The Asia Turmoil Essay Example For Students

The Asia Turmoil Essay The Asia turmoil begun in the middle of summer of 1997. The problem started in Thailand when Bath(known as Thaiscurencey) was geting weaker and weaker against US dollars. At that point, the rest of the world started to see that Thaiseconomy was starting to fall apart. Some pople predicted that the problem would not stay longer than a few months. However,it was wrong. As manner of fact, the problem spread amongs some of Asian Countries. Even the mighty Japan was effected bythis problem. United stated of America was also effected by this problem. That was a time that the US stock market was goingdown due to the fact that Many American cooporation invested in this some of Aisan countries. We will write a custom essay on The Asia Turmoil specifically for you for only $16.38 $13.9/page Order now Even today, the problem has not been fully recovered and who knows when. CauseThe main problem of the turmoil is the lack of management. Each countries has all similar problem. As we found out in ourresearch, we noticed that banking holds the main role and the key player to the turmoil. Many privates and Governmentbanking loaned too many credit for a big and similar project at the same time without checking the creditors solvency. Ofcourse among the creditor also, the money supposedly . And this is, of course, the second problem of the cause of the turmoil. Third, many creditors believe that their project will become successful without a proper preparation and planing. SolutionMalaysias National Economic Recovery Plan Causes of the Turmoil in the RegionIn todays world, large sums of money move across borders and provide more countries with access to international finance. The daily currency turnover in the foreign exchange market in 1995 is about US$1.2 trillion, compared with an average ofUS$190 billion a decade ago. The early 1990s saw the dramatic increase in the flows of private capital from the industrialcountries to the emerging countries. This was partly contributed by pension funds from the United States and Europe in searchfor higher returns overseas. The amount of private capital flowing into emerging markets was US$50 billion in 1990; the figurewas US$336 billion in 1996. With greater international capital flows, financial markets become more volatile as money movesacross borders with a mere keystroke of a computer. The unusual successful economic performance in the region attractedlarge inflows of foreign portfolio funds into the Asia Pacific region, which became a root cause for the currency crisis. Duringthe early to mid-1990s, China recorded growth rates between 9-14 per cent per annum, while Indonesia, Malaysia, andThailand experienced high annual growth rates that ranged between 7-12 per cent. Rapid growth rates were also recorded inSingapore, South Korea, and Taiwan. While there were sizeable current account deficits for some countries, especially for Malaysia and Thailand, these were theoutcome of the shortfalls of private savings to match private investment, not public sector dissaving. Foreign capital inflowsmade up for the shortfall in national savings to meet the very high national investment. While the net private inflows for Chinaand Vietnam were foreign, direct investment (FDI) dominated, short-term inflows were substantial for Indonesia, South Korea,Malaysia, and the Philippines. Thailand had a high level of short-term inflows of around 7-10 per cent of GDP. During1995-96, Malaysias short-term capital was 4-4.5 per cent of GDP, while its FDI was at 5 per cent of GDP. The decline in asset yields in the industrial economies prompted fund managers to invest into the Asian emerging assets, whichgave higher returns. The ASEAN countries suffered losses in competitiveness when the U.S. dollar, against which theircurrencies were closely linked, appreciated against the yen beginning in mid-1995. The rapid economic growth of theSoutheast Asian economies was accompanied by rapid credit growth to the private sector and asset price inflation, including inreal estate markets and in equity markets, rising the concern that their exchange rates were not sustainable. .ue38d529e8e96c85b2c57cbc10f361ecd , .ue38d529e8e96c85b2c57cbc10f361ecd .postImageUrl , .ue38d529e8e96c85b2c57cbc10f361ecd .centered-text-area { min-height: 80px; position: relative; } .ue38d529e8e96c85b2c57cbc10f361ecd , .ue38d529e8e96c85b2c57cbc10f361ecd:hover , .ue38d529e8e96c85b2c57cbc10f361ecd:visited , .ue38d529e8e96c85b2c57cbc10f361ecd:active { border:0!important; } .ue38d529e8e96c85b2c57cbc10f361ecd .clearfix:after { content: ""; display: table; clear: both; } .ue38d529e8e96c85b2c57cbc10f361ecd { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ue38d529e8e96c85b2c57cbc10f361ecd:active , .ue38d529e8e96c85b2c57cbc10f361ecd:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ue38d529e8e96c85b2c57cbc10f361ecd .centered-text-area { width: 100%; position: relative ; } .ue38d529e8e96c85b2c57cbc10f361ecd .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ue38d529e8e96c85b2c57cbc10f361ecd .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ue38d529e8e96c85b2c57cbc10f361ecd .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ue38d529e8e96c85b2c57cbc10f361ecd:hover .ctaButton { background-color: #34495E!important; } .ue38d529e8e96c85b2c57cbc10f361ecd .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ue38d529e8e96c85b2c57cbc10f361ecd .ue38d529e8e96c85b2c57cbc10f361ecd-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ue38d529e8e96c85b2c57cbc10f361ecd:after { content: ""; display: block; clear: both; } READ: The Arts Journal Critical Perspectives on Contemporary EssayWeakness in the financial sector compounded the problem. The financial institutions in Thailand, Indonesia, and South Koreawere weakened by large-scale exposure to the property sector, high non-performing loans, and short-term loans that wereunhedged against currency movements. Inadequate disclosure of information and data deficiencies increased uncertainty andadversely affected confidence. There was also the lack of transparency in policy implementation. A brief explanation about IMFIMF is not a charitable institution, nor does it carry out its operations at taxpayers expense. It operates

Integrated strategic human resource management

Integrated strategic human resource management Introduction Recruitment and selection process enacted by an organization determines the profitability and sustainability of the firm. Mainly, recruitment and selection is done to replace an employee, to fill a new position, or to instill change in the corporate culture (Banfield Kay, 2008, p.68). Indeed, recruitment approaches in a firm influence the kind of human resource in a firm. Selection entails matching the workforce and specific jobs; thus, fair and accurate assessment of applicant’s strengths and weaknesses is done in the selection process.Advertising We will write a custom essay sample on Integrated strategic human resource management specifically for you for only $16.05 $11/page Learn More According to Roberts (1997, p.4), â€Å"effective selection processes entails clear and precise specification, effective use of multiple techniques, elimination of redundant processes, measurement and evaluation and continuous improvement.† Aquin as (2005, p. 361) on his part states that, â€Å"recruitment is a process of searching, stimulating and encouraging prospective employees to apply for a specific job in an organization.† Human resource managers can use either external recruitment methods or internal recruitment or both to fill positions in their organizations. Generally, recruitment and selection process is expensive, thus HR managers should ensure they obtain the right candidates for a specific job in order to avoid high turnover. According to Lashley and Lincoln (2003), the recruitment and selection approach varies depending on the type of employee required, organizational strategies, and human resource policies. An organization having a diverse workforce is able to benefit from skills from the diverse group. Additionally, the firms recognize the need of getting workers who can fit in the prevailing organizational culture. Therefore, Human resource Management not only seeks professional competency, but also personality attributes. Notably, selection in Sofinsco is not only based on the applicants’ involvement, training, and skills, but also on their personality and their approval of the firm’s values. Further, HR teams integrate equity and diversity during all stages of recruitment and selection. This paper will analyze the importance of different recruitment and selection approaches, equity, and diversity in relation to Sofinsco. Moreover, the significance of integrated approach to recruitment and selection in attainment of business goals is also discussed. Importance of different approaches to recruitment and selection approaches Internal recruitment method Internal recruitment involves filling positions by recruiting employees within the organization. Moreover, this approach simplifies and hastens the recruitment process especially for high level jobs. This is primarily due to the fact that the HR team is aware of the strengths and weaknesses of the candidates.Adverti sing Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Internal recruitment is carried out through direct appointment or promotion by management, a lateral transfer of an employee from one department to another or internal advertising (Nankervis, Compton Morrissey, 2009, p.48). Generally, internal recruitment is cost effective as it eliminates the cost of external advertising and sourcing (Brewster, Mayrhofer Morley, 2005, p.48). Internal recruitment is important as it boosts morale of employees to improve their performance in order to get a promotion. Therefore, internal recruitment acts as a reward system. Moreover, the employees are motivated to enhance their skills and competencies, the result of which is the evolvement in the firm. In this case, Sofinsco mainly focuses on internal labor market after realizing that, internal candidates are familiar with the firm’s corporate cultur e hence they do not require adaption or integration period. Thus, internal recruitment is necessary in replacing supervisor positions in order to minimize instability that can be caused by abrupt changes. Importantly, HR teams that use internal recruitment method have an effective appraisal system to facilitate selection of eligible candidates. Whenever firms recruit internally, only entry-level vacancies are filled by external candidates, thus preventing experimenting high positions with new employees (Grobler Warnich, 2005, p.171). Through lateral transfers, employees are granted skill development opportunities and subsequent promotion. Importantly, internal recruitment helps in employees’ retention since the employee can see a future and advancement opportunity in the organization (Nankervis, Compton Morrissey, 2009, p.48). Besides, it is easier to assess internal candidates compared with external candidates, hence reducing selection or placement errors. Additionally, in ternal recruitment is used in conjunction with firm’s succession plan. However, internal recruitment does not meet the need of a firm’s human resource needs most of the times, hence there need to recruit from outside. Indeed, Sofinsco is compelled to employ two hundred new employees yearly in spite of its focus on internal market. Similarly, internal recruitment can attract unqualified employees since the scope of candidates is limited (Aquinas, 2005, p.363). Additionally, unsuccessful applicants’ morale and work performance can be affected negatively, or discontent can be bred if fair selection is compromised. Further, internal recruitment can cause instability, and increase operational costs due to constant movement of staff, subsequently; it affects the overall firm’s performance (Banfield Kay, 2008, p.73).Advertising We will write a custom essay sample on Integrated strategic human resource management specifically for you for only $16.05 $1 1/page Learn More External recruitment method External recruitment refers to recruiting employees from outside the organization. Methods used in external recruitment include direct application, employees’ referrals, campus recruiting, and through employment agencies (Grobler Warnich, 2005, p. 175). External recruitment is very significant as it prevents disgruntlement and infighting caused by internal recruitment. Similarly, internal labor market may not provide all needs of human resource, thus necessitating external recruitment. Moreover, this method averts promotion of employees whose level of competence inhibits them from performing effectively. Nevertheless, firms benefit from new perspectives and ideas from new employees, hence promoting the firm’s competitive edge (McNaughton, Carlson Dietz, 1992, p.105). In addition, firms’ productivity is improved due to internal competition created by external recruitment. Besides, external recruitmen t aids management to restructure their firm, as it is a fast method of changing corporate culture. Another benefit is that the quality of the workforce is improved through injection of new talent and skills from new employees (Aquinas, 2005, p.366). Additionally, through external recruitment, firms are able to source highly qualified and experienced employees, therefore eliminating cost of training. Further, the experienced workforce facilitates in improving productivity and performance of an organization. Despite the positive aspects, external recruitment has its own demerits. First, it denies employees career development and advancement hence reduce employees morale and productivity (Aquinas, 2005, p.367). Moreover, selection and recruitment errors occur more frequently since the HR teams do not have adequate time to assess external candidates. Further, there is uncertainty whether new employees will fit in the prevailing corporate culture. Additionally, there is increased transit ion and adjustment period (Grobler Warnich, 2005, p. 170). Equality and diversity in recruitment and selection process It is essential for recruiting teams to maintain equality and diversity principles at all stages of recruitment and selection (Wilson, 2005, p.258). Thus, the guiding factors during selections should be job specifications, suitability, and ability of a candidate to perform the outlined duties.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Through upholding equity and diversity in the recruitment and selection process, a firm is able to benefit from increased global competitiveness and productivity. Equality and diversity plays a vital role in driving a firm towards attainment of competitive advantage in spite of tightly contested international market. Moreover, the firm will be able to attract and retain the most qualified employees in the labor market. Equality and diversity are also significant in a company that looks forward to maintain its good record, and in the process attract and retain customers for company’s sustainability. Further, a firm can enhances its corporate reputation and hence profitability. In some instances, an organization can be sued if an applicant has solid grounds of discriminations during selection, in addition to an organization’s reputation being tarnished and loss of money in the lawsuits (Williams, 2005, p.7). Further, by having a diversified workforce, the firm is in a po sition to identify the diverse needs of its customers. Finally, continued development of staff will be vital for improved and efficient performance. Integrated approach of recruitment and selection Primarily, organizational development and growth commences with  an integrated approach to recruitment and selection. Basically, integrated approach to recruitment and selection produces substantially valuable HR decisions. The integrated approach implies a continuous supply chain, i.e. development and training of potential candidates, deployment of employees to specific jobs. Moreover, integrated approach is appropriate in the rapidly changing economic market. By implementing an integrated approach to recruitment and selection, Sofinsco will become the employer of choice. Similarly, procedures for recruitment and selection are more accurate and less susceptible to bias and distortion in integrated approach technique (Jirasinghe Lyons, p.10). Further, the organizations need to incorpor ate training or mentorship programs where new employees are trained by experienced workforce. Additionally, the firm’s recruitment policy should reflect all diverse needs of the organization. Since recruitment is a continuous process in any organization, solid plans should be enacted to facilitate selection and recruitment (Pynes, 2008, p.118). Conclusion The purpose of selection is to match employees to specific jobs which they can do effectively. Banfield and Kay (2008) note that, it is important to make correct recruitment and selection decisions as employment decisions affect quality of the workforce. In addition, the process of correcting hiring mistakes is difficult due to employment rights. It is paramount to get recruitment and selection decision right since wrong decisions can affect a firm’s productivity, and wrong decisions are costly to correct. HR can recruit internally (from within the organization) or externally (from people outside the organization). HR derives benefit from internal recruitment due to motivated personnel who perceive opportunity of career development in the firm. Additionally, internal recruitment reduces the costs of external advertisement and duration of recruitment process. Importantly, there are few chances of recruitment errors since management is familiar with the capabilities of candidates. Further, internal recruitment ensures stability and avoids difficulties associated with transition. On the other hand, external recruitment provides a wide scope of candidates where a qualified and experienced employee can be sourced. Moreover, the method improves productivity of an organization due to improved quality in the workforce. Similarly, external recruitment promotes internal competition among the employees hence the improved bottom line. Equality and diversity is essential in recruitment and selection process since it promotes the firm’s reputation. Thus, a firm is able to attract and retain the top qua lity of personnel who would greatly enhance the firm’s competitiveness. Finally, organizational development and growth commences with  an integrated approach to recruitment and selection since this approach facilitates production of valuable HR decisions. References List Aquinas, P. G., 2005. Principles of Management. New Delhi: Anmol Publications PVT. LTD. Banfield, P. Kay, R., 2008. Introduction to Human Resource Management. Oxford: Oxford University Press. Brewster, C., Mayrhofer, W. Morley, M., 2005. Human resource management in Europe: evidence of convergence? Oxford: Butterworth-Heinemann. Grobler, P. A. Warnich, S., 2005. Human Resource Management in South Africa. SA: Cengage Learning EMEA. Jirasinghe, D. Lyons, G., 1996. The competent head: a job analysis of heads tasks and personality factors. Bristol: Routledge. Lashley, C. Lincoln, G., 2003. Business development in licensed retailing. Oxford: Butterworth-Heinemann. McNaughton, D., Carlson, D. Dietz, C., 199 2. Building strong management and responding to change. Washington: World Bank Publications. Nankervis, A., Compton, R. Morrissey, B., 2009. Effective Recruitment and Selection Practices. Sydney: CCH Australia Limited. Pynes, J., 2008. Human Resources Management for Public and Nonprofit Organizations: A Strategic Approach. San Francisco: John Wiley and Sons. Roberts, G., 1997. Recruitment and Selection Process: A Competency Approach. London: CIPD Publishing. William, K., 2005. Positive Recruitment and Retention CMIOLP. Oxford: Elsevier Wilson, J. P., 2005. Human Resource Development: Learning Training for Individuals and Organizations. London: Kogan Page Publishers.

Christianti Essay Example | Topics and Well Written Essays - 750 words

Christianti - Essay Example However, there are a number of other Christian churches, from a very long time ago, with different interpretations of Christianity that placed them out of favor with the traditional church, and are often forgotten in religious discussions. The Paulicians, the Bogomils, the Cathar (also, called the Albigensians) are all, likely, less familiar, examples of Christianity, but are deserving of attention. The first of these rather obscure branches of Christianity are the Paulicians. This sect is what is called a dualistic sect, which originated in Armenia in, approximately, the 7th century. The Paulician belief system was, primarily, a mixture of two Gnostic movements from the 3rd century, the Marcionism and Manichaeism. Their fundamental doctrine has two distinct principles that gave a different interpretation of traditional Christian doctrine. The first, that there is an evil god, the one responsible for the creation of the world and the ruler of this world and a good god that will rule the next world. This contrary belief, the idea of two gods, put them at serious conflict with accepted, existing, doctrine. The second principle of the Paulician is that they do not believe that Mary was the true mother of Jesus. They, also, rejected the Old Testament, as well as, the sacraments, worship, and established church hierarchy.("Paulician" ) Paulician ideology flourished through the 8th century, but were ultimately destroyed. In at least one massacre, the faith suffered a loss of, approximately, 100,000 people.(Gillis) The Paulician’s ideology spread to places like Macedonia, Greece, and Bulgaria, and, may have, contributed to other later sects, including the Bogomils. The Bogomils formed around the 10th century. The beliefs include the idea that this world was created by the devil and the rejecting the Christian conception as an example of grace. They believe in a good god that has twin sons; Jesus and Satan. However, there are many that believe that the dualistic views of Bogomils may have less to do with influences from the Paulicians, but more to do with traditional Bulgarian mythology, due to its Balkan roots, that have, since the 2nd century, of a god and his twin sons that battle in opposition to one and another. Overall the Bogomils opposed everything about the Orthodox Church. Until the 14th century the Bogomil ideology found its â€Å"congregation† but the Ottoman Conquest of the 15th century, essentially, wiped out the sect and very little more was heard from the movement again.(Weiling Feldthusen 1) The Cathar order appeared around the 12th century and flourished in some areas to the point where their beliefs and practices held the majority, even above Catholicism. This is the only sect, aside from the Knights Templar, that have managed to maintain their presence in continual research and mythology.(Hughes) This sect was, also, on occasion, referred to as the Albigensians. The Albigensians are not a different order of Chris tianity, but the specific name give to a particular sect of Cathar located in Languedoc in 1181. The Cathar, also, had another name given to them by the Catholics, the â€Å" Great Heresy.†

Define a Remote Access Policy to Support Remote Health Care Clinics Essay

Define a Remote Access Policy to Support Remote Health Care Clinics - Essay Example The personnel in charge of maintenance and creating security policy have the responsibility to identify technology changes in health care systems. A key area of concern in the modern society is to what extent privacy of people are protected. Advances that have been made by technology in the recent past has enabled storage of large information amounts with limited expenses involved.Similarly, technology has also hastened access to information within limited duration of time. Unknown individuals may access private information a factor that makes availability of security policies an essentiality. Programs of security awareness are designed in such a way to sensitize users on organization’s security policy. Security awareness education to the employees does not only focus on giving them access to information of the organization. It goes beyond giving them emails and password to use by covering aspects such as training on monitoring and gathering information using various tools (Fisher, 2001). Training of users and the systems administrators play a crucial role in an organization. The systems administrators and the management need to realize that security threats are very critical emanate from the inside (Fisher, 2001). For this reason, constant logging of user activity, monitoring internet, and email access are important ways of tracking breaches of both internal and external threats. If this is taken into account, the four principles of business security will have been upheld. They include, protection of information, maximizing on operational effectiveness, reducing corporate liability and protection of the organization’s

Sustainable Corporate Strategy Group ASS SECTION 4 ONLY Essay

Sustainable Corporate Strategy Group ASS SECTION 4 ONLY - Essay Example In order to do this the regulators can call for a meeting of the manufacturers and discuss the technical size of the environmental parameters that should govern the industry in years to come. -Then the regulators have to obtain consensus from the automakers on the technologies that would help achieve the above parameters. These essentially fall into two categories -one that make futuristic cars light weight and thus environment friendly and two that use ignition technology based on newly evolved engines that help reduce emissions degrading the environment. -Smart Car has been using plastic formulations to reduce the weight of the car. In fact, the use of plastics for automotive applications has risen from about 27 kg per vehicle in 1970 to more than 163 kg in 1999. According to some 1999 European research studies, using 100 kg of plastic material in modern cars replaces between 200 and 300 kg of other materials. This, in turn, reduces fuel consumption by 750 liters over the 150,000 kilometers life span of the average car.(Plastics,1999) Regulator has to make decisions on the incorporation of plastic materials in car designs. Fr this automakers common opinion needs to be obtained.

Importance of Motivation to Learn

Importance of Motivation to Learn Area of Study: Training Development Motivation to Learn Affects the Relationship between Management’s Role in Training Programs and Job Performance Chapter 1 Introduction Introduction Background of the study (management’s role in training programs based on literature) (discuss training program eg def, traditional, contemporary, significance) (3 pages) The term management is defined as a group of people such as executives and other managers who are primarily responsible for making decisions in the organization. In a non-profit term, management might refer to all or any of the activities of the board, executive director and/ or program directors. Another common traditional view of management is getting things done through other people. Apart from the traditional view, the role of management is to support the employee’s performance and productivity through training and development. In the contemporary view, human resource practitioners suggests that management needs to focus more on leadership skills such as establishing vision and goals, communicating the vision and goals, and guiding others to accomplish them. They also assert that leadership must be more facilitative, participative and empower in how visions and goals are established and carried out (McNamara, 2007). According to the Mintzberg’s Managerial Roles theory, management roles in the organization include interpersonal roles, informational roles and decisional roles. Management role as a leader responsible for the motivation of subordinates and provide training to the employees (Coulter and Robbins, 2005). Traditional autocratic organization with its hierarchical management systems that forces performance out of its employees is outmoded. The modern management encourages the practice of empowerment by letting workers make decisions and inspiring people to boost productivity (Allen, 1998). Nowadays, employee’s performance and productivity are enhanced through motivation and intensive training program. Effective training is a crucial developmental opportunities in attracting and promoting commitment among talented employees (Noe, 2003, cited in Buyens Wouters, 2004). Training programs is defined as a planned learning event in a systematic fashion that focuses on the work environment. From this point of view, the training process can be defined as the systematic acquisition of skills, rules, concepts, or attitudes that result in improved performance in the work environment. There has been a considerable research into the effectiveness of training (Baldwin Ford, 1988). A study conducted by Guerrero and Barraud-Didier (2004) found a significant link between training and organizational performance. (cited in Tzafrir, 2006). There has been a major revolution in the world of training and development starting in the 1980s. Traditional vocational training is no longer effective and it is replaced by competence-based training. The concept of competence includes the element of observable knowledge, skills and understanding to ensure effective performance (Brookes, 1995). When it comes to training, managers play a critical role before and after an employee sign up for a training course (Gittlen, 2001). Several researchers (e. g. Tsui, Pearce, Porter, and Tripoli , 1997) found training was associated with higher levels of employee affective commitment. Managers’ level of involvement in reviewing the training coursework could make a huge difference for the company’s return on its training investment and training transfer. The manager’s role in training includes proactively identifying the strengths and weaknesses of employees, identify suitable training program, design suitable training coursework, develop training benchmarks and evaluate and communicate the outcome of training to the upper management and subordinates (Gittlen, 2001). Managers need to be personally involved in the training of their employees, since the nature and quality of the training directly relates to their effectiveness on the job. Research has been revealed the importance of environmental factor such as management’s role when predicting individual attitudes and behaviours. Supportive management’s roles in training program may contribute to the positive individual attitudes and boost work performance. Employees are left without support, encouragement and motivation when the management is not involved in the training program. This is the problem that most of the organization faces today. Without management support, the training often fails to transfer to improve the trainee’s attitudes and performance (Coates, 2007). Although management plays a significant role in training, the effectiveness of training is estimated to be low because there is little application of training results in actual work practices (Broad Newstrom, 1992; Baldwin Ford, 1988). Further understanding of the relationships between managerial communication and employee’s attitudes and behaviours would be extremely valuable for organizations (Wilkins, 1989). Roberts and O’Reilly (1979, p. 42) propose the need for specificity in investigating communication in organizations by stating that â€Å"theories relevant to communication in organizations cannot be developed until facets of organizational communication are specified and some of their correlates identified†. (as cited in Goris, 2007). In Australia many companies are currently addressing the issue of reward and recognition for employees as part of quality and continuous improvement programs, but there remain no general guidelines or descriptions of such programmes which are readily available (London and Higgot, 1997). Informal rewards such as non-monetary recognition is increasing today as an employee’s motivators. Informal rewards are given less research attention in the management literature and practice (Nelson, 2002). Traditional rewards such as compensation and promotion are becoming less effective to motivate employees to achieve high performance and commitment (Nelson, 2002). As Drucker points out: â€Å"Economic incentives are becoming rights rather than rewards†. Merit raises are usually introduced as rewards for good performance and in no time it will become a right rather than rewards. Merit raises are always introduced as rewards for exceptional performance. In no time at all they become a right. To deny a merit raise or to grant only a small one becomes punishment. The increasing demand for material rewards is rapidly destroying their usefulness as incentives and managerial tools†. Thus, this situation might destroy employees’ learning motivation and transfer of training. Motivation to learn is also one the critical determinant in the training effectiveness (Mathieu et al., 1993; Mathieu and Martineau, 1997; Tannenbaum and Yukl, 1992, as cited in Tsai Tai, 2003). Some past studies suggested motivation to learn played a more determinant role than other individual factors in regard to training performance (Tai, 2006; Cheng Ho, 2001). Post training motivation is also linked to the employee’s behavioural change (Noe, 1986, cited in Shoobridge, n. a.). Noe (1986) assumed that motivation affects trainee’s enthusiasm for training (energising), the direction of participants to learn and master training (directing), and the use of knowledge and skills on the job (maintenance) (cited in Nijman et al., 2006). Goldstein and Ford (2002) propose that trainee factors like readiness and motivation to learn along with work characteristics such as opportunity to practice, organizational climate and supervisor support should be investigated in developing effective training program (as cited in Shoobridge, n. a). Those points emphasize the need for additional research about the role of motivation to learn in the relationship between management’s role and individual attitudes and behaviours. Further research should be conducted to identify and remove the major impediments that prevent the effectiveness of training program. The importance of this study is to elaborate and integrate some of the key factors that can influence the effectiveness of training transfer. This study is also intended to extend previous researches that linked management’s role and individual attitudes and performance. Background of management’s role in training programs in the studied organisation The past 10 years have witnessed the increasing of research literature in the field of training and development. The training literature is characterised by a multidisciplinary (organisational psychology, business and management literatures) approach to training design, practice, research and evaluation (Shoobridge, n.a.). Most of past researches highlight the significant developments in training methodology, evaluation, theory (Salas and Canon-Bowers, 2001) and focused solely on the training instructional methods (Noe, 1986) (cited in Shoobridge, n. a.). Early empirical research studying the effects of individual’s factors (eg trainee ability, personality, and motivation) and work environment on transfer of training is very few (Baldwin and Ford, 1988). Further, past researches focus in defining training program and what it is designed to achieve (Salas, 2001) instead of focusing on the influences of work environment. In the past, training is perceived as an independent event (Salas and Canon-Bowers, 2001; Goldstein, 2002, cited in Shoobridge, n. a.). Traditional training focused on the trainer (Berge et al., 2002). Trainers are expected to demonstrate the link between training and organizational outcomes (Church Waclawski, 2001; Hesketh, 1999), to evaluate training (Warr, Allan Birdi, 1999), and to justify organizational investment in training programs (Baldwin Ford, 1988; Salas Canon-Bowers, 2001; Warr et al, 1999, cited in Shoobridge, n. a.). Gill (1995) analyzed traditional program-driven training and found the role of the training department is to conduct the need analysis and set the goals which are defined as learning outcomes. Recent studies (direct effects model) The fall of the Berlin wall and the opening of the communist bloc to Western capitalism increased the pace of globalization (Berge et al., 2002). Training and development reacted to the reality of globalization with an increased use of system approaches (McLagan, 1996). In recent years, training is perceived as having a strategic focus, as an event that occurs within organizational framework, custom designed to overcome employee’s deficiencies and to meet organizational outcomes (Salas, 2001; Goldstein, 2002). Line managers have the responsibility to conduct needs analysis. The goals of the training programs are defined as business results, are based on performance, and are linked to strategic goals. Organization realized that well-designed training instruction is no longer guarantee performance. Training instruction is just one of many solutions to performance improvement (Berge et al., 2002). Recently, more research has been done to explain individual, attitudinal, and environmental impacts on the transfer process and outcomes where some of them have shown high value relatively (Cheng Ho, 2001). Recent studies also have focused to concerns over the â€Å"transfer of training problem† (Salas, 2001). Researchers have investigated various factors that might influence transfer of knowledge, skills and attitudes. Several researchers proposed both individual and organizational contextual factors as antecedents of learning and transfer of learning (Baldwin Ford, 1988; Colquitt et al., 2000; Mathieu Martineau, 1997). Empirical studies supported the relationship between management roles (e. g. support, communication, training assignment) and transfer of training (e. g job performance). For example, in two early studies made by Rouiller Goldstein (1993) and Tracey et al. (1995), they found that management trainees in supportive workplace were more likely to demonstrate trained behaviours compared to trainees in non-supportive workplace. A thorough review of training prog literature – mediating model State the nature of the problem that motivates you to further explore Consistent with Noe’s (1986) observation, previous research on transfer of training has focused primarily on issues concerning training design. Most of the research is done specifically the appropriateness of various instructional methods. The issues of environmental characteristics such as the transfer climate (managerial support, managerial communication, and managerial rewards) have received less research attention. Despite recognition of the importance of environmental factors, empirical research examining the impact of these factors is very limited (Baldwin Ford, 1988). Thus, the lack of research on work environment motivates the researcher to conduct this line of research. Furthermore, Ripley stressed â€Å"A review of eleven best-selling introductory HRM textbooks from Australia, New Zealand, and the United States indicates that, generally, there is a heavy focus on individual factors and a lack of significant emphasis on the importance of work environment factors in effective training† (Ripley (n. d.), â€Å"Introduction† section, para. 1). The work environment characteristic such as the role of management in training is less emphasized. Work environment impacts individual behaviours in training transfer. Moreover, human resource practitioner and training designer have given less attention to the impact of work environment in training design and implementation. As Ripley (n. d.) states â€Å"Impact of work environment factors is generally not taken into account in discussions of how training programs should be designed and implemented† (Ripley (n. d.), â€Å"Abstract† section, para. 1). It means the issue of work environment characteristics is neglected. He suggested that work environment issues should be taken into account when designing and implementing training program. Thus, this issue motivates the researcher to conduct a research base on work environment factors. In addition, most organization suffers from â€Å"training transfer problem†. Trainees have high motivation to learn following the training. However, the motivation fades away as they return to the workplace. Knowledge, skills and attitudes that they had learned from a training program could not be reinforce in the job. As Allan (2003) states â€Å"My experience with surveys that I have conducted is that the initial enthusiasm quickly wanes once the trainees return to the reality of their workplace† (â€Å"Introduction† section, para. 7). In Australia, companies spend up to five billion dollars in training and development but only 20 percent of expenditure actually giving benefits to the companies (Allan, 2003). While in the United States, it is estimated that organizations spend up to USD 100 billion on training and development annually. However, not more than 10 per cent of the spending results in transfer to the job (Baldwin Ford, 1988). The findings suggest that training transfer problem is a global issue that should be addressed. Noe (1986) suggested that motivation to learn and attitudes are malleable individual difference factors that play a critical role in achieving training effectiveness. Although there is an existence of preliminary support for the relationship between contextual factors and learning outcome (Tracey et al., 1995) and between work environment and training motivation (Tracey et al., 2001), researchers suggests further exploration of the role of motivation in the relationship between contextual or environment factors and various training outcomes. Tracey et al. (2001, pp. 20-21) state: â€Å"Future research should examine the impact of training motivation on other types and levels of effectiveness criteria.† Thus, this research is not only replicate previous studies but also responds to the calls from other researchers to further explore the roles of motivation to learn in the relationship between work environment (management’s role) and employee’s attitudes and performance. Objective of the study 1.4.1 General Objective The general objective of this research is to examine the effect of motivation to learn in the relationship between management’s roles and individual attitudes and behaviours. 1.4.2 Specific Objectives To determine the effect of motivation to learn in the relationship between managerial support and individual job performance To determine the effect of motivation to learn in the relationship between managerial communication and job performance To determine the effect of motivation to learn in the relationship between managerial recognition and job performance Research framework Provide theoretical evidence before drawing a conceptual schema (3 pages) Managerial Support/recognition Job Performance Motivation to Learn/transfer Managerial Communication Assignment method Research hypothesis Provide empirical evidence to support each hypothesis (at least 1 case study/survey for 1 hypothesis) H1: Motivation to learn affects the relationship between managerial support and job performance H2: Motivation to learn affects the relationship between managerial communication and job performance H3: Motivation to learn affects the relationship between managerial recognition and job performance Definitions of term Conceptual definitions of term – language/organisation/hr perspective 1.7.1 Managerial support Conceptual Definition The Oxford Advanced Learner’s Dictionary defines â€Å"support† as â€Å"help or encouragement given to somebody or something especially in a difficult situation†. In human resource perspective, managerial support is defined as immediate supervisor provides and facilitates the transfer of employee’s knowledge, skills and attitudes. It is the extent to which supervisors behave in a way that is optimises employees’ use on the job of the knowledge, skills and attitudes gained in training (Nijman, 2004). Managerial support can be in a form of verbal and non verbal cues. Verbal and non verbal cues include encouragement to attend, goal-setting activities, reinforcement activities, and modelling of behaviours (Baumgartel, Reynolds Pathan 1984; Huczynski Lewis, 1980; Maddox, 1987). Operational Definition In this study, managerial support is defined as immediate supervisor gives encouragement to the subordinates to attend training program, goal-setting activities prior and after training program, reinforcement activities to encourage trainees apply newly acquired knowledge, skills and attitudes from training to the actual workplace, and modelling of behaviours as a non verbal cues to encourage trainees to apply knowledge, skills and attitudes. 1.7.2 Managerial communication Conceptual Definition The Oxford Advanced Learner’s Dictionary defines â€Å"communication† as an act â€Å"to make one’s ideas, feelings clear to others; to exchange information, news, ideas, etc with somebody†. Communication is both an observable and a changeable supervisory behaviour (Wilkins, 1989). In organization context, Katz and Kahn (1978) provide a comprehensive categorization of the types of communication which take place from supervisor to subordinate. The five types of communication are job instruction, job rationale, procedures and practices, feedback, and indoctrination of goals. The relationship between supervisory communication and subordinate performance and satisfaction among professionals.doc Operational Definition In this study, managerial communication is defined as immediate supervisor communicate the information about the specific training program to subordinates, discussion of what is expected to be learn in the training program, and provides constructive performance feedback to the trainees. 1.7.3 Managerial Recognition Conceptual Definition The Oxford Advanced Learner’s Dictionary defines â€Å"informal† as â€Å"not official or not following established procedures†. The word â€Å"recognition† is defined as the act â€Å"to show official appreciation for somebody’s ability or achievements, for example by giving them an award†. Thus, informal recognition means to show appreciation to somebody through unofficial procedures. In organization, recognition is used to show the company appreciates employees’ efforts, their unique gifts and contributions (Gentry, 2007). Tracey describes recognition as â€Å"intangible, non-monetary acknowledgement of outstanding performance in the form of praise, accolades, commendations, appreciations and tributes. It may be formal or informal†. (Gentry, 2007). Operational Definition In this study, managerial recognition refers to manager provides an informal recognition when the trainees are able to practice the newly acquired knowledge, skills and attitudes to the workplace. Informal recognition program by the manager is communicated to all employees before, during and after the training program to motivate the employees. Recognition are such as the manager congratulates subordinate who are able to do a good job, manager writes a personal notes for good performance, manager publicly recognizes employees for good performance, and manager hold a morale-building meeting to celebrate successes. Motivation to Learn Conceptual Definition The Oxford Advanced Learner’s Dictionary defines â€Å"motivation† as â€Å"the interest of somebody† or to cause somebody to want to do something. â€Å"Learn† means â€Å"to gain knowledge or skill by study, experience or being taught†. Motivation is typically defined as â€Å"variability in behaviour not attributable to stable individual differences or strong situational coercion† (QuinËÅ"ones, 1997, pp. 182-3). Therefore, it is likely that trainees cannot obtain the full benefits of training without considering training motivation (Tai, 2006). Motivation to learn also influences the willingness of an employee to attend the training (Maurer and Tarulli, 1994; Noe and Wilk, 1993) and affects a trainee’s decision to exert energy toward the training program (Ryman and Biersner, 1975). Operational Definition Motivation to learn is defined as a trainee has a desire and willingness to learn the content of the training program. An employee with high motivation to learn is likely to be able to learn the content of the training program and transfer the knowledge, skills, and attitudes to the workplace. Motivation to Transfer Motivation to transfer can be seen as the trainee’s desire to use what she or he has learned on returning to work. Short and long term training transfer.pdf Job performance Conceptual Definition The Oxford Advanced Learner’s Dictionary defines â€Å"job† as â€Å"a particular piece of work or task†. â€Å"Performance† is â€Å"an action or achievement, considered in relation to how successful it is†. Therefore, job performance is an achievement in the context of profession. In organizational context, job performance is associated with transfer of training. Trainees’ who are able to apply the content of the training to the workplace is likely to perform well. Operational Definition Job performance in this study means the training outcome and the ability of the trainee to apply newly acquired knowledge, skills and attitudes upon returning to the workplace. Significance of the study Significant to theory/body of knowledge Another significance of the study is to provide a better understanding of the factors which would affect the transfer of training. This study could enhance our understanding of the problems underlying the transfer of training. A better understanding about the influence of motivation to learn and management’s role on individual behaviours could lead to improvement and enhancement in training program. Thus, it could promote transfer of training that leads to improvement in job performance. Further, this study could support the relevant theories that support the relationship between management’s role, motivation to learn and individual behaviours. Besides that, the empirical findings of this study could support the previous researches. In fact, most of the theories and researches were developed and made in the context of western countries. More research should be made locally to determine whether or not the theories and findings can be applied in the context of our country. Significant to research methodology Additionally, this study has a significant impact to the research methodology. Empirical findings from literature review, survey questionnaires and in-depth interview could increase the validity and reliability of the study. With increased validity and reliability, errors can be minimized in the data collection procedure. This study could serve as a guideline for future researchers that try to extend in this line of research. Significant to practitioners This study also could assist organizations in designing the appropriate management’s role to maximizing the effectiveness of training transfer. The outcome of the study may serve as guidelines to human resource practitioners to develop a work environment that could motivate workers to improve their attitudes and performance. This study also aims to provide empirical evidence to all human resource practitioners about the effects of motivation to learn in the relationship between management’s role and employee’s attitudes. Besides, this study would ensure the human resource practitioner, training designer, as well as co-worker to realize the importance of management’s role in contributing to the effectiveness of training. The trainer and designer of the training program can improve and identify the weaknesses of the present and future training program with the better understanding of management’s role factors that influence the transfer of training. Research methodology procedure 1.10 References (APA/Havard Style) Chapter 2 Literature Review 2.0 Introduction Chapter 2 covers the literature review about the relevant theories and some of the past empirical researches that have been done on this research line. These theories and past researches will be used to explain about the relationship of the managerial roles, motivation to learn and job performance. 2.1 Conceptual Framework Support (morale and material) Job Performance Communication Feedback/discussion Training Motivation Job Commitment Training Assignment (Mandatory/ Voluntary) Mentoring (formal/informal)(individual/group) Commitment/satisfaction/ethics 2.2 Training Program Defined Early definition of training program is a planned learning experience which is designed to improve an individual’s knowledge, skills and behaviours (Campbell et al., 1970). In later years, training program is defined as a planned effort made by organization to facilitate an employee’s learning of specific knowledge, skills and attitudes to be successful in their job (Goldstein, 1992). Potential factor affect training.pdf 2.3 Role of Training Program Purpose, approaches, significance impact on org and employees A strategic approach to training†¦..training program measurement.pdf Purpose of Training Program The purpose of a training program in organizations is to facilitate employees to learn, grow and cope with the issues that are important to them. Training program also help employees to gain knowledge, skills and attitudes to improve job performance and organization’s effectiveness (Tai, 2006; Treven, 2003; Ibrahim Mamat, 2001). Training involves the changing of employees’ interaction with their co-workers and supervisors (Treven, 2003). Most of training program in organization is developed and provided by trainers, managers, and in-house training consultants. It can also be outsourced to external training providers (Ibrahim Mamat, 2001). Green (1999) argue the main purpose of training is to foster the organization’s common culture, enhance employees’ commitment and attract good quality workers instead of just simply improving employees’ skills. Potential factor affect training.pdf. Training system should be in line with ongoing organizational process while training programs should be in in line with organizational strategic goals (Chen et al., 2007). Potential factor affect training.pdf. Training Delivery Methods Training is delivered in various methods depending on needs analysis. Managers will choose a method based on training objective (DeSimone, Werner Harris, 2002; Ibrahim, 1993). It is important to consider employees’ current level of expertise before managers choose a training method (DeSimone, Werner Harris, 2002). Training methods can be classified into three broad categories such as on-the-job training, classroom training (Robbins Coulter, 2005; Treven, 2003; Ibrahim Mamat, 2001) and self-paced training (DeSimone et al., 2002). On-the-job training (OJT) is the most common training conducted in the workplace (DeSimone, Werner Harris, 2002). Trainees are required to perform the task right after a brief introduction to the task (Robbins Coulter, 2005). OJT have advantages than classroom training because trainees have the opportunity to practice work task (DeSimone, Werner Harris, 2002). Moreover, OJT reduces cost because organization doesn’t have to provide training equipment or trainer (DeSimone, Werner Harris, 2002) and OJT have the ability of integrating job cycle method (Ibrahim Mamat, 2001). Job rotation is defined as a formal and planned training program which allocates employees to perform various jobs in different departments. Trainees are usually supervised by the department supervisor. Job rotation is usually implemented to train employees about the different functional areas, career objectives and interests, (Treven, 2003) International training:training of managers for asgnment abroad.pdf. and getting exposure to variety of tasks (Coulter Robbins, 2005). Job rotation requires trainees to learn more by observing and practicing new skills rather than receiving instruction (DeSimone, Werner Harris, 2002). Coaching is defined as informal and unplanned training and development activities provided by supervisors and peers (Harris, 1997). International training:training of managers for asgnment abroad.pdf. Trainees are working together with senior and experienced workers who provide information and support (Coulter Robbins,†¦.). Coaching should be viewed as supplement rather than substitute to formal training program (Treven, 2003) International training:training of managers for asgnment abroad.pdf. Classroom training method is defined as â€Å"those conducted outside of normal work-setting† (DeSimone, Werner Harris, 2002). Lecture method is the most common classroom training technique. In lecture, an expert in particular subject matter will convey information to the large audience. (DeSimone, Werner Harris, 2002). Lecture is aims to provide understanding to trainees rather than to upgrade skills or change attitudes (Ibrahim Mamat, 2001). Burke and Day (1986) suggest lecture training resulted in positive learning either conducted alone or combination with other methods. Earley (1987) found role playing and lecture methods are equally effective to develop skills among trainees. (as cited in DeSimone, Werner Harris, 2002 ) Experimental methods consist of role play, case studies, and business games and simulations. The most popular experimental training method is role play. A case study is a training method that aims to

The Effects of School Uniform

The Effects of School Uniforms Jeanell Greene Eng121: English composition Instructor Katie Surber April 8, 2012 There are issues that probe our schools on a daily basis. Many are very important such as student behavior and performance, lack of funding, and highly qualified staff, and some are just minor such as use of technology and extra-curricular activities. There are many that are debatable and require extensive dialogue and research. However, there are those educational issues that just need simple discussions to formulate manageable and workable solutions.One of the major and current issues is whether school age children should wear school uniforms or wear regular clothing. There are many parents and school officials who want our children to wear uniforms and there are also many parents who don’t want our children to wear them. Many people feel that the uniform issue plays a vital role in the educational development of children. They feel school uniforms have a major imp act on the educational process of how children learn. It really does not matter whether the children wear uniforms or regular clothes.Children will not learn any differently with or without the school uniforms. The debates over school uniforms are very complicated and have many points of view coming from all directions including teachers, parents, and even students. In reality, school uniforms are becoming quite popular with society, but of course very unpopular with teens and younger children. However, that is to be expected. There are many pros to the use of school uniforms. A plus to school uniforms is that it makes students visible to school personnel, students, and members of the public.School officials will know, by the uniforms, who belong on campus and who do not. Moreover, when students are adorned in school uniforms it makes it easier to identify and recognize children in public in case of an emergency. Wearing school uniforms can give students a sense of belonging. Usuall y, students will feel a sense of acceptance because all of the students are wearing the same thing. Therefore, it reduces the chances of being taunted and/or being bullied. This also helps to build self-esteem and self-assurance. When children wear chool uniforms, parents do not have to worry about being able to purchase designer clothing or expensive brands. There are more advantages of wearing school uniforms. Many people consider that a child in uniform is likely to take school more serious and not play around as much. Many also think that wearing a uniform helps to maintain discipline in schools; it also decreases the amount of discipline problems. It is said that the lack of discipline comes from home because the parents refuse to take on the discipline aspect of parenting. Students fighting at school are another challenge for educators.Some of these fights have a lot to do with fashionable clothing. Students who wear the prescribed dress code will tend to fight less because th ere is no longer the pressure of wanting or desiring the fashionable clothing that everyone else is wearing. There is also the struggle that some schools have with gangs who are identified by certain clothing, colors, and paraphernalia. If school uniforms are worn, this will probably ease some of the tensions related to gang violence. Distractions are another argument in the school uniform issue.By wearing school uniforms, the staff in schools will know that the appropriate clothing is being worn to school daily instead of fads that are considered outrageous, too revealing or displaying the wrong and/or inappropriate messages. Some students have turned school into an everyday fashion show. Therefore, taking the real and main focus off of learning and putting more attention and emphasis on what is being worn to school. School uniforms look nicer and make students look very professional. The woes of finding appropriate dress for school can be alleviated by wearing school uniforms.This will afford them more time and resources to concentrate on their school work. It also gives the students a chance to express their individuality in another more constructive and productive way. Although school uniforms are a good idea to some people, there are others who oppose it. One of the most common reasons why people oppose school uniforms is that it supposedly suppresses individuality. Some educators say that academic progress encourages a student’s pursuit for individual thought which is much more important than what he/she wears. By forcing students to wear school uniforms this inhibits creativity and self-expression.Some people say that making students conform to the school uniform denies the students the opportunity express them through what they wear. When the students are able to create their wardrobe it makes them feel the part of individual more and not feel forced to be a part of a group. It is also felt that students are going to reject rules regardless, and what would the purpose of making them wear a school uniform serve. Henceforth, by forcing students to wear uniforms will only aggravate their individuality and make them rebel by altering their school uniform.The students’ defiance of the school uniform will cause the students to choose an inappropriate size, length, and/or add color to try to individualize the uniform. This creates another problem for the teachers and school administrators. It is also believed that cliques, gangs, and groups will still be formed by the altering of the school uniform. Many feel that there is still no proof that the way our children dress for school will increase or decrease their ability to learn or curb violence in the school setting.Even if the school system does not require students to wear school uniforms, there is still a dress code that must be followed and if it is followed correctly there is no need for school uniforms. Most people feel that the school board should not spend time wor rying about school uniforms or dress codes; they should focus on a better education for children and enforce mandates by local school district and state boards of education along with national disciplines. The problem is not what the children are wearing; it is what they are and are not learning in school and at home.It has been said that some of the best students are bad dressers. Therefore, proving that dressing doesn’t improve learning, only the individual improves learning. Buying school uniforms for most people is considered cheaper than purchasing the latest and hottest trendy items. However, there of others who say it is not because it depends on where and how many school uniforms are purchased. Also, school uniforms can get ruined as well as any other clothing; therefore, the school uniforms will still need replacing just like regular clothing.With that being said, many ask the question how is it really cheaper? They feel that children will keep the clothes that they want to wear in better condition than a school uniform because in reality they don’t want to wear the school uniform anyway. Therefore, this makes the cost of school uniforms higher than the cost of regular clothes. There are also those that consider the school uniform to be ugly, unflattering, plain and boring. They feel it takes away from the individual’s appearance and makes the students not have a good self-image of themselves. The education f children must always be at the forefront of any discussion of any mandates and laws passed which effect and affect the lives of students entrusted to the care of school districts. The stakeholders must examine every avenue and exhaust all resources to enhance the academic development of these students. The school uniform has been a hot topic of discussion among educators, parents, administrators, politicians, and students for years. There are advantages and disadvantages of wearing the prescribed school uniform dress code. Ma ny people feel differently about the school uniform issue and have voiced their opinion in a myriad of ways.The discussion must continue as the data continues to reveal the benefits of school uniforms. Some of the benefits have been witnessed in the school setting in which I am employed. I feel that school uniforms should be worn for the comfort of the individual who doesn’t have what others have, so that he/ she won’t feel left out or inadequate. I really think that wearing school uniforms has helped with the self-esteem of some children because many of them are more focused on their learning and spend less time worrying about being picked on or bullied about what they are wearing.

Personalized Nutrition Plan Assignment Essay

To start my family has a history of cancer. According to chapter 5 of the readings, cancer is linked to fat in the diet. Consequently, my family members that have passed away I would not have known his and her eating habits. Therefore, I do not know if bad eating habits contributed to his and her illness leading to death. Nevertheless, this would be something interesting to look further into however, according to chapter 5 of the text cancer is the second leading cause of death in the United States, and is estimated that 30 to 40% of cancers are linked to dietary choices. To illustrate more my auntie passed away from leukemia, which attacks the blood and can spread throughout the body to other organs, such as the liver spleen, and lymph nodes. In addition, she battled with leukemia for about 7 years. At the time I did not know much about leukemia and still not quite up to date so I researched and found that risk factors for leukemia for most people, the cause is unknown. As a result, there is no known way to prevent it. www. webmd. com Equally important, scientific evidence suggests that nutrition may play a role in cancer prevention. But no diet has been shown to slow or reverse cancer-and no diet cures cancer. Researchers are interested in antioxidants-vitamins A (particularly beta carotene), C,E and selenium- but are also studying folic acid, vitamin B-6, magnesium, zinc, coenzyme Q10, and phytonutrients (substance in food that seem to prevent cancer), among others. Also, observational studies have shown that cancer is more common is some people with certain dietary habits. www. webmd. com In the future, I will set realistic physical activities such as choosing activities I know I will stick with as well as enjoy. Below are steps I plan to use daily while staying physically active. * I have not walked in awhile therefore; I plan to start walking again for about 30 minutes a day. * Start using my exercise videos more (hip hop abs) for about 30 minutes a day. * I purchased a belt that stimulates the muscle in the belly; I will start back using it while I lift weights. * Days I don’t walk I will ride my treadmill for about 45 minutes. In addition to setting these goals I know I have to take certain actions to meet each one. Such as stick with it once I start, another would be not to procrastinate. Two years ago I made it a daily routine to exercise however, starting school and work makes it more challenging to stick with such goals. As a result, I rarely walk, use my exercise videos, or ride my treadmill. In the same way, from this day forward I plan to get back on track because at my age staying healthy and in shape is important. Moreover, I don’t feel I need to alter my eating habits because as I said earlier eating healthy is important to me now that I’m at the age I am. I mainly, need to get back into physical activities and they would include walking and exercising. As far as the weather goes for me to walk I can always either go to a gym or ride my treadmill when the weather does not permit me to walk outside. During, the time of planning a new outlook on life and health I know I will endure some setbacks. However, my main approach to overcome any setbacks would be to make myself a timeline of important things I need to do and follow it. This help me before, I got out the swing of things when I began taking these online courses and working along with getting temporary custody of my grandchildren. According to my pyramid at the beginning of this course my energy intake is lower than my estimated energy requirement for the day. With that said outcomes I will use to measure my success will be to expend more energy or calories than I take in thus, keeping the weight off and staying fit. According to Web MD exercise can help control fatigue, muscle tension, and anxiety in those with cancer. Patients tend to feel better if he or she does exercises such as walking or swimming, which calm the mind as well as strengthen the body. Exercise has also been shown to improve the outcome associated with cancer treatment. www. webmd. com In conclusion, the only potential health risks that I can for see if my plan is not implemented would be obesity. On the other hand, while walking is good for the heart, heart disease could be a potential health risk for me. Of course, I know exercising will not necessarily protect me from heart disease. Incorporating a heart healthy diet will limit cholesterol, Tran’s fat, and saturated fat these have just enough calories to maintain a healthy weight, and provide plenty of fiber, antioxidants, and B vitamins. Additionally, to reduce my risk of cancer of any kind I will certainly stop smoking after, nearly completing this paper I came across a paragraph that stated to remember; do not use tobacco in any form. With that said my overall health is not in the shape I thought it was because I smoke which puts me in danger of heart disease, and lung cancer. In the same way, I’m working on putting down the cigarettes, mainly because I know they are not healthy and another reason is the job where I work only allows us to smoke on our 30 minute break. Most days I don’t have smoking on my mind because I work in a hospital and it is very busy thus, making it impossible to go outside and across the street to smoke. In summary, this paper explained health and nutritional problems that I can for see as a result of family history. This paper also identified the health/nutrition problem that will be targeted as well as my nutritional and/or physical exercise goals. However, this paper explained how I intend on meeting each goal. This paper addressed how my plan may be adjusted to fit any changing nutritional needs as a result of age. This paper described anticipated setbacks or difficulties and approaches for overcoming them. On the other hand, this paper described outcomes I will use to measure my success. This paper presented evidence of my plans effectiveness in addressing the identified problem or need and evaluated the potential health risk if the plan is not implemented. This paper also described the current dangers that I put my health in by smoking I however, for about 3 months have worked toward becoming smoke free I plan to get some type of stop smoking aide to help me accomplish my goal and to save my life. Finally, when I knew that I would be taking this class I just knew it not only would be a breeze but I would know everything and get through the 9 weeks with no problem. This is not true I struggled in this class but learned a lot of new and useful information. And to further gain knowledge I will refer back to this class in between my other classes. I have learned more in the past 9 weeks than I have learned throughout life. Additionally, conversing with my classmates about nutrition was also a learning experience that I enjoyed.

Analytical Essay Sample on #8220;Oedipus Rex” by Sophocles

Analytical Essay Sample on #8220;Oedipus Rex† by Sophocles Greek tragic dramas are based on myths and are representations of human dilemmas, which often formed on conflicts between men and gods. The Oedipal myth was transformed into a compelling theatrical work, â€Å"Oedipus Rex†, by Sophocles. As conventional in Greek tragedies, Oedipus is portrayed as a heroic protagonist, led to his downfall by his tragic flaw, ‘hubris’, error of judgement, ‘hamartia’, and most importantly, fate. Symbolism reflects Oedipus’ entrapment by fate and foreshadows his future. Tension is built up in the audience through dramatic irony and released at the ‘catharsis’, which also arouses pity and fear. All these dramatic elements are characteristic of ancient Greek tragedies. Oedipus displays qualities of a classic Greek tragic hero. Arrogance and short-tempered determination form his hubris. His heroic self-pride is shown in his announcement, â€Å"The world knows my fame: I am Oedipus.† Oedipus’ hamartia is his decision to seek the truth of his birth and Laius’ death, disregarding advice from Tiresias to desist. Determination drives Oedipus to act upon his decision as he orders Tiresias to speak out. Oedipus’ short temper is conveyed in his immediate response to Tiresias’ unwillingness to speak, raging at the elderly, respected prophet, â€Å"You scum of the earth, you’d enrage a heart of stone.† This same short temper had led Oedipus to unknowingly slay his father in the ‘road rage’ incident, where Oedipus’ anger was sparked to a murderous extreme simply because he was pushed aside. Arrogance led Oedipus to believe he could escape fate. Like his parents, Oedipus was presented with fearful prophecies. Laius and Jocasta attempted to avoid these prophecies by killing their son. As in most Greek tragedies, the gods prevail and their son lives. Oedipus as a young man believed he could escape this horrific fate by leaving who he believed to be his parents. Fate directed him to his home town where he is destined to murder his father and marry his mother. However, the very quality of Oedipus’ hubris, his arrogance in defying fate and prophecy, is the same quality that enabled him to earlier confront and defeat the Sphinx and save an oppressed city. This theme of human paradox is carried in many Greek dramas. â€Å"Oedipus Rex† is notable for its use of dramatic irony, able to be employed effectively due to the familiarity of audiences with the Oedipal myth. The first instance of dramatic irony occurs when Oedipus claims to the citizens of Thebes and indirectly the audience, â€Å"you can trust me.† This is dramatically ironic as the audience, aware of the sin he has unknowingly committed, experience difficulty in drawing trust for the king, but later pities Oedipus’ innocent determination to help Thebes â€Å"drive corruption from the land†¦root it out!† Most irony is developed in Oedipus’ pursuit of Laius’ murderer, inadvertently pursuing himself. This irony is emphasised by Oedipus’ persistence of the matter, summoning and interrogating Tiresias and encouraging the citizens to speak out. Oedipus’ firm belief that those who raised him were his biological parents is also ironic. Dramatic irony involves the audience and encourag es viewers to feel sympathy for Oedipus before the fatal truth of his birth is revealed. The structure of â€Å"Oedipus Rex† reflects that of an Greek tragedy. Tension accumulates in the audience as the truth of Oedipus’ birth dawns on the shepherd and Jocasta. The anagnorisis marks the point at which the heroic protagonist, Oedipus, previously in ignorance, gains knowledge of the truth. This revelation of the truth is the emotional climax of the play, preceding the catastrophe, at which Oedipus blinds himself. The peripeteia is the reversal of situation from good to bad, and in â€Å"Oedipus Rex†, closely follows the anagnorisis as Oedipus’ previous strong state is hurled into a world of confusion and guilt. The end effect of his earlier actions is the denouement, where guilt and horror drive him to gouge out his eyes. This action provokes fear and horror in the audience. The catharsis, an essential part of tragedy and marks the play out as a classical Greek tragic drama, refers to the emotional discharge by the audience at the finale. The audience is relieved of tension and emotion accumulated throughout the play. Oedipus’ exile, separation from his daughters, and blind state arouse pity in viewers. The chorus reflects the audience’s thoughts in the play, crying, â€Å"I pity you but I can’t bear to look.† Symbolism is a dramatic element used to reflect Oedipus’ situation and foreshadow his future. Oedipus’ name, ‘swollen foot’ symbolizes the confinement and constraint of his movements by Apollo’s prophecy to Laius. Numerous references are made to eyesight and vision. Although famed for his clear-sightedness and quick comprehension, Oedipus is blind to the truth. Tiresias is blind, but sees the truth. He symbolizes the state Oedipus will become after gaining insight – blind, but with knowledge. Choral odes offer close commentary on the action of the play, acting as a mediator between gods and men and between the characters in the drama and the audience. The chorus, a traditional element of Greek tragedy, clarifies the situation to the audience and enables greater understanding of the play and philosophical values within it. For example, following Creon’s final words, the chorus comments on Oedipus’ fate, â€Å"now as we keep our watch and wait the final day, count no man happy till he dies, free of pain at last.† To Aristotle, a Greek tragedy critic, tragedy must arouse the emotions of fear, wonder and awe. He believed the best type of tragedy to involve reversal of a situation, recognition from a character, and suffering through a complex plot. â€Å"Oedipus Rex† satisfies all these characteristics and can therefore be considered a great example of an classical Greek tragic drama.

102 Monsters and Revision Professor Ramos Blog

102 Monsters and Revision Evaluation Examples Quick Write What is your grade or judgment of the monster? Whats the final verdict? Evaluation Examples Cyclopes Werewolf Vampire Macbeth Monster Rubric Critical Thinking Clarity of Thought Analysis and Thesis Images and Title MLA and Revision: American Idol Offer three separate critiques of points or paragraphs. Critical. Be direct or decisive on what was good or bad in the evaluation. Generous. Be generous and/or emotional in your reading and comments. Constructive. Offer evenhanded constructive feedback. Connecting Issues to Monsters Think of a contemporary issue we have been struggling with as a society. Keep in mind the monster theory we have been working with to understand culture. In small groups, draw a monster that connects with or represents a current social issue. Add a caption or some text to give the drawing some context.

Document from the Women's Liberation Movement Essay

Document from the Women's Liberation Movement - Essay Example Rather than fall all over herself to appear charming and attractive to a member of the other sex, a woman will do well to just be herself and cease pretending to be something she is not. And if men feel threatened and turn on the truly liberated woman en masse, such men are simply not worth the ground she walks on. This document is particularly important in a world where women are oppressed under the burgeoning pressures of sexual freedom. This document focuses on Lesbian-feminist politics, as heralding the end of a male- dominated society. It denounces heterosexuality on the grounds that it perpetuates the oppression of women as it is essentially male-centered. According to Bunch, lesbianism is a political choice which entails protecting the rights of women. She emphasizes the need for lesbians to become feminists and vice-versa in order to destroy the fabric of a male-dominated society that is cruel to women in the extreme. Sexism propagated by men drunk with power is an evil that needs to be dealt with an iron fist. Heterosexuality undermines and eventually sunders the bonds of sisterhood; therefore lesbianism is the true threat to male supremacy. This document explores the nuances of lesbianism as it were and as it is.

Global management, people, and the digital divide Essay - 4

Global management, people, and the digital divide - Essay Example In poverty stricken areas, many people do not enjoy the benefits afforded by ICT, such as internet accessibility and networking. This is why such regions extensively rely on markets and donor driven aid to build their ICT infrastructure (Jonathan, 2005, pp. 22-25). However, failure to access such funds continues to widen the gap between the poor and the rich, especially in regard to internet accessibility. This inequality is rampant not only in developing countries, but in developed ones as well. In recognition of the identified digital divide, donors are increasingly considering the need to bridge this gap, through creation of low cost technologies, which can aid in enhancing internet accessibility in these regions. An excellent example is the recently adopted laptop per child policy, which seeks to ensure that children in underprivileged societies attain some level of technological advancement (Strover, 2003, pp. 275-277). The program further seeks to ensure that students experience a media rich environment both at home and school, which will make them more creative and critical with information technology. The program is also instrumental in increasing opportunities for students to overcome educational inequality. The One Laptop per Child (OLPC) program is a high profile initiative designed to bridge the digital divide, by providing poor kids with low cost computers that support network capability. These laptops are specifically designed to handle low-power supply, as well as, the ruggedness of poor rural and urban regions (vanDuersen and vanDijk, 2011, pp. 895-905). Additionally, the laptops’ software features graphical programs and user interface that are designed to enhance learning. For instance, in the largely rural state of Maine, students from poor backgrounds have benefited from the OPLC program by acquiring means to access