Theories in Sociology Essay Example | Topics and Well Written Essays - 500 words

Theories in Sociology - Essay Example According to Herbert Spencer, in this world only those can continue to exist, who are the finest and frail creatures have no right for existence. He believes in the theory of survival of the fittest. Spenser has presented a social evolution theory that can be stated as society undergoes transformation and this transformation is for the betterment of society. This transformation will go on until the society creates a hindrance before it. Emile Durkheim presented the theory of collective conscience that states that the society exists in a collective form because of the collective thoughts, principles and objectives of its contributors. According to Durkheim, society is interdependent on its various components for its working similar to a machine, which has inter-reliant parts for successful running. According to Max Weber, a society is composed of diverse people who have varied objectives in their lives and it is only because of these varied objectives that society has many different aspects. The performances of people depend on their varied objectives. Weber identifies rational and irrational attitudes of people. Rational attitude is reasonable and sensible for the society while irrational attitude has no objective at its root and is insensible and unreasonable. According to Karl Marx, society is composed of two kinds of classes, which are working class and aristocratic class. Working class depends on aristocrats and lacks all kinds of possessions while aristocratic class possesses enough resources. It is only because of the difference of possession between these classes that creates social discrimination. Marx gives magnitude to authority and resourcefulness that form the aristocratic class. Sociology emerged as a discipline in the 18th century because of the works of Auguste Comte, Max Weber, Karl Marx and Herbert Spenser as they are believed to be the initiators of

Research performa on any psychology topic Essay

Research performa on any psychology topic - Essay Example This is one of the principles of the multiple intelligence approach for effective teaching and learning. This approach can take many formats, and can be implemented in many different ways and at many different levels. Once multiple intelligence based activities are integrated in the educational programs, it offers students some powerful opportunities to come alive with other learners who have achieved competence in specific discipline. It can aid teachers in effortlessly, more personalized as well as diversified instructional experiences; it foster meaningful metacognitive understanding, for a broad range of diversified learning skills techniques; and gives value on students inherent levels of motivation through their natural talents; and help promote academic freedom, interactive and smooth flow of concepts in the classroom. This chapter presents the review of related literature and other studies relevant to the present study. Selections from different books, periodicals, journals, and articles found in the internet were carefully collated to support the said study. For more than hundreds of years, human beings have been the focus of various scientific studies in order to understand how individuals’ think, how they perceive, understand, predict, and manipulate a world far larger and more complicated than itself. In about 335 B.C. Aristotle wrote, â€Å"†¦of all the animals, human has the biggest brain in proportion to his size.† Still, it was not until the middle of the 18th century that the brain was widely recognized as the seat of awareness. The human brain is a â€Å"super system† composed of many mutually interdependent, internally specialized subsystems. The cerebral cortex of a human brain is composed of fifty two areas per hemisphere and has a very complex architecture. The human mind’s architecture has levels of

Drawbacks Of Traditional Ip Forwarding Information Technology Essay

Drawbacks Of Traditional Ip Forwarding Information Technology Essay Service provider network has a requirement to fast switching without any routing lookup in the core network and not to load the traffic in core network. If traffic congested in core network it makes a big delay whole network traffic switching. As a result MPLS technology has been introduced. MPLS is a packet forwarding technology used in service provider core network for fast switching of packets. MPLS technology uses label technology to switch the packets rather than traditional destination IP based mechanism. Multi Protocol Label Switching (MPLS) is a packet forwarding technology used in the service provider core network. MPLS uses the labels to packet forwarding instead of traditional destination IP based mechanism to integrate the layer 2 information such as bandwidth, latency, utilization with layer 3 (IP) elements. MPLS Labels usually correspond to IP destination networks. Labels also correspond to other parameters such as Quality of Service (QoS), source address or layer 2 circuits. Label switching is regardless of layer 3 protocol. MPLS is called multiprotocol because it works with the Internet Protocol (IP), Asynchronous Transport Mode (ATM), and frame relay network protocols. Why MPLS MPLS is a protocol neutral MPLS is designed to integrate layer 2 information about network links (bandwidth, latency, utilization) into layer 3 (IP) elements. That allowed MPLS to work with ATM, Frame Relay and Ethernet at the core Drawbacks of Traditional IP forwarding Routing protocols are used to distribute Layer3 routing Information. Regardless of routing protocol, routers always forward packets based on the destination address only. Destination based routing does not provide any mechanism for load balancing across unequal paths. Routing lookups are performed on every hop. This is much over head to every hop and it makes delay on forwarding packets since, the routing table consists hundreds of thousands routes. Routing complexity depends on the size of routing table. MPLS is adaptable MPLS is able to support new application and services such as layer 2 layer 3 VPNs, Ethernet services and traffic engineering. MPLS is cost effective solution In case of VPN provision, Service providers use one centralized network to connect number of sites of a customer. Likewise several customers are served using a single MPLS network. Traditional IP forwarding Technology Traditional IP based technology designed based on routing protocols which used to distribute layer3 routing information, Destination based packet forwarding technology and routing lookup on every hop. When packets reach the nodes for routing, All the nodes (routers) in the network, will have a destination address based lookup in the routing table which is the data base provides for which destination packets has to be routed through which interface. Policy based routing is only exception for destination based routing. The following figure shows the traditional IP forwarding mechanism. Figure2. Traditional IP forwarding Technology As a packet of a connectionless network layer protocol travels from one router to the next, each router makes an independent forwarding decision for that packet. That is, each router analyzes the packets header, and each router runs a network layer routing algorithm. Each router independently chooses a next hop for the packet, based on its analysis of the packets header and the results of running the routing algorithm. Packet headers contain considerably more information than is needed simply to choose the next hop. Choosing the next hop can therefore be thought of as the composition of two functions. The first function partitions the entire set of possible packets into a set of Forwarding Equivalence Classes (FECs). The second maps each FEC to a next hop. Insofar as the forwarding decision is concerned, different packets which get mapped into the same FEC are indistinguishable. All packets which belong to a particular FEC and which travel from a particular node will follow the same path (or if certain kinds of multi-path routing are in use, they will all follow one of a set of paths associated with the FEC). In conventional IP forwarding, a particular router will typically consider two packets to be in the same FEC if there is some address prefix X in that routers routing tables such that X is the longest match for each packets destination address. As the packet traverses the network, each hop in turn re-examines the packet and assigns it to a FEC. Drawbacks of Traditional IP forwarding As shown in the diagram, router does a routing lookup for each packet in a large routing database. The destination based routing lookup is forward through longest prefix match of the destination IP address. Each router has to do the same job until the packet reaches the destination. It makes more latency on packet delivery, processing load for routers. Service provider core network is running with much loaded traffic. Normal routers canà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢t perform packet forwarding based on traditional ip forwarding technology. MPLS Applications Figure3.MPLS Applications Virtual Private Network (VPN) MPLS VPN application is one of the main targets of the project. MPLS provides a secure inter sites connectivity without any complexity for customers who have number of branches all over the country. VPN connectivity between the branches over MPLS is a big business for service providers and a main application over MPLS. The Reason for MPLS VPN rapid growth amongst the customers is MPLS allows service providers to create new VPNs without having to install new hardware; it significantly reduces the cost of implementation, which in turn reduces the overall cost of VPNs. Other reason is small and Medium Enterprise (SME) customers donà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢t want to put the IT infrastructure with new hardware such as Firewalls to interconnect the sites (branches). Since, it is a big investment for them and more complex to manage the inter connectivity between branches. Next of all, MPLS provides a centralised control over the connectivity of branches. Customers only need to provide only one connection from their office router to the service provider rather than setting up and managing individual points between each office. This central control effectively removes the need for additional trained manpower. Additional benefits can be realised through this central management as a business is given greater control of Internet usage as well. The following figure shows how a service provider connects several customers using MPLS as a centralised point without complexity Another reason is VPN over MPLS is more secure than connecting entire sites using firewalls because there is no separate private network for a customer in such a situation. Each siteà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬Ãƒ ¢Ã¢â‚¬Å¾Ã‚ ¢s firewall will establish connectivity over the internet using IPSEC. It makes much security threat over the data. Other MPLS Applications MPLS QoS MPLS quality of service helps to classify the traffic such as voice, data, signaling, best effort and other traffics and guarantee the allocated bandwidth Traffic engineering One of the most obvious advantages of MPLS is that it provides customers with a number of tools for traffic engineering. An MPLS network can offer the same sort of quality of service guarantees that data transport services like Frame Relay or ATM can, without requiring the use of any dedicated lines. Multicast routing Protocol Independent Multicast (PIM) is the control protocol used to create FEC tables; extensions of version 2 of the PIM protocol are used to exchange FEC-label binding. Pseudowires These can be used to evolve legacy networks and services, such as Frame Relay, ATM, PPP, High-Level Data Link Control (HDLC), and Ethernet. Traffic is accepted into the network via a variety of access technologies, labeled at the edge, and transported over a common MPLS core. At the network egress, the label is removed and delivered in a manner similar to the ingress implementation. Generalized MPLS (GMPLS) The goal of GMPLS is to integrate control of the routing layer with that of the optical transmission layer, thus facilitating the implementation of traffic engineering across the network. Optical cross-connect platforms do not examine traffic passing through themà ¢Ãƒ ¢Ã¢â‚¬Å¡Ã‚ ¬in contrast to routers, for example. GMPLS deployment links capacity provisioning in the optical layer for an automated execution of resource reservation (for example, bandwidth brokering and provisioning). MPLS Architecture MPLS architecture consists of two planes such as Forwarding plane and Control plane. The above diagram shows the conceptual diagram of MPLS architecture. The MPLS control plane is a collection of protocols that collectively establish network level functionality in MPLS networks. The protocols are implemented as software in routers. They will communicate with each other and transfer signaling information. Protocols specify the message formats, syntax, semantics, and transaction sequence for the message exchange. The main functionality performed by the control plane is to establish the Label Switched Path for packet forwarding. The data plane is used for the transport of packets (or label swapping algorithm). This separation permits applications to be developed and deployed in a scalable and flexible manner. MPLS Operation The above diagram shows the MPLS functionality. The edge routers of the MPLS cloud is known as Label Edge Routers (LERs) or Provide Edge routers (PE Routers). These edge routers are designed to inspect IP packets entering the network and add MPLS headers, as well as removing the headers from packets leaving the MPLS network. In central of the MPLS cloud there are four backbone routers placed. These routers are known as Label Switch Routers (LSRs) or P routers look for an MPLS label on each packet that passes through them, looking up and following the instructions contained in those labels, routing them based on a list of instructions. MPLS allows administrators to define routes known as Label Switched Paths (LSPs) from one LER to another, through a series of LSRS, across the MPLS network. These LSPs are pre-assigned and pre-engineered paths that packets with a certain label should follow. MPLS Labeling Forwarding Equivalency Class (FEC) is used in MPLS to describe the identical characteristics packets which may forward in the same way. Characteristics determine the FEC of the packets but typically it is at least destination IP address. FEC consists of a group of IP destinations for which a fixed-length identifier is assigned which is called label. The path corresponding to each FEC between the ingress (PE router which accept the packets to MPLS cloud) and egress (PE router which send off the packets out to MPLS cloud) LSRs is called Label Switched Paths (LSP). An FEC, therefore, determines how packets are mapped to an LSP. A label is assigned to the FEC imposition operation either by tagging an existing field or as a complement in the packet header. The label is pivotal to the establishment of the LSP through all the routers. Each LSR analyzes the incoming packet label. Then after consulting a label table that permits it to recognize the LSP, the LSR switches the packet to the next LSR after changing the value of the label. The label is removed at the egress LSR or a disposition operation is performed.

Exploring the Beauty of Flagstaff :: Personal Narratives Flagstaff Essays

Exploring the Beauty of Flagstaff I have always loved visiting Flagstaff for its beautiful atmosphere. Part of which makes Flagstaff so beautiful are the beautiful pine trees that make up the woods. Driving up from Tucson can be such a long drag, especially when all you see is desert. You really know when you finally hit Flagstaff, because the trees along I 17 start to get bigger. They are so beautiful as they stand tall and sway with the light breezes that pass by. The woods show the strength of Flagstaff as well as the beauty. They surround the city like children would surround their mothers. The woods of Flagstaff create the perfect atmosphere that will set your mood to a delightful state. To escape the reality of our busy world, the perfect place to sit and relax is in the middle of pine trees and listen to the soothing sounds of solitude. The first thing you want to do in Flagstaff is go outdoors and explore. There is so much that you shouldn’t pass up in the way of outdoor activities. You can go hiking on one of the many trails Flagstaff has to offer, or create your own journey. The best way to explore is to make your own path, but by being careful as to leave markers so you can find your way back. When you find a great place to enjoy the woods and explore, park you car, step out, and take a long deep breath of the fresh pine air. Once you fill your lungs up with fresh natural air you begin to wonder why you would ever go back to a busy intoxicated city again. Right away you feel calm and relaxed. There is something about the comforting green trees that stand so tall above you and make you realize how beautiful nature really is. As you decide on a place to sit down and soak up your surroundings, you come across a large rock that makes you feel like it was nature’s chair made especially for you.

How is Dr Jekyll and Mr Hyde typical of a Victorian Gothic Novel? Essay

The term â€Å"gothic† came to be applied to this genre of literature due to the fierce emotional ties and vastly enigmatic themes. Nearly every Gothic novel takes place in a strange, mysterious location, such as Dracula’s castle or the Thornfield manor in Jane Eyre. However at the onset of Dr Jekyll and Mr Hyde, the novel appears to stray from this easily identifiable Gothic tradition. London is chosen as the setting rather than a remote foreign castle. London is portrayed to be â€Å"a fire in a forest† with an atmosphere which had â€Å"an air of invitation. It gives the impression of a warmth and convivial Victorian lifestyle. Conversely on the other hand â€Å"a fire in a forest† could be construed to be dangerous or a threat to your safety. The reader’s first opinion of London is that it embodies a pleasant vibe. However Stevenson incarnates London to fit in with the Gothic tradition. He utilizes a classic Gothic feature of the progression fr om light to dark in London. The first feature of the Gothic technique the novel embodies is the exploitation of progression from light to dark. London at the onset of the book is pleasant and positive. Stevenson uses phrases such as ‘the street shone out’ and ‘like a fire in a forest’ to show the reader its initial appeal and warmth. The fact that the street ‘drove a thriving trade on weekdays’ and that there was an ‘air of invitation’ gives the effect of a welcoming and social lifestyle the Victorian era had. However some aspects of a Gothic setting and typical Victorian Society are unravelling. The neighbourhood is described as ‘dingy’, suggesting London at the time was dark and dreary (mainly due to coal being burned). Dingy is particularly successful in illustrating London’s neglected streets and conditions. When Mr Utterson walked the ’empty’ streets’ on a ‘black winter morning’ the atmosphere being produced is a frightening one. London is now beginning to fit the traditions of Gothic literature. Again another characteristic of Victorian culture is mentioned when Mr Utterson ‘longs for a sight of a policeman’ showing us that London in the era of Queen Victoria a spooky and perhaps dangerous place to live. The ‘lamp lit streets’, a metaphor reveals to us that Victorian England had to be presented as a wealthy and civilised country, when behind the mask it was riddled with problems such as drugs, poverty, and murder. Almost every Gothic novel takes place in a strange, mysterious location, and London in this novel matches the criteria well. Mr. Utterson represents the typical Victorian gentleman. Stevenson characterizes him as having â€Å"a rugged countenance that was never lighted by a smile.† He is â€Å"cold, scanty and embarrassed in discourse,† â€Å"backward in sentiment† â€Å"dusty, dreary and yet somehow lovable†. Utterson’s temperament is the epitome of Victorian norms The central theme revolves around the dual nature of man. The concept of everyone having a dark side: The evil side that everyone shunts away from appearance and the light side: the good side that everyone shows to the rest of the world. The superego or Freud that Dr Jekyll is trying to create ultimately ends in him creating the Id of himself. Stevenson uses the back and front doors to represent the recurring theme of good and evil and the public face and private face. The front door a polished exterior ‘that wore a great air of wealth’ is the one used by every person to enter the house and leads to the dining room- Jekyll s public image. The back door however is ‘blistered’ and ‘distained’ and leads to his laboratory where he releases Hyde. The back door signifies the hidden evil in all of us. Jekyll declares that â€Å"man is not truly one, but truly two†, suggesting his own understanding of the duality. In the nineteenth-century the strict divide between middle/upper class and working class was vast. The British Empire had to show the world that they brought prosperity and civilisation to the countries they invaded so fine living for the rich and morality for upper class was a necessity. Mr Utterson being a prime example of showing his light in public and keeping his dark in private. He is fond of wine but ‘drinks gin when he’s alone, to mortify his taste for vintages’ suggests he doesn’t want others to see his true identity and the fact that he is an alcoholic. Respectability and reputation was very important for upper classes in the Victorian period. Within the story Stevenson associates the environment of the squalid, poor, dirty parts of society with Mr Hyde (looked down on); whereas the homes of the wealthy, upright, high class of society are linked with Dr. Jekyll (respected). Mr Hyde is often seen going into a door, the back door which is situated on a shabby street that leads into a house described as â€Å"a certain sinister block of building†, signifying the poor and immoral people of London. In contrast Dr Jekyll is a well-respected man of excellent social standing- servants and a large house. When he was young, he seemed to be heading for â€Å"an honourable and distinguished future†. He was born â€Å"to a large fortune†, suggesting an upper-class upbringing. Dr Jekyll represents the rich and powerful. Mr Hyde is regularly juxtaposed with evil. For instance when Hyde ‘calmly tramples a girl’, Enfield describes it as ‘hellish to see’, suggesting the inhuman nature of Hyde. Hyde is also hazily described as ‘oddly deformed’, ‘detestable’, and a ‘juggernaut’. Most people simply decide that he appears ugly and deformed in some indescribable way; â€Å"impression of deformity without nameable malformation†. Mr. Hyde isn’t an approachable person, for example when Mr Utterson met him for the first time he â€Å"shrank back with a hissing intake of the breath†; the Onomatopoeia gives Mr Hyde an animal like trait. He is beyond words like he is beyond this world. People cannot give a reason why they dislike Hyde, it’s like they can feel the evil within him. During the progression of the novel Stevenson exposes the use of pathetic fallacy to interpret the mood of characters and events that have occurred. The weather is used in great effect to reflect per sanity. The fog itself like ‘dark brown umber’ is effective to show loneliness and the ever imposing presence of evil within Jekyll. The ‘dreary’ and ‘gloomy’ streets portray death (murder of Carew) and fear (Hyde’s existence in London) of what will happen next. Also I think the wind is used in great effect to make the setting seem like it is full of violence and menace. The changes in weather heighten tension and anxiety. For instance a dark and evil atmosphere is created in the scene when Pool and Utterson ready themselves to break in to Dr Jekyll’s lavatory because the wind causes the clouds to cover the moon. Stevenson uses the weather to reflect an evil environment and what the characters are feeling. The evil side of Jekyll not only grows physically but grows inside of him. All this like an allegory for opium addiction which was a real problem in Victorian times. Jekyll becomes increasingly addicted to his â€Å"id† and Hyde becomes stronger throughout because of it. Dr Jekyll overstepped the mark just like Victor Frakenstein goes too far in creating a monster. Man is not meant to have the â€Å"spark of being† or the â€Å"instruments of life†. God is the only creator and destroyer. Dr Jekyll and Victor Frankenstein both strayed into the territory of God†¦. and both were punished. Stevenson wanted to point out to everyone the hypocrisy of the Victorian society. He satirises the split personality of Victorian society. The gulf between the rich and poor and how Victorians hid the dark underbelly that the outside world could not see. He wanted to emphasize the fact that there is good and bad in everyone and used many symbols to stress the point.

A Modest Proposal Questions Essay

1.The initiator perceived that the worst problems in Dublin were the poverty level being very high and that poor children are a burden to their parents because of the cost to take care of them. The issues that trouble him make him appear to be someone who cares about the economic well being of his country but not the well being of the people because he sees poor children as a burden to their families and society. 2.The initiator uses a serious tone to explain his solution and six main methods to try to persuade readers to accept his proposal. He states his solution would decrease the amount of Roman Catholics, the poor would have some money to pay their landlord, and the economy would grow. He also declares that the parents would no longer have to take care of their child after year one, a new popular food would be created, and there would also be an increase the tenderness of mothers towards their children. 3.Breeder frequently replaces mother in the proposal creating the perception that the initiator sees people as numbers; he doesn’t see people for who they are. 4.The expert is a cannibal, which suggests that the initiator is a cannibal or is exceptive of cannibalism. 5.Being a satire, A Modest Proposal, is an ironic title because the solution the initiator proposes is anything but modest, since he suggests roasting children. Although, the author also makes the initiator’s solution sound ridiculous to create the idea that readers should pity the poor Irish, creating a modest proposal. Being modest is being humble and Swift’s proposal to feel bad for the poor isn’t asking much. 6.a. Some shocking details of life the essay reveals would be that some poor Irish woman are selling themselves to planters in Barbados, Ireland is in a horrible economic situation and that England is oppressing Ireland. b. The previous details cause the reader to feel sympathy for th e Irish people in their time of hardship and disregard the proposal of the initiator because he is probably of wealth since his attitude is insensitive. 7. Swift intends for the reader to disregard the proposed solution of the initiator and accept the modest proposal. Swift uses the outlandish remarks of the initiator to create the feeling of sorrow for the Irish people due to their poverty and their struggles with England. 8. The major targets of this satire would be the wealthy and the noblemen because the satire mocks the heartless attitude towards the poor that the rich exude. The Irish are responsible for their sorry situation because Ireland doesn’t export enough goods, which harms their economy and as well as the fact that the Irish sell their goods for more than they are worth, but not many people can afford their high prices. Another way the Irish are accountable for their own plight is because poor people continue to have children that they cannot afford to take care of.

Change of Heart essays

Change of Heart essays It all started with Really World, a television show on MTV. This show taped seven strangers living together. This show was reality programs at it finest, so I thought. Real World first aired in the early 90s. Now in 2001 there seems to be an overflow of these types of really shows. Michael Smith my cousin had a change to a particate on one the new hottest reality shows Change of Heart. Whats is the point of change of heart? Well, couples that have been dating for less than one year can test their relationship, by dating other people. Before the show is air you and your partner go on dates with other people. Then all four of people meet back at the show to tell what happen on their dates. After the couples faces off they decide where to stay together or to have a change of heart. Although Change of Heart is a reality show, you cant just show up at the studio. Couple must first apply, by fill out a very long questionnaire. The questionnaire ask every question under the sun, although most are gear toward your relationships and likes and dislikes in a mate. After filling out the long questionnaire you can email it, or mail it back to the producers, along with a headshot. This process makes me think that this show isnt a real as they want us to thing it is. That the easy part said Michael Smith, we talked about his experience on the show. The hardest are part was yet to come. The producers get your pictures and questionnaire and if the like you, they call you and your partner in for a personal interview. At the interview they go over your questionnaire and they try to find out what you are looking you in mate. They also get the dirt on you partner, this information will be used during the shows taping. After you talk to them, you go home and wait for a phone call from them. In the mean while, the producers try to find you a perfect date. Not only do ...

Ditchdigger daughter essays

Ditchdigger daughter essays  ¡Ã‚ °Along the young people ¡Ã‚ ¯s path ¡ In The Ditchdigger ¡Ã‚ ¯s Daughters by Yvonne S. Thornton, Thornton portrays the factors in life that young people take through writing about her family. Mr. Thornton, who starts out his family with nothing, raises a total of six children successfully. He works two full-time jobs both day and night to support his family. Though possessing an unusual manner of teaching and guiding his daughters, Thornton nevertheless succeeds. Yvonne, Thornton ¡Ã‚ ¯s third daughter, becomes a doctor. After establishing her career, Yvonne writes the book The Ditchdigger ¡Ã‚ ¯s Daughters. According to Mr. Thornton,  ¡Ã‚ °When you ¡Ã‚ ¯re grown, this society is gonna look at you as an ugly black female...But you are not light, so studyin ¡Ã‚ ¯ is the only way I can see you gettin ¡Ã‚ ¯ ahead of this ¡(34). The conversation between Mr. Thornton and his daughters takes place in this quote. As a result of his daughters being black females, Thornton believes that the daughters have to study in order to reach their goals. Mr. Thornton aids in Yvonne becoming a doctor. From The Ditchdigger ¡Ã‚ ¯s Daughters, the reader learns that there are three factors that affect the path to which young people take in life. One of the factors is that there was prejudice in the 1950 ¡Ã‚ ¯s. The Thornton family is black, which causes them to experience prejudice. Mr. Thornton has one job as a ditchdigger for a day and one more job for the night. Yet he has six children including one child that he adopts. From this background of the family, his daughters receive pressure that they have to be successful when they grow up. Their grades from school proves that they worked hard by receiving all A ¡Ã‚ ¯s. Because they spend most of their time on doing homework and studying, the daughters find playing musical instruments as hobbies. By taking lessons from professionals, they show talent through music. Further on in the novel, the daughters c...

A Study Of The Coca-Cola Brand Using Maslow Hierarchy Of Needs Theory

A Study Of The Coca-Cola Brand Using Maslow Hierarchy Of Needs Theory Maslow’s hierarchy of needs theory has existed for many decades and it is used to describe human beings behaviour and needs The theory describes how people have well defined needs which they desire to fulfil according to different degree of emergency. Physiological need is the first stage or the basic need stage which includes food, clothing, shelter, air and sex. Physiological needs are the factors that human beings cannot exist without and therefore they must be met (Lee, 2011). Moreover, the next step is the need of safety or security iswhere a person needs to feel secure or no harm can occur to him.The need of affiliation is another step where a person desires to interact with fellow human beings. The higher step in the hierarchy is the need for esteem where a person feels the need to be appreciated by people around him as a valuable person. The need for esteem may occur in a family setting or in a group in which one exists. The need for esteem may occur in an organization which the individual works in. An individual’s esteem may be fulfilled through recognition by status, sex, performance, experience, duration in which the person has been in the organization or by bonuses. The final stage of Maslow’s hierarchy of needs is the indispensablerequirement of self-fulfilment which shows a person’s desire to use all the abilities one has to reach the supreme level that can be reached to feel satisfied and comfortable (Dima, Man , Kot, 2010) . From the Maslow’s hierarchy of needs, the Coca-Cola company products and the brands can be classified in self-fulfilment or accomplishment level (Donovan, 2003). This is because these beverages are not a necessity, but are used to achieve a need of fulfilment or luxury. Consumers use these commodities to make their lives more comfortable. Conclusion The Coca-Cola Company is a known brand in Australia and it offers a variety of brands. Consumers use the five step process in making decisions on which products to buy by comparing the Coca-Cola products to other substitute products in the market before arriving to the decision of purchasing the products offered by theCoca-Cola Company. The factor that may mostly influence decision making in buying the products is the financial status of the consumer. This is because most people may not afford them therefore, foregoing the products or opting for a cheaper option. In the Maslow’s hierarchy of needs, the products can be classified in the self-fulfilment level since they are just needed to make the consumers more comfortable.

STRATEGIC ANALYSIS OF TUALATIN CITY FROM A HUMAN RESOURCE PERSPECTIVE Essay

STRATEGIC ANALYSIS OF TUALATIN CITY FROM A HUMAN RESOURCE PERSPECTIVE - Essay Example Strategic Plan of an organisation is a vital player in the success of an organisation if it is devised properly. The lack of clarity is the main reason why organisations fail to achieve their goals and objectives, regardless, of a strong strategic plan. It is a must, therefore, to analyse and ascertain all the factors of the strategic plan in detail, so that it may not have any vagueness. Most strategic management plans of organisations fail to provide the Human Resource perspective. Organisations considering their future plans and needs must analyse their strategic plans from HR view. Although, this analysis may not be an exact reflection of organisation’s future, however, it would certainly provide Management with certain feedback that can help them form pathways for the achievement of their strategic goals. Tualatin City is a part of Washington County that comes under the jurisdiction of Oregon State, in the United States of America. The city covers a total area of 20.2 sq. km with population amounting to 26000 citizens. The reason for its fame is the fact that tourists often pay a visit because of Bridgeport Village which is an upscale European-Style shopping area. The city is also famous for Tualatin River that flows in the northern part and a wide array of green belts and recreation parks ("Tualatin oregon," 2012). The City Council of Tualatin City has devised a Strategic Management Plan for a medium term period which they termed as ‘Vision 2018’, with the primary objective of making the city a better living place for the residents and visitors. In subsequent discussion, we will have a look at the key strategic goals of the organisation followed by HR implications that would affect the successful achievement of these goals setup by the City Council of Tualatin City (City Council, 2012). Key Strategic Directions & Priorities: The key strategic priorities of City Council of Tualatin City for a period of next five years are: To provide better transportation facilities to the residents as well as the visitors. Reduce congestions and provide a separate track to bike and cycle riders. Also, expand the mass transit system and build new roads and bridges. Preserve and develop city’s natural and unique resources. This will include meeting all the stakeholders of the Tualatin River an d building/updating banks and creeks over the rivers. It also includes preserving green belts and recreation parks present in the city. To ensure that residents are living safely and peacefully, within the boundaries of Tualatin City. This will include devising a community feedback mechanism, evaluation of safer routes to hospitals, schools and financial institutions and, introducing newer reforms in the police department. Continue with the current architectural plans of the city and updating them when required. Increasing recreational activities by providing sailing, boating and swimming activities across the river and increasing public art and plantation in the city. Increasing the economic viability of the city and look to provide a solid revenue plan for the city. This will be achieved by increasing policies pertaining to land and taxation. Also, a new marketing plan for the city needs to be devised which would attract outsiders and investors. Urban Renewal Plan for the South-We stern part of the city needs to

Yahoo Inc Case Study Example | Topics and Well Written Essays - 1750 words

Yahoo Inc - Case Study Example It is a multilingual consumer interface accessible in 20 foreign languages over the planet, including English. Jerry Yang along with David Filo who were scholars from Stanford created the website in the first month of 1994. In the beginning, the site was named after Jerry referring to it as a guide to World Wide Web (WWW). It served the purpose of a directory since it linked with other websites in a chronological order. It was again named â€Å"Yahoo!† three months later in the same year, where it gained remarkable viewer hits. The exclamation mark was added as a trademark to register it under the law to avoid the resource infringement. In an effort to improve the service range to motivate the users to utilize extra time at the site, Yahoo launched an online e-mail service called four one one (411). The firm acquired Rocket mail, in addition to, Classic Games lines to expand its varieties that were by now common. In the year 2000, on the onset of millennium, Yahoo recorded the ir best results in the dot-com period when the revenue collection rose by 4.5%. In addition to that, the company merged with Google command searches since one would access the sites on either accounts. This resulted to Yahoo inventing a modern technology that would enable its viewers to enjoy their services directly. The deal that existed between the two firms was broken when the invention took place-precipitating creation of 2GB storage accounts, the opposite of Google’s 1GB. Major Issues or Problems of the Organization Every organization must face challenges in the formative stages and during the routine operations. Yahoo Corporation was faced with the challenges of account hackers, brain drain and cyber crimes. The common and most prevalent crisis at Yahoo is the hacking of accounts where respondents claim that at one time or the other their accounts have been hacked. Hacking is an art where an individual intentionally or unintentionally access an account of the other for security reasons or by clicking malicious links. Account hacks causes are mostly use of general Internet terminals or Wi-Fi prior to the attack. Moreover, they connect to links that might result to malicious locations. Almost every time, the hacked accounts, are used to distribute spams and frauds. The best way to avoid this is by altering the passwords to a secure one or applying different passwords foe every website frequented. Extra vigilance should be practiced when using public terminals. Another challenge is the brain drain experienced at Yahoo Corporation whereby staffs are leaving the firm at an alarming rate to set up competing firms. The best employees at the firm are speedily leaving to join other rival firms or set their personal firms. This is a challenge to Yahoo because these gone staffs understand the weaknesses and strengths of the firm which they can employ to their gain. Lastly, cyber crimes are illegal measures on the net that pose security issues to the users. T he cyber crimes comprise of software piracy, e-mail spying and credit card swindles which invade the privacy of the users. It is feared that the modern fraudsters loot more money through Internets than robberies. These crimes are directed to individuals, properties or institutions. Cyber crime rules have been enacted to curb the spread of these crimes to innocent, unsuspecting users (Wall, 2007). Competitive Environment As borrowed from Yahoo 10K, Yahoo chiefly challenges other businesses to draw users to its website and promoters to its marketing services. Yahoo expects the market to develop progressively more competitive in the event that online marketing persists to nurture and gain reception on an international basis. Yahoo’

The Quality of Risk Management in the Civil Engineering PowerPoint Presentation

The Quality of Risk Management in the Civil Engineering - PowerPoint Presentation Example In some cases only money is at stake, but all these concerns must be brought to bear during the planning process and identify so that evaluations of the inherent dangers are efficient. Additional statistics are provided to allow for comparison and evaluation in diverse industries to permit a more thorough understanding of risk calculation strategies as well as the ramifications of inadequate considerations. This investigation categorizes various forms of risk and provides recommendations relating to timetables, and the budgetary constraints that are inherent in any such endeavor. A brief history of the international construction market has been researched with implications that can be felt around the world. New regulatory paradigms are touched upon, in which project organizers are required to develop a mastery not only of the legal constraints of their own country, but also of the interplay between multinational financing and local laws. Differences which foreign contractors must kee p in mind relate to the availability of construction equipment, local labor practices and regulations, and in some cases the actual political stability of the region. These difficulties must be itemized before scheduling, before the budget is finalized, and before the first shovel touches the construction site. The construction industry itself is expressed in a global sense, and this project describes the implications of international pursuit that is worth over $3 trillion annually. (Bon, 2000) while it is true that most recently the United States has been the largest single market for construction, when the fortunes of a country become favorable that creates a climate of intensified economic activity which in and of itself can encourage foreign investment in both directions. A stable and profitable country is an excellent place for other investors to set up shop. Furthermore, when a country becomes a good place to do business, financial interests within that country are then more a ble to find more foreign investments raising the prospects of other countries, such as China, for example. This research provides advice for budgetary planners in the quantification of risk, as well as the awareness of the need for surplus planning, cushioning in terms of money and time that should be included in the initial cost calculations for projects of international importance in civil engineering. There has been considerable recognition worldwide of the needs of risk management in the civil engineering sphere and a variety of theoretical methodologies have been pioneered by experts in this field. The details of various management and risk evaluation criteria for engineering projects are also discussed. METHODS There is an assumption in this article, and among other researchers that risk can be boiled down in relatively simplistic equation format: Risk equals =likelihood x consequences. (van Rijn, 2004.) Risk management criteria and various evaluation schemes are described her ein. It is important for planners to make the delineation of a risk versus threat the uninformed are likely to identify as threatening even those events which have vanishingly small probability the distinction must be drawn between every possible worst case scenario, and reasonable damages that are predictable for any project involving construction under the relevant circumstances. Accident statistics have been compiled to illustrate the discontinuity between what the public worries about and what is likely to injure the average person.

Performance Management Essay Example | Topics and Well Written Essays - 2750 words

Performance Management - Essay Example Firstly I will be basing my argument on the fact that apart from financial measures ‘Non-financial indicators is likely to be used for identifying best practices within cooperative relationships’ (Patelli and Dossi, 2012). Next the team’s activities will be further related with job satisfaction and motivation as a consequence of 360 degree feedback, supervisor skills and work itself. (Shah et al, 2012) A positive relationship can be found between Job Satisfaction and motivation and Reward and Recognition, Supervision and Work itself. The fact that a healthy supervision was maintained through relative feedback and unbiased opinion through rotation of team leaders will be discussed later in the subsequent paragraphs.(Shah et al, 2012). In our 6 weeks of reading and team activities we have been taken through various stages. Every week was characterised by a unique and essential quality of team work, individual performance, relative moderation all of which sum up to g ive a first-hand experience of the following experiences: relationship between professional work and supervision( through weekly activities), supervisory skills (Through weekly rotation of the role of a leader) and balance between nature of work, reward and recognition and intrinsic motivation towards one’s job ... Performance Management in context of group activities Performance Management is not a one-dimensional activity as seen from the weekly group activities, involving not only supervision, but also assessment, emotional understanding, intellectual brainstorming seen in week 2 and 3 activities of questionnaire on a summary and the debate. In the same way Performance Management relies not just on absolute parameters and outcomes but relative analysis. As shared by one of the subsidiaries, ‘In our company, we pay much attention to information-sharing, and relative performance evaluation is one way to learn from each other’ ( Dossi and Patelli, 2012). Reflective analysis of weekly activities The diverse tasks in the first activity like: reading out a summary, comprehending the same and testing the assimilation and understanding through a rapid fire round of question, followed by subsequent critique by the leader and an open discussion gives an all-round practical exposure to Per formance and Talent Management. My group is composed of 6 participants, all of them being female. Participant A is an Australian local, participant B is another Australian local who already has a job and some work experience. Participant C is an international citizen thirty five year of age and having two children. Participants C, D and E are Chinese full time student. I am participant E. As can be observed form the above assimilation of participants. They have a balanced mix of students and professionals, young and middle aged participants, locals and foreign nationals, college graduates, undergraduates and working professionals. Various stages of Forming Storming, Norming, Confirming and

BRAND COMMUNICATION Essay Example | Topics and Well Written Essays - 1250 words

BRAND COMMUNICATION - Essay Example This piece of research paper is an attempt to provide a brief report on the IMC plan for Tango for the next 12 months. This report analyses the underlying concepts and theoretical perspective of IMC and examines how these can be applied with a plan for Tango, a brand by Britvic Company UK. This report outlines how a company’s brand and information can be effectively communicated to various target markets with example from Tango. According to Schultz and Schultz (2004), integrated marketing communication is a process by which companies accelerate returns by aligning communication objectives with business goals (p. 3). IMC has been regarded as a strategic managerial and marketing approach that can helps companies gain competitive advantages and brand loyalty in the market. Belch and Belch (2007) emphasized that IMC is a strategic business process used to plan, design and develop coordinated and measurable brand communication programs with customers, employees, prospects and associates for a certain period of time. It helps build short term financial benefits and long term brand value (p. 11). As described by Lamb, Hair and McDaniel (2008), integrated marketing communication is a careful coordination of all promotional messages including traditional advertising, personal selling, sales promotion, event marketing, interactive and pubic relation for product or services in order to assure the consistency in every messages at each and every contact that the company meets it customers (p. 413). The fundamental goal of IMC is to develop marketing communication program that helps management to coordinate and integrate all elements of sales promotion, advertising, personal selling, public relation in an effective way as the company can maintain a constant message. IMC is basically seeking to manage sources of brand and image or business contacts with existing as well

The Quality of Risk Management in the Civil Engineering PowerPoint Presentation

The Quality of Risk Management in the Civil Engineering - PowerPoint Presentation Example In some cases only money is at stake, but all these concerns must be brought to bear during the planning process and identify so that evaluations of the inherent dangers are efficient. Additional statistics are provided to allow for comparison and evaluation in diverse industries to permit a more thorough understanding of risk calculation strategies as well as the ramifications of inadequate considerations. This investigation categorizes various forms of risk and provides recommendations relating to timetables, and the budgetary constraints that are inherent in any such endeavor. A brief history of the international construction market has been researched with implications that can be felt around the world. New regulatory paradigms are touched upon, in which project organizers are required to develop a mastery not only of the legal constraints of their own country, but also of the interplay between multinational financing and local laws. Differences which foreign contractors must kee p in mind relate to the availability of construction equipment, local labor practices and regulations, and in some cases the actual political stability of the region. These difficulties must be itemized before scheduling, before the budget is finalized, and before the first shovel touches the construction site. The construction industry itself is expressed in a global sense, and this project describes the implications of international pursuit that is worth over $3 trillion annually. (Bon, 2000) while it is true that most recently the United States has been the largest single market for construction, when the fortunes of a country become favorable that creates a climate of intensified economic activity which in and of itself can encourage foreign investment in both directions. A stable and profitable country is an excellent place for other investors to set up shop. Furthermore, when a country becomes a good place to do business, financial interests within that country are then more a ble to find more foreign investments raising the prospects of other countries, such as China, for example. This research provides advice for budgetary planners in the quantification of risk, as well as the awareness of the need for surplus planning, cushioning in terms of money and time that should be included in the initial cost calculations for projects of international importance in civil engineering. There has been considerable recognition worldwide of the needs of risk management in the civil engineering sphere and a variety of theoretical methodologies have been pioneered by experts in this field. The details of various management and risk evaluation criteria for engineering projects are also discussed. METHODS There is an assumption in this article, and among other researchers that risk can be boiled down in relatively simplistic equation format: Risk equals =likelihood x consequences. (van Rijn, 2004.) Risk management criteria and various evaluation schemes are described her ein. It is important for planners to make the delineation of a risk versus threat the uninformed are likely to identify as threatening even those events which have vanishingly small probability the distinction must be drawn between every possible worst case scenario, and reasonable damages that are predictable for any project involving construction under the relevant circumstances. Accident statistics have been compiled to illustrate the discontinuity between what the public worries about and what is likely to injure the average person.

BRAND COMMUNICATION Essay Example | Topics and Well Written Essays - 1250 words

BRAND COMMUNICATION - Essay Example This piece of research paper is an attempt to provide a brief report on the IMC plan for Tango for the next 12 months. This report analyses the underlying concepts and theoretical perspective of IMC and examines how these can be applied with a plan for Tango, a brand by Britvic Company UK. This report outlines how a company’s brand and information can be effectively communicated to various target markets with example from Tango. According to Schultz and Schultz (2004), integrated marketing communication is a process by which companies accelerate returns by aligning communication objectives with business goals (p. 3). IMC has been regarded as a strategic managerial and marketing approach that can helps companies gain competitive advantages and brand loyalty in the market. Belch and Belch (2007) emphasized that IMC is a strategic business process used to plan, design and develop coordinated and measurable brand communication programs with customers, employees, prospects and associates for a certain period of time. It helps build short term financial benefits and long term brand value (p. 11). As described by Lamb, Hair and McDaniel (2008), integrated marketing communication is a careful coordination of all promotional messages including traditional advertising, personal selling, sales promotion, event marketing, interactive and pubic relation for product or services in order to assure the consistency in every messages at each and every contact that the company meets it customers (p. 413). The fundamental goal of IMC is to develop marketing communication program that helps management to coordinate and integrate all elements of sales promotion, advertising, personal selling, public relation in an effective way as the company can maintain a constant message. IMC is basically seeking to manage sources of brand and image or business contacts with existing as well

One Lie Leads to Another Essay Example for Free

One Lie Leads to Another Essay Lying is when a person does not tell the truth or does not tell all the facts. Why do people lie? There may be many different opinions and maybe even many different excuses of why people lie. One thing is right thought and that is that lying is considered morally wrong in our society. In the United States Army lying is considered one of the most immoral actions a soldier or anyone else can take towards the army, especially if it’s lying to an NCO. In the army there is a zero tolerance for liars and lying in general. Even thought lying is morally wrong people continue to lie in their everyday lives. As a soldier one must not fall into the temptation or fall below one’s army values and code of conduct. As a soldier one is looked upon and trusted to tell the truth no matter what. Lying to an NCO or officer is not the correct choice for a soldier to make no matter what kind of situation he has gone through, as a soldier you are expected to always respond with the truth and nothing but the truth. One of the reasons a soldier should not lie to an NCO is because Like I said before you might turn lying into another one of your habits in your lifestyle just like smoking and drinking. That is why, as a soldier of the United States Army one must always maintain his integrity and commit himself to always say the truth. Society and other fellow soldiers look up to you and lay their trust on you. But all that trust that is deposited to you by others can go out the window when you tell a lie. You may need another lie to cover your first lie and that is how it might keep going unless you tell the truth or you get caught on the spot. Just like the other habits it may not be so easy to break away from and just like the other habits it might not be good at all, for yourself and the others around you. Lying only keeps getting you into more and more trouble so the best thing to do is to always stick to the truth and wait for the best. He may have to face severe consequences like physical labor or other types of military corrective actions. Lying also only leads to more and more lies. Now his punishment might have been doubled because of that. e if he is caught lying he might find himself in a worst situation. One lie leads to another and then to another and so on and so on. The NCOs can be looked upon as the representatives of the people in the United States Army and lying to them can be viewed as lying to the people. You now hold a large responsibility in your hands as soon as you wear the uniform of the United States Army.

What Makes A Person Famous At Work Psychology Essay

What Makes A Person Famous At Work Psychology Essay What makes a person famous at work? Fame or popularity at work is much desired. To understand the phenomena, it is important to understand about fame. A research concluded that a person who is well known and liked is considered as popular (Scott, 2007). In other words a popular person is one who is likeable and socially visible. Babel (2001) further established the factors like social visibility and likable are most important for popularity. An individual who is sought after and liked is considered popular. What constitutes as popularity? According to Kerlinger Lee (2000) three forces which make up popularity. Attraction, that includes the force which brings together the individuals. Repulsion diverts and drives apart individuals. Indifference, that causes uncertainty in the mind on an individual. So these three factors can make or break an employees image at work. Popularity is often considered an individual matter; however this is not entirely true. Popularity is also a group orie nted phenomena (Rubin, Bukowski, and Parker, 2006). This means that it is an individuals quality to be popular, but he or she has to be in some sort of group to be popular or to gain fame. So understanding popularity can be measured individually and also in group. According to one research, popularity has two dimensions i.e. acceptance or rejection (Bukowski, Hoza, and Michel Boivin 1993). Another research concludes that Popularitys label is given to a specific employee by his co workers based on their perception which they develop after working with that particular worker for some time period. Popularity and fame are difficult phenomenon to understand and comprehend. It is difficult to judge about an individuals fame and popularity. There are no set rules present to measure these two states. Productivity and Popularity A research concludes that some employees are more popular than others, so often they are treated in a different way than others (Scott, 2007). This research has examined popularity in context of organizational behavior. The next question is what makes a person popular or famous at work. The popularity of person is depends on their ability to perform on the job (Zelst, 2001). This research requested the co workers to nominate a person to work with. This researcher found that people who have better working skills are popular among the workforce. The results of the research showed that people who are satisfied with their job are found to be more popular and co workers are willing to work with them. This research was conducted on construction workers. The key conclusion of this research is that popularity at work can be achieved if an employee has good working skills and is satisfied at the job. Popularity can lead to celebrity status. Research shows that popularity and fame is something most people enjoy and crave for (Hogan, 2003). This research states about the lure of fame develops from childhood and sustains through Adulthood. Another research found similar results. It concluded that employees with greater productivity are generally more popular among co workers (Porter, and Ghiselli 2000). This research asked the respondents to choose five co worker, with whom they would have had liked to work in a group. All the groups were given some task. The result of this research showed that the groups having popular members showed more productivity. Hence, it can be concluded that popular members are those who are good and quick at what they do. Working speed is also an important aspect as far as co workers are concerned. Nobody wants to work for long hours. Long working hours cause fatigue and stress to all the people involved (Park, Kim, Chung, and Hisanaga, 2001). To avoid working long hour, employees swiftness of work is imperative. Hence, working speed of a person is important for their fellow workers. Popularity also depends on factor which can be personal or situational (Fleeson, 2004). Flessons research states that people tend to judge others based on behavior of a person during specific events. They create a perception according to the behavior of a person. It shows that behavioral aspects play a key role in making a person popular and gaining celebrity status. Lodahl and Porter (2001) conducted a research on airline workers. The research was based on the popularity of the team leaders. 55 groups were included in this research. The results showed that the groups which had popular leaders produced better results. These findings can be looked at in two ways. It can be said that the leaders are popular as they are good at what they do. Besides on the flip side it can be stated that popular leaders are able to motivate and make their sub ordinates perform better. According to one research, popularity is dependent on various factors. The research aimed to find out what makes a child popular at school. Early Family environment plays a role in developing a childs behavior. That behavior plays a role in the popularity of the child at school (Conti, Galeotti, Mueller, and Pudney, 2009). Another research intended to find out the reasons of people communicating with each other in office. It said that people who communicate in turn influence the behavi or of each other (Anderson and Martin 1995). Popularity at work and Job satisfaction Office popularity plays a role in job satisfaction. Zelst (2001) found that employees, who feel that they are high on interpersonal popularity, are able to perform better on job. This research also gave reasons of the claim. A person who is popular is likely to feel greater job satisfaction. Besides he or she considers the working environment to be worker friendly. Another positive and important factor for a popular employee is that the relationship with co workers is extremely pleasant. This includes the relationship with upper management. In essence it means that the communication channels with top management are open for that employee. The last finding of this research was that a popular employee feels that the company thinks for welfare of employees. So, clearly a popular employee benefits the company as he or she is more likely to stay loyal. A research states that an employee with a positive outlook is more likely to be popular among his co worker than an employee who has a neg ative outlook towards life. A positive employee is more likely to mingle around with his fellow staff and gain fame. Adverse effect of Popularity However, being popular has some drawbacks as well. One research finds show that people who are popular are more likely to face bullying at work. The reason stated is that as everybody likes them, so some people find a reason to hate or be jealous of them. This makes popular people vulnerable to bullying (Tariq, and Ali, 2011). This research shows that Fame and popularity can be a double edged sword sometimes. Appearance and Popularity A research concluded that good looks are a major advantage for people. People tend to make a positive impression and perception for co workers who are well maintained (Langlois, Kalakanis, Rubenstein, Larson, Hallam, and Smoot, 2000). The research concluded that such people are more likely to get positive response from their co workers. Being physically attractive would include dressing well. This was a general research. Other researches have questioned the relationship between popularity at work place and being attractive. Some early researches had shown that once a person is well aware of the mental abilities of somebody, physical attractiveness become secondary (Eagly, Ashmore, Makhijani, and Longo, 2001). However, later researches such as Hosoda, Romero, and Coats, (2003) have proved that the phenomena of physical attraction hold its affect irrespective of the abilities of a person. Celebrities have to do a lot of stuff to be able to maintain their image, especially in their dres sing. So to become an office celebrity, an employee should focus on dressing as well. Another research proved that perception is influenced by wearing good cloths. A research was conducted which measured the 10 qualities. This research was conducted on teachers. The test scaled the teachers on awareness, professionalism, integrity, dependability, intellect, trustworthiness, efficiency and hard work. These teachers were graded then by their principal on the above mentioned attributes. The results showed that those teachers who did professional dressing at work got the most positive results. The principal considered them as dependable, reliable and with high self esteem (Kenner, Underwood, McClune, and Stephen, 2001). This shows that dressing plays a significant role in developing a positive perception among co workers and top level management. So to become a celebrity at work, dressing sense is imperative. This point is important as the new generation doesnt consider professional clothing as important. The new generation has been brought up wearing t-shirts, and jeans (Dickerson, 2003). So, their reluctance is understandable. However many professionals still consider it unacceptable. A research concludes that many companies are worried about this trend in their employees. Often managers feel upset about their employees dressing and take it as a lack of respect towards the job (Oleck 2001). So, to gain popularity and acceptance of the top level management it is important to dress carefully. Some researchers have pointed to that fact causal dressing in offices has been slowly promoted by some market players (Lilly, 2003). However, on the flip side the perception among the decision makers hasnt changed much, as many researches show that top level management still believes in the value of formal dressing. Humor is another important aspect. People who use humor are more likeable and hence they gain popularity among the staff. Such people are able to get positive attention towards them (Scott, 2007). Another research found similar results. It found that supervisors who have a good sense of humor are preferred. The supervisors who use humor to deflate awkward situation are thought of as more worker friendly (Cooper, 2002). In another research, the same researcher explained more deeply about humor at work. Cooper explains that the humor should be non hurtful and the receiver should not feel hurt by the remark. Humor can have an adverse effect on staff, if it is not well placed (Cooper, 2002). So, the celebrity status can take a dent if an employee is making jokes at the expense of others. Everything has to be used in proper manner. Humor can only be done when the person is feeling happy about his job. In this positive attitude plays a role Some researchers believe that popularity is linked to their personal nature of a human being. An extravert is more likely to gain popularity. This is because they enjoy the attention. Rewards of being popular are not in their minds. They are just being themselves (Ashton, Lee, and Paunonen, 2002). People who tend to be helpful and not argue much have a greater chance to be popular at work. Such people are considered as understanding, warm and kind. Obviously with such perception they are highly likely to be more popular than others (Scott, 2007). As stated in the research co worker support is considered a factor which helps an employee in gaining popularity. Co worker support is considered as a critical and urgent help one can give to his fellow worker at the hour of need. Often that can make a big difference in image building, hence increasing the popularity. This is a factor which cannot be neglected. Another research state, that people who are high on self esteem are generally mor e popular at work place. Self esteem typically includes how one judges himself (Daniels Leaper, 2006). So one has to work on his or her, own self esteem to become a celebrity at work. Popularity and fame has a lot to do with confidence in other words. Ethical behaviour and popularity Ethics also play a role in popularity of a person. A persons reputation as being a fair individual can be considered as a big positive point (Jones Skarlicki, 2005). Providing equal and justified treatment to all subordinates is also considered ethical. Scholars consider that there are 4 dimensions to justice. All of these factors are related to employee popularity (Colquitt, 2001). So, if an employee is favorable to few or unethical, it is highly unlikely that employee would get fame in the office. Another interesting aspect is learning about measuring popularity. Some scholars explain that that popularity can be measured by a rating system (Bukowski, Hoza, Boivin, 1993). This research also puts friendship and popularity in different spectrums. Hence, friendship and popularity cannot be measured by the same template.

junk :: essays research papers

Cody Harris World History – 3  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  March 24, 2002 Chapter 21 Vocabulary 1. Philip II- son of Charles V, he inherited Spain, and Spanish Netherlands, and the American colonies. He was shy, serious and deeply religious. When the king of Portugal died without an heir, he gained the empire by being a nephew. His empire provided him with a enormous wealth. He also helped to drive the Muslims out of Spain. 1588, he launched the Spanish Armada but was defeated. 2. El Greco- real name Domenikos Theotokopoulos but called by the Greeks as El Greco meaning â€Å"the Greek†. His art often puzzled the people of his time. He used brilliant colors, sometimes clashing. His paintings showed deep Catholic faith of Spain, painting saints and martyrs as huge long-limbed figures that have a supernatural air. 3. Divine Right- the idea that God created the monarchy and that the monarch acted as God’s representative on earth 4. Absolute monarch- kings or queens who believed that all power within their state’s boundaries rested in their hands. 5. Edict of Nantes- a declaration that the Huguenots could live in peace in France and set up their own houses of worship in some cities. 6. Cardinal Richelieu- the ruler, in effect, of France under Louis XIII (1624), he had been a hard-working leader of the Catholic Church in France. He tried sincerely to lead according to moral principles, he was also ambitious and enjoyed exercising authority. He moved against the Huguenots, believing that Protestantism often served as an excuse for political conspiracies. He also sought to weaken the nobles’ power. He ordered nobles to take down their fortified castles. He increased the power of government agents who came from the middle class. He also wanted to make France the strongest state in Europe, and in order to do this he involved France in the Thirty Years’ War. 7. Skepticism- the idea that nothing can ever be know for certain 8. Descartes- a brilliant thinker wrote Meditations of First Philosophy. Later became an important role in the Enlightenment. 9. Louis XIV- the most powerful ruler in French history. His reign began as a 5-year-old boy. He became king in 1643, with the true ruler of France being Cardinal Mazarin, since Louis was so young. Mazarin’s greatest triumph was ending the Thirty Years’ War in 1648. Louis gained control at the age of 23 when the cardinal died. He made it a point to be surrounded by nobles for two reasons, it made the nobility totally dependent on Louis.

J. D. Salinger’s The Catcher in the Rye Essay -- Salinger Catcher Rye

J. D. Salinger’s The Catcher in the Rye "There’s far more to the censorship issue than a ban on sex and four-letter words. I sometimes think that those of us who need to be the most clearheaded about these matters are planting the very trees that obscure our view of the forest," says Dorothy Briley. According to Briley, a vast amount more is needed than simply vulgar language and suggestive material to censor a novel. But this is the very reason why J. D. Salinger’s The Catcher in the Rye is frequently being banned from high schools. To the teenage readers, who are at the transition from childhood to adulthood, the protagonist of The Catcher in the Rye, Holden Caulfield, who has not quite reached the brink of manhood, becomes the reader’s hero. The adolescent mind that Salinger portrays so accurately in his novel is one with which most teenagers and readers, at one time or another, could identify. The Catcher in the Rye also contains universal themes that, for teenagers about to shift into adulthood, help young adults better understand the world and other people. Although it does contain abusive language and sexual connotations, The Catcher in the Rye by J. D. Salinger should not be censored in high schools because it provides insightful information and relevance to the life of young adults through its realistic situations and themes of acceptance and materialism. The reader can relate to the realistic situations, such as the scene at the Lunts play, present in the ...

Staff Training And Development Essay

Sustaining Effective Staff Training And Development Essay IntroductionWhat is training and development?Training and development is a concept in management which allow the organisational activity to be aimed directly at performance of individuals, groups and the organization (Landale, 1999). There are three main activities under the guise of training and development which are interlinked – training, education and development. It is not just the role of the employer to identify training and development needs, the employee also needs to be able to identify their role in the organization and how they can effectively develop themselves (Landale, 1999). Van der Bossche et al (2010) acknowledge that due to the rapid advancements in technology and knowledge require the individual to participate in personal and professional development. The development of talent within the organization is necessary for competitive advantage to exist, it is also necessary for the retention of employees. The organization needs to identify talent and to support the individuals through all their training needsStaff Training and Development is described asthe necessity to cover the essential skills used in the everyday work situation. Within the promotion of training and development, the individual needs to be focused on the goal of developing their skills, knowledge and understanding of how the organization exists within its environment (Jerling, 1996). If the manager can motivate the employee in their work and can encourage development then the employee will see it in a positive light and will work towards the goals.I I Background Having effective employees is instrumental to the success of any business organization. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U.S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organizations are heavily involved in the training and development of employees (Hung &Wong 2007). Training and development has been a tool used by organizations to mitigate the risks of losing employee to other or ganizations. It has also been used to groom future leaders of the company, as well as assist organizations in saving time and money. This essay shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees.III Development Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance (Hung and Wong, 2007). The theories were introduced because of a case study of Hong Kong students who were in school and worked at the same time. The authors then came up with the theories to help explain the student or employee’s performance in relations to their employees and employer relationship (Hung and Wong, 2007). The first theory was the psychological contract theory while the second one was the expectancy dis-confirmation theory. The researchers realized the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung &Wong2007).Psychological contract theoryAccording to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. This psychological contract theory is attributed to the second wave of research in this subject, namely where the basis is a mutual loyalty between employees and organization (Hall and Moss, 1998). The elements of the third wave of research on the psychological contract, which measures the attitudes and perpceptions of employees towards organization are demonstrated below (Robinson, 1996). In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). This theory may be regarded to be limited in delivery of depth of investigation of relations between organization and employees (Robinson and Morrisson, 1995). This suggests that recent research has failed to acknowledge the fact that psychological contact theory is more multi-dimensional as opposed to what has been presented in the research (Trunley and Feldamn, 1999a). As a result, there were two kinds of contents presented, namely transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles can emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal ties because the employer is an embodiment of the organization, and the experience of their interaction dictates the success of an organization (Hung &Hing 2007). On the other hand, some believe that there has to be a mutual relationship between the employer and the employee for organizations to succeed. The mutual obligation is based on the belief that the employer is obliged to the employee in return for a commitment. Finally, the tactical exchanges occur between the workers in which case, the employee insists on a mental connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated by the employer. In other words, the employee relationship to the employer is imperative to matters regarding how employees react when subjected to training by organizations. The development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung &Hing 2007). Another limitation is attributed to the assumption, that psychological contact theory fails to address the specifics of individual work behaviour (Robinson, 1996a). From methodological perspective, this theory was developed on the basis of employee’s self-appraisals. As a result, it failed to include the actual supervisor’s appraisals, which are perceived to be quite crucial in delivery of objective opinion on the subject of job performance (Keeney and Svyantek, 2000).Expectancy disconfirmation theoryThe expectancy disconfirmation theory is similar to that of consumer dissonance. Only that in this case, it deals with the employee, as opposed to the consumer. The theory was brought about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (Roughton&Mercurio 2002). The opposite is true and r eferred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived The ability for the organisation to be able to sustain effective staff training and development in the workplace is a necessity in the global market. The purpose of this paper is to reflect on training and development in the workplace (Venkatesh and Goyal, 2010). Other considerations which must be taken into consideration when discussing this topic are in relation to the culture and structure of the organisation as well as the importance of communication and the impact of the leadership styles on the overall behaviour of the organisation (Venkatesh and Goyal, 2010). The global market has allowed the transfer of skills and knowledge through migration and the internationalisation of organisations. Training and development are important to how the organisation can compete in the market, if the organisation can sustain their employees through training and development they will be able to compete in the market. The effectiveness of employees will prove to be a valuable asset to the organisation and it is important that the organisation holds on to their employees (Klein, 1998). It has been argued that the resources of an organisation are the key sources of competitiveness. There is a need to examine the background of the organisation – culture and structure to see how these can determine how the organisation perceives training and development opportunities within the organisation. This theory has also proved to have some limitations attributed to it. This implies that it has been a subject to limitations imposed on the methodlogical approach. This implies that there have been some concerns reported in relation to the measurement of expectations that have been met (Irving and Meyer, 1999). This implies that direct measurement which is utilized in prediction of the disrepency between the expectations in relation to the job and actual behavioural intentions (Irving and Meyer, 1999).Strategic ManagementStrategic management is an essential process which needs to be considered in any organisation. Thompson & Martin (2005) explain the process as being concerned with organisational actions and activities which identify and deal with threats, opportunities etc in both the internal and external environment. How strategic management is managed shows how well the organisation can adapt to change and how training and development will be welcomed in the organisational conte xt. Lamb (1984) states that strategic management assesses competitors of the organisation and sets goals and strategies which can be seen in the context of training and development and how the organisation views the importance of its employees. One of the most important strategic processes is the practice of retaining employees. It is best practice to keep the skills and knowledge available to the organisation to remain competitive and to be able to recruit the most talented individuals in the market. If an organisation has the pick of the talent through their recruitment process they can sustain their competitive advantage which will allow them to compete consistently. The type of culture is reflected through the recruitment and selection processes as well the organisational structure and culture. If an organisation can effectively train and develop their workforce as well as retain their employees. Performance management and a competitive incentive programme can enhance the ability of the organisation to select and recruit the individuals they want to recruit to positions and not just because they have to fill the position (Phillips & Pulliam Phillips (2002). Lambin (2000) defines the strategic process as allowing management to identify advantages and disadvantages. It will be important to identify the advantages and disadvantages of training and development further on in this paper but it is extremely necessary that these are identified so that the organisation can identify the skills and knowledge which they require in their organisation. The human element to the resources of the organisation are extremely important, Armstrong (2006) cites that the skills and competencies identified within the human resources process need to meet the future demands and challenges of the organisation and the environment. It will be necessary for the organisation to meet the pressures from the competitive environment and it should be prepared for this. Most organisations would not be able to function effectively in their environment without sustaining effective training and development in their workplaces. It is important that employees can be motivated i nto performing and target meeting.Organisational CultureThe culture of the organisation is an integral factor of organisational activity. Holbeche (2006) believes that there are issues linking corporate social responsibility, accountability and the stakeholder environment. The culture of the organisation will impact on the behaviour of the employees in reference to how they behave, their work attitudes, the ability to embrace change and how the organisational objectives are achievable or not. Motivational theory is extremely important (Alderfer, 1969, Vroom, 1964, Maslow, 1943, Herzberg, 1966) link the goals of the organisation to the performance and achievement of personal goals which in turn can be fuelled by how skilled and knowledgeable the individual is. The culture of the organisation can be linked to success through the achievement of the competitive advantage. Deal & Kennedy (1982) believe that the most important factor for the success or failure of the organisation is the c ulture. Culture by its very nature is implicit of behaviours within the organisation. Leadership and management are also essential to the understanding of culture and how it affects all mechanisms within the organisation (Rabey, 2003). This is also essential to the concept of training and development within the organisation as the development of management within the organisation, as the leadership role needs to grow both personally and professionally thus the impetus is on the development through training and development. The leader plays a role in the development of the organisation and if this individual is in tune with the development and training of the human resources, the organisation will embrace this concept. Schein (2004) reflects that the leadership and culture are inseparable. Structure is also important to the training and development environment within an organisation. The more rigid the hierarchical structure the less likely the culture will embrace training and development p ractices. While many organisations realise the need for progressive training and development it should be noted that not every organisation is a learning organisation (Schein, 2004).LeadershipIt is necessary to understand leadership as a concept before attempting to evaluate training and development. The development of the leader, according to Pedlar et al (2003), is that the concept is based on unexamined assumptions. There is no single definition of a leader, however, there are many attributes attached to leadership such as an ability to adapt, to make decisions, to be flexible and to be able to recognise skills within themselves and within others. The ability of the strategic manager is to be able to create an environment where employees want to participate and make a significant contribution to their role in the organisation. It is through this communicative process that the leader can identify the development requirements of the employee. The employee should be able to trust t he judgement of the leader to allow them to participate in any programmes for development and learning within the organisation (Rabey, 2003). It is also necessary that the leader can identify any developmental needs in their own career progression. If the leader is forward thinking they will bring the organisation into line with the requirement of the selection and recruitment process to enhance the competitive nature of the organisation. The performance of the individual is impacted by the authority figure in the organisational relationship and can be highly influenced by the use of incentives. One such incentive which can be used to motivate the employee is that of training and development opportunities. These types of incentives are extremely important in today’s global environment with the internationalisation of organisations and the free movement of the workforce. The more skilled the workforce, the more ability the employee has to dictate their position within the organisation. This position allows the employee to hold some power over the authority figure as they can determine where they want to go in terms of their career and their development. Communication is key to this process so that the employee knows what kind of training is available to them and for the leader to be able to communicate the type of training which may best suit the employee. It is important that the leader can apply self development to themselves before they apply it to the individuals within their organisation and there should be an ethos throughout the organisation on lifelong learning .Learning OrganisationIn today’s global environment the concept of lifelong learning is extremely important and it is necessary for all employees to keep their development and learning up to date. The availability of learning to employees should be a pre-requisite to any organisation who profess to be a global leader. It is necessary for all employees to keep their skills, resources and knowledge updated so that they can compete in their business market. The markets while very dynamic and complex are also extremely competitive, and organisations are always looking for the right individual to take up a position within the organisation, who will ultimately enhance their competitive advantage (Lambin, 2000). Lifelong learning as a concept is not new, however, the concept of learning within the organisational context is very new. This allows the individual to learn around their own experiences. Both the organisation and the individual should be in synch with each other to allow their goals to be achieved. The service which the individual can apply to their customer greatly leaves a mark on the organisation as to how proficient it is in dealing with its customer. The ability of the organisation to provide professional training for their employees will successfully promote the organisation as well as the role of the employee. It is necessary that lifelong learning should be promoted more readily in today’s global markets due to the expansion of business and the free movement of employees to other countries. Lifelong learning can be provided throughout the organisation and does not necessary mean that it must be formal, it can be on the job training, but it should be used to encourage and motivate the individual. It is important to understand that the concept of lifelong learning is not without it disadvantages and within many organisations the facility is very much available. However, it is up to the individual to decide that they wish to partake in any programme, and also up to the manager to put the employee forward for training and development. This is very much about communication. Depending on how free flowing communication is, depends on the availability of these facilities. If the employee does not push for these opportunities they can hardly be expected to be handed the opportunity. However, the manager must communicate that these opportunities are available to the employee and explain the positive features for the employee. It is also necessary that the vision and politics of the organisation match the service and opportunities which can be given to employees. The need to preserve the abilities of employees within the organisation has become increasingly important, especially for the organisation to retain the skills, knowledge and resources which it currently holds. Lifelong learning can in effect change the labour market and the direction which the organisation is heading. Smith (2001) identifies the need of an organisation to be progressive, to allow the individual to gain more knowledge throughout their career and to persuade the individual to use the resources available to them for educational and growth purposes.Benefits of Training and DevelopmentTraining and development is a particularly helpful feature to the organisation as well as the individual. The process allows both the organisation and the individual to grow alongside with the global market. It allows the individual within the organisati on to recognise that they should be motivated to perform their job to the best of their ability because they can feel more valued by the incentives which they can receive from the organisation. There are many benefits to the organisation and the employee but it should also be recognised that there are also disadvantages to this. Lifelong learning does not necessary mean that the employee has to go off site on participate in in-house training, it also means a variety of opportunities within the organisation such as job rotation, secondment etc. These types of roles allow the employee to try out the role but also it means that they can avail of training in other positions within the organisation. This type of training can also motivate the employee as it can be seen as a performance reward for their hard work. It would seem in today’s environment, the emphasis would be very much on a culture of performance equals rewards. Other types of training and development include attending classes and online courses.Advantages and disadvantages of Training and DevelopmentThe advantages which can be beneficial to the organisation is the retention of the current employees who are competent in their positions and have the ability to take on new roles within the organisation. If the employee can be trained in other po sitions it will benefit the organisation when it comes to employees leaving, thus the need for an urgent replacement for the position is no longer made a priority as the organisation can often promote or second from within. This allows the organisation some time to proceed with the recruitment and selection process to allow for them to find the right candidate. This also allows the employee to try other positions within the organisation and to decide if they wish to apply for these positions. With these types of training and development opportunities, the employee gets an opportunity to experience other roles and they may also provide a monetary incentive such as a pay rise while they are in the position. The ability of the organisation to provide these types of roles will also allow the organisation to retain their workforce and the skills and knowledge which come with that. It also enhances the skills of the employee. While there are advantages to training and development, there are also disadvantages. These disadvantages are predominately to the organisation but those which are important factors to the employee are the amount of time they would have to spend on the training and they may not be fully aware of the training opportunities which are afforded to them. This could be due to a lack of communication within the organisation or that the organisation is not overly interested in the development of their employees. One major reason that an organisation may not provide training and development would be down to cost in time and money. It may not be convenient for the organisation to spent time and money on an employee when the end result could be that they lose the skills and knowledge of the employee to another organisation due to the training and development they received. This has become more common as employees are more empowered and acknowledge the freedom to move to another job, even to mov e to another country.How Training and Development is ChangingGarrison & Anderson (2003: p.i) state that ‘The growth of e-learning is being described as explosive, unprecedented, and above all, disruptive.’ E-learning is associated with providing a framework for understanding the application and to goal set. This method of learning has become increasingly adopted as technology is evolving and transforming work practices. Many organisations have acknowledged the need to change according to reviewing the values and culture of their organisations. It has become increasingly important for organisations to adapt to the new learning environment. Training and development has changed rapidly due to global expansion. The employee no longer needs to take time off work to participate in training. Along with on the job training, it has become cost effective for employees to educate themselves through online and DVD/ CD’s. Technology has afforded organisations and employees easier ways to participate in training and development. Study can take place at the workstation or at home rather than the traditional format where the employee had to leave the workplace and travel to a destination where they could be facilitated. This has become extremely cost effective for the organisation as they are not losing man hours when the employee is studying/ on their course and it also means that workloads are not high because the work is still being completed. Along with the rise in popularity of the Internet and its main feature, namely interactivity, the human resource managers have found out that this may be used to the advantage for training and development purposes (Venkatesh and Goyal, 2010). The internet, as an interactive and communication medium provides wider access to the information and enables distance learning for knowledge transfer purposes. This suggests that it is much easier to engage in learning programs from any location in the world, if an individual has an Internet connection (Venkatesh and Goyal, 2010). Additionally, it has been estimated that the Internet is associated with lower costs, imposed on the training and development strategies. This implies that the main costs are reduced in the areas of physical distribution of training and development programs and the need for hiring a specific staff in order to maintain those. Online training allow the individual to manage the training program by himself, where he is r egarded to be in control over the situation (Venkatesh and Goyal, 2010). Van Dam, (2002) suggests that online training is utilized in combination with the offline channel, suggesting that in the majority of cases, the users of the online training system tend to maintain an offline contact whilst receiving the necessary instructions. The online training system is mainly utilized for the development of computer skills, job-related skills and technical competencies. Recently, there has been an emergence of economic recession that has affected the planning and implementation process of training and development programs. This implies that economic recession has made the companies to reconsider their costs and thereby plan the cuts, where necessary. CIPD, (in EWCO, 2009) has estimated that the performance of the majority of companies in the previous 12 months has been worsened. With regard to training and development, it has been estimated that 32 % of surveyed companies have reported cuts in the training and development budget in the previous 12 months. However, in the light of recession, despite the imposed cuts in budget, the majority of companies has estimated that training and development has not been viewed as an expendable commodity. This implies that the management of the companies still view training and development programs as the key priority for company’s achievement of organizational objectives (CIPD in EWCO, 2009; Bourke, 2009) . This suggests that there is a great potential for further investments in training and development programs, given its significance in the corporate world.Methods used in Training and DevelopmentThis type of training also encourages the employee as they can do all their study with the use of a pc and can do it during working hours at their workstation. It also allows the employee to have more say in their development and to enhance their skills. The use of IT has allowed the development of more globalised skills which are transferrable. It is also appropriate for the organisation to provide the employee with the information about training and development opportunities which is extremely easy compared to how the traditional methods had been. The employee and the organisation can research the courses/ training and development opportunities. The manager has the ability to distinguish worthwhile courses/ training opportunities according to the need of the employee with the use of IT. T his is where the ability to communicate and identify the individual needs of the employee as well as their own needs. References 1.Alderfer, C.P. (1969): An Empirical Test of a New Theory of Human Needs, Organizational Behaviour and Human Performance, Vol. 4, Issue 2, May, pps. 142-175 2.Armstrong, M., (2006): A Handbook of Human Resource Management Practice, 10th Edition, Kogan Bourke A. (2010). ‘Recession Affects Training and Development Programs’. Available from: http://www.aicpcu.org/MediaCenter/docs/articles/Recession_Affects_Training_and_Development_for_Web_10-09.pdf. Last Accessed: 13th Feb. 2012 CIPD in EWCO (2009). ‘Impact of recession on workplace training’. Available from: http://www.eurofound.europa.eu/ewco/2009/09/UK0909039I.htm. Last Accessed on 13th Dec. 2012 3.Deal, T.E., & Kennedy, A.A., (1982) :Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books 4.Garrison, D.R., & Anderson, T., (2003) :E-Learning in the 21st Century, RoutledgeFalmer, Taylor & Francis Group Hall, D. T., & Moss, J. E. (1998). ‘The new protean career contract: Helping organizations and employees adapt’.Organizational Dynamics, 26, 22–37. Herzberg, F. (1966) :Work and the Nature of Man, Staples Press Holbeche, L. (2006), Understanding Change: Theory, Implementation and Success, Elsevier Butterworth-Heinemann Hung, H. & Wong Y. (2007), ‘The relationship between employer endorsement of continuing education and training and work and study performance’: A Hong Kong case study’. International Journal of Training& Development, 11, 4, pp. 295-313. Irving, P. G., and Meyer, J. P. (1999). ‘On Using Residual Difference Scores in the Measurement of Congruence: The Case of Met Expectation Research. A Longitudinal Analysis’, Personnel Psychology, 52(1), pp. 85-95. Jerling K. (1996). Education, Training, and Development in Organisation. Pearson: South Africa Keeney, M. J., & Svyantek, D. J. (2000). ‘A review of psychological contract theory and research: Promise nothing and they still may get angry’. Current Trends in Management, 5, 65–94. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY:GRIN Verlag 9.Lamb, R., (1984) Competitive Strategic Management, Prentice Hall 10.Lambin, J.J., (2000) Market-Driven Management: Strategic & Operational Marketing, MacMillan Business Landale A. (1999). Gower handbook of training and development. 3rd ed., Gower Publishing: UK 11.Maslow, A.H. (1943), ‘A theory of human motivation’, Psychological Review, Vol. 50 No. 4, pp. 370 – 396. 12.McConnell, C. R. 2004, ‘Managing Employee Performance’, Health Care Manager, Vol. 23, No. 3, p. 273, Supplemental Index. 13.Pedler, M., Burgoyne, J., & Boydell, T., (2003) A Manager’s Guide to Leadership, McGraw-Hill Phillips, J.J., & Pulliam Phillips, P., (2002) Retaining Your Best Employees: In Action Case Study Series, American Society for Training and Development Rabey, G., (2003) The Paradox of Teamwork, Industrial and Commercial Training, Vol. 35, No. 4, pp. 158 – 162 Robinson, S. L. (1996). ‘Trust and breach of the psychological contract’. Administrative Science Quarterly, 41:574–599. Robinson, S. L., &Morrison, E.W. (1995a). ‘Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior’. Journal of Organizational Behavior, 16: 289–298 Roughton, J. &Mercurio, J. 2002, Developing an effective safety culture: A Leadership Approach. NY: Butterworth-Heinemann 17.Schein, E.H. (2004): Organizational Culture and Leadership, Jossey-Bass 18.Thompson, J.L., & Martin, F., (2005) Strategic Management: Awareness and Change, 5th Edition, Thomson Learning 19.Smith, M. K., (2001) ‘Peter Senge and the learning organisation’, the encyclopaedia of informal education, available online at www.infed.org/thinkers/senge.htm Turnley, W. H., & Feldman, D. C. (1999a). ‘The impact of psychological contract violations on exit, voice, loyalty, and neglect’. Human Relations, 52, 895–922. Van den Bossche, P., Segers, M., & Jansen, N., (2010) Transfer of Training: The Role of Feedback in Supportive Social Networks, International Journal of Training and Development, Vol. 14, Iss. 2, pp. 81 – 94 van Dam, N. (2002). E-learning by design: Can a better-designed course help you learn moree-learning. 3(1), 38-39. Venkatesh, V. and Goyal, S.(2010). ‘Expectation Disconfirmation and Technology Adoption: Polynomial Modeling and Response Surface Analysis,’MIS Quarterly 34, (2), 281-303 Vroom, V.H. (1964), Work and Motivation, John Wiley