A Social Worker s Perspective Food Essay - 841 Words

Form a social worker’s perspective food is a human need and a right for everyone no matter a person’s race, sexual orientation, class, and status in society. Social workers understand the cycle leading to hunger in America and the impact it has on children and families. Hunger has divided families and communities by placing certain groups of people at greater risks of food insecurity. According (Coleman, Greogry Singh, 2014) â€Å"More than 1 in 5 children is at risk of hunger. Among African-Americans and Latinos, it’s 1 in 3†. Social workers plays a pivotal role implemented change in society by connecting ethical principles along with the standards of treatment from The Universal Declaration of Human Rights for the safeguard and well-being of society’s oppressed people. Human rights are the guided principles of freedom and liberty, in which everyone should have access to nutritious foods regardless of their race, sexual orientation and class. Lik ewise, social justice follows the beliefs of fairness and just treatment for all. The Universal Declaration of Human Rights (UDHR) strive for the amelioration of society’s most vulnerable people, the children. According to UDHR, (1948) Article 25 (1), â€Å"everyone has the right to a standard of living adequate for the health and well-being of himself and of his family, including food, clothing, housing†¦.† Yet many families are still struggling to feed their children. Given the critical need for food. Social workers have to analyzeShow MoreRelatedFood Stamps to SNAP Essay1030 Words   |  5 PagesFood Stamp is a government-funded program in the United States. This is a program that helps people buy food for their families; in other words, it is a very important program to families living in poverty. It is the nation’s most important program in the fight against hunger. 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This gap includes the amount and quality of food that is being consumed. Along the way, a solution to produce the amoun t of food needed to serve the population was to use Genetically Modified Organisms (GMOs). With the growing signs and evidence of the risk that GMOs bring, people have a right to know what is in the food that they are eating. Through conflict theory we can identify that the elite deter us from educatingRead MoreWal Mart1969 Words   |  6 Pageshighest- grossing company in the United States (Fortune 2008a), and is by far one of the most successful companies worldwide. Wal-Mart offers a place to buy the majority of our goods under one roof like electronics, furniture, clothing, pharmacy, sports, food, books etc. Wal-Mart sells good at lower price than the others and this is even shown by its slogan â€Å"save money, live better†.   It drives out smaller and sometimes even the expensive stores out of business due to its lower prices. Wal-Mart providesRead MoreThe Migrant Worker Lifestyle Can Be Largely Explained As A Subculture943 Words   |  4 PagesThe migrant worker lif estyle can be largely explained as a subculture. These people have their own values and behaviors that distinguish themselves from the average American. The migrant workers work for little pay, and believe that hard work will pay off for them. They travel north and south and across the United States following the harvests of different crops so they can work and get paid. The one thing that sets this apart from the larger culture is that they are not following around the easiestRead MoreCharacteristics Of Society And The Populations Living1648 Words   |  7 Pagesthe Department of Juvenile Corrections due to having that networking piece. The social worker at the agency is a licensed clinical social worker (LCSW) and is a contracted employee. Her role is to meet with the students and work with them one on one. 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Several interviewing techniques that can help with someRead MoreA Marxist And Feminist Literary Criticism1243 Words   |  5 Pages A Marxist and Feminist Literary Criticism Being a single woman with a family to support in the 1930’s was not an easy job. Especially when society had so many chips stacked against them. Tillie Olsen’s â€Å"I stand Here Ironing† is a short story that addresses feminine social disorders and inequalities as well as economic disadvantages that people of lower circumstances have to overcome to survive. In the short story it is basically an autobiography of Tillie Olsen’s life told by the narrator (Emily’sRead MoreWhy Employees Should Employees At The Electoral Process Of Which Rallies Are Part Of It?1685 Words   |  7 Pagesseparation among the classes restricted in their organization s own particular antidiscrimination strategy dispersed to workers (Browne, 1943). 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Theories of Myth Paper Free Essays

Introduction Mythology, what is itThe dictionary defines mythology, as a set of stories, traditions, and beliefs associated with a particular group or the history of an event, arising naturally or deliberately fostered or a body of myths as that of a particular people or that relating to a particular person. The word â€Å"Myth† itself is of the Greek origin from the Greek word mythos, â€Å"speech, word, fact, story, narrative†. Although these words are rather restrictive in definition, the word myth can be said to fail to take into account the large body of twentieth century work on myth from many angles. We will write a custom essay sample on Theories of Myth Paper or any similar topic only for you Order Now Myth, is also described or defined to be the compilation of some type of field work; and the aim may be to produce something of value for religious studies. A myth theory can also be defined as raw material for transformation into artistic productions. In some way shape or form, every culture or ethnic group is an original author of theoretical myths. For example, there has been scientific evidence that at one point there were parts of the earth that were covered in water and are now dry. Other myths tell of an island, floating in the sky where sky people lived long before the world was created. A theoretical approach call the New Criticism/Formalism is said to be used when there is out of date text with no author or historical background. It is misleading to read Greek or Latin text that is translated into another language word for word. There is no way to trace the changes in myth over time because the text will not be chronological. Late authors especially the Romans liked Traditional Biographical Criticism when they created life-records. Traditional Biographical Criticism also works well for writings of political people who interpreted political stories in myth over time. Many of these myths go unnamed and it becomes hard to analyze the author’s life in such cases. Folklore Studies and Anthropology explores unidentified works since in Folklore there are no individual creators of tales necessary. Folklore studies and Anthropology work well when it comes to comparative literature approaches. It is not limited to one version or text of a myth. It works well when it comes to Greek and Roman magic or superstitions. These studies are not good when it comes to complex symbolism. However, it does show similarities between myths and legends. Earth Diver-Myths speaks of scientific evidence where the Earth has parts that are now dry and once were covered with water. The myth says that a person dove into the water to retrieve some Earth. The Earth that was brought to the surface is the same land we live on today. There are other myths that say it was mud that was brought to the surface in a different way until it became the Earth. The creation myth of Christians and Jews tells of the Earth once being covered completely by water. The Japanese creation myth tells of muddy oceans covering the world at the beginning of time. A GOD named Izanagi and GODDESS named Izanami were curious about what was under the Ocean. Izanagi threw his staff into the ocean and pulled out some Earth which became the island of Japan. Iroquois creation myth states that the island floating in the sky before the world was created had sky people who never died nor was born. They never experienced sadness except for one day when a sky woman who d iscovered that she was going to give birth to twins. She told her husband and this news made him very upset because they had never experienced this before and it did not seem possible. He was so angry that he went to the center of the island where there was a big tree that gave off light over the entire island. The husband was so angry and in disbelief that he tore down this tree tearing a big hole in the center of the island. He then pushed his wife through the hole and she fell towards the water below. There were water animals that existed on the Earth and saw the lady falling towards the water. The water animals saved the lady and began to help her by diving to the bottom of water to get mud to build land. The animals then took the mud and spread it on the back of a big turtle. They continued and continued as it grew and grew becoming the size of North America. The idea of a personal approach to mythology happened in 1926 says Stanley Krippner.However, you can make a strong case that the first proposed mythological foundation for an individual human experience was published a decade earlier. C.G. Jung published, Symbols of Transformation, in 1912. This was his vision of a mythological basis to the operation of human psyche. Jung wrote in his memoir, Memories, Dreams, and Reflections which was his theme of the mythic nature of personal experience near the end of his life in 1961. He was telling his own personal myth, telling one’s story in mythic terms. Jung declared, whether the story is true or not is not the problem. The only question is whether what I tell is truth or fable. References Myths, Models, and Paradigms: A Comparative Study in Science Religion. New York: Harper Row, 1976. Barbour, Ian G. Theoretical Approach Strengths and Weaknesses for Analysis of Myths – web.cn.edu /KWHEELER/documents/Theory_Myth.pdf Living Myth: Personal Meaning as a Way of Life. Boston: Shambala, 1993. Bond, D. Stephenson. Creation Myths – www.cs.williams.edu/~lindsey/myths/myths.html How to cite Theories of Myth Paper, Essay examples

Training And Its Impact On Performance @ People2people - Samples

Question: Discuss about the Training And Its Impact On Performance @ People2people. Answer: Introduction Training is a planned program that allows an employee to acquire new skills, knowledge and upgrade themselves. Development, in many cases, implies to training program that are provided to employees with future growth in mind. If an employee has been identified for a particular future role at people2people, he would be continuously trained on that and this is development (Becerra 2013). This would mean that the employee is continuously trained on various topics related to the new role that the employee would be offered soon. Organizations have understood a fact that hiring professionals who are well trained are expensive. At the same time, the organization also needs to understand that person can be readily trained to meet the requirement of an organization, because every organization is slightly different than that of the other and hence, every employee needs to be trained at least for few days when they join a new organization (Barber 2014). People2people should ensure that an employee is trained from the day one of his joining so that he can understand the learning opportunities that an organization provides and also they would be mentally prepared for a long tenure (Bhattacharya 2013). First and foremost, people2people need to understand the areas wherein they would require improving and accordingly, employee training programs need to be improved. One of the best ways to understand the training needs of the organization is by way of understanding the areas of concern which might be leading to dissatisfaction among the customers. Accordingly, a competency map needs to be prepared (Chou 2014). This would help the HR professionals to understand each important area that can create an impact on various factors like the revenue generation, customer satisfaction and employee performance. Accordingly, the skill sets needs to be mapped to achieve each of the targets set (Craig 2013). The HR professional needs to understand that each employee in the organization needs to possess all the skill sets so that the organization can be competitive. Accordingly, each employee needs to be assessed against the skill sets that they possess. It is merely impossible for any employee to p ossess all the skills sets that is required at the organization level to perform. Based on results derived, all the employees in the organization should be trained so that each one of them can work towards the common goal (Durna 2015). Training allows an employee to grow, learn and it also creates an environment where in an employee feels that the organization is concerned about the employees growth. This motivates the employee to learn more and achieve more from the training provided to them and hence, pushing the revenue of the organization (Dade 2013). Literature review: Competency mapping Training and development in the organization starts with competency mapping. If the organization has appropriate ways to map the competencies of the employees and also the competencies required for the organization, the training program will be appropriate (DiMaria 2014). Few of the steps that will help an organization to implement success competency mapping are discussed below. Competency mapping will be the responsibility of the HR department and hence, they need to put in efforts to understand the technicalities and other concerns related to each department in the organization (Dickson 2015). First and foremost, the HR needs to spend time and understand the department for which the competency mapping needs to be done. Competencies required for an IT professional would be completely different than that of the competencies required for a technician at the plant level. It is important for the HR to understand the department and also the duties that they perform on daily basis (Elfman 2013). Secondly, the grades and levels in the organization also need to be understood by the HR who is responsible for the competency mapping. Two employees in the same department, at two different levels will not be responsible for the same tasks (Fonseka 2014). Each one would be responsible for different tasks and the organization would expect each one to possess different set of responsibilities. Based on the grade and level of the employee, competency mapping needs to be done (Fisher 2015). A formal document explicitly discussing the roles and responsibilities of each employee will allow the HR member to be aware of the competencies required against each role (Finkelstein 2014). A job analysis can be undertaken by themanagement to have a readily available document in place. This will clearly give an idea about the capabilities that an individual need to possess with regards to his daily roles and responsibilities (Grossberg 2015). The HR department will have to spend time with different people in the department to ensure that they are able to get a better clarity on the roles and responsibilities that each one in the organization is handling (Hong 2014). To get a better understanding of the competencies required, different competency mapping tools can be used. Questionnaire, interviews, assessment centres and psychometric tests are few of the strategies that can be used. The HR professional needs to have a questionnaire in place, so that they can pull out all the required information, along with the extra information (Hanley 2015). There are professional assessment centres and psychometric tests available this would help the HR to get ready information about the organization. The competencies which have been identified through the various modes cannot be used directly. The HR needs to distribute the skill sets based on the attributes and then accordingly, it needs to be distributed at different levels (Hoffman 2015). People at different level in the organization should hold different skill sets to outperform their roles and responsibilities. The HR may not be the right person to verify if the skill sets received through competency mapping is right or not (Jayawardena 2013). They need to get in touch with the managers and supervisors to ensure that the skill sets are mapped rightly to the right roles and responsibilities. The department heads will be able to share their input on the competencies that they are looking for so this helps the HR department to recruit and train people accordingly (Juttner 2013). A competency calendar needs to be put in place to ensure that each employee in the organization can be aware of the competencies that he needs to possess, to be upgraded to the next level in the organization. This competency calendar can be used by the HR department to plan the training program to upgrade the skill sets of the employees (Hsu 2014). Competencies required for call centre staff (Call agents) The competencies required for the call centre staff is different than that of the employees in the other industry. The HR department should analyze and understand the same so that they can look for the suitable training programs (Katherine 2015). Few of the competencies that a call centre staff would require to grow in the organization, are discussed below. It is very important for a call centre employee to be very expressive by way of verbal and non-verbal communication. It is very important for the call agent to convey their thoughts very clearly to the customers and at the same time, they should be able to understand the communication of the customer, which may not be as fluent as theirs (Kessler 2015). Apart from that, they need to stop at right places so that the customers dont feel that the call agent is interested in conveying their thoughts alone. Apart from that, the tempo and the pitch of the volume should also be adjusted to ensure that the customer doesnt feel threatened or ignored (Kim 2015). Listening is one important competency that a call agent would require. When the customer shares their concern, the call agent to listen to their concern and at the same time, they should also make a note of all the important points so that the same can be used while answering the queries. If the call agent doesnt listen to customers complete query then the customer would feel offended and at the same time, some customers may get angry as well (Kravitz 2015). Attentiveness to small details is very important for a call agent. If they miss out on important and minute details shared by the customer then the customer may get irritated and at the same time, the customer may also feel that the call agent is not giving much of attention to what the caller said (Kulak 2014). If the caller is not very attentive, they may not be able capture important details and at the same time, they will not be able to ask more relevant information which would be required to solve the concern (Kevoe 2015). The call agent needs to understand the product, common problems and also the specific needs of the customer. Paying individual attention to queries and concern of the customer is one of the best ways by which the customer can be satisfied with his experience and also with the product or service that he is using. The call agent should be considerate towards the needs of the customer (Kursunluoglu 2014). If a call agent makes a call to sell a particular product then he needs to check if its the right time to have a word with them. In case, the customer is not comfortable then the call agent should call later at the convenient time. If the customer is not willing to buy a product then the call agent should respect the customers opinion and decision rather than that of being pushy (Kumar 2014). It is very important for the call centre agent to have a positive attitude towards the conversation that is happening with the customer. Similarly, the call agents should be positive and energetic throughout the day so that the same energy can be shared with the customer. If the call centre agent is not very motivated and positive then the callers will also behave the same way and they may end up fighting with the call agent, which will lead to other problems as well (Lo 2013). The call agent also needs to be confident while they are answering the queries of the customers. If the call agent is sceptical about a certain thing then it is better that they allow their colleague, who is confident, to answer the question. If the call agent is not confident then he will not be able to answer all the questions and this can lead to customer dissatisfaction (Lee 2013). The queries of the customers should be answered in a timely manner so that the call agent can take up more calls in a day. To increase the speed, the call agent shouldnt just ignore the queries of the customer as this will lead to unwanted concerns and escalations. Every customers query should be answered appropriately and at the same time, they should be quick to take up other call so that the new customers waiting time can be reduced (Liat 2014). The call agent cannot expect all the customers to be same as different customer may have different problem and they may react differently. It is very important for the call agent to handle different calls differently so that the expectations of all the customers are met and at the same time, the call agent will also be positively motivated to talk to more number of customers (Lennox 2015). Training and development its importance in a call centre Training and development allows the organization to improve the knowledge base of the employees. Call centres may think that investing in training program will lead to wastage of time and money (Lee 2014). For example, if an individual is attending a one day training program then throughout the day, he wont be productive and at the same time, the organization will also have to pay for the complete day. Call centres need to understand that the employees would be motivated to stay in the organization if they are given an opportunity to upgrade themselves (Morris 2014). It is always better for an organization to lose one man-day/month rather than that of recruiting a new person for the position. Few of the advantages of providing training for the employees on regular basis are discussed below. If the trainings are identified rightly then it can create an impact on the performance of the employee. Call centre is a very competitive company because of the number of companies that opens up daily and also the number of companies that shuts down. Appropriate trainings will ensure that the competency of the employee is improved and at the same time, they will help the organization to grow (Muhi 2013). In a call centre environment, the employees would be overloaded with work and hence, they would require a break from their regular schedule. The training program will motivate them, allow them to take their much needed break and the same time, it will also expose to work possibilities which wouldnt have been possible otherwise (Marin 2013). This increases the level of satisfaction and the employees would feel satisfaction in accepting and meeting the new challenges at work. This will make the employees feel connected with the organization (Mugridge 2015). If training program is provided to employees based on the skill sets that they possess and also the areas of weakness, then the organization can derive better results. The organization should identify the skill set for a training program and accordingly, employees who lack those skill sets needs to be identified and trained (Nomsa 2015). This will ensure that the employees who are dependent on their colleague for completion of regular task would reduce and ultimately, the time of each employee would be saved. In a call centre environment, quality is of utmost importance so they should continuously train the employees on the qualities that they expect from the employees. Continuous training would ensure that the employees are frequently reminded of the quality standards that they need to adhere (Neuman 2015). At the same time, employees who have difficulty in achieving the set quality target will be able to achieve more. Continuous training will also improve the organizations reputation in the market. Not all the companies would provide training to employees on the continuous basis and if an organization is doing so then the employees would talk about it to their friends, family members and ex-colleagues and this will improve the reputation of the organization (Naoui 2014). This organization would also be prepared by employees who are fresh out of college and are looking for an opportunity or someone who is willing to change their career as they are not satisfied with the current one (Ozan 2015). Training and its impact on retention, in call centre environment The HR professionals should identify the right set of training program so that the employees are positively motivated to improve and grow in the same organization (Promsivapallop 2015). If employees are given training program for the sake of it then the employees may be disappointed and hence, this may not motivate them to stay back in the organization (Poddar 2015). Few of benefits that an organization can gain by way of implementation of right training calendar are discussed below. Training will allow the employee to open up to a completely new world, which he might have never been aware of. This will ensure that they feel empowered about the exposure that they have received. The employee may feel that he is responsible for the growth of the organization and hence, they may feel a sense of pride (Paschek 2015). If an employee is nominated for training program on regular basis then the employee would feel that the organization needs them and that is one of the major reasons due to which they are nominated for various trainings on continuous basis. This thought will push the employee to stay back in the organization. These employees will discuss their problem with their manager, HR ormanagement to reach out to a solution, rather than that of looking for an opportunity to leave the situation. For example, if the employee is not happy with the hike that he has received from the organization then he would talk about this to themanagement and the HR, rather than that of hunting for a job with the competitor. With the help of training development, the HR should ensure that the employees are upgraded. For example, if an employee undergoes communication training program then the HR should collect feedback about the experience, pros and cons of the training program. If the employee is not satisfied with certain topics covered in the training program, the trainer needs to be educated about the same. If a poor feedback continuous for the trainer, then the trainer needs to be replaced. Training particular to the job and also to meet the needs of the employee would increase the satisfaction level of the employee. At the same time, employees knowledge about the topic would also increase and hence, they would be more proficient with their job and this would ultimately lead to satisfaction and then retention. Relationship between training and employee performance Looking at the current scenario, it can be said that right training programs allows an employee to learn and explore areas which wouldnt have been possible otherwise. With the help of learning and exploration, the employee grasps new ideas and thoughts which ultimately create an impact on the performance of the employee. This creates an impact on the performance of the employee at work. Increase in employee performance creates a positive change on the organizational performance as well. It is the responsibility of every organization to ensure appropriate and right training is provided to their manpower to ensure that the organization grows in the right direction. They also need to continuously identify the skill sets which an employee would require in the near future for performing better and accordingly, training programs would be planned. The organization also needs to accept to the fact that training is only way by which the existing employees can be prepared for the upcoming chal lenging future. If themanagement is not willing to train the employees then with future demand, the organization will have to look for people through recruitment and this is going to be more expensive than that of training the employees on regular basis and retaining them (Rashid 2013). Training is a way by which the employees can be upgraded with the required skill sets and at the same time, the employees can also be given a reminder about the tasks and the quality standard that they need to achieve while they are working on daily basis. If a management thinks that providing random training frequently or at regular intervals will help them to retain the employees and ensure good performance, then the managements thought process is wrong. A training program would be successful and it would deliver the expected results only when efforts are put in (Sala 2013). The HR department in the organization will list of skill sets that an employee needs to possess to perform well in their daily tasks or to take up a role that is one level above them. Accordingly, by using various techniques and strategies, the HR should understand the areas where they lack so that they can be provided training accordingly. The required skill sets and the skill sets that would push the employee to perform better should in sync with each other so that the organization can perform better (Schaltegger 2014). Selection of appropriate training intervention also plays a key role in improving the performance of the employee via various training programs. Training should be given to employees when the organization is not growing or not growing as intended or if the employees are not performing or not performing as intended. There are various reasons due to which an employee may not be performing. There are possibilities that the employee is facing some conflict in his personal life due to which he is not able to contribute to his work or the employee may not be motivated to use his skill sets to improve the value of the job or the employee may not be confident of the capabilities that he possesses and hence, he is not very keen about taking up new responsibilities. Without an appropriate training intervention, it is merely impossible for an employee to perform with the help of training. If an employee is facing a personal problem in his life then they need to be given some time to sort their problem or they should be given a helping hand to come out of the problem. In this situation, a training program may really not be of much use. Similarly, if an employee is de-motivated with some factors in the workplace then they must be provided some motivational training and not skill development training (Sund 2013). Competencies of an employee would improve with appropriate training and it would help the help the organization to grow. Not only the skills of an employee are upgraded, but with the help of appropriate training program the attitude of an employee can be improved and thus, an employee will contribute to the betterment of the organization. Only training may not help the organization to grow as there are few other factors which may create an impact on the employees performance. The performance can be affected by way of power and politics prevailing in the organization, organizational culture, attitude of managers towards the team member and others. The management should ensure that these factors are also taken care by the management while they are providing appropriate training to the employees. The managers in the organization should continuously understand the various factors those are hindering the performance of the employee so that training can be provided accordingly. Ignorance of these factors will reduce the effectiveness of the training program and hence, positive outcome cannot be expected (Singh 2014). Certain organizations are sceptical about providing training to the employees as they feel that an upgraded employee may look for an opportunity in the open market or they may develop interest in a particular subject, which they learnt through training program, and then the employee may take up higher education to pursue the same. Training alone will not improve the performance of the employee at workplace. After a training program, an employee needs to be assessed on the effectiveness and accordingly, he should be offered a change in the role. If an employee possesses the skills that a manager requires then they may not be willing to perform the executives roles and responsibilities. Similarly, if the employee possesses upgraded skills which are adding value to the organization then they should be provided a pay hike so that they are motivated to stay back. The management needs to accept to the fact that all the employees are associated with the organization for the financial benefi t that they receive and hence, that shouldnt be reduced or stopped at any cost (Ulrich 2013). Strategies to train call agents to improve performance It is very important for any call centre to ensure that the right strategies are used to ensure that the performance of the call agents can be improved. The management of the call centre also needs to accept to the fact that the revenue of the organization is completely dependent on the performance of the call agents and hence, they need to be trained in the right way so that better results can be derived. Product training is an important training program that would allow an employee to feel confident will they are speaking with a customer. If a call agent is responsible for sale of credit card then they need to ensure that the call agent is aware of the features, pros, cons and also where do they stand in service offering as compared to that of the other competitors. This will ensure that the call agent does some homework while they are facing queries from the customer. If the call agent has not undergone appropriate product training then it would be difficult for them to satisfy the customer with right answers and solutions. Similarly, if the product receives any upgrade in the near future then that information also needs to be shared appropriately with all the call agents so that they are updated with the product information in the right way (Wortmann 2014). Identify gaps and then train a call agent rather than that of bombarding with training solutions that are readily available now. The HR professional should conduct a quality check on the calls of the call agent and make a note of the positive points and also the areas that needs to be improved (Willie 2013). Accordingly, training program needs to be organized. For example, if a call agent stammers when a customer questions about something that they dont know then they need to be trained to be confident and at the same time, the HR can share few recorded good calls so that they can learn of art of answering questions which are unknown. Induction training program is a mandate for the employees who join the organization newly. An employee should be inducted on the very first day rather than that of waiting for a bunch of new joiners to be on boarded. While an employee takes up induction training, he should be given a clear indication about the HR policies, product training, best techniques to handle call, things to avoid while on call, how to handle the instrument and also the incentives that one would receive on achieving target set. This will allow the call agent to concentrate on his roles and responsibilities rather than being worried other things which will not add any value (Wong 2015). Monthly meetings with all the teams are one of the ways by which the management can get to know the problems that they are facing. If the team has got some complaints, which they have been listening from the customers for long, then that needs to be addressed. The employees are happy to know that the management is willing to help them. If the management is ignorant about the problems then this will demotivate the employees. During this monthly meeting, the employees will talk about the training programs that they require and will also justify the same. Accordingly, the employees can be trained rather than that of giving a training which may not add value to the employees. Academic paper review Article Title The Effect of Training on Employee Performance Journal Name European journal of business and management Author Name Amir Elnaga Vol issue Vol. 5, Iss. 4 Year of publication 2015 Page no. 137-144 This article is about trying to understand the impact of training on the employee performance. This article states that the performance of an employee can be improved with the help of appropriate training programs but the training programs should be well planned to achieve the desired goal. Before an organization plans for the training program, they should look for the skill sets required and also the skill sets that an employee would acquire with the help of appropriate training program. Many organizations organize trainings without understanding the things that an individual would achieve with the help of appropriate training program and hence, such organizations may feel that the trainings programs are just waste of money and time and it will not yield much results. Training can be used as a tool by all the organizations to train the existing as well as the new employees in the organization. If the organization wants their employees to grow internally then the employee should be provided with required training continuously so that he can be capable enough to handle senior roles in the organization. If an organization realizes that their success or failure is dependent on the performance of the employee then they would put in efforts to organize appropriate training program. The gap between the actual performance and expected performance can be achieved by way of training (Amir 2015). Article Title Relationship Between Training And Performance: A Case Study Of Kenya Women Finance Trust Eastern Nyanza Region, Kenya Journal Name European journal of business and social sciences Author Name Alice Kasau Sila Vol issue Vol. 3, Iss. 1 Year of publication 2014 Page no. 95-117 This article tries to understand the relationship between the performance and training. The author believes that an employees attitude, job satisfaction, and service delivery are the few things that allow the employee to perform better while they are associated with the organization. This article explores the link between training and attitude, training and job satisfaction and training and service delivery. The article states that if an employee is having a positive attitude towards the workplace then he would behave positively and he will also give his 100% to achieve the desired results. Attitudes towards workplace can be changed by way of appropriate training. Additions and deletions in the workplace can create an impact on the attitude that an employee holds about the workplace and hence, this can be bought in with the help if appropriate training program. If an employee is satisfied in the organization then they will be happy to put in efforts to achieve the goals that have been assigned to them. If an employee is appropriately rewarded for his efforts and if he is promoted then the employee would be satisfied. Employee satisfaction can be achieved by appropriate training program so that they can grow into the next ladder of the organization. Service delivery is very important for an organization that is completely dependent on the satisfaction of the customer. If the employees are equipped with right skills to meet the needs of the customer, their performance would improve (Kasau Sila 2014). Article Title Training and its Impact on the Performance of Employees at Jordanian Universities from the Perspective of Employees: The Case of Yarmouk University Journal Name Journal of education and practice Author Name Alice Vol issue Vol. 6, Iss. 32 Year of publication 2015 Page no. 128-139 This article explores the attitude of administrators and managers towards the training components and the impact of the training program on the performance of the employees at the university. The study reveals if the employees are administrators are putting in efforts to design the training program, choose right employees for the right training program and pay attention to the design and content of the training program then an impactful training program can be created. An impactful training program will ensure that the employees learn something new with regards to the workplace and also the areas that can create a direct impact on the performance of employee at the workplace. The article recommends the university to provide more training programs to more employees. It also states that even the minute need for training needs to be identified and then accordingly, it should be implemented. Apart from that, the university should ensure that all the employees should be given an opportun ity to be a part of various training programs. If the same group of employees is selected for different training programs then it can lead to dissatisfaction and hence, it would create a negative impact on the performance of the employees, who are not a part of the training program (Alice 2015). Article Title Relationship between on the Job Training and Employees Performance in Courier Companies in Dar es Salaam, Tanzania Journal Name International Journal of Humanities and Social Science Author Name Nelson Jagero Vol issue Vol. 2, Iss. 22 Year of publication 2014 Page no. 114-120 This article explores the benefit of on the job training for the employees and its impact on performance. The courier companies believed in providing on the job training rather than that of providing classroom training to the employees. These organizations believe that classroom training is more theoretical in nature and hence, it cannot create an impact on the performance of the employee. On the job training allowed the organization to improve the productivity of employees at work. It also states that on the job training is not the sole reason due to which there is an increase in productivity. After the research, the management of the companies were able to find that there are various other factors which creates a direct impact on the employees, along with the impact created by the on the job training. The mental situation of the employee on a particular day would create an impact on the employees. If an employee is happy then his performance would be good as compared to that of a day when his mood is upset. Similarly, the organizational culture and the relationship with the co-workers also creates an impact on the employee performance (Jagero 2014). Article Title Impact of Training and Development on Organizational Performance Journal Name Global journal of management and business research Authors Raja Abdul Ghafoor Khan Vol issue Vol. 11, Iss. 7 Year of publication 2015 Page no. 114-120 This article talks about the various factors, along with training development, which creates an impact on the performance of the employees. If an organization is planning to improve performance by way of regular training and development then it may not be possible. It is the responsibility of the immediate supervisor to spend some time with the trainer to understand the training design and also the content of the training program. Supervisor or the immediate manager is the right person to understand the skill sets and competencies that an individual requires to complete the job. The management should motivate the senior professionals in the organization to provide on the job training to the juniors in the organization. This will ensure that the time is saved and at the same time, the juniors in the organization would remember the important points from the training program. Delivery style of the trainer would also create an impact on the performance of the employee. If one-day classroom training is provided to an employee then it is merely impossible for an employee to be active for 8 hours. During the classroom training program, the trainer should include various activities that will ensure that the employee is attentive throughout the training program. Similarly, while providing on the job training, the trainer should ensure that the employee tends to remember it in the near future. Finally, any training program that is directly related to the regular work of the employees would ensure that the results are derived (Khan 2015). Article Title The Relationship between Training and Employee Performance: The Case of Mutare City Council, Zimbabwe Journal Name International journal of Human Resource studies Authors Wehnam Peter Dabale Vol issue Vol. 4, Iss. 4 Year of publication 2014 Page no. 62-71 This article states that the human resource department is responsible for the performance of the employee. They continuously need to understand the new industry trends to motivate the employees and at the same time, they also need to explore the various reasons due to which the performance of the employee, in the organization, is affected. It is responsibility of the HR department to understand the business strategy and business plan. Accordingly, they need to work with the employees to ensure that the same is implemented. If regular training programs are scheduled for the employees then it is a sign that there is difference in what is happened and what is expected. This will motivate the employees to achieve the expectation of the management rather than continuing with the routine tasks. The employees should be equally motivated to perform better for the betterment of the organization and this is when the real impact of the training would be seen. The HR department should ensure that the interest levels of the employees with regards to the training program should be maintained so that the employees are open to discuss about the areas wherein they need to improve and also the areas where they have improved with the help of training program and also the benefit that the organization has derived. Article Title Impact of Training and Development Programs on Employee Performance Journal Name International journal of Scientific and Research publications Authors Bassam Mohsin Mozael Vol issue Vol. 5, Iss. 11 Year of publication 2015 Page no. 38-41 This article states that the effectiveness of the training program can be measured only when the training design, delivery style and type of training is seen. The employees in the organization should also be motivated rather than just the trainer and the HR department. The organization should understand the training design so that they can be rest assured that the employees are trained with regards to the skill sets that they require to achieve success in the organization. Similarly, the seniors in the organization should share their option with regards to the content of the training program and only then the effectiveness of the training program would increase. The delivery style of the trainer will also decide on the effectiveness of the training program. If appropriate delivery style is not selected then it is difficult for the employee to grasp all the knowledge that he is provided with. Appropriate delivery style will ensure that the training content is reaching the employee. Finally, depending on the training program, the management needs to check if on-the-job training or off-the-job training should be provided. Each of the training programs is effective in its own way so the management should decide on which training program is suitable for which topic so that the effectiveness of the training program can reflect in the work. This article concludes that if any one of the training design, delivery style or type of training goes wrong then the management will not get the results that they expected. It is very important for the HR and the management to ensure that all the training requirements are well met in advance so that the expected result can be delivered (Mozael 2015). Article Title An Analysis of Training and Employee Performance: A Case Study in a Telecommunication Company in Erbil Journal Name International Journal of Social Sciences Educational Studies Authors Karwan Hushyar Sherwani Vol issue Vol. 2, Iss. 2 Year of publication 2015 Page no. 74-81 This article explores the impact of training program on the skill sets of the employees and also the impact that it creates on the performance of the employee. The research states that the perception of the employee on the training program creates a great impact on the effectiveness of the training program. If the employees have negative thoughts regarding the training program offered then the effectiveness of the training program would be lost. Few of the employees in the training program may think that training is provided to utilize the HRs training budget or it is provided to ensure that a particular number of man days are achieved or in the name of training program, today can be a fun day. Employees with these thoughts will not be motivated to learn from the training program. On the other end, there would be few employees who may be super excited to grasp to the extent possible from the training program. These employees will benefit from the training program and at the same time , they will ensure that the learning is implemented at workplace. For such employees, the training is directly relative to their performance at workplace, while that may not be the case for others (Sherwani 2015). Article Title Relationship of Training and Education with Employee Performance in Financial Institutions Journal Name International Letters of Social and Humanistic Sciences Authors Nabila Khan Vol issue Vol. 41 Year of publication 2014 Page no. 150-156 This article talks about financial institutions alone. This talks about the actual performance and the expected performance of the management. It is the responsibility of the management to explicitly communicate to the employees about the expected performance and also the impact of training program on the performance of the employees. Without proper clarity, the employees may not be able to understand the results that are expected from the employees. The article also states that the management should spend time with the employees to understand the good part and bad part of the training program so that the training program can revamped if required. The interference of management will assure that the training requirements are well decided in advance and the trainer will also be aware of clear results that the management is expecting from the money and time that is invested in the training program. Without this clarity, it is merely impossible for the management to link training and employee performance (Khan 2014). Findings and implications Training and development needs to be planned at people2people so that the employees performance can be improved. All the research states that training can create a direct impact on the performance of the employee. Training is one of the major things, but at the same time, the management needs to take care of few other things as well. Few of the things that the HR needs to take care so that the employees can perform better are as follows: - The HR needs to identify the skills that would add on to the performance of the employees. If random training programs are given then it wont create an impact on the employees performance at people2people Employees positive attitude towards training matters the most. The employee who believes that the training is just waste of time will not be able to grasp any learning from the training program. Conclusion Competency mapping will be the responsibility of the HR department at people2people and hence, they need to put in efforts to understand the technicalities and other concerns related to each department in the organization. A formal document explicitly discussing the roles and responsibilities of each employee will allow the HR member to be aware of the competencies required against each role. To get a better understanding of the competencies required, different competency mapping tools can be used. Questionnaire, interviews, assessment centres and psychometric tests are few of the strategies that can be used. The HR may not be the right person to verify if the skill sets received through competency mapping is right or not. They need to get in touch with the managers and supervisors to ensure that the skill sets are mapped rightly to the right roles and responsibilities. The HR department should analyze and understand the same so that they can look for the suitable training programs. Listening is one important competency that a call agent would require. The call agent should be considerate towards the needs of the customer. If a call agent makes a call to sell a particular product then he needs to check if its the right time to have a word with them. It is very important for the call centre agent to have a positive attitude towards the conversation that is happening with the customer. The queries of the customers should be answered in a timely manner so that the call agent can take up more calls in a day. People2people may think that investing in training program will lead to wastage of time and money. If the trainings are identified rightly then it can create an impact on the performance of the employee. The training program will motivate them, allow them to take their much needed break and the same time, it will also expose to work possibilities which wouldnt have been possible otherwise. The organization should identify the skill set for a training program and accordingly, employees who lack those skill sets needs to be identified and trained. Training will allow the employee to open up to a completely new world, which he might have never been aware of. This will ensure that they feel empowered about the exposure that they have received. With the help of training development, the HR should ensure that the employees are upgraded. If the management is not willing to train the employees then with future demand, the organization will have to look for people through recruitment and this is going to be more expensive than that of training the employees on regular basis and retaining them. Not only the skills of an employee are upgraded, but with the help of appropriate training program the attitude of an employee can be improved and thus, an employee will contribute to the betterment of the organization. After a training program, an employee needs to be assessed on the effectiveness and accordingly, he should be offered a change in the role (Yu 2014). 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The Mistake of Standardized Testing Essay Example For Students

The Mistake of Standardized Testing Essay High-stakes testing, also known as standardized testing, is quoted as the new American education reform. Throughout the last two decades, this issue has become more political than ever. It has become so politically heated, that students and their future are being played with in a way that parents, teachers and administrators cannot even fathom. Throughout the two articles, Holding Kids Responsible for Our Failures by Paul Wellstone and Missing the Mark for Low-SES Students by John Gustafson, the authors clearly explain the downward spiral that education faces today, especially in terms of creating an even wider gap between rich and poor schools in America. We will write a custom essay on The Mistake of Standardized Testing specifically for you for only $16.38 $13.9/page Order now Within the article Holding Kids Responsible for Our Failures, Paul Wellstone discusses the heavy disadvantages of high-stakes testing. He believes that it is absurd for us to believe that students who attend the poorest of schools have anywhere close to the same preparation and readiness as students who attend the wealthiest of schools (Wellstone 89). This is absolutely true. Low SES (low socioeconomic status) students who live in the South Bronx are obviously not going to have the same opportunity to thrive in their environment compared to upper middle class students who attend school in suburban Westchester County. The sad notion is that those students have to take the exact same statewide NYS regents exam. Missing the Mark for Low-SES Students by John Gustafson also argues the current standardized testing movement fails to guarantee increased academic performance for students from low-income backgrounds, because they lack the life experiences that serve as a basis for learning. The current emphasis on standardized testing offers an environment that is far too rigid and fundamental to allow low-SES students to excel (Gustafson 2). Gustafson points out that there are three main influences that impact academic achievement in which policy makers tend to ignore. That is school, home and peers. He argues that without these three components, students will not succeed. One reason why I particularly enjoy this specific article is because the author offers different methods to make learning interesting and understandable for students in which they can thrive in a successful academic environment with the pressure of high-stakes testing. The methods include: (1) building a knowledge base (2) reading activities (3) performance (4) encouragement (5) field trips (6) integrated curriculum. Both Wellstone and Gustafson argue that standardized testing is an irresponsible way to determine graduation, promotion, and academic tracking. Of course, Wellstone seems to make the political argument while Gustafson focuses on methods in dealing with high-stakes testing. The authors similarly debate that the key investments in education should be quality teaching, early childhood education, parental involvement and increased funds to public schoolsnot standardized tests. The basis of the two articles gives me the evidence to believe that standardized and high-stakes testing is overtly irresponsible in the public education sector and should not be encouraged in the future of education. However, if America does continue to use the high-stakes testing as a way to measure students academic capability, then we must ensure a vigorous and dynamic way to fairly educate our poorest schools as much as the wealthiest schools. Bibliography Gustafson, John P. Missing the Mark for Low-SES Students, Yappa Delta Phi Record v. 38, no. 2. Winter 2002. p. 60-3 Wellstone, Paul. The Conscience of a Liberal: Reclaiming the Compassionate Agenda. New York: Random House, 2001. .

Free Essays on Alexander Hamilton

Alexander Hamilton Alexander Hamilton began his impressive career in March of 1777 after meeting General George Washington. He joined Washington’s’ personal staff, as his personal secretary and confidential aide. Hamilton proved his loyalty to Washington on more then one occasion, but as the need for the military diminished so did Hamilton. On December 14, 1780, he married Elizabeth Schuyler and established a life with eight children. After studying law for three months in Albany he opened a law office on 57 Wall Street. He also served congress from 1782 to 1783. He also founded the bank of New York in February of 1784. During George Washington’s presidency, Hamilton became the first secretary of the Treasury. He was now responsible for establishing credit of the United States. Hamilton sometimes overstepped the limits of his office interfering with other departments. For example, a difference in opinion with Jefferson during the French Revolution. Hamilton advocated neutrality, wh ich Washington accepted and on April 22, 1793 announced that they would remain neutral during the conflict overseas. On January 31, 1795 Hamilton resigned from his position as the Secretary of Treasury and went back to his law firm in New York. On July 25, 1798 at the age of forty-three he returned to active duty in the military under the supervision of Washington. He served in the army until June 2, 1800. After Washington’s death the Federalist Party became divided between John Adams and Alexander Hamilton. After Adams became President Hamilton wrote a personal attack on the president that contained much confidential cabinet information. Although this pamphlet was only intended for private usage the pamphlet was obtained by Aaron Burr and published, Hamiltons’ political and legal rival. Hamilton had done a few things to make Burr upset with him, first he demolished burrs hopes of completing a foreign mission. He ended Burrs hopes of becoming pres... Free Essays on Alexander Hamilton Free Essays on Alexander Hamilton Alexander Hamilton was brilliant businessman who came into the Treasury department with many ideas on how to stabilize the struggling American economy. He was a thirty-four year old native of the West Indies, who was a crucial part of President Washington's cabinet. His ideas and philosophies helped to pave th4e way for the Bank of America and the Treasury. As one of his first acts as Secretary of Treasury, Hamilton was determined to reverse the financial problems that plagued the government and country under the recently revised Articles of Confederation. His plan involved favoring the wealthier members of society, who would in turn give money and moral support to the government. The government would then prosper and the benefits would be reaped by all. Hamilton was also dead set on sustaining the national credit. He needed the support of the masses in order to advance his economic plans. His plan of action in this case was "funding at par," which involved the federal government paying off its debts at face value, plus accumulated interest, which came to a total of fifty-four million dollars, a very substantial amount of money at that time. While still backing his national debt plans, Hamilton also suggested that Congress pay the debts of the individual states, equaling some twenty-one million dollars. This idea of "assumption" was believed by Hamilton to be an obligation of Congress because the debts occurred during the country's fight for independence. Hamilton also believed that paying off the State's debts would create more unity in among the States. With the government trying to pay both national, and local state debts, they shortly fell into a seventy-five million dollar overall debt. Hamilton did not see this as a problem, but more of an advantage to the growing American economy. His philosophy was that the more countries that America owed money, the more people who h... Free Essays on Alexander Hamilton Alexander Hamilton Alexander Hamilton began his impressive career in March of 1777 after meeting General George Washington. He joined Washington’s’ personal staff, as his personal secretary and confidential aide. Hamilton proved his loyalty to Washington on more then one occasion, but as the need for the military diminished so did Hamilton. On December 14, 1780, he married Elizabeth Schuyler and established a life with eight children. After studying law for three months in Albany he opened a law office on 57 Wall Street. He also served congress from 1782 to 1783. He also founded the bank of New York in February of 1784. During George Washington’s presidency, Hamilton became the first secretary of the Treasury. He was now responsible for establishing credit of the United States. Hamilton sometimes overstepped the limits of his office interfering with other departments. For example, a difference in opinion with Jefferson during the French Revolution. Hamilton advocated neutrality, w hich Washington accepted and on April 22, 1793 announced that they would remain neutral during the conflict overseas. On January 31, 1795 Hamilton resigned from his position as the Secretary of Treasury and went back to his law firm in New York. On July 25, 1798 at the age of forty-three he returned to active duty in the military under the supervision of Washington. He served in the army until June 2, 1800. After Washington’s death the Federalist Party became divided between John Adams and Alexander Hamilton. After Adams became President Hamilton wrote a personal attack on the president that contained much confidential cabinet information. Although this pamphlet was only intended for private usage the pamphlet was obtained by Aaron Burr and published, Hamiltons’ political and legal rival. Hamilton had done a few things to make Burr upset with him, first he demolished burrs hopes of completing a foreign mission. He ended Burrs hopes of becoming pres...

Top 10 most stressful jobs of 2018

Top 10 most stressful jobs of 2018 All jobs have components that make them stressful- even the ones that don’t seem like very high-stakes occupations. Certain scenarios or times of the year come up and it’s a mad sprint requiring late nights and all hands on deck. Then there are the jobs that just don’t seem to ever let up. Here 10 of the most stressful jobs out there for 2018- based on deadline demands, public scrutiny, required travel, physical risk, physical demands, environmental conditions, hazards, and public interaction. See if any of them call out to you- maybe you crave a life of pressure! Or†¦ maybe a career in a cubicle sounds just lovely to you. It takes all kinds to make up the workforce!1. Enlisted military personnelWith an average salary of $30k, constantly putting your life at risk, all over the world, makes the military one of the most stressful careers out there.2. FirefighterYour job is starting to look pretty cushy, when you consider that for less than $50k a year, on aver age, some people have to run into burning buildings on the regular. And you thought that big project was really making you stressed!3. Airline pilotWith a median income of just about $105K per year, airline pilots are well compensated for the stress of ferrying hundreds upon hundreds of souls around the globe.4. Police officerMaking about $60K per year, just a bit more than a firefighter based on median income, police officers are also under a great deal of stress and risk their lives on a daily basis.5. Event coordinatorEvent coordinators may not risk their  lives or limbs, but they are still the people  left holding the bag when anything- major or minor- goes wrong. If the hors d’oeuvres come out five minutes late- or early- or if the band has the wrong cord to connect their amp, or if there is a typo in the invitations†¦ You name it, they  bear the brunt of the yelling. These aren’t life threatening stakes, but the stress is almost always at a high.6. PR execPublic relations executives are responsible for the reputations and the fame-level of their clients. They don’t just have to manage logistics, they have to manage perception and public opinion. And that takes a lot of nail biting. Especially when their clients do something that requires the putting out of fires (albeit, of course, not literal fires).7. Senior corporate execIf you’ve made it to the top of your company tree, it’s not all big bonuses and stock options. With every rung up the ladder comes a great deal more pressure. And with pressure comes†¦ you guessed it, stress.8. BroadcasterFor a surprisingly low annual median salary of less than $40k per year, a broadcaster is required to clearly and calmly read the news from a teleprompter often riddled with typos. She must be poised and in control at all times, as all of   the action unfolds live. You think public speaking is hard? Try doing it every day on television.9. Newspaper reporterYou wonâ €™t make a lot of money, and you’ll have to run headlong into potentially dangerous or volatile situations to get a story. And once you get it, you have to race to get it published first. On top of that, if you make one mistake you’ll have lost your reputation.10. Taxi driverThis gig is perhaps the least well-paid of the top 10, with a median pay of $24K per year. Taxi drivers have to deal with rude people, drunk people, and people in a rush- not to mention other lunatic drivers, rush hour traffic, accidents, and weather. Plus they’re stuck in a car. Imagine trying to find a parking space in NYC every time you had to pee! It’s also a field that is getting extra pressure from rideshare companies like Uber and Lyft, so being a taxi driver is more stressful than ever these days.

Investigation in how inequality of promotions affects employee Dissertation

Investigation in how inequality of promotions affects employee attitude and their effect on businesses Glass Ceiling effect - Dissertation Example Since historical times, women and minorities continue to lag behind in career advancement as their male counterparts take almost all management and chief executive jobs. Despite the fact that the population of women and men in the world do not vary much, this trend is not replicated at the workplace, where top echelons seem to be a preserve for men. The artificial barriers that are placed in the path of women and minorities so that they do not climb the corporate ladder is generally referred to as the glass ceiling effect. This paper explores the concept of the glass ceiling effect with regards to its implications on employee attitude, pay gap, rewards, job satisfaction and performance. Importantly, the effects of the glass ceiling on the overall performance and operations of business are explored. In the end, several recommendations have been outlined. Examples of these recommendations are training and education for improved skills, knowledge, competencies and potentials and awarene ss about and fighting for one’s values and rights. The paper aims to advise policymakers, government and professional agencies, theorists, researchers and individual employees on the implications of the glass ceiling effect and how it may be addressed. Table of Content 1. Introduction 2. Methodology 3. Literature review 4. Findings 5. Discussion/Analysis and implications 6. Recommendations 7. Conclusions 8. References 9. Appendix Introduction In modern day workplace, minority groups continue to suffer institutionalized as well as other forms of discrimination in their daily work life. The most common ways in which work place discrimination manifests is via human resources related activities such as task assignment, deployment, transfers, job description and evaluation and promotions among others (Baker et al., 1995). However, promotion discrimination ranks among the most widespread forms of discrimination at the work place. Consequently, vulnerable and minority groups such as women, the disabled and minority ethnic and racial groups are largely underrepresented at the top echelons of employment (Tomaskovic-Devey, 2003). This scenario prevails despite the huge strides made in the last three decades to reverses the trend in which women and people from minority races and ethnicities are discriminated in job promotion (Lehmann & Lang, 2010). This apparently widespread discrimination calls for further researches into its causes, effects and the interventions by which it could be effectively, efficiently and permanently reversed (Francine & Kahn, 1996). It is for this reason that this research has been proposed and designed; to unearth the effects of inequality in promotion, otherwise referred to as ‘the glass ceiling effect’, on employee attitudes and business as a whole entity (Ghosh & Waldman, 2010). Because of the social, economic, cultural and health implications of this discriminatory trend on businesses as well as individual employees, thi s papercovers the socioeconomic and cultural effects of the glass ceiling effect on individuals and businesses. The importance of this paper lies in the fact that it would be really effective if a business owner understood the detrimental effects of glass ceiling not only on his or her workers but also on the business performance. Hence, from the highlighted effects, a business owner and manager would be best placed to implement strategies and practices that would promote fairness and

Violent Employees Essay Example | Topics and Well Written Essays - 250 words

Violent Employees - Essay Example manifestation of severe stress, history of violence and criminal records, poor personal relationship, tendency to stay aloof, inconsistent productivity, swift personality change and poor personal hygiene. Identifying violence indicators in an employee is a step distinct from finding a lasting solution to the looming danger. After identifying a potentially violent employee, I would summon him or her to my office to investigate the issue that nags him or to discuss the behaviour manifestation that does not go well with the organisation. I would then clearly communicate anti-violence policy of the organisation to him or her and let him or her know the repercussions of such behaviour. I would make the talk as friendly as possible so as to gauge whether the employee can be helped or if there is need to part ways with him. In doing this, I would call for the opinion of other managers. If the employee promises to change, I would establish crisis management team to monitor and coach the employee, after which he or she would be dismissed if no change is observed after a given

Pit Bulls Essay Example for Free

Pit Bulls Essay American societies famous bully breeds is too often stereotyped as malicious animals, but that stereotype is false due to evidence that pit bulls can be just as loving as the iconic golden retriever. According to the American Temperament Test, which is a test that focuses on and measures different aspects of temperament such as stability, shyness, aggressiveness, friendliness and self-preservation in the face of a threat shows that Pit Bulls have a temperament of 86.8%, (American Temperament Test Society) a much higher percentage than other breeds which justifies that these animals can withstand a higher tolerance of aggressiveness. If this is the case, why are Pit Bulls one of the most discriminated dog breeds in today’s society? Due to irresponsible owners, Pit Bulls have been labeled cruel and violent animals, leading people to be frightened for themselves, their children, and their pets. By experience and owning a pit bull for oneself, people would begin to understand something entirely different. Pit Bulls are a misunderstood breed; they are one of the most loving and loyal breeds that deserves a fair chance just like any other dog would, but because of irresponsible owners, and their negligence toward teaching their pit bulls the right mannerisms this may never happen. The reputation of the Pit Bull has taken a dramatic downfall in the past few decades due to negative publicity. Originally, Pit Bulls were considered to be   Ã¢â‚¬Å"American darlings†; during WWI they were claimed to be the sweetest and most loving dogs a person could own, but in the 1980’s the view of the â€Å"American darlings† changed due to an illegal â€Å"sport†, dogfighting. Although dogfighting is illegal in all fifty states, inhumane persons who participate in the sport choose pit bulls because of their strong physique and loyal personality, which contribute to the stereotype of all pit bulls being violent due to the public only viewing them as fighters. A famous example of this is the widely known scandal around NFL player Michael Vick, who was convicted of running Pit bull fighting kennels in Smithfield, VA. The outcome of this case brought on more discrimination toward Pit bulls in general. Although Pit Bulls were viewed badly, people still used them as the preferred guard dog not only for the bad as in drug houses and gang members, but also as one would get any dog, to use them as protection for their property. In 1987 an incident regarding a Pit Bull and a two-year-old sent red flags up for this prestigious breed. A pit bull that was under the care of an irresponsible owner had the dog guarding an illegal marijuana crop, in California, when a two-year-old boy who was unsupervised was wandering around and fell victim to the pit bull. This attack was immediately publicized because of the pit bull being involved as the main concern, which made the reputation of Pit Bulls sink even lower. People began to think that Pit Bulls were heartless killers, due to the mis-training of their owners. The public was misinformed; they did not know that the child was wandering around unsupervised in an enclosed area. This situation would create a threat to any guard dog, not just a Pit Bull, and the outcome would have been the same. Because of that horrible mistake, the Pit Bull was killed. In a situation like this, it is in no way the Pit Bull’s fault; he was merely doing his job. Rather, it is the owner’s fault for not clearly training him and the parent’s fault for being careless with their child. This was brought to the courts attention and soon thoughts of a ban against Pit bulls were raised. The public was outraged by this attack and proposed a ban on Pit bulls. This ban was granted throughout 39 or more cities and states without the consent of any animal professionals or the owners of this breed. These bans lead to the death of many innocent Pit Bulls in many areas. Many Cities reportedly spent over two hundred and fifty thousand dollars in rounding up and killing these animals. Devastated owners had their animals confiscated and killed without warning. In Tijeras, New Mexico, the ban was so strictly enforced that animal control officers were allowed to kill any Pit Bull seen on sight without compensation to the owner. Due to their misunderstood reputation, people made rash decisions that affected the lives of many loving Pit Bulls that never stood a chance. They have even become a â€Å"liability† due to their â€Å"overly violent† personalities and because of this have been banned from many areas in the United States. One thing that frightens people the most is a Pit Bulls jaw. While they do have one of the strongest jaws, it is not the strongest. Dr. I. Lerh Brisbin, of the University of Georgia, states, â€Å"The few studies, which have been conducted of the structure of the skulls, mandibles and teeth of Pit Bulls show, that, in proportion to their size, their jaw structure and thus its inferred functional morphology, is no different than that of any [other] breed of dog. There is absolutely not evidence for the existence of any kind of locking mechanism unique to the structure of the jaw and/or teeth of the American Pit Bull Terrier. † There is no evidence to prove that Pit Bulls have unique jaws or any lethal â€Å"lockjaw†. The â€Å"lockjaw† method is learned through training, it is not a special killing tool, and once again the owner creates this issue for the breed. Pit Bulls are not the only kind of dog to be able to do this; most breeds can. The difference is people are already scared of Pit Bulls, so they continue to publicize it much more than the other breeds. Christina Berry, writer for The Lazy Pit Bull states, â€Å"Pit Bulls are the most discriminated dog in the US. This is in part because there are so many myths surrounding them, which makes some people believe theyre not suitable for adoption. This is not true. A rescued Pit Bull can make a wonderful companion. † Once people realize this, then Pit Bull adoption rates will rise and they can be put into good homes. These animals need someone that will take care of them and love them. That is all that is required for a happy dog and no accidents will be encountered. If these animals were provided the rights training and proper care than there would not be any worry about owning one of these animals. There are many precautions that have to be taken when owning these animals. Such as; proper housing and fencing, this contributes to a safe environment where these animals can roam and live without the disturbance of others. Also a calm and secluded area where no one can be around or taunt the animal in its own territory. When these animals are out in the public they should be constantly under supervision, this will allow you to know what the animal is doing at all time and give the proper amount of time to react if the Pit Bull feels threatened. Throughout the awful times many people continue to stand by Pit Bulls, these people are the ones that have experienced owning this loving creature and understand that the bad reputation Pit Bulls have is merely a misconception. I believe that Pit Bulls are the greatest breed a family could have. I have had fourteen Pit Bulls and each one was very special to me. They are very playful, confident, strong, humorous, loving, but most of all loyal. They will do anything for their owners. They are just like any other dog, but unfortunately they are not seen the same. Not one of my Pit Bulls ever harmed or attacked any other animal or human. They continuously proved themselves to being the sweetest animals that many have had the great fortune to meet. What normal, other dogs can do, like jump on somebody or behave like a dog, a Pit Bull can do that and be deemed dangerous, (Kingsbury) Unless people start taking the time to get to know the extraordinary breed that Pit Bulls are, they will never be able to understand their true personality or help them. Pit Bulls need to stop being looked at as monsters and killing machines, they are just like any other dog. They are loving, trusting, loyal, and fun. Pit Bulls are a wonderful versatile breed and are used for many different purposes; Fighting is not the only thing they excel at. They are a breed always focused and determined to please its owner, thus if we start using them for the right purposes these dogs make wonderful therapy, guide, rescue, service, weight pulling, but most of all companion dogs. â€Å"Pit Bulls love people. Although this breed frequently gets a bad rap in the media, if you have ever met a Pit Bull that was raised by a loving, conscientious family then you will understand how much they like to be with people.   All they need is the right kind of guidance, and owner. Pit Bulls are just like any other pet that one takes into their home, these dogs are wrongly named and deceived for the acts they are trained by their owners to do. JRL Solutions states, â€Å"It is in actuality the humans who continue to make a series of hasty or ignorant mistakes that are helping to perpetuate the bad reputation this breed has gained over the last decade. † If a law should pass against these dogs, it should be the law to mandate the right methods of training. To punish these dogs and classify them as malicious or dangerous is a hypocritical judgment as any dog, small, medium, or large could be classified into these categories. After much research and experience as I have had my fair share in taking responsibility and care of this precious breed, it is safe to say that society should rethink their opinions and misconceptions of these dogs. It is proven that they were the â€Å"American darlings† of our time, they have the tolerance to withstand aggressiveness, and they are one of the most loyal companions any man could ask for.

Design & Architecture in Britain Essay -- Architecture in the UK

One of the essential roles that architects are trained to fulfil is taking a clients brief and developing it creatively. Developing a brief is a crucial starting point of design to achieving a clear objective, well structured and financed plan of work. When architects are involved early in the planning stage they have an opportunity to create a much more enriched brief as they will have a greater understanding of the clients needs and the nature of the project Setting out a development/design brief: Before any design work is undertaken it is important that a development/design brief is in place. A good design brief provides a platform for buildings to be used; -More Efficiently – so that space can be utilised in the best approach possible with minimum wasted space. -Effectively – in a way that allows the building to be socially sustainable. -Expressively – within the built environment to the value of society. -With Purpose –giving the building’s function and placement significant, accessible and prosperous. Good briefing provides all involved professionals with a greater understanding of the desired outcomes and the responsibilities towards achieving those. Briefing – A six step process 1. Scope Definition of breadth, focus, scope and parameters of the briefing project 2. Role Statement describing what the user organisation (public, community, city authority, etc.) is for 3. Activities -Activity statement is a description of what will go on in the building 4. Draft requirements Includes a space budget listing functional requirements, also spatial... ... Process’,Dawe.L.2014 Part B: Lecture 4 - ‘Practice Management’,Dawe.L.2014 Lecture 5 - ‘An introduction to BIM’- Past Present and future, Comiskey.D.2014 Lecture 6 - ‘Plan of Work 2013’,Dawe.L.2014 Lecture 7 - ‘Procurement&Construction process’,Dawe.L.2014 Books Greenhalgh, B (2011). Introduction to Building Procurement. London: Spon Press Ostime, N (2013). Architects Job Book. London: RIBA Publishing. Websites RIBA. RIBA Plan of Work 2013. Available: http://www.architecture.com/TheRIBA/AboutUs/Professionalsupport/RIBAOutlinePlanofWork2013.aspx#.Uz5Cm_ldUgQ. Last accessed 2nd April 2014. placeni. Summer Urban design school. Available: http://www.placeni.org/. Last accessed 2nd April 2014 The Joint Contracts Tribunal. (1998). Contracts. Available: http://www.jctltd.co.uk/home.aspx. Last accessed 2nd April 2014. Design & Architecture in Britain Essay -- Architecture in the UK One of the essential roles that architects are trained to fulfil is taking a clients brief and developing it creatively. Developing a brief is a crucial starting point of design to achieving a clear objective, well structured and financed plan of work. When architects are involved early in the planning stage they have an opportunity to create a much more enriched brief as they will have a greater understanding of the clients needs and the nature of the project Setting out a development/design brief: Before any design work is undertaken it is important that a development/design brief is in place. A good design brief provides a platform for buildings to be used; -More Efficiently – so that space can be utilised in the best approach possible with minimum wasted space. -Effectively – in a way that allows the building to be socially sustainable. -Expressively – within the built environment to the value of society. -With Purpose –giving the building’s function and placement significant, accessible and prosperous. Good briefing provides all involved professionals with a greater understanding of the desired outcomes and the responsibilities towards achieving those. Briefing – A six step process 1. Scope Definition of breadth, focus, scope and parameters of the briefing project 2. Role Statement describing what the user organisation (public, community, city authority, etc.) is for 3. Activities -Activity statement is a description of what will go on in the building 4. Draft requirements Includes a space budget listing functional requirements, also spatial... ... Process’,Dawe.L.2014 Part B: Lecture 4 - ‘Practice Management’,Dawe.L.2014 Lecture 5 - ‘An introduction to BIM’- Past Present and future, Comiskey.D.2014 Lecture 6 - ‘Plan of Work 2013’,Dawe.L.2014 Lecture 7 - ‘Procurement&Construction process’,Dawe.L.2014 Books Greenhalgh, B (2011). Introduction to Building Procurement. London: Spon Press Ostime, N (2013). Architects Job Book. London: RIBA Publishing. Websites RIBA. RIBA Plan of Work 2013. Available: http://www.architecture.com/TheRIBA/AboutUs/Professionalsupport/RIBAOutlinePlanofWork2013.aspx#.Uz5Cm_ldUgQ. Last accessed 2nd April 2014. placeni. Summer Urban design school. Available: http://www.placeni.org/. Last accessed 2nd April 2014 The Joint Contracts Tribunal. (1998). Contracts. Available: http://www.jctltd.co.uk/home.aspx. Last accessed 2nd April 2014.