Coming of Age in New Jersey by Michael Moffat Essay

Michael Moffat studied the life of college students in a co-ed dormitory living environment at Rutgers University in the late 1970’s and mid 1980’s. His book, Coming of Age in New Jersey: College and American Culture draw on writings of actual students and provide detailed accounts of the sexual histories and activities of both male and female students living in the dorm. He writes what he learned as an actual resident living with the students who understood that he was researching their habits and experiences. He lived with them and studies them as an anthropologist would. The book focuses largely on sexual life of students but also touches upon race, work ethic, gender and community living. It seems that all of these issues are related and Moffat is able to tie much of the actions and attitudes together. A common theme throughout the book is that the life of college students is not quite as wild and sex filled as society in general might assume. In fact, the experience may be less wild that the prospective students themselves expected. This was likely a relief to many of them and in fact, is likely that the family values and morals that they brought to college with them were responsible for the reality of life in the dorms. It seems that new college students do not leave all of their past experiences of knowledge at home when the come to college. They apparently have learned and formed opinions and come with a set of expectation for acceptable and unacceptable behaviors. The book also discusses the difference between expectations of general college living and the actual experience. The societal expectation or assumptions of student life, and what actually occurs is discussed. Relating the sexual activity and romantic relationship to student’s morals and prior learning is interesting. While some of the stories are disturbing, many of them lead one to believe that children actually do listen to and learn from their parents. The morals and beliefs of home follow these students to the college dorm.   Moffat notes the difference between living in a dormitory like environment such as an apartment or even boarding home, and living in a college dorm. In the college dorm there is an expected sense of community and commradery and the university does much to encourage the friendships and support that this living arrangement offers. Adolescents are transitioning from home to the life of an independent adult and the community living is meant to offer a degree of supervision and support. The effects of this arrangement on the actual experiences of students in interesting to the reader. Chapters 5 & 6 are titled â€Å"Sex† and â€Å"Sex in College† respectively. These chapters provide the details on the relationships and sexual experiences and habits of the students. Moffat found that students fell into several groups including those who were involved with more conservative and traditional monogamous, heterosexual relationships that involved love and affection. This was the largest group. Others fell in to the groups of experiments and those having some casual relationships that involved sex. This group, for the most part included those who arrived at college more experienced sexually.   Moffat grouped the students into several distinct types in terms of sexual activity. These included; neotraditional, romantic, experimental, radical, liberal and the nonheterosexual population. He was clear to note however, that every student or pair of students involved with a relationship were different, with their own set of idiosyncrasies. Most however, were interested in committed, consensual, heterosexual relationships. Orgies, no matter what the movies and pop culture may imply, were not at all the norm on the college campus. E also found that for most students, their schedule was o busy and the conflicting schedules of their partner or potential partners made sex a rarity for many. Roommates and social issues of community issue further hampered the free love environment one might have expected. The students that reported experimenting with locations such as outside or in classrooms, the library or on the bus seemed driven as much by the lack of privacy as by the desire to be an exhibitionist. The book note that the 1980’s came with the ability to easily prevent pregnancy with the availability of birth control so sex could be enjoyed more freely than in the past. Still, traditional values and the need for committed relationships held out. The fact that the college dorm was set up like a pseudo family, seems to have resulted in some degree of modesty and restraint. Moffat talks about how students would surely not walk around naked or provocatively in front of each other on the floor openly. Students or dorm mates related to each other to at least some degree, as they would act around siblings and family members in general. Those who did dare to walk to the shower wearing only a towel, for example were made fun of and the comments made were much like the comments one would make to a sibling. These relationship similarity likely resulted n some curbing of the sexual behavior at least among floor mates. Moffat’s book reports the facts and shows data and bell curves and comparisons from the 1970’s to the 1980’s. He does not draw a lot of conclusions or cause and effect relationships. That is left for the reader to do if he wishes. The book does seem to indicate that college students are more focused and serious than movies such as Animal House would have one believe. Unfortunately, this book does not address at all the realities of the effects of drugs and alcohol use on college campuses. Living with the students, Moffat did not want to report on issues of substance abuse as he was concerned about the openness of his subjects if they felt that he was potentially a â€Å"narc†. This dimension however is so important to the living experiences of college students that a glaring hole is the result. Anyone familiar with college living will notice the missing piece of information, particularly for those who lived in college dorms during the 19070’s and 1980’s when drug and alcohol use was so much less regulated than it is today The relationship between substance use and sexual activity would have been interesting to note. The issue of traumatic sexual experiences and events linked to alcohol use would likely have been linked. A study today of sexuality on campus, looking at he issue of substance abuse as well as the increased awareness of sexually transmitted diseases would be very interesting to compare to Moffat’s original study.   One would expect that the outcome would be similar to the original study in terms of understanding the relationships between values, morals, family environments and sexuality.

Operations Management Problem Exercises Essay

McBurger’s fast-food restaurant has a drive-through window with a single server who takes orders from an intercom and also is the cashier. The window operator is assisted by other employees who prepare the orders. Customers arrive at the ordering station prior to the drive-through window every 3.6 minutes (exponentially distributed) and the service time is 2.4 minutes (exponentially distributed). Determine the average length of the waiting line and the waiting time. Discuss the quality implications of your results. If you decide that the quality of the service could be improved, indicate what things you might do to improve quality. 60/3.6=16.67 60/2.4=25 16.67Â ²/(25)(25.25-16.67)=1.33 customers waiting 16.67/25(25-16.67)=.08hr or 4.80 minutes in line Adding an additional order taker would allow the cashier to efficiently transact with the customer to remove any bottle neck. 6.5Â  Patricia Zell, a dollmaker from Olney, Maryland, is interested in the mass marketing and production of a ceramic doll of her own design called Tiny Trisha. The initial investment required for plant and equipment is estimated at $25,000. Labor and material costs are approximately $10 per doll. If the dolls can be sold for $50 each, what volume of demand is necessary for the Tiny Trisha doll to break even? 625 Dolls 6.6 Although it will fulfill her lifelong dream, Patricia is not confident that demand for her Tiny Trisha doll will exceed the breakeven point computed in Problem 6-5. If she chooses a less appealing site and does more of the work by hand, her initial investment cost can be reduced to $5000, but her per-unit cost of manufacture will rise to $15 per doll. a. What is the breakeven point for this new process? b. Compare this process to the process proposed in the previous problem. For what volume of demand should Patricia choose this process? A. 143 B. Option 2 investment is significantly lower than option 1 while the cost of the doll would be more her breakeven point would be less therefore become profitable sooner and build capital to eventually reduce the manual labor costs.

Life Span Development and Personality Essay

Today the topic of discussion will focus on the famous Sigmund Freud and his viewpoints on developmental psychology. This discussion seeks to answer four questions about Sigmund Freud’s life. The first topic is Sigmund Fraud’s influences and environment in psychological development. Second the discussion seeks to reveal Sigmund Freud’s view of family issues or support systems that influenced Freud’s developmental growth and adjustment. Third the discussion seeks to explain two different theories of personality. The discussion seeks to explain how each theory differs in terms of the explanation of Freud’s unique pattern and traits. The fourth and final topic of discussion seeks to explain the theatrical approach that explains both Freud’s behaviors and achievements. The reason this paper chose to write about famous Sigmund Freud explained. Sigmund Freud was born in 1856 and died in 1940. Freud studied the personality of humans. Freud describes three major systems of the human personality. Sigmund Freud’s structural model is as follows: 1. the id holds the human sexual and aggression energy driven by impulses and characterized by a human’s primary thinking (Kowalski & Westen, 2011). 2. The superego explains a human’s conscience and a major source of ideas established through a person’s identity (Kowalski & Westen, 2011). 3. The ego describes a person’s desires, morality, and desires (Kowalski & Westen, 2011). Sigmund Freud’s psychosexual development suggest in the first five years the human personality begins. Zero to one is the oral stage of development. Children from zero to one gain the most gratification from sucking than from biting and chewing food and sometimes other objects. In stage one through three describes the anal stage. During the anal stage children seem to gain gratification from defecation through the anus. The conflict begins when children begin potty training. Some children hold back feces causing him or her to become constipated. Generalized by some children’s behavior and the way he or she does, for example, cleanliness, stinginess, or stubbornness. On the other hand some children may have accidents in his or her pants. This may relate to expulsive personality, for example, disorderly conduct, messiness, and throwing fits. The final stage of three to five referred to as the phallic stage (Maitland, 2011). In this stage the genital area becomes a sense of pleasure. This causes the superego to begin and guards against incest and aggression. Children also can feel a sense of inferiority in this stage. Freud suggests mental disorders may come from an individual’s history and not just an individual’s physical impairments. Freud developed a new way to analyze human behavior. Freud’s view explained mental energy comes from the body. Freud believed all humans can only obtain a limited amount of mental energy. Freud believed human behavior was from causation. Freud also believed tension-reduction consist of a human goal for behavior. Freud claims humans consist of two human impulses for example, sexual impulses, and libido. Sexual impulses consist of life affirming impulses. Libido consists of energy source impulses. Needs consist of basic life impulse, aggression consists of death encouraging impulses, and aggressive impulses consist of an energy source for aggressive impulses. When a human impulse grows the more likelihood the human will react on impulses to reduce the need he or she feels to do so. Life affirming libido consists of activities, people objects, or goals. Cathexis consists of the process of investing libidinal energy. When an individual uses excessive cathexis this may lead to neurosis, however, neurosis is treatable. Treatment for neurosis often referred to catharsis or in other words a talking therapy. Sigmund Freud believed mental processes were unconscious. Sigmund Freud believed the conscious contains an individual’s specific information that a person’s paying attention at any given time. Freud believed the preconscious contains information or clues most individuals do not pay attention to unless recalled by a specific situation. Sigmund Freud believed the unconscious contains an individual’s desires, feelings, and thoughts held without an individual’s knowledge. However, these desires, feelings, and thoughts affect an individual’s everyday life. Freud believed the information in an individual’s unconscious emerges by ac cident, such as joke telling, dreams, symptoms of illness, and the associations between individual’s ideas. Sometimes the anger in a person’s unconscious comes out by mistake Understanding Psychology (nd). Another theory of Sigmund Freud contains the three components of personality, for example, id, superego and ego. Freud claimed the three components appear always in conflict with each other, according Freud the conflicts usually appear sexual or aggressive and most violate the societal rules. From a personal standpoint Sigmund Freud’s psychoanalyst theory the way an individual’s personality develops during ages zero to five. However, from a personal standpoint an individual’s personality develops throughout his or her life. For example children’s development goes through the age of 18. Some children take longer to develop than others. Even in adulthood an individual’s experiences and environment may change a person’s personality. Many individual live and are raised in bad environment’s that would affect his or her personality. On the other hand many people are also raised in a good environment that also affects his or her personality i n a positive and occasionally negative manner. In both scenarios an individual’s actions and behavior may affect his or her personalities throughout life. This paper was chosen on Sigmund Freud because he was a very intriguing and an expert in psychological research. In conclusion, this paper revealed the famous research in psychological research by Sigmund Freud. The paper revealed the three components of personality, according to Sigmund Freud. The three components of personality according to Sigmund Freud are id, superego, and ego. Sigmund Freud suggests that most human behavior develops during the age of zero to five. This paper revealed the Sigmund Freud’s view human personality and the unconscious mind of a human. Freud also suggests that many disorders may come from an individual’s history and not just an individual’s physical impairments. Freud suggests most disorders deal with sexual disorders or an individual’s aggressive behavior. Freud also suggests humans act on his or her impulses. Some people may act on bad impulses that may lead to terrible outcomes and consequences for his or her actions. Sigmund Freud was greatly scrutinized for his psychological research. Sigmund Freud was chosen for this paper because his research was very intriguing research in human personality and human behavior. Reference: Kowalski, R., and Westen, D. (2011). Psychology (6th ed.).Hoboken, NJ: Wiley Retrieved from University of Phoenix eBook Col Maitland, L., L. (2011). Personality Theories and Approaches for AP Psychology Retrieved from http://www. education.com Understanding Psychology (nd). Chapter 14 Theories of Personality Retrieved from http://www.glencoe.com

Latin American Woman Essay Example | Topics and Well Written Essays - 1000 words

Latin American Woman - Essay Example Generally the cases represented in this scenario are the low class, middle class or the upper class and the variety of the classes of people has a completely direct effect between the people, their relative powers and status in the society (Ninenth, 2002). In the actual life situations, the members of the upper class always have more political power and influence on the decisions made within the society compared to all the other classes of people. This people include the politicians and the wealthy and stable business individuals in the society and issues to do with major decisions in the society. This population is small and comprises of about 1 or 2 percent of the communities mostly born within this social class. The middle class individuals fall in a category of the society which clearly faces the most of contention in relation to the societal perception because it falls within the periphery of the high class and the middle class and can either ascend to the high class or descend to the low class members of the society. They form the people of white collar jobs and either is working or the individuals with stabilizing businesses with good capital able to sustain almost their entire capital needs and demands. It is generally believed especially in Latin America that the low class individuals and families are living in crime ridden areas with poor infrastructure. The areas are perceived to be having decaying environment with almost zero civil services and the poor characterisation of basic amenities. The low class members of the society are characterised by the homelessness and the rampant and wide spread characterisation of unemployment of the individuals within the society. (Galeano, 1999) The social classes of the individuals has a completely great repercussion on the lives of the individuals plus the lives of their children for example the individuals social class will probably determine the kind of school an individual attends or the kind of facilities he is to use especially for learning and recreation and this will have either a negative addition to his learning or general development especially of the young individuals. The variety of the classes also has effect on the health of an individual in relation to the attention he obtains from the medical personnel and the ability to pay for better and more efficient health services. The jobs also vary according to the classes, those individuals in the middle or upper classes are always enjoying greater freedom in their jobs whereas the individuals in the low classes face job opportunities with great constraints hence don’t have enough freedom of issues herein. The courts and policing are also biased in relation to the social classes in the society favouring mostly the middle and high classes in relation to the low class. The women in Latin America face a number of issues especially of socio economic aspects like the deprivation of their human rights to education and their genera l empowerment to ensure that they fully achieve the ultimate goal of life. In Latin America women make up to 50 % of the HIV/AIDS patients while globally the percentage of the affected males is higher than the females and the examination of the prevalence in the Latin America is showing that the prevalence and rations of the infection of women to men affected in Latin America is significantly narrowing down (Hillary, Karen, &

What is Wikileaks, what was the government doing that leaked, what did Essay

What is Wikileaks, what was the government doing that leaked, what did they try to hide military. Is this managed news or not - Essay Example The website leaked government’s secretive communications regarding their operations. Governments were engaged in ill communications like recommending unjust actions to tame the rebellious groups. Particularly, the governments were playing a tricky game with the public by adopting concealed plans that appeared just to escape public pressures tactically. This website hence leaked the concealed legitimacy about such plans. Indeed, leaks from the website presented the real motive behind the governments’ operations. The government did not provide the military with the truth behind their directions. Particularly, the government could not disclose information that they considered sensitive. Such information was to remain a reserve of few trusted officers in the administration. The military in the ground could only obtain virtual information considered to have minimal influence on the government’s procedures. The rationale behind the wiki-leaks has faced strong challenges. Most people argue that wiki-leaks are mainly managed news. This is a rational claim since with world’s politics; managing news is a probable practice. However, wiki-leaks are not necessarily managed news since they information unveiled by the source is somewhat credible. Indeed, the information from the source emerges as a real â€Å"leakage†. Therefore, wiki-leaks information makes considerable sense hence should not be dismissed as

Development of modern educational system Essay Example | Topics and Well Written Essays - 2000 words

Development of modern educational system - Essay Example But I decided to help him out. He knows he is smart enough to even beat others. He worked so hard at reading, but it just never gets easier. Astutely observing his tribulations, his problem came out as 'Dyslexia'. Dyslexia is a brain-based type of learning disability that specifically impairs a person's ability to read. [cite this] Dyslexic children seem to have trouble learning early reading skills, problems hearing individual sounds in words or phrases, examining whole words or sentences in parts, and amalgamating sounds into words. Sometimes they may not differentiate between the letters "b" and "d". The words and sentences seem to them as if they are mingling together or overlapping each other or even moving on the page. It can also be innate in some families; even a number of genes may develop dyslexia. These students are easily being teased, even neglected in social or educational institutions. Though some may have remarkable talents in art, athletics, architecture, graphics, d rama, music, or engineering but they do not realize because of their shyness [cite this]. The vital thing is to help these children in muddling through and providing 'inclusive' education to all schools and colleges. Baroness Warnock (2005) advocated the idea of 'inclusive' education and schools by transferring the students, with special needs, to mainstream schools from special educational institutions. The questionnaires design... The questionnaires designed to scrutinize analysis are very accommodating and helpful to get awareness of their approaches to learn, for the students as well as teachers. Sufficient rigorous ways for setting the more quantitative outcome are obligatory and reliable ascriptions made to the intrusions. Changes found could provoke the factors, such as incentive-ness, self-esteem, sense of worth, and concentration by teachers and it is important to control for as many (Martimore, 2005). So many arguments and actions in the area of 'inclusion' have been focused on altering mainstream schools to comprise pupils who have restrained learning difficulties or any disabilities. The focal point is clearly on learning obscurities as being at the interface between the pupil, teacher and curriculum. Individual program plans should never be taught in isolation [needs citation]. It is a fact that these children will be there and that they are entitled to our attention and the same standard of education as any other child in a class. Challenging behavior can be viewed as an annoyance and source of irritation in the classroom, or as an opportunity to develop new skills and understandings about teaching and learning. 'If a child does not learn the way you teach then teach him the way he learns.' (Chasty, 1999) Some of the main hindrances in achieving inclusive education system were the stringency present in the current education system. The SENCo-Forum, Special Educational Needs Action Programme, mentioned some of the rigidities in achieving inclusive system in educational environments (NASEN, 2004). Inclusive education needs the expert staff levels to meet the

The role and importance of communication to organisational Essay

The role and importance of communication to organisational effectiveness - Essay Example 78-79). The managers make the production process by organizing and communicating to the employees on the area in which person is supposed to be. In regard to this, effectiveness in the production process is improved when the employees are informed on why they have been selected to perform particular tasks and not others. This creates harmony within the organization since they do not view job allocations as a form of oppression but as a way of developing their skills (Leopold et al 2005 p.56). Since organizations constantly change in order to match the varying consumer needs, communication becomes a necessity especially where goods and services are to be produced according to the customer’s specifications. Information flow along the management hierarchy needs to be effective in order for the workers to understand what and for whom to produce. For example, customers may order a specific amount of a particular quantity of product. Since they can not access the employees directly, they have to contact the management who are expected to satisfy their demands. If effective communication is not made to every one concerned in production, employees may end up not producing according to specifications given to the managers (Geoffrey 2004 pp. 34-36). Information regarding a change in production needs to be communicated through the available methods such as group discussions, team work and such so that the employees can discuss and exchange ideas in regard to the changes. Wit hout effective communication, an organization can not accomplish its goals. Communication with in an organization promotes transparency in the organization. It happens that when the employees do not get adequate information from their seniors, it is most likely that they may end up making the wrong decisions or conclusions in critical issues. For example, it is important for the employees to understand the criteria through which the management confers

The Role of Visitors Attractions to the Success of the South Bank Assignment

The Role of Visitors Attractions to the Success of the South Bank - Assignment Example South Bank of the River Thames in London has numerous of the best-recognized attractions and is a large place to spend at least a day of the holiday. The South Bank lies near the River Thames, which stretches under the Tower Bridge, Westminster Bridge, and 212 other bridges. It was enthused by the 1951 Festival of Britain subsequent to post-war austerity and to commemorate the anniversary of the 1851 Great Exhibition held by Queen Victoria. South bank is the biggest single-run arts center in the earth and consists of Royal Festival Hall, The London Eye, The National Theatre, Shakespeare’s Globe Theatre, Gabriel's Wharf and Tate Modern Art Gallery. (Bell, 2010). Visitor attractions symbolize a complex division of the tourism business and are the catalytic focus for the growth of tourism services and infrastructure. As this area develops, there are still numerous queries to be answered and problems to be recognized such as what visitor attractions really are, what forces drive t heir growth, who visits them and why, how they are managed and funded, and what the various day-to-day challenges are regarding their marketing and management. â€Å"A visitor attraction is a valuable addition to a holiday experience in an area. It can provide the vital component which is ‘something-to-do’ in the locality† (Visitor Attraction n.d para.1). With a cultural and artistic melting pot, growing day by day, glittering riverside sights at night, South Bank is one of London’s most exciting and vibrant destinations. Best recognized for being in the vicinity of so many of London’s major and prime attractions, South Bank is also just opposite to the Houses of Parliament, â€Å"a mere stroll from Covent Garden and the Tate Modern and home to the London Eye, the Imperial War Museum and the renowned Royal Festival Hall† (South Bank, 2011, para.1). The South bank Centre includes the Hayward art gallery and also Queen Elizabeth Hall. Part of t he achievement and success of the region have attributed to the high levels of access to public transport. There are several major railway terminals near and on both sides of the river, which include Charing Cross, Waterloo, Blackfriars and the London Underground scheme, from west to east, at Waterloo, Westminster, Blackfriars, Embankment, and Southwark. (South Bank, City Hall- London 2012). Critically evaluate how these attractions have contributed to the success of the South Bank. The designing concept behind the South Bank is bringing together various buildings, connected by the general denominator of their idea: culture. Cultural tourists desire to enjoy exhibitions and concerts, to test local food and study about local ethnicity, to enjoy the ambiance of a place. â€Å"London’s South Bank hosts some of the world’s premier cultural facilities and has long been frequented by many kinds of people: local residents, workers, tourists, and commuters, as well as music, theatre, and museum-goers† (Waterloo: South Bank, 2012, para.1). South Bank cites once more advantage of  its location, which is their main factor of success, in relation to Covent Garden and London’s Houses of Parliament, by the appeal that city iconic images propose; the possibility to have an attractive cultural experience as it mentions the London’s, cultural heart.

Vision and mission of the Knights Templar in the 21st Century Essay

Vision and mission of the Knights Templar in the 21st Century - Essay Example Considering the religious zealously of the Middle Ages, the Holy Land was a prominent, if not the most prominent, focal point of political change, both in Europe and the Muslim Middle East. The conquest of the Arabs provided the Pope Urban II to make a rallying call to all European nations to embark on the Holy Crusades. The First Crusade resulted in the capture of Jerusalem in 1099, and this prompted an increase of the already substantial number of pilgrims that came to visit the sacred Christian places in the Holy Land. However, even though the large city centers, like Jerusalem, were secure from local criminals, the Outremer, the territory between these city centers was heavily plagued by robberies and murders. Hugues de Payens and Godfrey de Saint Omer in 1119 proposed the creation of a monastic order with the purpose of protecting the pilgrims. Therefore, The Knights Templar was created, which in 1129 was officially endorsed by the Catholic Church at the Council of Troyes. The p urpose of the Knights Templar, was therefore, closely linked to the Christian control of the Holy land and this purpose did not change in the three century history of the Order. The unchanging purpose of the Order, however, did not reflect the status, structure and grandeur of the Order. Beginning as poverty-stricken order consisting of only a few knights, it quickly developed into one of the most successful military and monastic orders of the Middle Ages. Its members were sworn to poverty, but accumulated and controlled a vast wealth, consisting of the estates of members which were nobles and the growing interest in the new system of protection, which consisted of pilgrims placing their finances with the Templars in Europe and retrieving their finances from Templars in the Middle East. The relative successes of the Crusades and the Templar's contribution further improved their wealth and status. It must be emphasized that the major contributions of the Knights Templar to society of the Middle Ages, as well as the Modern Age, such as the early forms of banking and the many building projects consisting of towers, public buildings and especially castles revolved around the basic purpose of the order- protecting the pilgrims in the Middle East. The failure of the several crusades had a detrimenting effect on the support for the order, and the political influence of some of the more powerful European leaders which were seriously in debt to the order, led to their decline and eventual demise. It is from this point that the influence of the Order on modern chivalric orders must be considered. Many of the symbols of the order were adopted by various masonic and charitable chivalric organizations, which take into account the fact that the main purpose of the Knights Templar cannot be resurrected and preserved considering the political and social situation on a global scale. Instead there is a more humane and charitable alteration to this purpose, which is more or less present in the statuses of all orders that bear the name and symbols of the Knights T

Interaction Project Essay Example | Topics and Well Written Essays - 750 words

Interaction Project - Essay Example It would be vital for us to understand first the laws regarding marijuana use in Colorado before reviewing Congressman Polis views. The Colorado state allows adults aged 21 years and above to possess only 28 grams of Marijuana or THC. This applies to both residents and non-residents. Also, non-residents would not be able to purchase more than 7 grams in a single transaction. The operating hours of marijuana stores according to the state is from 8am to midnight, however, cities have the power to set their own hours but within those allowed by the state. One is not allowed to consume marijuana openly and publicly. It’s also an offence to drive under influence of marijuana, transporting and exporting marijuana, and to possess marijuana in federal land. Adults can only grow 6 marijuana plants [C]. That said, I was privileged to schedule a meeting with the Congressman Polis to discuss more on the matter. As per the policies I conversed with the congressman through e-mail at first, where he agreed for a face to face interview at the Fort Collins Office [A].Polis would like Marijuana to be removed from the Controlled Substance Act and make it to be regulated the way Alcohol is regulated. Polis bold move to legalize marijuana is inspired by the following major factors. First, marijuana is known for its medicinal value. However, on this matterfurther scientific research needs to be done to examine its long-term effects. Polis also argues that, there is substantial evidenceproving that by regulating marijuana just like alcohol would keep away marijuana from our children. Also, this means cartels and criminals would be out of business, hence growing the state’s economy through the various taxation levies. According to Polis the existing prohibition policies have failed to address the needs of citizens and regulation of marijuana like alcohol is the way

Nclex ; Hesi Practice Tests Essay Example for Free

Nclex ; Hesi Practice Tests Essay Denial B. Anger C. Bargaining D. Rejection 2. Which of the following matches the definition: covering up a weakness by stressing a desirable or stronger trait? A. Compensation B. Projection C. Rationalization D. Dysphoria 3. Which of the following waveforms is most commonly found with light sleepers? A. Theta B. Alpha C. Beta D. Zeta 4. Which of the following months matches with an infant first having the ability to sit-up independently? A. 4 months B. 6 months C. 8 months D. 10 months 5. Object permanence for toddlers develops in this age range? A. 5-10 months B. 10-14 months C. 12-24 months D. 15-24 months 6. Which of the following matches the definition: attributing of our own unwanted trait onto another person? A. Compensation B. Projection C. Rationalization D. Dysphoria 7. Which of the following matches the definition: the justification of behaviors using reason other than the real reason? A. Compensation B. Projection C. Rationalization D. Dysphoria 8. Which of the following matches the definition: response to severe emotion stress resulting in involuntary disturbance of physical functions? A. Conversion disorder B. Depressive reaction C. Bipolar disorder D. Alzheimers disease 9. Which of the following waveforms is most commonly found when you are awake? A. Theta B. Alpha C. Beta D. Zeta 10. The REM sleep cycle occur approximately every ____ minutes? A. 45 B. 60 C. 75 D. 90 11. Which of the following reflexes is not found at birth? A. Babinski B. Palmar C. Moro D. Flexion 12. Parallel play for toddlers develops in this age range? A. 5-10 months B. 10-14 months C. 12-24 months D. 24-48 months 13. Which of the following is not a sign of anxiety? A. Dyspnea B. Hyperventilation C. Moist mouth D. GI symptoms 14. Which of the following best describes a person that is completely awake falling asleep spontaneously? A. Cataplexy B. Narcolepsy C. Transitional sleep D. REM absence 15. Which of the following best describes a person that is unable to tell you were there hand or foot is? A. Autotopagnosia B. Cataplexy C. Ergophobia D. Anosognosia 16. Which of the following is not a characteristic of a panic disorder? A. Nausea B. Excessive perspiration C. Urination D. Chest pain 17. Which of the following categories would a 70 year old adult be placed in? A. Intimacy vs. Isolation B. Generativitiy vs. Stagnation C. Integrity vs. Despair D. Longevity vs. Guilt 18. Which of the following categories would a 60 year old adult be placed in? A. Intimacy vs. Isolation B. Generativitiy vs. Stagnation C. Integrity vs. Despair D. Longevity vs. Guilt 19. Which of the following categories would a 20 year old adult be placed in? A. Intimacy vs. Isolation B. Generativitiy vs. Stagnation C. Integrity vs. Despair D. Longevity

Emotional Intelligence Essay Example for Free

Emotional Intelligence Essay The strong correlation between emotional intelligence and managerial skills has instigated speculation as to whether managers must possess proficient emotional intelligence, namely, interpersonal and intrapersonal skills in the areas of self-awareness, self-regulation, self-motivation, empathy and social awareness (Rahim et al. 2002), in order to manage successfully in the workplace. The purpose of this essay is to explore the role emotional intelligence plays in one’s ability to effectively manage a workplace. Managers must possess a high degree of emotional intelligence to manage successfully for a myriad of reasons. Managers who exhibit high levels of emotional intelligence and an awareness of how their actions will impact others are more proficient at resolving conflict within the workplace. Furthermore, a high level of emotional intelligence within the workplace, promoted by managers who encourage said environment, increases the employee’s job satisfaction which in turn results in greater productivity. A manager who can effectively communicate, conscious of the emotions of others will ultimately prove to be a more successful leader in the workplace. A self-awareness of how one’s actions can influence others, inherent of a manager’s high emotional intelligence allows them to manage successfully within the workplace by allowing effective conflict resolution. Emotions play a crucial role in conflict, as ‘all conflict is inherently emotional’ (Jordan amp; Troth 2004, pp. 200) . The relationship between emotional intelligence and conflict management strategies has been explained by various organisational theories, the findings of which have many practical applications within the workplace. Those who possess a higher degree of emotional intelligence are able to resolve conflict more effectively, by adopting an approach which can fulfil the emotional needs of both parties. If an individual lacks a self-awareness of their emotions and an inability to control such emotions further conflict will often arise. Thus, an emotionally intelligent manager will have â€Å"superior conflict resolution skills and engage in greater collaboration†¦ to develop new solutions that satisfy both parties’ needs† (Jordan amp; Troth 2004, pp. 201). Social skills are a vital aspect of emotional intelligence, associated with one’s ability to resolve problems without demeaning employees, to prevent negative emotions inhibiting collaboration â€Å"and to handle affective conflict with tact and diplomacy† (Rahim et al. 2002, pp. 5). Managers who use their own emotional competencies can support their employees to improve their problem solving capacities. An employee’s perception of their manager is determined by factors such as the manager’s communication skills, conscientiousness within the workplace and social capabilities. Such a perception can have a positive influence on the employee’s conflict resolution capabilities and problem solving strategies. Thus, enhancing the emotional intelligence of managers within the workplace proves to be beneficial for contemporary organisations as it provides managers with the appropriate skills to resolve conflict with integrity and also provides a positive example to employees, encouraging them to adopt a similar approach. Statistical evidence carried out by Jordan and Troth (2004) corroborates this notion stating that those with a higher WEIP (Workplace Emotional Intelligence Profile) adopted more cooperative conflict management strategies. Mangers who exhibit a high degree of emotional intelligence promote a positive workplace environment in which the employees have a high level of job satisfaction, subsequently resulting in a lower staff turnover rate. A high level of job satisfaction within an organisation is an extremely desirable quality. According to Brunetto et al. (2012 pp. 429) employees who are content within the workplace exhibit increased productivity, lower levels of absenteeism and have lower turnover intentions. Furthermore, employees with high levels of job satisfaction display greater organisational commitment to their occupation, in which an employee identifies with their workplace and its objectives and wishes to maintain membership in the organisation. Managers who have substantial emotional intelligence are more likely to instil their employees with a higher level of job satisfaction as the managers are more proficient at controlling and assessing their own emotions and those of others in the workplace, which in turn increases morale and job satisfaction. Job satisfaction is vital within the workplace as it is inextricably linked to customer satisfaction and customer loyalty. Employees who experience high levels of job satisfaction can through their attitude instil a sense of customer satisfaction and loyalty which in turn escalates profitability and revenue growth. Therefore, an emotionally intelligent manager is more successful in the workplace as they increase the job satisfaction of their employees resulting in numerous benefits for the organisation including a low turnover rate and increased customer loyalty. An emotionally intelligent manager, with the ability to understand emotions in their self and others, will prove to be a successful leader. Moods and feelings play a vital role in the leadership process thus a strong aptitude for emotional intelligence is required of managers to be successful within the workplace. Whilst there is no singular theory of effective leadership, essential elements include collective objectives, instilling an appreciation of work behaviours and generating enthusiasm and optimism (George 2000). Managers with apt emotional intelligence are more capable in communicating their goals for the organisation in a manner that enhances a collective sense of enthusiasm. For example, a manager who exhibits high emotional intelligence may adopt such knowledge implies that employees have a tendency to be â€Å"supportive of the leader’s goals and objectives when the leader expresses con? ence in followers and serves to elevate their levels of self-ef? cacy† (George 2000, pp. 1040). Whilst accurately appraising employee’s emotions and influencing followers’ emotions can result in support for the leader’s objectives, there can also be negative repercussions. Managers who are so in tune to emotional needs of their employees â€Å"can be manipulative and emotionally demanding† (Ashkanasy amp; Daus 2002, pp. 81), particularly when the employees are susceptible to such exploitation. This behaviour can often result in mistrust and suspicion within the workplace, which can lessen the manager’s effectiveness. Furthermore, the decisive emphasis placed on the importance of emotional intelligence in being a successful leader can be problematic, as it drives the notion that emotional intelligence is the only characteristic required to be a successful leader and can misconstrue the realities of organisational leadership. It must be noted that despite the numerous characteristics encompassed by emotional intelligence which are associated with effective leadership, they aren’t an exhaustive list. Other factors, namely actual intelligence, are fundamental to effective leadership and critical to organisational success, including business success (Locke 2005). For the numerous reasons outlined, emotional intelligence is very important, indeed a necessary requirement, in the list of positive attributes a manager must possess for successfully managing employees in the workplace.

New Public Management in the UK

New Public Management in the UK This chapter is devoted to the New Public Management (NPM) aspects regarding the UK perspectives. It begins with the meaning and the origin of the NPM. Some discussions are raised whether it is a conceptual thought or a practical application of management in public service. Then, it draws the line of NPM development along the UK history since the public administration had been emerged. Four main trends of public management are investigated from the related literatures to provide the succinctly picture of the UKs public service organisations reform and changes. One way to understand how NPM has been developed is to understand its nature. The attributes and models of NPM therefore are identified and categorised into main groups. This is to show how NPM has been reformulating and re-labelling in different ways from time to time. Later in this chapter, The Pendulum analogy is introduced to analyse the changes and the trend of NPM. It goes to the question whether there is a Pendulum analogy of NPM in the UK or not. What is NPM? Sometimes the new public management seems like an empty canvas; you can paint on it whatever you like. There is no clear or agreed definition of what the new public management actually is and not only is there controversy about what is, or what is in the process of becoming, but also what ought to be. (Ferlie et al., 1996:10) The term New Public Management (NPM) is used internationally in academic, governmental and organisational discussions, but it is rarely defined. It began life as a conceptual device invented for purposes of structuring scholarly discussion of contemporary changes in the organization and management of executive government In the decade after entering the literature, NPM acquired a wider range of meanings. For instance, some scholars have asserted that NPM is the application of new institutional economics to public management, many scholars have used this term in referring to a pattern of policy choices. This variation in usage means NPM is more a recognizable term than a fully established concept. (McLaughlin et al., 2002:15) Britain is very much on the crest of the NPM wave, as successive governments have sought not only to cut public expenditure and redraw the boundaries of the state but also to increase the efficiency and effectiveness of public services(Horton and Farnham, 1999:55) Origin and Definition Hood (1991:5) argues that NPM is originated from two different streams of ideas. First idea is The new institutional economics movement which have a set of new administrative style such as contestability, user choice and transparency. Second is Managerialism style which is drawn from scientific management mindset. Horton, S. Farnham, D. (1999) argue that by 1997 all public services had been affected by the adoption by successive conservative governments of neo-liberal or New Right ideas and all had been managerialised. The service were discussed as new, because they had been shifting from traditional bureaucratic administrative to managed public business. The reform of public services had been internalised and it was possible to describe as New Public Management as the norm. Concept or Application The Development of NPM in the UK Early Public Administration Earlier systems of administration began when there was an empire and its government. It most controlled from the centre based on personal that is the loyalty to individual such as a king or a minister rather than impersonal that is based on the organisation or the state. The common system inherited in this system is patronage and nepotism. The only way that young man can be employed by the government was to be supported by relative or family in a position. And there is no guarantee in the quality or competent in this so called spoiled system. (Hughes, 2003:18) The Traditional Public Administration Administrative systems traditionally dominated public organisations because historically the public services emerged as administrative bodies, supporting political policy makers and law makers and ensuring that the law was implemented. The civil service is still dominated by an elite whose perception of their roles is that of policy advisers to ministers and guardians of the public interest rather than managers. The administrative culture is also a consequence of traditional systems of public accountability (Horton and Farnham, 1999:38) Hughes (2003) states that the public administration was once a major movement in public sector reform established between 1900 and 1920. He characterized this tradition model as an administration under the control of political leadership, based on a strictly hierarchical model of bureaucracy (p.2) According to his work, the most influence theorists who contribute the success idea of public administration are Woodrow Wilson, Max Weber and Frederick Taylor. Woodrow Wilson (1856-1924), the key activist and the professor at Princeton, argued that there should be a distinctive separation between politics and the administration. He proposed this idea many years before becoming the president of the United States. Max Weber (1864-1920), the German sociologist and political economist, formulated the theory of bureaucracy which set out the principles form of modern system of bureaucracy as the impersonal system based on rules and law, hierarchy structure organisation, bureaucratic professional public official, specialised office management, recruited and appointed by merit and politically neutral. Frederick Taylor (1856-1915), an American engineer was recognised as the father of scientific management devoted to improve standard of factory assembly line but fit very well with the theory of bureaucracy. He created theory of one best way of working and systematic control. (Hughes, 2003:20-27) The nature of administrative official work in most public organisations is defined as bureaucratic, incrementalist and particularist. The characterisation of bureaucratic management is hierarchy, impersonality and expertise. They concluded that Those in managerial positions have clearly defined roles within a specialised, hierarchical and horizontal division of labour. Their responsibility are narrowly defined and circumscribed by rules, and officials have limited discretion. (Horton and Farnham, 1999:39) Public administration was successfully established and has its golden age around 1920- to the early 1970s. During 1945-1979, it is known as The welfare state which has developed during the immediate post-war period that needs the reconstruction. There was rationing of industrial and building materials and planning in the economy, in land use and in public service. (Flynn, 2002:30) However, later it was found that the hierarchical structured have four major problems: First, political control was inadequate and illogical because politics cannot be separated from the administrations. Second, the problem of one base way begin to focus more on procedure and manual rather than contingency plan and problem solving, this is appeared as no responsibility for results. Third, the problems of bureaucracy were raised such as the administration work as timeserver waiting for retirement day, the formal bureaucratic offices were no longer efficient when compare with the private management company.(Hughes, 2003:30-37) In summary, the tradition model of public administration was the longest and most successful theory of management in the public sector before it had been replaced by the New Public Management Style. The Managerialism Since the early 1980s, there have been three main managerialist thrusts in the public services, although there have been variations within each service. First, there was tighter control of spending, involving cash limits and manpower budgets, and cuts in spending on staff. Second, there was a movement to decentralise managerial responsibilities and functions through more devolved budgetary systems and giving more responsibility to line managers, Third, management has become more rational with the introduction of management by objectives and performance management systems, including use of performance indicators and merit pay.(Horton and Farnham, 1999:42-43) The shift from particularist management to generic management in the public services is demonstrated by four key changes: first, public management is increasingly dominated by general managers, rather than specialist managers or professionalssecond, it is more objective-driven, rather than problem-driven; third, managers are now prepared to facilitate change, rather than resist it; and, fourth, managers behave as if the public are their main concern, rather than their staff.(Horton and Farnham, 1999:43) The New Public Management The emergence of new public management era has been developed from the scientific management and corresponding with the managerialism initiative. The good way to describe the NPM development is to do by chronological order according with the political development as well established by Norman Flynn (2002). 1979-1997, The New Right Conservative government under Margaret Thatcher and John Major toward the public services hired advisers form business, especially retailing companies to help them to think about how public services should be managed. The solutions included internal market, competition with the private sector, performance measure and management, decentralized operational management and revised payment system.(Flynn, 2002:36) 1997-2007 the Blair government announce the new third way represented a new type of politics, leaving behind old definition of left and right, capitalism and communism but the two great streams- democratic socialism and liberalism. A new generation of public reform was labelled as join-up government and later know as whole-of-government. This model was first introduced by Blairs government that its strategy is focus more on holistic rather than only economics approach. It aimed to make better use of scarce resources, create collaboration between different departments in the same area and provide one stop service to citizen. Due to the threat of terrorism had arisen that time, shared information between public agencies is became the key issue. It cut across traditional boundaries by create coordinative structure. It was claimed as Post-NPM model and critiqued the previous NPM that ignore the problem of horizontal structure. (Flynn, 2002, Christensen and Lagreid, 2007) 2007-2010, The Brown ministry ( latest ref needed) The NPM Attributes and Models It is essential to identify key elements of NPM in order to see whether it can be categorising and groping those attributes and model to formulate the trend or movement. The following part of this chapter then consults with the previous literatures and related studies to gather all information and later on proposed the major trend of the NPM pathway. NPM Attributes Hood (1991:4-5) discussed the doctrines of NPM which characterized to 7 components as follow: Using professional management who is full accountability and responsibility rather the power Explicit standards and measures of performance in terms of target, quantities Focus on output and outcome rather than procedures Shift to disaggregation of units in which separate provision and production interests to divided units. Create greater competition, use term contract to make competitive cost and higher standard Do more on business-like management style implemented in the public service culture Cutting costs and careful on budgeting with the idea of doing more for less He critiques that to identify success of NPM should be assess by the output to be delivered on what its claim. But the result so far has not a substantial work to be proved. NPM Models According to Ferlie et al. (1996:10-15), four new public management models have been introduced: Model 1: The Efficiency Drive, early to mid-1980s in Thatcher government initiated this model and the core themes are: An increased attention to financial control A strong managerial by hierarchy, a command and control mode of working An extension of audit both financial and professional, bench-marking, assessing performance Increased stress on provider responsiveness to consumers. More market-minded and customer oriented. Deregulation of the labour-market and increasing the pace of work: short-term contract; higher turnover at senior management level A shift in power from professionals to management Less bureaucratic and more entrepreneurial management New forms of corporate governance Model 2: Downsizing and Decentralization Developed quasi-market as the mechanism for allocating resources whining the public sector A move from management by hierarchy to management by contract. Contracting out of non-strategic function Delayering and downsizing, moves to flatter organizational structures, staff reduction move from command and control to networking and coordination Move away from standardized forms of service to more flexibility and variety. Model 3: In Search of Excellence, there is strong interest in how organizations manage change and innovation. In the bottom-up form: emphasis on organization development and learning; the learning organization movement of the late 1980s represents the latest relabeling of this tradition. In the top-down form: stress on charismatic forms of top-down leadership, more intensive corporate training programmes and strategic human resource management function. Model 4: Public Service Orientation receives notions of high quality management A major concern with service quality Reflection of user concerns and values in the management process Stress on the development of societal learning over and above the delivery of routine service Stress on securing participation and accountability as legitimate concerns of management in the public sector. Centralization: joint- up government, whole-of Government, reaggregation, In the 1990s the UK public services had experienced significant changes in what government expected of them and the way they were organised. The conservative government prior to 1997 had followed a policy of trying to achieve greater efficiency and service through market forces, setting up structures within public services to promote competition. With the election of the Labour government in 1997 this policy changed. Rather than emphasising competition, the emphasis switched to co-operation and what became known as Join-up government. Different services should work together to make them more accessible to their communities and improve quality. It was a theme with which Tony Blair, the Prime Minister, became personally identified.(Johnson and Scholes, 2002:572) Decentralization: Privatization, Agencification, Marketization, Disaggregation It [Privatisation] has taken three main forms: the selling-off government assets, the increased private-sector role within the public sector, and commercialisation of the public sectorFirst, the selling-off of government assets involves the transfer of ownership form the public to the private sector. Since 1979, more than 60 nationalised industries an state companies have been privatised, local authorities have sold land and other assets, Second, the increased private-sector role within the public sector involves private businesses and voluntary organisations providing public services still under government control government bodies have increasingly contracted-out service provision to private contractors; and central government has appointed many business people on to the boards of quangos that are responsible for providing public services. Third, commercialisation of the public sector requires public sector bodies to imitate allegedly more efficient private sector bodies in the way they manage themselves. For example, government bodies have levied more charges on consumers of their services; performance management has been increasingly entrenched in the public sector; and government reforms of public services have often asserted the right to manage with public managers being given more freedom locally to deploy resources in pursuit of centrally set policy goals. (Horton and Farnham, 1999:53) The Pendulum of Public Sector Management The Analogy of Pendulum The NPM Pendulum in the UK The major attempt is to reduce size of the public sector. By 1997, more than 90 public enterprises had been sold to private sector. This included both selling of public enterprise to private shareholders and introducing competition in to the remaining public sector into the supply of services of private sector. Privatization had the further advantage of raising additional revenue from the sale of state assets, thus avoiding increases in general taxation to fund government spending. (Horton and Farnham, 1999:12)

Analysis of Fences by August Wilson :: essays research papers

The theme of August Wilson’s play â€Å"Fences† is the coming of age in the life of a broken black man. Wilson wrote about the black experience in different decades and the struggle that many blacks faced, and that is seen in â€Å"Fences† because there are two different generations portrayed in Troy and Cory. Troy plays the part of the protagonist who has been disillusioned throughout his life by everyone he has been close to. He was forced to leave home at an early age because his father beat him so dramatically. Troy never learned how to treat people close to him and he never gave any one a chance to prove themselves because he was selfish. This makes Troy the antagonist in the story because he is not only hitting up against everyone in the play, but he is also hitting up against himself and ultimately making his life more complicated. The discrimination that Troy faced while playing baseball and the torment he endures as a child shape him into one of the most dynamic characters in literary history.The central conflict is the relationship between Troy and Cory. The two of them have conflicting views about Cory’s future and, as the play goes on, this rocky relationship crumbles because Troy will not let Cory play collegiate football. The relationship becomes even more destructive when Troy admits to his relationship with Alberta and he admits Gabriel to a mental institution by accident. The complication begins in Troy’s youth, when his father beat him unconscious. At that moment, Troy leaves home and begins a troubled life on his own, and gaining a self-destructive outlook on life. â€Å"Fences† has many instances that can be considered the climax, but the one point in the story where the highest point of tension occurs, insight is gained and a situation is resolved is when Rose tells Troy that Alberta died having his baby, Raynell.

Comparing Composed Upon Westminster Bridge by William Wordsworth and Lo

Comparison between William Blake and William Wordsworth’s Views of London William Blake grew up in the slums of London and this is shown in his poem, he wrote his poem in the slums and back alleys of London as he never had very much money. He describes London as being â€Å"charter’d†, this gives us the impression that everything has rules and boundaries in London, and that there is no mystery to be discovered. Also chartered means on a map, almost as if it is owned, by the king perhaps. The line in which the word is on, â€Å"I wander through each charter’d street, near where the charter’d Thames does flow,† makes us feel as if every thing is owned and nothing is natural, like all the people in London are prisoners of society The ending line of stanza two tells us, â€Å"The mind-forg'd manacles I hear†, this is Blake’s way of showing to us that there are no free minds in London. Everyone had been brainwashed by society and they could not think for themselves because of that. In the next stanza Blake describes the corruption of the Church of England by mentioning, â€Å"Every black'ning Church apalls† this shows the dirtiness of the buildings and shows us that there is a possibility that he is a strong catholic. This line ties in very well with the line directly above it â€Å"How the chimney-sweeper's cry†, both of the lines are discussing how dirty and filthy London is. We could also think of these lines in a different way Blake could be telling us that the priests are corrupt and dirty rather than just physically dirty. In the final line of this stanza, Blake states. â€Å"And the hapless soldier's sigh, runs in blood down palace-walls.† This could be considered as an other sign of corruption, and that monarchs are to blame for the death in London a... ...f London, but they only do this because of their life before they wrote the poems. One poet grew up in the rich area outside London and moved there later, whereas the other poet grew up in the slums of London. They never had the chance to see London through each others eyes, if they had they may have thought differently of London. Both poets grew up and wrote about what each thought of the same place, London is a city that is magnificent and beautiful to the people who know it like that. Whereas it is filthy and dirty to the people who have grown up in those filthy dirty areas. In my opinion London is a place that is somewhere between these two extreme versions of it, a place where there is magnificent splendour but also a place where there is filth and poverty. Theses poems where written two hundred and six years ago and London has not changed that much since then.

Far From The Madding Crowd :: essays research papers

English Literature Coursework Assignment - Far From The Madding Crowd (Prose written before 1900) ‘Compare and contrast Bathsheba Everdene’s three suitors’ In the novel ‘Far from the Madding Crowd’ the main female role, Bathsheba Everdene, is pursued by three suitors, each of whom is very different from the others. These three men are Farmer William Boldwood, owner of the farm adjacent to Bathsheba’s, Gabriel Oak, bankrupt farmer who becomes Bathsheba’s shepherd, and later, bailiff, and Sergeant Francis Troy, a soldier whose regiment was close by to Weatherbury. Each of the three suitors pursues Bathsheba in a very different style, each of which I will look at in this coursework, but, unfortunately for naïve Bathsheba she fails to choose the best for her, Gabriel Oak, when he becomes her first suitor. Only at the end of the novel does she make the obvious and correct choice. The first character I will look at is Sergeant Francis Troy who came upon Bathsheba one night as she walked along the fir plantation, checking that all was well in the fields and paddocks, although Gabriel Oak had check before her. When Troy had become entangled with her, one of his first questions was ‘Are you a woman?’, to which Bathsheba replied, ‘Yes.’ His immediate reaction was to compliment her by calling her a lady, illustrating his natural tendency to see most young ladies he comes across as merely objects for personal conquest. Flattery is of course his chief weapon in charming and conquering the female heart. One of the main reasons that Bathsheba fell for him in the first place is her own vulnerability to flattery, as she is such a vain young lady. From this point on, on the occasions that he meets her, he continues to remark on how beautiful see looks, concentrating on praising her appearance. His first attempt at courtship was filled with nothin g more than these praises as he quickly wormed his way into Bathsheba’s heart. His impressive skills at swordmanship astonished Bathsheba, as shown in the hollow among the ferns when she realised how sharp his sword really was as he manoeuvred it around her, and she suddenly found herself falling deeper and deeper in love with him. There are a number of things which had attracted her to Troy, the most principal being the constant flattery and praise of her beauty. His sword skills in particular excited her and were a wonder, something totally different from the mundane ways of country life which surrounded her at present.

Explain how multi agency teams work together to support speech, language and communication. Essay

There are a number of professionals that come into contact with each other if a child has needs with speech, language and communication and require support from different areas. E.g. a social worker, SEN Officer, teacher and parent can work together to improve the life of a child or young person. They may come together to discuss a plan that is best for the child to progress effectively. Each child may have different professionals to tailor their individual needs. The people with specialist knowledge and skills will support the people that work with them on a daily basis and have regular meetings to remove barriers of achievement, agree strategies, provide training and identify, and sometimes provide resources. SENCO have the correct paper work in place and ensure appointments are up to date, this will make it easy to monitor development. This will help to co-ordinate with professionals who work with the child. The LEA decides between the school and external support services on how to support the child’s development and may arrange the intervention of a school action plus level to be provided. It also has a parent partnership so parents can be heard and understood with their views taken into account. Every child matters is a programme that covers all children in the school age 0-19. It has been set up so that schools and parents work together to give very child the best chance on life. It has a shared database of children containing information of every child so that all multi agencies, schools, police and voluntary groups can ensure the welfare of each child and can be assessed.

Affirmative action in the United States Essay

Tanglewood may have difficulty filling their vacancies in the future because the company has a very large shortage with their sales associates. Even though Spokane has a high unemployment rate and they are able to supply a lot of people with jobs, the chances of closing the gap that is needed to fill the vacancies aren’t likely. Since the sales associates move up to shift leader, department manager, assistant store manager and then store manager then the company can fill the higher level vacancies easier. This then creates the huge shortage with sales associates. As time goes on Tanglewood will have difficulty filling vacancies just because there won’t be enough people that fits the requirements in order to be hired by Tanglewood as sales associates. Tanglewood should engage in a more specific strategy to change their recruiting and promotion practices so that they can target more women and minorities. Spokane doesn’t have a high number of minorities but if Tanglewood changes promotion and recruiting practices then this will help attract the minorities that do live in Washington. There is a high number of females so the company shouldn’t have trouble recruiting females but designing a new affirmative action will help solidify a higher number of female employees. I do believe that if the company promotes different and targets certain regions and areas through secondary schools and other employment agencies then the company can meet their affirmative action goals in a year. Pros and cons of using internal promotion versus external promotion would be that when you use internal promotion you are relying on your employees to produce the qualified candidates that fit the mold that your company is looking for. If you use external promotion then you are going to be able to do a lot more and find more people that have the qualifications. If you use internal promotion is may not take as long as  external promotion because you can give the employees an incentive to bringing in new employees. External promotion may take longer because it is based on who replies to the recruitment or who the employment agencies inform you of. There may not be as many females that aren’t already working in within the company that are going to meet the qualifications of a supervisory position. If the company looks to promote externally they may be hiring more white males into a management position over females and minorities. They may already have some females within the company that can be promoted to that level. 4. I believe that each individual store should continue to create an environment that allows the employees to bring innovation and their own voice to upper management. Each store should work well as a team and want to see each other succeed in order to meet the overall goal for the company as a whole. By incorporating an Affirmative Action plan and changing the Equal Employment Opportunity to better suit the company I feel as if each store will benefit greatly by bringing in people from a different background. The store managers should be responsible for focusing on the applicants qualifications in order for the company to continue the affirmative action. This should be followed up through training and when promotion is to be considered. Once this is set in motion the company will be able to fill the gaps in each position.

Analysis of Scene 2 of Blue Remembered Hills Essay

In scene 2, the audience can see a slight change of pace. This is shown through the lack of physical violence in this scene in comparison to the previous scene 1. The pace starts off as fidgety as the two seven year old boys-Peter and Willie- can barely keep still but the pace hardly reaches any faster than this through the rest of the scene. The point in which they are both laughing and giggling uncontrollably is the only real point where the pace picks up a bit. This is when the boys are both laughing about Wallace peeing on a gorse bush due to the fact that he thought it â€Å"was on fire†. The subject of Wallace visibly fastens the pace, as is evidence in many other scenes. I think the slow pace of this scene shows the actual weakness of these two boys as their dilemmas and problems at their age are partially revealed through their banter and conversation. The seemingly raw subject of Donald and the beatings he receives at home seem to strike a misunderstood chord with the two boys but they shrug off the confusion and potential sadness and envelope themselves into another situation. This awkwardness is shown in the stage directions alone as â€Å"they fall silent† and the â€Å"tension that they do not understand† is quickly broken by more childishness, and they quickly run themselves into another less sensitive subject. The moments where there is quite a fast pace in this scene is only created by the characters purposely after they are bored and have nothing else to do or interesting to say. The subject of Donald is quickly followed by a purpose running about and â€Å"swooping† around by the two boys to bring up the energy levels. The back and forth conversation about the Dandy and Beano gets quite tedious for Peter and he quickly is distracted by something else more active and exciting. The characters in this scene are still both Willie and Peter and the relationship between the boys familiarly stays the same. In the previous scene, the audience saw that Peter was dominant in the relationship and frequently craved control of it and of Willie, often with physical violence but in this scene, he no longer results to this and uses his words more to cajole Willie into telling him where the jam jars are. Willie also still seems to have the upper hand in the argument though as he knows all the information Peter wants to get. Because of this, Peter has to still be moderately controlled in how he acts towards Willie to get the location of the jam jars out of him. This unexpected control Willie has is evident as when Peter once again threatens Willie with physical violence-his fist- he sees that this may completely blow his chance of getting any information so he rethinks and offers him his Dandy. Willie is now in control as he shows to Peter that he doesn’t care and that he could buy his own comic. This under-valued control that Willie has is still present in scene 2 and similarly continues on in the play. Concluding, there is small change of pace and characters in Scene 2 but not on a large scale. The pace is slowed down visibly from Scene 1 as there is not as much playing about and fighting between the two characters. Apart from the stage directions in Scene 1 where it clearly stated if they were moving and what actions they were doing if they were talking, this was no stated in Scene 2, therefore, I have no choice but to assume most if their conversation was given mostly in stationary mode. There was no real change in characters in Scene 2 other than the fact that In scene 1, Peter was triumphant in his method of physical beating to get Willie to give him the apple and in scene 2, Willie was triumphant in his knowledge of information to keep a secret the information about the jam jars but that was only really successful because of the distraction of the squirrel.

Aspects of Meaning

Jubayr zakariyya Aspects of meaning assignment 1 The experiment that has been conducted, and written about in the paper ‘The representation of polysemous words', by Devorah Klein and Gregory Murphy, endeavours to uncover the degrees to which different senses of polysemous words use the same or diverse kind of representations. Whilst homonyms from a linguistic perspective, are groups of words that share the same orthographical and phonological characteristics, yet do not share the same semantic meaning.There are a number of theoretical perspectives pertaining to the root cause of how two separate word meanings are able to converge on the same phonological representation, or how a single word is able to separate into diverse and separate semantic meanings. But the term ‘polysemy' refers to something that is intrinsically more complex, and as Klein and Murphy have noted in their paper, more problematical in terms of defining its root source and in which ways are the senses r elated and represented.What Klein and Murphy mean by this, and have studied in this paper, is the process in which words semantically relate to one another, through a process of extension. Yet unlike homonyms, polysemous words do not have lexically separate meanings, which leads to the questions of whether polysemous words have a single represented sense that can be accounted for every use of a word, how can they be linked in memory, and how are they co-ordinated in processing. Klein and Murphy aim to ‘provide data that will constrain accounts of the representation and processing of polysemy'(Klein and Murphy (2001)).The first experiment that was conducted entailed the use of memory performance in order to measure the representation of polysemous senses. it was particularly looking at whether people were more familiar with a same sense or a different sense than the original presentation given. the results showed that same phrase items were the most precisely evaluated, which w as followed by the consistent sense phrases. The inconsistent sense phrases were the most error prone. Klein and Murphy also suggest that words being seen in identical context was the most helpful in getting a correct evaluation.The results here point out that the way in which a polysemous word is processed initially affects later memory access. After conducting a number of detailed experiments, Klein and Murphy conclude that polysemous senses are semantically related, yet they are not extremely similar, which consequently results in ‘same-sense facilitation' and ‘cross sense inhibition' (Klein and Murphy (2001)). If a polysemous word does not contain a core meaning, it is no longer a substantial semantic component thatis common to all senses in a given word. word count: 429

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON TRAINING AND DEVOLOPMENT WITH REFERENCE TO â€Å"APCPDCL† The thesis report submitted on the partial fulfillment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business Management ST. THERESA’S COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of â€Å"Ch. S. D. St. Theresa’s college for women, Eluru† has done the Project work titled TRAINING & DEVELOPMENT at APCPDCL, under my guidance during the period of 5th May 2011 to 5th July 2011. She has been sincere, dedicated and her conduct throughout the study during the above period has been excellent. Internal project guide Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner Director of PG Courses Dr. Marietta Pudota DECLARATION I hereby declare that this project report entitled â€Å"TRAINING & DEVELOPMENT† a bonafide work done for â€Å"APCPDCL† located in Hyderabad submitted in partial fulfillment for the award of degree of â€Å"MASTER OF BUSINESS ADMINISTRATION† DATE: PLACE: Hyderabad Y. Hemalatha ACKNOWLEDGEDMENT I behold to express my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of Management. It’s my pleasure and a bound duty to acknowledge with all my humility, my grateful thanks Project guide Dr. Renuka. I wish to thank and H. R. D Department for providing this opportunity to do my project and for taking special care and interest in my project work in their esteemed organization. I am grateful and thankful to for all the above for their support and kindness they offered during my term of the project. INDEX CHAPTER-I * Importance * Need for the study * Objectives of the study * Sampling and methodology CHAPTER-II * Company profile * Industry Profile CHAPTER-III * Concept of Training and Development * Areas of Training * Training Methods * Models of Training * Benefits of Training * Concept of Development * Importance of Training and Development CHAPTER-IV * Process of Training and Development followed by APCPDCL * Data interpretation and analysis Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an abundant supply of human resource. One of the major impacts on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the targets of the plan and in the achievement of the economic progress generally. Hence it is more the welfare of the employees and to prevent the main problems. An organization whether small or large, be it a business or an industrial enterprise, needs for its growth, survival and continuance four improvement M’s * MONEY * MATERIAL * MACHINERY and * MEN Primarily, success or failure of an organization mainly depends upon combination of the above four factors. Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the people. No two persons are similar in their mental abilities, traditions, sentiments and behavior and are subject to many and varied influences, people are responsive, they feel, think and act and therefore they just cannot be operated like a machine or shifted and altered like a template in a room layout. Human beings differ from one another in basic metal abilities, personality, interest, skills, attitudes, aspirations, energy, education, training, experience and behavior. Because of these varied traits human beings are complex in their behavior and in their psychological make-up and when they interact with one another in a group or an organization, this complexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as â€Å"personal management† but it is called as â€Å"human relations or human engineering. † Knowledge of people, their usage’s and behavior is the first step in developing the human relations. NEED FOR THE STUDY * To gain optimum utilization of human resource by measuring their training and development. * As the ultimate desire of every employee is for their hike (wages and salary). * To know the training and development and wages and salary administration of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. Along with the training and development of the employee by the organization affects the moral of the employee and productivity of the organization. In such situation the expectation of the employee, which are described in job Description should not be ignored. OBJECTIVES OF THE STUDY The objectives of the study are: * To study and analysis the philosophy of employee training and development of APCPCL * To study the process of wage and salary administration that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee training and development of APCPDCL SAMPLING AND METHODOLOGY: A Survey of 100 respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection: After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources: For the successful completion of the project, the study is in need fo r both primary as well as secondary data. Primary Data: Primary data collected through interviewing the employees in APCPDCL. In that sense 100 respondents through questionnaire. Secondary Data: The process of secondary data is also called desk research, which was collected and stored earlier. Questionnaire Design: To study the view on the â€Å"Training and Development† of APCPDCL. Researches used structured undisguised question wise most of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its own limitations: * It is limited to small sample that is 100 respondents from a large number of populations in company with in a time frame of few days. The duration of project was limited for only two months. * The study is only on academic point of view. * The study is based on primary and secondary data. * Respondents may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central Power Distribution Company of A. P. Limited was formed from the erstwhile Andhra Pradesh State Electricity Board (APSEB) which was a power su pply company to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCO It is a Subsidiary of APSEB. It generates Power from different sources such as Water, Coal, etc. the generated Power from the APGENCO will be sold to APTRANSCO which is also Subsidiary of APSEB. APTRANSCO It is also a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the Distribution Companies. There are four Distribution Companies under Andhra Pradesh State Electricity Board which distributes power for all over Andhra Pradesh. Central power distribution company of Andra Pradesh Limited hyderabad Northern Power Distribution Company of Andhra Pradesh Limited – Warangal. Southern Power Distribution Company of Andhra Pradesh Limited – Thirupathi. Eastern Power Distribution Company of Andhra Pradesh Limited – Vishakapatnam. These four companies are distributing power to their concerned area for each distribution company there is one Chairman & Managing Director and four or five Directors to control the Operation of Power Distribution Companies. Apart from them a Public Relation Officer and a Company Secretary is also there. APTRANSCO controls all four Distribution Companies to maintain uniformity among the companies. APGENCO is an Independent Organization. CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the India’s best Power utilities, satisfying the customer’s needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through: – Make available reliable and quality Power – Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for improved productivity. The core values of the Organization are, * Customer Focus * Organization Pride Mutual Respect and Trust * Initiative and Speed * Total Quality With a vision to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast infrastructure facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were introduced by APCPDCL such as * Pass books to individual customers * Electronic spot billing * Voluntary disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill payment Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise making Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking forward to me et many challenges with promised to deliver quality customer services through innovative programs. The philosophy of APCPDCL is to continuously striving to enhance is performance emerged stronger by the day to offer its customers the best and value for money. The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director: Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH): Mr. K. Venkatanarayana, B. E. , * Director (P & MM): Mr. KH. Ghulam Ahmed, B. E. , * Director (Commercial): Mr. A. Srinivas Rao, B. E. , * Director (Finance ): Mr. P. Rajagopal Reddy * Director (Operation-Rural): Mr. B. Veera Reddy, B. E. , * Director (Coordination): Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT): Mr. G. Raghuma Reddy, B. E. , Licensed Area Covering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad totally 86,800 SQ. KM. Customer Services: * Apply for new connection * Apply for transfer of service * Centralized trouble call center * Round the clock service * Spot billing Customer Information: * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * Electrical safety Online Services: * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open access to the transmission and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in rural areas are expected to introduce and encourage competition in the electricity sector. It is expected t hat all the above measures on the generation, transmission and distribution front would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAINING: Training is concerned with imparting and developing specific skills for a particular purpose. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge inculcation of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a learning experience in that it seeks relative permanent change in an individual that will improve his ability to perform the job. It involves change of skills, knowledge, attitudes and social behavior. TRAINING DEFINED It is a learning process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. †¢ It’s not what you want in life, but it’s knowing how to reach it. †¢ It’s not where you want to go, but it’s knowing how to get there. †¢ It’s not how high you want to rise, but it’s knowing how to take off | | †¢ It may not be quite the outcome you were aiming for, but it will be an outcome †¢ It’s not what you dream of doing, but it’s having the knowledge to do it It's not a set of goals, but it’s more like a vision. †¢ It’s not the goal you set, but it’s what you need to achieve it Training is about knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. T raining is about the acquisition of knowledge, skills, and abilities (KSA) through professional development. | FEW DEFINITIONS:- A planned process to modify attitudes, knowledge or skills behavior through learning experiences to achieve effective performance in an activity a range of activities. Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their jobs. (Gary Dessler 1985) Training consists of planned programmes designed to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or social behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employee for doing a particular job. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) PURPOSE OF TRAINING:- In the modern co-operative environment the necessity or training employees may arise for different rea sons as follows: a. To enable existing employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the efficiency of work performance by employee. d. To achieve higher productivity. e. To reduce supervision time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING:- 1. Training in company policies or procedures:- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. Orientation is a continuous process aimed at the adjustment of all employees to new and changing situation. It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills:- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction training, which does not have a very significant development a certain contribution to the job, for instance, sales training and machine skills. 3. Training in human relation:- Training is a broad category embracing many different aspects. Self-learning and inter-personal competence can be included in this category, all concerned with generally the some theme. It stresses a concern for individual relationship for feeling and treating . people as â€Å"Human Beings† rather than a machine. Not only in this concern and awareness in one’s attitude and behavior conductive to better work place relation but also to enhance productivity. This category of training is oriented towards the development of the individual and consequently the organization’s efficiency in terms of better team work. 4. Problem-solving training:- Many companies’ programmes also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all managerial, personnel, in a particular division/branch from both the head quarters and the field offices and discuss common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilized in other situations. 5. Managerial and supervisory training:- The managerial job combines both techniques and conceptual knowledge. If it were of a specialist, it would emphasize. Some techniques and knowledge like operations, research, finance, production and personnel management. 6. Apprentice training:- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of training is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job method This type of training is also known as job instruction training in the individual is placed on a regular job and taught, the skills necessary to perform that job on the job training has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) Job Rotation:- This type of training involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching:- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedo m or opportunity to express his own ideas. (c) job- instruction:- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs. Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in focused upon learning the material related to his future job performance. (a) Vestibule training:- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- playing:- It is defined as a method of human interaction that involves realistic behavior In imaginary situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanical engineer, fore – men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method: - This lecture is a traditional and direct method of instructions. The instructor organizes the material and gives it to a group of trainees in the form of a talk to be effective. The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus costs and time involved are reduced. (d) Confidence discussions:- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the improvement of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions:- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are arranged from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five pha ses and should be repeated on a regular basis to make further improvements. The training should achieve the purpose of helping employee to perform their work to required standards. The steps involved in System Model of training are as follows: 1. Analyze and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. | | Evaluating 3. Develop- This phase requires listing the activities in the training program that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals ; objectives. 4. Implementing is the hardest part of the system because one wrong step can lead to the failure of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the previous stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision – focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itse lf few years down the line. A vision may include setting a role mode, or bringing some internal transformation, or may be promising to meet some other deadlines. Mission – explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform | | the employees regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values – is the translation of vision and mission into communicable ideals. It reflects the deeply held values of the organization and is independent of current industry environment. For example, values may include social responsibility, excellent customer service, etc. | | | The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and then the training model is further implemented. | | INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance. Training objectives are defined on the basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages: 1. ANALYSIS – This phase consist of training need assessment, job analysis, and target audience analysis. | | 2. PLANNING – This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. | | | 3. DEVELOPMENT – This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION – This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION – The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. T his phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program. It also highlights that feedback is an important phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. | | BENEFITS OF TRAINING:- * It leads to improved profitability and/or more positive attitudes towards profit motivation. * Improves the job knowledge and skills at all levels of the organization. * Improves the morale of the work force. * Helps in creating a better corporate image. * Faster’s authenticity, openness and trust. * Improve the relationship between bosses and subordinate * Aids in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leadership sill motivation, loyality, better attitudes, and other aspects that successful workers and managers usually display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates preventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most important parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training. It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. Evaluator | | Trainer – The training objective is also beneficial to trainer because it helps the trainer to measure the progress of trainees and make the required adjustments. Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. | | | Trainee – The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful. The objectives create an image of the training program in trainee’s mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the probability that the participants will be successful in training. Designer – The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then he’ll buy the training package according to that only. The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealing effectively in an unexpected situation. Consider an example; the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry. Therefore, without any guidance, the training may not be designed appropriately. Evaluator – It becomes easy for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. | | DEVELOPMENT In day’s competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company. Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are: * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentioned objectives should include the following: * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are available. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. Some of these techniques are: * Coaching and counseling * Job rotation * Conference / discussion * Programmed and computer aid instruction * Role-playing Team group training Coaching and counseling: This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while doing about daily business. The new manager exemplifies the correct behavior attitudes, assigned specific and challenging goals and provides trainees with frequent and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop. Job Rotation:- Management –trainers and educationalist, has often preached ‘move the manager around’ when the manager is moved from one department to another, it gives him from a broad exposure to the strength and weakness of the company and much better understanding then he could otherwise possess. Guided conference / Discussion:- The guided discussions type of conference in an improvement over straight lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions:- Programmed instructions are based on certain behavioral laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been developed in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited. It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing:- In which roles as assigned to trainees to act out as they would do in their real life. It is helpful in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions. Team group training:- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real note stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants. But T-group training involves creation of stress situation, which go out of control. 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 and 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. . 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. | Human Resource Development Boundary: From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL. The Chief General Manager (HR ; IR), the General Manager (IR ; Legal), the DE/CPTI and other officers are taking care of the resources to train, qualify, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are: 1) In-House Trainings, and 2) External Trainings In-House Trainings: The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad. It is one of its kind and is fully equipped with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)P;G| Sub-Division IAE I| Sub-Division IIAE II| AO(CPTI)Accounts| | Maintaince staff| Maintaince staff| | SUB-DIVISION I :- Under this, ADE and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes REFRESHER Programmes MONTHLY Programmes UN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING:- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the works to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are†¦.. * Room training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training: Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES :- The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually this programmes conduc ted about 3 to 5 days. III . REFRESHER TRAINING :- This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes. The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES :- Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or tailor made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are†¦Ã¢â‚¬ ¦. 1) The National franchiese programmes ) The National training programme for C;D employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMD;BOD. Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA INTERPRETATION OF TRAINING AND DEVELOPMENT TABLE 5. 1 Respondent’s opinion on training facilities available in organization. S. NO. | OPTIONS| RESPONDENTS| | 1| Excellent| 25| | 2| Good| 75| | 3| Poor| 0| | | | | | Interpretation: The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. | | | | | | | | | | | | | | | | . TABLE 5. 2 Respondent’s opinion on training programme useful for day-to-day activities. S. NO. | OPITIONS| RESPONDENTS| | | Highly Satisfied| 26%| | 2| Satisfied| 60%| | 3| Not Satisfied| 14%| | Interpretation: In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondent’s opinion about training helps in personal development. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 10| 10%| | Very Little Extent| 30| 30%| Interpretation: 60% of the employees opinioned that training helps in personal development, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee vote for training helps in personal development. TABLE 5. 4 Respondent’s opinion on improvement in their performance after attaining training programme. S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 70| 10%| | Good| 10| 70%| 3| Satisfactory| 20| 20%| Interpretation: The above question is about the improvement in performance after training program. Because it is very important for the smooth flow of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the emplo yee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondent’s opinion to what extent the training programme helped in your job. S. NO. OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 65| 65%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondent’s opinion on faculty available for training from inside the organization or from outside the organization? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| Excellent| 35| 35%| 2| Good| 15| 15%| 3| Satisfactory| 50| 50%| Interpretation: Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside the organization. 50% of the employees should be from both, out side and from inside the organization. | | | | | | | | | | | | | | | | TABLE 5. Respondent’s opinion to what extent the equipment, company adopts new technology? S. NO. | OPTIONS| RESPONDENTS| PERCENTAGE| 1| To Large Extent| 60| 60%| 2| To Some Extent| 35| 35%| 3| Very Little Extent| 5| 5%| Interpretation: When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizat ions and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization. TABLE 5. 8 Respondent’s opinion on criterion for giving training? S. NO| OPTIONS| Respondents| Percentage| 1| Company overall development| 10| 10%| 2| Company improvement| 60| 60%| 3| Future career growth| 30| 30%| Interpretation: The work load should not be over loaded and under loaded; work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondent’s opinion about on the job training or off the job training? S. NO. | OPTIONS| Respondent's| Percentage| 1| On the job training| 15| 15%| 2| Off the job training| 50| 50%| 3| Both a & b| 35| 35%| Interpretation: Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 3 5% number of employees is not satisfied regarding their quality of training. | | | | | | | | | | | | | | | TABLE 5. 10 Respondent’s opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. | OPTIONS| Respondents| Percentage| 1| Only for personal life| 5| 5%| 2| only for work place| 40| 40%| 3| Both a & b| 55| 55%| Interpretation: Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employee’s personal life. In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 SUMMARY SUMMARY I have done a study on â€Å"TRAINING† and â€Å"DEVELOPMENT† a concept of human resource management In â€Å"APCPDCL†, which is located at Hyderabad. The importance of the study of the† Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire. The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were asked about their training levels of employees regarding the factors, which affect the training and on their development of the employee’s work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employee’s show interest in learning new things. The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the company’s awareness, it has geared itself for a multifaceted growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TRAINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Company’s training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Company’s headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the e mployee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * Motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talent in a particular field. ANNEXURE Bibliography Questioner BIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao – Essentials of Human Resource Management And Industrial Relations V. S. P. Rao – Human Resource Management, text & cases Mizra S Saiyandain – Human Resource Management Keith Devis – Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name : Age : Qualifications : Designation : Period of Training (in days) : Service in FFF (in years) : 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) satisfactory c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How do you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in yo ur job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work p lace c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) Comment 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No comment 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b