apply more to me because I am a male. In addition to being a male teenager, I also have noticed that people think negatively of me because I wear a longer hair style than what is typically expected in society. Some people grow long hair to show rebellion, or to be unique, but I wouldn’t classify myself into either of those categories, I simply enjoy having it more than short hair. But because of that, many members of society link certain stereotypes of male teenagers to me because I show long hair. I could be considered many different things including: rebellious, troubled, angry, arrogant, or any other sort of stereotype out there. How could anyone possibly claim to know all of these false accusations simply based on my age, and my gender? At times it can be bothersome when people take certain precautions around teenagers, because they believe that we are all reckless, and dangerous. Parents will cross to the opposite side of the street with their kids, people clear sidewalks when walking, other drivers tense up on the road, and all while this is happening, other people will keep one eye carefully watching, just to make sure that all of the rotten teenagers don’t do anything dangerous. I sometimes think that people see me and other teenagers as giant, shiny explosives that are about to detonate, so everyone else needs to distance themselves as much and as quickly as possible. Just because a teenager happens to be walking around outside, that should in no way trigger a response where people feel that it isn’t safe to be near teenagers. Although it does bother me, I can also see a point of view where I would do the same thing. If I saw someone outside that looked a little bit off-beat to me, I would most likely go a different path as well. However, that raises the question, why does society take in all of these stereotypes and live all of their lives believing false statements? All of it is ridiculous I believe. Anyone that knows me will be able to explain that I am the exact opposite of a stereotypical teenager, so no one should need to take precautions if they see me out somewhere. A stereotypical teenager would most likely be thought of being connected to alcohol, tobacco, and drugs in some way, shape, or form; I on the other hand do not do any of those things, and am strongly against them. Because I do not consider myself anywhere close to a stereotypical teenager, it does bother me when people mistake me for doing those types of activities. All of these common stereotypes don’t do any good for the people who actually work hard, and try to do something with their lives. For many people, stereotyping does more than just become a bothersome hassle. For a handful of teenagers, the effect of stereotyping makes them feel pressured into behaving like a stereotypical teenager. For example, some people do drugs and alcohol because they are expected to by society’s stereotypes, so someone may think, â€Å"Oh, I am a teenager now, I guess because other people are drinking then I have to as well. † I don’t even see peer pressure as that much of an issue here, people tend to start drinking or doing drugs voluntarily; more often than not, there isn’t peer pressure that is forcing them into doing something. And that creates an entire roundabout of madness. To simplify this; many people start acting like stereotypical teenagers, because they feel that they need to in order to be a â€Å"normal† teenager. But that in turn makes society cast out teenagers, when it is actually those same members of society who created these stereotypes for teenagers to follow. In reality, there are several statistics that illustrate a decline in teenage drug abuse, alcoholism, and teenage pregnancy, yet stereotypes still exist (Poole). Are all teenagers loud, obnoxious, rebellious, out of control, and up to no good? Obviously not, there is no way that every single teenager in the world could fit that description. And yet, society still labels every teenager in the world by a description very similar to that. The few teenagers that live a life similar to that have managed to destroy the image of every teenager that happens to be a good kid. It seems that hardworking, determined, and honest teenagers don’t have a place in the world anymore. They are out there, and ready to be noticed, but the rest of society has chosen to view them in the same manner as the bad crowds that exist in the teenage population. Quite strange, that the model teenager that is acceptable in society is not taken seriously. Why does society view superior teenagers that way? It is not only teenagers; it is everybody in the world. No person will ever be right in prejudicing someone, no matter who they are.

Training and Development Project / Reserch Report

Chapter 1 Introduction 1. 0 Introduction The chapter describes the research topic, background of the study, research problem, research objectives, research methodology, and importance of the study, limitations and chapter outlines. 1. 1 Research topic Training and development Training and Development is a vital function of Human Resource Management. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training and Development plays a crucial role in the organization. 1. 2 background of the study This section will display important of the study and background of the study. Definition: â€Å"Training and Development is a formal process of changing employee behavi or and motivation in the way that will enhance employee job performance and then organizational overall performance. Thus T&D improves employee’s capabilities in a way that will make him perform well in current job. The skills, abilities and attitudes obtained from T&D make a better demand for the employee in the job market. In organizational environment there are service oriented organizations such as banks, hospitals, educational institutes and production oriented organizations such as garment factories, motor vehicle companies†¦ etc. Usually both kinds of these organizations are using same methods to give sufficient training for their employees.And also most organizations are using common procedures in the training process. This may sometimes become a success while sometimes does not appear as a really efficient way to give a proper training to the employees in the organization. In this research, I have considered about clearly identifying the difference between the s ervice oriented training methods and production oriented training methods. These two training methods differentiate from each other by the specific characteristics that are unique to each of these training methods.My research issue is arising within this environment. So in this project I’m expecting to find out the most suitable training methods based on the nature of the organization (service oriented or production oriented). And also I’m going to find out that is there any other modifications that should be used in traditional training process in selected organizations. 1. 3 Research problem The specific problem addressed in this study is to identify the most suitable training and development methods for production oriented and service oriented organizations.The employee training and development programs and necessary to improve employee’s morale as well as encourage the workers to perform their jobs in a proper way. So with that purpose organizations should c hoose most suitable training and development methods considering about their nature of functions. Some training methods may not suitable for service oriented organizations and some methods may not suitable for production oriented organizations. The research design is used for this study was the descriptive survey research design, to determinate proper training for both production and servile oriented organizations. . 4 Objectives of the study In this project I expect to achieve these objectives through a pre designed methodology. These objectives are aimed at finding a reasonable solution for the research issue. * Identifying the training methods using currently in service oriented organizations and production oriented organizations. * Identifying the relationship between training methods and performance improvement of the employees in the organization. * Identifying the necessary modifications for the training process and finding out most suitable training methods for service orien ted and production oriented organizations. Directing employees to follow pre identified training methods in the purpose of enhancing employee productivity. 1. 5 Methodology To achieve these objectives there should be a pre planned methodology. In this sector I’m going to describe that methodology which consist the following steps. * Selecting Organizations * Selection of samples * Data collection * Analyzing and presenting data 1. 5. 1 Selecting an organization – organizations are selected on both production oriented and service oriented basis. A brief description about the organizations which have been selected for this research appears below:Production Oriented organization – Dong Young Company This is a rice mill manufacturing company located in Kurunegala area. This is a small scale organization. Mother company of this firm is located in South Korea. Importing Single Phase rise mills, assembling them and distributing and selling them island wide are the majo r operations of this company. Currently more than 30 employees are working in this company. Service oriented organization – Sampath Bank PLC This is one of the most reputed commercial banks in private sector of Sri Lanka.There are more than 200 branches in island wide and more than 2000 work force. But for this project I have selected a sample of more than 25 people from 4 branches in area 7 located in western province due to the difficulties in collecting data in a large sample. 1. 5. 2 Selection of samples Dong Young Company – Total population = all the permanent employees working in Dong Young company (more than 30) Sample size = Number of people who given the questioner (at least 20 people) Sampath bank PLC – Total population = all the permanent employees working in Sampath bank (more than 2000)Sample size = Number of people who given the questioner (at least 20 people from Minuwangoda, Gampaha ,Ja ela , Mirigama branches ) These samples will include all the operational level staff including staff assistant, executive officers, branch managers, assistant managers, labors, technicians in both organizations. 1. 5. 3 Data collection The relevant data for the purpose of study were collected through the both primary and secondary sources. 1. 5. 3. 1 Primary data: The research was used following methods for collecting the data. In this research primary data were collected through the questionnaire.To collect the relevant data questionnaire was designed as follows. Questionnaires are the most common data collection method for any research. In this research, survey questionnaires have been formulated by consisting 18 questions and it has been categorized in to tow sections as follows * Seven questions for personal characteristics * Eleven questions for employee training and development related data. Section One- Personal Profile The personal characteristics of employees are requested in the first section of the questionnaire and it is included five question items, they are 1. Age 2.Gender 3. Civil Status 4. Education Level 5. Designation In this section, it was given the range of answers and respondents were requested to mark the relevant cage that was extremely matched with their personal characteristics. Responses from the questionnaire were analyzed to form of the study’s sample Section two in this section question designedwith the pupose of gatherin data related to training methods of both organizations. 1. 5. 3. 2 Secondary data Following sources use for research as secondary data. 1. Using Bank of Ceylon annual report, central bank report and other magazines 2.News papers 3. Using internet 4. Using various books that related to the topic 1. 5. 4 Data presentation and analysis Presenting of data- following methods use for presenting the data. * Figures- Figure is one of data present method in this research. It was used this method to present the collected analyzed data, because this method is very simple and easy to understand * Tables- Table is other method for presentation of analyzed data. It also easy to understand and very simple method in this research. There columns, under relevant data column, number of employees and percentage columns. Chart- Chart is most popular method for presenting the data. In this study it was used bar charts & Pie charts to present the data illustrated by relevant table. 1. 6 Importance of the study As Schuler& Youngblood, 1996 the need of training and development is determined by the employee’s performance deficiency and it is computed as follows. T & D need = Standard Performance – Actual Performance So from this definition we can understand that the T & D has a very strong relationship with the performance of the employees.With the achieving above mentioned objectives I believe this kind of befits can get to the organization. * Most important thing is can have a clear idea about what different kind of training methods is suitable for ser vice oriented organizations and production oriented organizations. * So both kind of organizations can direct their employees to get training more effectively * If any kind of modification needs is discovered in training process using currently on this organizations, they can change the process and move in to a better training method. So the both kind of organizations an give most suitable training to their employees to the point and enhance their job related knowledge. By giving a good training employees can have following benefits. * Increase the quality of products * Increase the productivity * Reducing unnecessary wastage * Improve employee’s moral & motivation. * Create a better demand on employees in the job market by having proper T & D * Increase efficiency and effectiveness * Employees can have more self confidence and reduce the degree of supervision * Increase salaries, promotion opportunities, rewards and job security.When all of the above mentioned matters are co nsidered T & D is advantageous for the organization as well as individual employees. 1. 7 Limitations * The research exercise will be conduct in a limited duration. Hence a detailed study could not be made * The sample of selected employees is limited only to kurunegala and western province. * The finding conclusions are based on the knowledge and experience of the respondents, sometimes may subject bias. * Primary data is collected only through a questioner. The production oriented organization is a small scale organization when considering with the service oriented organization. CHAPTER 2 Literature review 2. 0 Introduction The chapter describes the review of the literature, concerned the concept of training and development with relevant theories, definitions, concept and models. 2. 1 Human Resource Management Introduction to HRM Every organization irrespective of its nature and size has four resources namely men, material, and machinery. Of this men I. e. , people are the most vi tal resources and they only make all the differences in an organization.In this connection L. F. Urwick says that â€Å"Business houses are made? Broken in the long –run note by the markets or capital, patents, or equipments, but by men†. Peter F. ducker says that, â€Å"man, of all the resources available to name can grow and develop†. This gives geneses to the concept of HRM, the sub –system. HR is the central sub-system of an organization. As the central sub- system, it controls the functions of each sub –system and the whole organization. Concept Human resource management is concerned with the human beings in an organization.It reflects a now philosophy, a new outlook, approach and strategy, which views an organization’s manpower as its resources and assets. Human resource management is a managerial function which facilitates the effective utilization of people (manpower) in achieving the organizational and individual goals. Simply, HRM is a management function that helps the managers to recruit, select, train and develop the organizational members for the purpose of achieving the stated organizational goals. Definition HRM is defined as follows, â€Å"The part of management which is concerned with the people at work and with their relationship within an enterprise.It aims to bring together and develop into and effective organization of the men and women who make up an enterprise and having regard for the well-being of the individuals and of working groups, to enable them to make their best contribution to its success† -National institute of personnel management, India. â€Å"Human resource management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employers†. -Milkovich l boudreau.So finally we can say HRM is the efficient and effective utilization of human resources t o achieve goals of an organization. There is a series of functions to be followed order to accomplish the goals and the objectives of the HRM. This series of functions includes: * Human resource planning * Recruitment, selection, and placement * Orientation, training and development * Job analysis and design * Role analysis and role development * Career planning and communication * Performance appraisal * Human relation * Safety and health * Wage and salary administration * Compensation and reward * Grievance handling Quality of work life and employee welfare * Organizational change and development * Industrial relation From this series of functions training and development takes most important place and it is defined as the HRM function that formally and systematically provides new learning to increase employee’s capabilities so as to increase their current job performance and future job performance as well. Training and Development is a vital function of Human Resource Mana gement. Training and Development act as the core factor which deals with maintaining and improving efficiency and effectiveness of the human resources at work in the organization.It is concerned with enhancing individual employee job performances as well as collective / group performances. Thus it will assist ultimately to improve organizational performances. Therefore it is clear that Training and Development plays a crucial role in the organization. 2. 2 Training and development Definition Training and development is a formal process of changing employee behavior and motivation in the way that will enhance employee job performance and then ornisatonal overall performance.Employee Training is distinct from management or Executive Development. While the former refers, training is given to employees in areas of operations, techniques and allied areas, while the latter refers to developing an employee in areas of important techniques of the Management Administration, Organization and allied areas. Training means to continuously nurture the employees or workers towards better performance in a systematic way. This can be either at the work spot or at the workshops. This is mainly to improve the technical skills of the employees or workers.Development means bringing out the actual potentialities and thus willing to high motivation and commitment standards towards work. This will be generally with regard to improvement in the behavioral skills. Training and development will increase employee job related abilities through the following three primary ways. * By imparting job related knowledge. * By creating job related skills. * By generating positive attitudes for proper organizational functioning. In the HRM literature clear distinctions about knowledge and skills are hardly available.But following definitions can found bout above terms and they will help to get an idea about these three factors. Know means ‘to learn or to have information about something† and knowledge means ‘what is known†. * English business dictionary (1986) â€Å"Skills is the ability to do something because of training† * Dictionary of personal management, 1988 So knowledge is for having information and understanding that information. Skills are for doing and applying the obtained knowledge. And also the terms education and training are highly interrelated.But there are some differences among these terms. We can make a distinction among training, education and development. Such distinction enables us to acquire a better perspective about the meaning of the terms. Training- Refers to the process of imparting specific skills Development- refers to the learning opportunities designed to help  employees grow Education – is theoretical learning in classroom Though training and education differ in nature and orientation, they are complementary. An employee for example who undergoes training is presumed to have had some formal education.F urthermore, no training programme is complete without an element of education. In fact the distinction between training and education is getting increasingly blurred nowadays. As more and more employees are called upon to exercise judgments and to choose alternative solutions to the job problems, training programmes seek to broaden and develop the individual through education. For instance, employees in well-paid jobs and/or employees in the service industry may be required to make independent decision regarding their work and their relationship with their clients.Hence,  organization  must  consider  elements  of  both education and   training while planning their training programmes. Development  refers  to  those  learning  opportunities  designed  to  help  employees  grow. Development  is  not  primarily  skill-oriented. Instead it provides general knowledge and attitudes will be helpful for employees in higher positions. Efforts toward s development often depend on personal drive and ambition. Development activities, such as those supplied   by management developmental  programs, are generally voluntary. 2. 3 Purpose of the training and developmentThe fundamental aim of the training is to help the organization achieve its purpose by adding value to its key recourse – people- employees. In here it is defined like this, â€Å"Training helps the organization, the individual, and the human relations of the work group. â€Å" * Werther and Davis , 1989 – As this definition training means investing in the people to enable them to perform better and to empower them to make the best use of their natural abilities. And that investment pays dividend to employee, organization and other employees. Importance of Training and Development Optimum Utilization of Human Resources – Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. †¢ Development of Human Resources – Training and Development helps to provide an opportunity and broad structure for the development of human resources’ technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. †¢ Development of skills of employees – Training and Development helps in increasing the job knowledge and skills of employees at each level.It helps to expand the horizons of human intellect and an overall personality of the employees †¢ Productivity – Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal †¢ Team spirit – Training and Development helps in inculcating the sense of team work,team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. †¢ Organization Culture – Training and Development helps to develop and improve the organizational health culture and effectiveness.It helps in creating the learning culture within the organization. †¢ Organization Climate – Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. †¢ Quality – Training and Development helps in improving upon the quality of work and work-life. †¢ Healthy work-environment – Training and Development helps in creating the healthy working environment. It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety – Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. †¢ Morale – Training and Development helps in improving the morale of the work force. †¢ Image – Training a nd Development helps in creating a better corporate image. †¢ Profitability – Training and Development leads to improved profitability and more positive attitudes towards profit orientation. †¢ Training and Development aids in organizational development i. e. Organization gets more effective decision making and problem solving.It helps in understanding and carrying out organizational policies. †¢ Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. 2. 3 Climate for Training With all these things organization must have a climate or suitable environment for deliver a successful training programme. so to create a necessary environment, fulfill the following requirements may helpful. * Incentives that encourage employees to participate. * Managers who make it easy for employees to attend T& D programs. Employees who encourage each other. * Rewar ds for the use of new competencies. * No hidden punishments for participating. * Rewards for managers who are effective trainers With this kind of proper environment, an organization can develop and implement an effective training and development program. There are short term and long term effects for both employees and organization. 2. 4 Effects of training and development 2. 4. 1 Short-term effects * Reactions to T & D activity * Learning * Changes in behavior & attitudes * Performans on a task 2. 4. 2 Long-Term effects – For the organization Improved productivity * Lower cost * Improved customer services * Pool of competent global leaders * Improved retention rates * Applicant pool increases 2. 4. 3 Long-term effects – For the Employees. * Greater self confidence * Increased job satisfaction * Career advancement * Employability * Ability to resist unethical influence 2. 5 Principles of the training The principles, which have been evolved, can be followed as guidelin es to trainees. Clear objectives about the Training Program are: * Training policy for designing and implementing the training programme. Acquisition of knowledge and new skills through motivation. * Reinforcement to trainees by means of awards and punishments. * Organized material should be properly prepared and provided to the trainees. * Learning periods has to be fixed as it takes time to learn. * Preparing he instructor who is both good at subject and job. * Feedback regarding the performance of the trainees in the jobs. * Practicing the skills taught by the trainee. * Appropriate techniques related to the needs and objectives of the organization. 2. 6 Roles and responsibilities in Training and DevelopmentIn the subject of training and development, there are many roles in an organization hierarchy contributes up to various limits. And also they have deferent responsibilities relevant to T & D 2. 6. 1 Line managers * Cooperate with HR professionals in identifying the implication s of business plans for T & D * Work with the employees to determine their individual training and development needs. * Participate on the delivery of T & D programs. * Support employees participation in T & d opportunities and reinforce the transfer of newly learned behaviors to the job. Do much of the on-the-job socialization and training. * Participate in efforts to assess the effectiveness of T & D activities. 2. 6. 2 HR Professionals * Identify training and development needs in cooperation with the line managers. * Assist employees in identifying their individual T & D needs * Communication with employees regarding training and development opportunities and the consequences of participating in them. * Develop and administer T & D activities. * Train the line managers and employees in how to socialize; train and develop employees. * Evaluate the effectiveness of the training. 2. . 3 Employees * Seek to understand the objectives of training and development opportunities and accep t responsibility for lifelong learning. * Identify own T & D needs with HR Professionals and line managers. * Consider employment opportunities that will contribute to your own personal development opportunities. * Assist with the socialization, training, and development of co-workers. 2. 7 Systematic training and Training process A System is a combination of things or parts that must work together to perform a particular function. An organization is a system and training is a sub system of the organization.The System Approach views training as a sub system of an organization. There is a formal order of doing the training. If isn’t, the trainee will have to learn everything in his own, he will take long period to perform as organizations expectations. But if he has a opportunity to get a well designed training , it will be easy to learn how to perform well in the organization. So through a systematic training process trainee will learn appropriate methods of doing the duties resulting in achieving organizations’ goals. In here the steps of systematic training process is listed 1.Identify training needs 2. Prioritize training needs 3. Establish training objectives 4. Determine training evaluation criteria 5. Make other related training decisions 6. Implementation 7. Evaluation the success of training 2. 7. 1 Identifying training needs. Training activities must be related to the specific needs of the organization and the individual employees. A Training Program should be launched only after the training needs are assessed clearly and specifically. The effectiveness of a Training Program can be judged only with the help of training needs identified in advance.In order to identify the training needs, a gap between the existing and required levels of knowledge, skills, performance and aptitudes should be specific. The problem areas that can be resolved through training should also be identified. Without training need identifying any kind of training e ffort may not be done. In training process tow major errors are possible. One is training for a wrong training need. In this cause because of the wrong identification of training needs of the employees of the organization, a real training program may implement but for worthless training need. Second major error is training owing to wrong performance diagnosis. There must be genuine need of training. Generally training need is arise when there is a gap between expected job performance level and actual job performance level. But we cannot say the gap is created only because of the need of training, but there will many factors influence that job performance level. When considering about identifying training needs there are three types of analysis, organization analysis, and job needs analysis, person needs analysis.Organizational needs analysis Organizational needs analysis refers to identifying training needs in the organizational level. It can define like this, â€Å"organizational needs analysis tries to answer the question of where the training emphasis should be placed in the organization and what factors may affect the training† -Bernardin and Russell- In the organizational level there are three factors affecting to decide organizational needs. They are Human recourse analysis, climate indexes and efficiency indexes.Human recourse analysis conceder translating strategic plans, demand for products, customer requirements etc. The climate indexes are acting as indicators of the quality of the working life of the organization. They includes employee turnover, absenteeism , grievances , productivity etc. efficiency indexes are measures or indicators of the current efficiency of work groups and the organization. They includes cost of labour, wastage, gap between input and output, late delivers etc. Job needs analysis The specific content of present or anticipated jobs is examined through job analysis.For existing jobs, information on the tasks to be perfor med (contained in job descriptions), the skills necessary to perform those tasks (drawn from job qualifications), and the minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful. The process of collecting information for use in developing training programs is often referred to as job needs analysis. In this situation, the analysis method used should include questions specifically designed to assess the competencies needed to perform the job.Job needs analysis can be defined as below † Job needs analysis tries to answer the question of what would be taught in training so that the trainee can perform the job satisfactory. â€Å" – Bernardin and Russell- By finding answers for these three questions below mentioned, may give a clear idea of job need analysis. What are the tasks, duties and responsibilities of the job? What types of abilities, qualificati ons and experience are needed to perform the job? What are the minimum acceptable performance standards? So deretmined training needs by job analysis can be used to train employees.Person need analysis After information about the job has been collected, the analysis shifts to the person. A person needs analysis identifies gaps between a person's current capabilities and those identified as necessary or desirable. Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill.The first method is based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The second method, on the other hand, can be used to identify development needs for future jobs. Person ne ed analysis can be defined as below, â€Å"Person need analysis tries to answer the question of who needs the training in the firm and specific types of training needs. † – Bernardin and Russell- 2. 7. 2 Prioritize training needs Identifying training needs is possible but identifying or prioritize training needs is difficult.And also meeting all kind of training needs with training programs is difficult due to many reasons. Main reasons are limited recourses especially financial recourses and limited time. Any kind of organization cannot spend too much for training as investment than their day to day functions. And also if there available financial support, finding enough time is also difficult. Here are some factors influence prioritizing training needs, 1. Time to be spent 2. Budget essential for training 3. Desires of top management 4. Possibility of measuring the results of the training 5.Trade union influence 6. Competencies and interests of the trainers Consideri ng these factors the need of special process or technique to prioritize training needs is arise. So there is a special technique can be used to prioritize training needs. It is called Nominal Group Technique. Nominal Group Technique Nominal Group Technique (NGT) is designed to encourage every member of a group to contribute, and prevents the more vocal group members from dominating the discussion. Simply we can say, NGT method is group method that drawing out ideas from people on a specific topic.NGT facilitates discussion, stimulates creative contributions, increases group productivity, uncovers divergent viewpoints, and leaves group members feeling satisfied that they have contributed and that their voices have been heard. NGT is especially effective when difficult decisions must be made with input from every person, and when discussion has become heated and/or when group members are attempting to influence other members of the group. NGT requires a facilitator. A step-by-step pro cess to implement NGT follows. If the group is small (15 or fewer members), the steps can be accomplished working as a hole. If the group is large (more than 15 or so), you may find it easier to organize members into groups of six or eight and let these small groups work together. In step 3, for example, each table would take a turn contributing an idea. So it can be used in second step in systematic training process like prioritizing training methods. From the viewpoint of Human Recourse Management NGT can defined as technique that uses a group of seven to fifteen people who are competent for the purpose do identifying training needs of the organization. Nominal Group Technique process 1.Generating Ideas: The moderator presents the question or problem to the group in written form and reads the question to the group. The moderator directs everyone to write ideas in brief phrases or statements and to work silently and independently. Each person silently generates ideas and writes the m down. 2. Recording Ideas: Group members engage in a round-robin feedback session to concisely record each idea (without debate at this point). The moderator writes an idea from a group member on a flip chart that is visible to the entire group, and proceeds to ask for another idea from the next group member, and so on.There is no need to repeat ideas; however, if group members believe that an idea provides a different emphasis or variation, feel free to include it. Proceed until all members’ ideas have been documented. 3. Discussing Ideas: Each recorded idea is then discussed to determine clarity and importance. For each idea, the moderator asks, â€Å"Are there any questions or comments group members would like to make about the item? † This step provides an opportunity for members to express their understanding of the logic and the relative importance of the item.The creator of the idea need not feel obliged to clarify or explain the item; any member of the group c an play that role. 4. Voting on Ideas: Individuals vote privately to prioritize the ideas. The votes are tallied to identify the ideas that are rated highest by the group as a whole. The moderator establishes what criteria are used to prioritize the ideas. To start, each group member selects the five most important items from the group list and writes one idea on each index card. Next, each member ranks the five ideas selected, with the most important receiving a rank of 5, and the least important receiving a rank of 1.After members rank their responses in order of priority, the moderator creates a tally sheet on the flip chart with numbers down the left-hand side of the chart, which correspond to the ideas from the round-robin. The moderator collects all the cards from the participants and asks one group member to read the idea number and number of points allocated to each one, while the moderator records and then adds the scores on the tally sheet. The ideas that are the most high ly rated by the group are the most favored group actions or ideas in response to the question posed by the moderator. Advantages of NGT Generates a greater number of ideas than traditional group discussions. * Balances the influence of individuals by limiting the power of opinion makers (particularly Advantageous for use with teenagers, where peer leaders may have an exaggerated effect over group decisions, or in meetings of collaborative, where established leaders tend to dominate the discussion). * Diminishes competition and pressure to conform, based on status within the group. * Encourages participants to confront issues through constructive problem solving. * Allows the group to prioritize ideas democratically. Typically provides a greater sense of closure than can be obtained through group discussion. Disadvantages of NGT * Requires preparation. * Is regimented and lends itself only to a single-purpose, single-topic meeting. * Minimizes discussion, and thus does not allow for the full development of ideas, and therefore can be a less stimulating group process than other techniques. According to the ranking of training needs, organization or the authorities can select most important training needs for their organization and deliver the rest steps of systematic training process. 2. 7. 3 Establish Training Objectives. Objectives can be defined as ‘criterion behavior’, i. e. the standards or changes of behavior on the job to be achieved if training is to be regarded as successful. This should be definition of what the trainee will be able to do when he or she goes back to work on completing the course: in other words, terminal behavior. Transfer of training is what counts: behavior on the job is what matters. † -Armstrong (1992 p. 433)- Objectives are established based on training needs, in other words after completing training program there should no lack of training or performance in relevant field.Establishing objectives in time related is very important. And also success of the program can be measured by checking whether pre established objectives are completed or not. There are several proposes of establishing training objectives. 1. When a trainer deciding contents of the training program the objectives are very much helpful. 2. Objectives are essential for formulate criteria and standards in order to measure success of the training program 3. By noticing objectives of training program , participants will know what’s going to be happen 4.Establishing training objectives related to organizational goals may helpful to achieve them 2. 7. 4 Determine Training evaluation Criteria Training evaluation refers to the process of collecting the outcomes needed to determine if training is effective. Training evaluation criteria provides the data needed to demonstrate that training does provide benefits to the company. There are two types of evaluating training program, Formative evaluation – evaluation conduc ted to improve the training process * Helps to ensure that: the training program is well organized and runs smoothly * trainees learn and are satisfied with the program * Provides information about how to make the program better Summative evaluation – evaluation conducted to determine the extent to which trainees have changed as a result of participating in the training program * May also measure the return on investment (ROI) that the company receives from the training program Why Should A Training Program Be Evaluated? * To identify the program’s strengths and weaknesses To assess whether content, organization, and administration of the program contribute to learning and the use of training content on the job * To identify which trainees benefited most or least from the program * To gather data to assist in marketing training programs * To determine the financial benefits and costs of the programs * To compare the costs and benefits of training versus non-training in vestments * To compare the costs and benefits of different training programs to choose 2. 7. 5 Make other related decisions 2. 7. 4. 1 Training contentsTraining contents refers to all the things trainees going to learn in training program. Training contents are decided after the analyzing of training needs and training objectives. In training contents there are 3 parts regarding any kind of training objective or training need. They are Knowledge, Attitude and Skills. E. g. : Training objective – After the training program accidents and health issues in the organization should minimize by 15%. Training contents – The participants should gather knowledge about what are the accidents and health issues, how to revent them, how to identify them before arise, what are the steps to be followed if an occupational accident happen and basic first aid knowledge. Attitudes – attitudes refers to believing positively, feeling positively and tending to behave positively about the knowledge gathered by the training program. Skills – Skills are ability to do things that learned by the training program, in this cause skills related to first aid and preventing occupational accidents is important. 2. 7. 4. 2 Trainers When we choosing trainers to the training program there are some factors should be consider about them.Their educational background, their knowledge about relevant subject, previous experience in training and skills in delivering a effective training program. Managers, supervisors or peers (senior) can utilize in-house training programs. Because they are already know about organization and its culture. Training specialists or consultants or university professors, tutors can be utilized to in-house but off the job training. And also when we selecting lecturers should careful that they are able to train educated people and non educated employees like drivers, technicians at the same time.Because when the university lecturer delivers the trai ning program , non educated people may not affected by the program because the their education level not sufficient for understand the important thing in the training program. 2. 7. 4. 3 Training methods The most suitable training method should select considering training objectives and training contents. Not only the objectives and contents, but also should consider about training budget, availability of trainers, number of trainees availability of time and other relevant factors. Sometimes more than one method have to be used when consider about these kind of factors. . 7. 4. 4Training budget This refers to hoe much can spend to this kind of training program. Normally organizations are allocating funds for their training and development activities from their annual budget. Allowances to the trainers, expenses to meals and refreshments, rental and travelling fees, expenses on training materials are some expenditures that taking place in a training program. If the training program e ffective for the employees and their knowledge, attitudes and skills are developed as expected ROI will be high. 2. 7. 4. 5 Training timeIn a proper training program specific time table or time schedule must prepared. When preparing a time table training programmers should consider about availability of trainers, holidays, availability of trainees. If the training program is held in outside the organization, organizers should care about availability of lecture hall and other facilities. In time table it is necessary to mention about starting time, ending time, intervals, and how many days training will continue. And also organizers are responsible for continue training program as time table.When the program is running as the time table it will motivate participants at the same time trainers also will satisfy with the program and will give maximum output for trainees. 2. 7. 4. 6 Training place Training place refers to where the training to be conducted. There are three kinds of place s to held training program. When conducting on-the-job training the training place will be office room or site, other employees also working. And when a training program conducting in the organization premises but not in the working site or office room , can be identified as second method. Third one is off-the-site.That means the training program will be conduct in a lecture hall, university or conference hall. Some organizations have their own lecture halls for training programs. 2. 7. 4. 7 Meals and refreshments This is a most important factor that influences a success of a training program. Sometimes organizers may ask from participants supply meals for themselves. In addition a some payment can be done to get meals. But commonly organization is provides meals and refreshments to the participants. If financial ability is not sufficient to provide meals for everyone, organizers can provide meals for trainers.. . 7. 6 Implementation In this step the pre planned training program wil l implement. All kind of dictions taken in above steps will be taken in to action under this step. When a training program implementing it should supervise by organizers whether the program is running as the schedule. Before implementation of the training program trainees should evaluate. It will be making easy to evaluate trainees and measuring what kind of knowledge gathered by trainees after the training program. 2. 7. 7 Evaluate the success of training Training evaluation defined as, Any attempt to obtain information (feedback) on the effects of a training program, and to assess the value of the training in the light of that information. ’ Evaluation leads to control, which means deciding whether or not the training was worthwhile (preferably in cost/benefit terms) and what improvements are required to make it even more cost-effective. † – Hamblin (1974)- Evaluation is an integral feature of learning activities. In its crudest form, it is the Comparison of ob jectives (criterion behavior) with outcomes (terminal behavior) to answer the question of how far the event has achieved its purpose.The setting of objectives and the establishment of methods of measuring results are, or should be, an essential part of the planning stage of any learning and development program. Levels of evaluation 1st level – Reaction At this level, evaluation measures how those who participated in the training have reacted to it. In a sense, it is a measure of immediate customer satisfaction. * Determine what you want to find out. * Design a form that will quantify reactions. * Encourage written comments and suggestions. * Get 100 present immediate responses. 2nd Level – Evaluating learningThis level obtains information on the extent to which learning objectives have been attained. It will aim to find how much knowledge was acquired, what skills were developed or improved, and the extent to which attitudes have changed in the desired direction. So fa r as possible, the evaluation of learning should involve the use of tests before and after the program – paper and pencil, oral or performance tests. 3rd Level – Evaluating behavior This level evaluates the extent to which behavior has changed as required when people attending the program have returned to their jobs.The question to be answered is the extent to which knowledge, skills and attitudes have been transferred from the classroom to the workplace. Ideally, the evaluation should take place both before and after the training. Time should be allowed for the change in behavior to take place. The evaluation needs to assess the extent to which specific learning objectives relating to changes in behavior and the application of knowledge and skills have been achieved. 4th Level – Evaluating resultsThis is the ultimate level of evaluation and provides the basis for assessing the benefits of the training against its costs. The objective is to determine the added v alue of learning and development programs – how they contribute to raising organizational performance significantly above its previous level. The evaluation has to be based on ‘before and after’ measures and has to determine the extent to which the fundamental objectives of the training have been achieved in areas such as increasing sales, raising productivity, reducing accidents or increasing customer satisfaction. . 8 Issues on Training and Development When an organization tries to deliver a training program there are many kind of issues that influence the training program. Trainers and organizers are often forced to deal with a wide variety of important issues that arise from inside of the organization and outside of the organization. * External environmental pressures influence training practices: * Legal issues related to training practices * Cross-cultural preparation * Diversity training * School-to-work programs * Hardcore-unemployed training programs Int ernal environment pressures which influence training practices * The need to train managerial talent * Training and development opportunities for all employees (regardless of their personal characteristics) * Use of the company’s compensation system to motivate employees to learn In here some of issues are described briefly. * Legal issues related to training practices There are some legal issues that can be arising during the training sessions. These legal issues can be due to external and internal influences. * Employee injury during a training activity Employees or others injured outside the training session * Breach of confidentiality or defamation * Reproducing and using copyrighted material in training classes without permission * Excluding women, minorities, and older Americans from training programs * Not ensuring equal treatment while in training * Requiring employees to attend training programs they find offensive * Revealing discriminatory information during a trai ning session * Not accommodating trainees with disabilities * Cross-cultural preparationTo successfully conduct business in the global market place, employees must understand the business practices and the cultural norms of different countries. So organization may had to sent their employees to foreign countries and let them gather knowledge about global market place and new trends in market. Cross-cultural preparation involves educating employees and their families who are to be sent to a foreign country. * Diversity training Diversity training refers to training designed to change employee attitudes about diversity and/or developing skills needed to work with a diverse work force.When talking about attitude, this will focus on increasing employees’ awareness of differences in cultural and ethnic backgrounds, physical characteristics, and personal characteristics that influence behavior toward others. The assumption is that by increasing their awareness of stereotypes and be liefs, employees will be able to avoid negative stereotypes. At the same time in behavioral changing it will focus on changing the organizational policies and individual behaviors that inhibit employees’ personal growth and productivity. One approach is to identify incidents that discourage employees from working up to their potential.Another approach is to teach managers and employees basic rules of behavior in the workplace. Here are some important characteristics related to Successful Diversity Efforts * Top management provides resources, personally intervenes, and publicly advocates diversity. * The program is structured. * Capitalizing on a diverse work force is defined as a business objective. * Capitalizing on a diverse work force is seen necessary to generate revenue and profits. * The program is evaluated * Manager involvement is mandatory. * The program is seen as a culture change, not a one-shot program. Managers and demographic groups are not blamed for problems. * Behaviors and skills needed to successfully interact with others are taught. * School-to-work programs Combine classroom experiences with work experiences to prepare high school students for employment. This is a common activity in most of high schools and universities in today. These training opportunities will a huge advantage to students. * Training and development opportunities for all employees In an organization, all employees have a right to participate relevant training and development programs.So if only selected employees only gets chance to participate training programs rest of other employees will take actions against training programs because the selected employees only gets high demand for their skills and knowledge than other workers. 2. 9 Training methods In practical usage there are many training methods available for organizations for the purpose of the training their employees. In this section some of training methods are briefly described. Mainly training metho ds can classified as on-the-job training and off –the-job training. In below there is a brief description on commonly using training methods. 2. 9. On the job training This is most popular job training method and it is also known as Job Instruction Training (JIT). Under this method, the individual is placed on a regular job and taught the skills necessary to perform the job. The trainee learns under the supervision and guidance of a qualified worker instructor. On-the-job training has advantage of giving firsthand knowledge and experience under actual working conditions. While the trainee learns how to perform the job, he is also a regulars worker rendering the serve for which his paid. The problem of transfer of the trainee is also minimized as the person learns on the job.The emphasis is placed on rendering the services in the effective manner rather than learning. This method is using commonly both service sector companies and production oriented companies because of follo wing advantages * Most simple and low cost method * Allowed to the trainee to be active * Allow trainee to repeat * Allow trainee to participate 2. 9. 2 Job rotation This trainee involves the movement of trainee form one job to another. The trainee receives job knowledge and gains experience from his supervisor or trainer in each of the different job assignments.Though this method of trainings common in training managers for general management position, trainees can also be rotated from hob to ob in workshop jobs. This method gives an opportunity to the trainee to understand the problems of employees of other jobs and respect them. 2. 9. 3 Coaching The trainee is placed under a particular supervisor functions as a coach in training the individual. The supervisor provides the feedback to the trainee on his performance and offers his some suggestions for improvement. Often the trainee shares some of the duties and responsibilities of the coach and relieves his of his burden.A limitati on of this method of training is that the trainee may not have the freedom or opportunity to ex press his own ideas. 2. 9. 4 Committee assignments Under the committee assignment, group of trainees are given an asked to solve an organizational problem. The trainee solves the problem jointly. It develops teamwork. 2. 9. 5 Cause study Is a written description of an actual situation in business which provokes, in the reader, the need to decide what is going on, what the situation really is or what the problems are, and what can and should be done.Taken from the actual experiences of organizations, these cases represent to describe, as accurately as possible, real problems that managers have faced. Trainee studies the cases to determine problems, analyses causes, develop alternativesolutions,  select  the  best  one,  and  implement  it. Case  study  can  provide  stimulatingdiscussions among participants as well as excellent opportunities for individuals to defend their analytical and  judgment  abilities. It appears to  be an  ideal method to  promote  decision-making abilities within the constraints of limited data. 2. 9. 6 Vestibule trainingUtilizes equipment which closely resembles the actual ones used on the  job. However, training takes place away from the work environment. A special area or a room is set aside from the main production area and is equipped with furnishings similar to those found in the actual production area. The trainee is thenpermittedto  learn  under  simulated  conditions,  without  disrupting  ongoing  operations. A  primaryadvantage of vestibule training it relieves the employee from the pressure of having to produce while learning. The emphasis is on learning skills required by the job.Of course, the cost of  duplicate facilities and a special trainer is an obvious disadvantage. The advantage of simulation is the opportunity to ‘create an environment' similar to real situat ions the manager incurs, but without the high costs involved should the actions prove undesirable. This method using mostly to train pilots in aircraft industry. in pilot training airlines use flight simulations for safety, learning efficiency, and cost savings, including savings on maintenance, pilot cost, fuel and cost of not having a aircraft in regular service.And also this method is using to train astronomers. It is huge advantage for trainers because there is no place to give training to astronomers in the world other then vestibule training. And also there are some disadvantages of this method, i) It is difficult to duplicate the pressures and realities of  actual  decision-making  none  the  job  and  (ii)  individuals  often  act  differently  in  real-lifesituations than they do in acting out a simulated exercise. 2. 9. 7 Role playing Generally focuses on emotional (mainly human relations) issues rather than actual ones.The essence of role playing is to create a realistic situation, as in case study, and then have the trainee assume the parts of specific personalities in the situation. For example, a male worker may assume the role of a female supervisor, and the supervisor may assume the role of a male worker. Then, both may be given a typical work situation and asked to responds they expect others to do. The consequences are a better understanding among individuals. Role playing helps promote interpersonal relation. Attitude change is another result of role  playing. Case study and role playing are used  in MDP s. 2. 9. Apprentice training Training is given to people who are new to the jobs which are craft jobs such as plumber, machinist, carpenter, printer, electrician and tool and die maker. This training is for new employees. It is designed to give employees an understanding of the rules and procedures they must follow in carrying this job in future. This type of training has high levels of participation, practice, relevance and transferability. Most suitable method for production oriented organizations. 2. 9. 9 Sensitivity training Sensitivity training uses small numbers of trainees, usually fewer than12 in a Group.They meet with a passive trainer and gain insight into their own and others'  behavior. Meeting have no agenda, are held away from workplaces, and questions deal with the ‘here and now' of the group process. Discussions focus on ‘why participants behave as they do, how they perceive one another, and the feelings and emotions generated in the interaction  process. Specific  results  soughtincludeincreased  ability  to  empathize  with  other,  improved  listening  skills,  greater  openness,increased  tolerance  of  individual  difference  and   increased  conflict-resolution  skills.The drawback of this method is that once the training is over, the participants are themselves again and they resort to their old habits. The obje ctives of sensitivity training are to provide the participants with increased awareness of their own behavior and how others perceive them-greater sensitivity to the behavior of others, and increased understanding of group’s process. 2. 9. 10 Programmed instruction This  is  a  method  where  training  is  offered  without  theintervention of a trainer. Information is provided to the trainee in blocks, either in a book of  thought a teaching machine.After reading each block of material, the learner must answer question about it. Feedback in the form of correct answers is provided after each response. Thus, programmed instruction (PI) involves: 1. Presenting  questions,  facts, or  problems to the  learner  2. Allowing  the  person  to  respond3. Providing feedback  on the  accuracy  of his or  her answers4. If the answers are correct, the learner proceeds to the next block. If not, he or she repeats the same. The main advantage of PI is that it is self-paced-trainees can progress through the program meet their own speed.Strong motivation is provided to the learner to repeat learning. Material is also structured and self-contained, offering much scope for practice. The disadvantages are not to be ignored. The scope for learning is less, compared to other  methods of training. Cost of preparing books, manuals and machinery is considerably high. 2. 9. 11 Skill builders A skill builder is an assignment or an exercise that aims at allowing the trainee to develop a certain skill or certain skills rather than his/ her knowledge. The learner is given the skill builder and is required to do it.Later trainer will gives a right feedback. 2. 9. 12 In-basket method The trainee is given a special box that includes a number of business papers such as memoranda, reports, letters, emails and telephone messages that would typically come across manager’s desk, and it required to act on the information contained in the se business papers. This training most suitable for managers and it more practical training that has realism, high participation, high relevance, high transference and built-in motivation. 2. 9. 13 Lecture methodLecture method is most frequently used method for training and development. Lectures are verbal presentations that deliver subject knowledge to participants by expert on relevant subject. To increase effectiveness of the method lectures can use presentations, hand outs and other extras. This method can use to a large number of participants in a one time. It is one of huge advantage of this method. And also cost per trainee is very low. This method can use both service oriented and production oriented organizations. 2. 9. 14 ConferenceIt is a method obtaining the clerical, professional and supervisory personnel. This method involves a group of people who pose ideas, examine a those facts, ideas and data, test assumptions and draw concussions, all of which contribute to the im provement of job performance. It is possible to classify the above discussed methods in training and development according to these bases. 1. On-the-job method An on-the-job method gives training to the trainee while he/ she is performing the duties of the job 2. Off-the-job method