Discuss the changes to the American presidency during the terms of Essay

Discuss the changes to the American presidency during the terms of Theodore Roosevelt, Taft, and Wilson - Essay Example The question is that since the Civil War through the very start of the twentieth century, the US Congress was the ultimate bearer of the seat of power (Miller Center 1). Thus, his expansion of the power was a focal point of his presidency. It was an enormous change in the democratic practice of the United States making the President the main figure fulfilled with the governmental power. Roosevelt is also well-known for his progressivism in dealing with the business and political structures throughout the country. His zeal toward reformation of the US performance in the world arena made him an outspoken peacemaker, as he negotiated on the Russo-Japanese end of war and was awarded with the Nobel Peace Prize respectively (Benson 7). However, another great contribution of Roosevelt is his devotion to the nature. In this respect he was driven by the need to conserve the natural resources as the most precious thing of the human-centered environment admitting the following statement:  "As I have said elsewhere, conservation of natural resources is the fundamental problem. Unless we solve this problem it will avail little to solve all others† (Cited in Benson 7). ... Being a follower of Roosevelt’s course of reforms, he took the lesson of peaceful manifestation on the part of the US government toward the nation and to the world on the whole. By the way, he initiated the adoption of the Civil-Service Reform which will â€Å"secure a larger wisdom in the adoption of policies† (Taft 131). It was really crucial for giving the nation a â€Å"refreshed† breath of air. Along with the strengthening of the Interstate Commerce Commission, he established Postal Savings Bank System (Taft 131). Thus, he paid more attention to the financial and consumer-related issues throughout the country. Moreover, due to his efforts to somehow relieve the taxation policies in the country, he could improve on the creation of the Sixteenth Amendment which â€Å"authorized the collection of federal income taxes, which could be collected largely from the wealthy† (Armstrong 187). It was a trust-busting progressive hit against the former tariff-cente red income taxes policy. Thus, in his progressive looks at the national economy, Taft was a peculiar follower of Roosevelt regarding the political line of the Republican Party and the improvement of the presidential seat as the most powerful executive body in the country. To say more, in the foreign policy, Taft provided the policy of â€Å"Dollar Diplomacy† increasing the development of underdeveloped countries in Latin America and Asia by favoring â€Å"increased American investment in the world as the major method for increasing American influence and stability abroad† (Armstrong 379). Hence, it made Taft a progressive initiator of the American dominance in the world. Woodrow Wilson Woodrow

Language Assessment Principles Essay Example | Topics and Well Written Essays - 1000 words - 4

Language Assessment Principles - Essay Example other words, this meant viewing as a student rather than as a teacher. Only after I understood what the student was seeing could I understand what would benefit the student, and therefore provide the necessary means of delivering that lesson. It basically allowed me to assess him based on what was challenging to him as a learner who was struggling to understand the language, rather than as the student of someone who was very fluent in the language. Another misconception I quickly became aware of was that I had always thought assessment was purely for the benefit of the student. While this is partially true, in an indirect way, assessment of a student can also greatly benefit the teacher. In fact, for a good teacher the assessment of a student is vital because through assessing the student, one is able to assess himself as a teacher, possibly better than he could through any other method. When a student struggles with certain aspects of language, but cannot point out exactly where ass essment helps to narrow it down and give information of which areas need more practice and which areas the student is weak in. This allowed me, as a teacher, to focus on those areas, and draw on the aspects of language which Anees was familiar with, or more comfortable with, to help make those unfamiliar areas more accessible for him. In other words, assessment helps a teacher asses his own process of teaching, and decide which areas need to be focused on and which areas can now be left on the student to practice in his own time.... Only after I understood what the student was seeing could I understand what would benefit the student, and therefore provide the necessary means of delivering that lesson. It basically allowed me to assess him based on what was challenging to him as a learner who was struggling to understand the language, rather than as the student of someone who was very fluent in the language. Another misconception I quickly became aware of was that I had always thought assessment was purely for the benefit of the student. While this is partially true, in an indirect way, assessment of a student can also greatly benefit the teacher. In fact, for a good teacher the assessment of a student is vital because through assessing the student, one is able to assess himself as a teacher, possibly better than he could through any other method. When a student struggles with certain aspects of language, but cannot point out exactly where, assessment helps to narrow it down and give information of which areas ne ed more practice and which areas the student is weak in. This allowed me, as a teacher, to focus on those areas, and draw on the aspects of language which Anees was familiar with, or more comfortable with, to help make those unfamiliar areas more accessible for him. In other words, assessment helps a teacher asses his own process of teaching, and decide which areas need to be focused on and which areas can now be left on the student to practice in his own time. Through the various assessment tasks I provided Anees, I found very clear insight into which aspects troubled him, which in turn made my job of teaching him much easier. Therefore, it can be said that assessment of a student is also a means of assessment for the teacher, and both student and teacher can find much to learn

Impact of Automation and Computerization on Jobs

Impact of Automation and Computerization on Jobs Table of Contents Introduction Impact of Automation and Computerization on Jobs Impact of Automation on Worker Skills 1. Skill Depth: 2. Skill Breadth: Decrease in worker wages Strategies to bargain compensation packages Conclusion Works Cited During the early 1990’s the processes of automation and computerization were changing the work place of corporations in the newly developing countries. Discuss how these processes had affected employees with low skills to bargain for their compensation packages in developing countries. Introduction Automation and computerization were the by-products of globalization in the 1990s. Due to increasing mechanization and industrialization of work activities, a technological boom started which had huge impacts on the role of low skilled workers within an organization. The task structure changed and so did the wages and incentives paid to the employees. As a result, the low skill workers tried to regain their power by developing strategies to bargain for compensation packages with the managers. The following paper is based upon this issue. It attempts to highlight the impacts of change along with worker’s role to deal with these processes of change. Impact of Automation and Computerization on Jobs Automation refers to the use of automatic machinery instead of manual labor to carry out factory work activities whereas computerization is related to the increasing use of technological change in the organizations. As technology grows, the methods to do manufacturing jobs are changed and as a result, the whole occupational structure is changed. Computerization involves numerical control (NC) technologies that change the staffing patterns and company structure (Cappalli, 1996). When tasks are transferred to automatic machines, job opportunities decrease as less people are involved in final creation of a product. But on the other hand, in some cases, more people are required to run those machines. But in the latter case, the workers get reduced wages. So, Computer integrated manufacturing systems (CIM) have developed easier application systems for the organizations but at the same time, it has increased the concerns of the worker labor class due to decrease in opportunities and wages (Krueger, 1993). Impact of Automation on Worker Skills Apart from change in structure of tasks, the nature of skills required to perform the job are also changed. Two types of worker skills are important to consider while exploring the impact of computerization and automation on low skilled workers (Juhn, Murphy, Pierce, 1993). Skill Depth: It includes two major areas: judgment and time proficiency. Low skilled jobs that require little time proficiency to master the work (e.g. filing or food servicing) as well as judgment have much lower wages as compared to those skills that are more complex and require more time to learn. Automation has reduced the proficiency time required for certain jobs therefore; it has also reduced worker wages. Skill depth is reduced because of transformation of complex manual labor to simple mental tasks. On the other hand, computerization might allow workers to have greater freedom in the distribution of tasks. NC technology is used to distinguish programming from machine operations. So, this CNC technology can facilitate in reducing proficiency time by combining programming and machine operation. CAD system were also developed which allowed low skilled workers to create faster and better output through easy learning and less effort. Skill Breadth: This concept was of importance for employees involved in manufacturing, maintenance and repair tasks. It involves the changing of job content as a result of technology. Although it reduces the effort of manual input but with regards to the compensation programs, this technique did not attract the low skilled laborers. Decrease in worker wages The above facts show how the dynamic world brought with itself a changing organizational pattern. The fast and easy work done by machines and computers used to leave workers in the lurch. Organization’s focus shifted towards profit generation by increasing productivity through the use of smarter machines. This had severe consequences on the overall economic structure of developing countries. The economic progress was hampered and unemployment was increased. The workers, who formed a major chunk of the population felt depressed because their sources of earning were severally impacted and they had to negotiate with the managers for their wages and compensation (Katz Murphy, 1992). Following analysis indicates how the workers in 1990s strived in the changing world of automation. Strategies to bargain compensation packages In the developing countries, automation and computerization created unemployment. Such impacts of technological change dispersed greatly across various geographical regions in manufacturing and service industries. Therefore, the dilemma of marginalized workers increased the topic of setting wages in the 1990s. When the workers felt that they are not in a power to negotiate wages with the managers, particularly in the middle class developing countries, they created unions whose sole purpose was to bargain worker wages according to international standards in order to provide increased benefits and fair incentive to the people for the amount of effort they put in (Hirshorn, 1984). This process was severely impacted when countries created minimum wage laws for low skilled workers. It further deteriorated the process because increasing inflation and minimum wage laws reduced the power of manual workers to such an extent that they remained nothing but merely a cog in the machine. In the developed countries, the power of individual bargaining is available to the workers but in developing countries this right is strictly curtailed, therefore; labor institutions are formed for this purpose. Research indicates that unnecessary wage legislation has increased the problems of low skilled workers in developing countries therefore; a proper system must be developed to protect the rights of workers, both economically and socially, in the technical global world (Zuboff, 1988). Conclusion The above analysis explains how the process of automation, computerization and technological change changed the job structure and the skills required. These changes increased unemployment in the developing countries and increased wage concerns of the workers. In order to receive equitable wages, unions were created to bargain prices with the managers. These unions have been successful in driving power for low skilled workers in some cases but the fact remains that automation and technology has changed the overall work landscape which is irreversible. Therefore, proper mechanisms must be developed to regulate wage laws in the world of computerization and automation. Works Cited Cappalli, P. (1996). Technology and Skill Requirements: Implications for establishment wage structures. New England Economic Review, 139-153. Hirshorn, L. (1984). Beyond Mechanization: Work and Technology in a pst industrial age. Cambridge Press. Juhn, C., Murphy, K. M., Pierce, B. (1993). Wage Inequality and the Rise in Returns to Skill. Journal of Political Economy, 410-422. Katz, L. F., Murphy, K. (1992). Changes in Relative Wages 1963-1987: Supply and Demand Factors. Quarterly Journal of Economics, 36-78. Krueger, A. (1993). How Computers have changed the wage structue: Evidence from microdata 1984-1989. Quarterly Journal of Economics, 33-60. Zuboff, S. (1988). In the age of smart machine: The future of work and power.

The Book of Exodus Essay -- Introduction to the Book of Exodus

  Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The book of Exodus is the second book of the Pentateuch, or Weelleh Shemoth according to the Hebrew Bible. The books main theme is the removal of Hebrew people from Egypt. The book is meant to be a continuation of Genesis. Moses is believed to be the author of this book. During the period of Exodus Israel had been in Egypt for about 215 years. The book begins with the birth of Moses. The book then goes on to talk about the life of Moses and the things that he did throughout his life. The book also explains how the Hebrews were enslaved and then let free. The book is divided into five sections. The first sections deals with the early life and training of Moses. The second section explains the ten plagues. The third section explains the journey to Mt. Sinai. The fourth section explains the land of Israel. The last section explains the construction of the tabernacle.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the course of history there can be many individuals who could be considered leaders, but some stand out among the others. An example of a superb leader is Moses, whose life is explained in the book of Exodus in the Bible. Moses is viewed as a righteous man in God’s eyes and he is chosen to lead the Hebrew people out of oppression in Egypt. In the story of Exodus there are many examples of Moses’ sacrifices and the hardships he endured while freeing the Hebrews. The faith of Moses was tested numerous times throughout the story, and, in some instances, it seemed that Moses had lost fait... The Book of Exodus Essay -- Introduction to the Book of Exodus   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  The book of Exodus is the second book of the Pentateuch, or Weelleh Shemoth according to the Hebrew Bible. The books main theme is the removal of Hebrew people from Egypt. The book is meant to be a continuation of Genesis. Moses is believed to be the author of this book. During the period of Exodus Israel had been in Egypt for about 215 years. The book begins with the birth of Moses. The book then goes on to talk about the life of Moses and the things that he did throughout his life. The book also explains how the Hebrews were enslaved and then let free. The book is divided into five sections. The first sections deals with the early life and training of Moses. The second section explains the ten plagues. The third section explains the journey to Mt. Sinai. The fourth section explains the land of Israel. The last section explains the construction of the tabernacle.   Ã‚  Ã‚  Ã‚  Ã‚  Throughout the course of history there can be many individuals who could be considered leaders, but some stand out among the others. An example of a superb leader is Moses, whose life is explained in the book of Exodus in the Bible. Moses is viewed as a righteous man in God’s eyes and he is chosen to lead the Hebrew people out of oppression in Egypt. In the story of Exodus there are many examples of Moses’ sacrifices and the hardships he endured while freeing the Hebrews. The faith of Moses was tested numerous times throughout the story, and, in some instances, it seemed that Moses had lost fait...

Overview of SQUARE pharmaceuticals LTD Essay

Introduction: Square Pharmaceuticals Ltd. (SPL) has been the trendsetter in Bangladesh Pharmaceutical Market since its inception in 1958. Over the last decade SPL actually rose to a new standard moving beyond manufacturing quality medicines to win mindshare of patients, physicians, shareholders, business partners, and communities where we work and live. Our dedication to add more value to the common wealth of the society compounded by innovative strategies for growth and diversification, pioneering role in bringing new technology and implementing new ideas, and commitment for total quality management distills the glory of our success. Today SPL is not merely a market leader. Most of the products that it actively markets enjoy leadership position demonstrating incomparable trust of the healthcare professionals. Today SPL is ready to face the challenge of scarce sourcing of Active Pharmaceutical Ingredients (API) in the post-WTO era, with its advanced a manufacturing capability. SPL is one of the first companies to have an extensively computerized and automate working environment connecting every corner of the country to the centre. Productivity through connectivity is one of our heritages of progress. SPL is the first company to go beyond the national boundary, exporting its quality products in overseas markets in Asia Africa, and Europe. More than that, SPL has probably fulfilled a national aspiration of turning a once import dependent country into an exporter of quality medicines. We believe, with our technological and managerial know-how and ability to take on challenges, we will be able to progress much faster towards our objective of becoming the nation’s most Visionary Company Objectives: Our main objective is to prepare this project to know about the organization. We try to focus on the project SWOT analysis, potter five forces, organization design in Square Pharmaceutical Ltd. Scope: Our assignment is only document basis so we have not opportunity to take interview, survey and make observation. As it is a report about an  organization so we have opportunity to collect data by reading documents from their web sites. Methodology: To complete our project and reach in a decision we some methods. To collect information we search internet, read newspaper, and utilize our personal observation. ABOUT COMPANY: Square Pharmaceuticals Ltd. is a leading edge pharmaceutical company based in Dhaka, Bangladesh and is acclaimed for its outstanding product quality, world-class manufacturing facilities, product development capabilities and outstanding professional services. SQUARE today symbolizes a name – a state of mind. But its journey to the growth and prosperity has been no bed of roses. From the inception in 1958, it has today burgeoned into one of the top line conglomerates in Bangladesh. Square Pharmaceuticals Ltd., the flagship company, is holding the strong leadership position in the pharmaceutical industry of Bangladesh since 1985 and is now on its way to becoming a high performance global player. Historical Background of Square Pharmaceuticals Ltd. SQUARE Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh and it has been continuously in the 1st position among all national and multinational companies since 1985. It was established in 1958 and converted into a public limited company in 1991. 1958: Debut of SQUARE Parma as a Partnership Firm. 1964: Converted into a Private Limited Company. 1985: Achieved market-leadership in the pharmaceutical market of Bangladesh among all national and multinational companies. 1987: Pioneer in pharmaceutical export from Bangladesh. 1991: Converted into a Public Limited Company 1997: Won the National Export trophy for exporting pharmaceuticals. 1998: Agro-chemicals & Veterinary Products division of SQUARE Pharmaceuticals starts its operation. 2001: US FDA/UK MCA standard new pharmaceutical factory goes into operation built under the supervision of Bevis Lend Lease, UK. 2005: New State-of-the-Art SQUARE Cephalosporin’s Ltd. goes into operation; built under the supervision of TELSTAR S.A. of Spain as per US FDA/ UK MHRA requirements. 2007: SQUARE Pharmaceuticals Ltd., Dhaka Unit gets the UK MHRA approval. 2012: SQUARE Pharmaceuticals Ltd., Dhaka Unit and SQUARE Cephalosporin’s Ltd. get the Therapeutic Goods Administration (TGA) of Australia approval. Mission: Our Mission is to produce and provide quality & innovative healthcare relief for people, maintain stringently ethical standard in business operation also ensuring benefit to the Shareholders, stakeholders and the society at large. Visions: We view business as a means to the material and social wellbeing of the investors, employees and the society at large, leading to accretion of wealth through financial and moral gains as a part of the process of the human civilization. Objective: Our objectives are to conduct transparent business operation based on market mechanism within the legal & social framework with aims to attain the mission reflected by our vision. Corporate Social Responsibility (CSR): Corporate Social Responsibility (CSR) is the continuing commitment by business to behave ethically and contribute to economic development while improving the quality of life of the workforce and their families as well as of the local community and society at large. SQUARE’s activity goes well beyond the sphere of business. As socially conscious and responsible corporate body SQUARE is committed to the improvement of the society as a whole. SQUARE helps many NGO’s in their effort to make available healthcare to the disadvantage population of the country. SQUARE is also a major sponsor of sporting events in the country. Organization Design: The Board of Directors is responsible for the strategic planning and overall policy guidelines of the bank. Besides, there is an audit committee in the Board to oversee compliance of major regulatory and operational issues. The CEO& MD, Deputy MD and group executives are responsible for  achieving business goals and overseeing the day to day operations. The CEO and MD assisted by a senior management group supervise operation of various decisions centrally and coordinate operation of branches. There is also a management committee comprising member of the senior executive headed by CEO and MD to look into all operational function and risk management of the bank. The workflow of the organizational structure is given in the figure below: 1. Work specialization 2. Departmentalization 3. Span of control 4. Chain of command 5. Centralization & Decentralization 6. Formalization Work specialization: Work specialization, which is dividing work activities into separate job task. Individual employees specialize in doing part of an activity rather than the entire activity in order to increase work output. It’s also known as division of labor. There are some work specialists in SPL. Research and Development Information Technology Human Resource Supply Chain Marketing Customer Development Business to Business Finance Department Departmentalization: Grouping jobs together is called departmentalization. Departmentalization and Division of labor is the same thing. Each and every organization follows some common forms of departmentalization. The five common forms of departmentalization are: Functional Departmentalization Geographical Departmentalization Product Departmentalization Process Departmentalization Customer Departmentalization Functional departmentalization: Groups jobs according to function. For instance it has the departments for marketing, accounting and finance, human resource and management information system separately. All the departments together form functional departmentalization under managing director Geographical Departmentalization: Groups Jobs according to Geographic region. Square distributes its products all over the country using its own distribution channel. It has a large number of vehicles and sales depots to ensure coverage of the whole country. Its coverage is the best in the country. Product Departmentalization: Groups jobs by product line. Process Departmentalization: In every distribution channel certain type of process is obtained to maintain the customer flow.. To show the way of working of Square Pharma Ltd. under process departmentalization, a diagram is presented below. Customer departmentalization: Groups on the basis of specific and unique customers. SPL has several product lines; the tasks are definitely different to serve the customer of individual product line. Customers’ needs and problems differ from one product line to another. Research and Development: This department brings ideas to improve and introduce their brands as well. Information Technology: The managers of this department find the new technologies available and use. This technology to drive competitive advantage. Human Resource Department: Managers of this dept use to drive the employees in a disciplined manner to achieve organizational goal. Here they also motivate the employees to the fullest possible extent. Customer Development: Building relationship with customer and maintain the relation is important job for any organization that and is done by the managers of this departments. This department also tries to find needs and wants of the customers. Supply Chain Department: After production how products should be distributed to the supplier- wholesalers, retailer or what would be the chain of supply of the products from production till sales to the final consumer is totally operated by this department. Marketing Department: Managers of Marketing department tries to create values of their brands to the customer by taking various steps like- promotion, advertisement, free distribution and so on. Finance Department: The vital role is played by finance department these departments develop plans for their financial activities and also prepare the budget for the coming fiscal year. Span of Control: How a manager can efficiently and effectively manage his subordinates is called span of control. In case of SPL, they strong span of control as a result they gain market leadership as well as their progress increasing. Formalization: SPL is a highly formalized organization; there are explicit job descriptions, numerous organizational rules, and clearly defined procedures covering work process. All employees have to follow guided rules and procedures in SPL. SWOT Analysis of the SQUARE Pharmaceuticals Ltd. The overall evaluation of a company’s strengths, weaknesses, opportunities, and threats is called SWOT analysis. In general, a business unit has to monitor key macro environment forces (demographic- economic, technological, political-legal, and social-cultural) and significant microenvironment actors (customers, competitors, distributors, suppliers) that affect its  ability to earn profits. The business unit should set up a marketing intelligence system to track tends and important developments. For each trend or development, management needs to identify the associated opportunities and threats . Strengths: Recognizes as a global company. Brand value Strong brand portfolio. Strong relationship with retailers. Economies of scale. Largest organizations Advanced technology Well skilled professionals Good distribution network all over world Square Pharmaceuticals provided creative strategies Strong marketing and good image creation Wide distribution channels in both national and internal markets Decentralized decision-making. Weaknesses: Dual leadership Not connecting with customers. Inefficient management of brands. Focus on short term strategy High cost of restructuring Hard to manage and control company structure High cost limit promotions in company Opportunities: Changing consumer’s preference Increasing need for several diseases Rural areas are a large prospective market Employing external job applicants Gain high market share Introducing new distribution channel Promote its products in new geographic areas Customer base is increasing with effective marketing Take advantage of the changes of technology Population expanding at a rapid rate Low income consumers Threats: The threats of the pharmaceutical industry are the analysis of the external industry components that could create an opportunity for the SPL to decline, atrophy or lose some competitive edge. For example, the pharmaceutical industry’s threats could include increased government regulation, a declining economy, increasing research and development (R&D) costs or a decrease in the global population. The threats of SPL are discussed below. Product innovation is ineffective The high competition for market share increases rapidly Changes of people’s perception Political and Economic factors Increasing social awareness in society Unfavorable conditions Acquisition decision Lack of proper knowledge in medicine Industry Analysis: Is a vital part of the decision making process in business? Industry Analysis helps investor to take decision. Industry Analysis also helps entrepreneurs to iron out the wrinkles in their business plans. Michael Porter has identified five forces that are widely used to assets the structure of any industry. Porter’s five forces are: Threat of new entrants Threat of substitutes Bargaining power of buyers Bargaining power of Suppliers Current rivalry Threat of new entrants: Pharma industry is one of the most easily accessible industries for an entrepreneur in Bangladesh. The capital requirement for the industry is very low; creating a regional distribution network is easy, since the point of sales is restricted in this industry in Bangladesh. Economies of scale: Square pharma can easily produce based on economies of scale but it is quite difficult to new entrants for produce based on economies of scale First mover advantage:  It was established in 1958 and converted into a public limited company in 1991.First mover advantage is part of the standard lore of the I-Cubed Economy. It means that the first company into a market generally wins. Access to channels of distribution and relationship: The Square pharma is a large pharmaceutical company in our country so they have large distribution channel and good relationship with the retailers. Distribution Channel at a Glance: Threat of substitute Products: This is one of the great advantages of the pharma industry. Whatever happens, demand for pharma products continues and the industry thrives. One of the key reasons for high competitiveness in the industry is that as an ongoing concern, pharma industry seems to have an infinite future. However, in recent times, the advances made in the field of biotechnology, can prove to be a threat to the synthetic pharma industry. Bargaining power of buyers: The unique feature of pharma industry is that the end user of the product is different from the influencer. The consumer has no choice but to buy what doctor says. However, when we look at the buyer’s power, we look at the influence they have on the prices of the product. In pharma industry, the buyers are scattered and they as such does not wield much power in the pricing of the products. However, government with its policies plays an important role in regulating pricing through the National Pharmaceutical Pricing Authority. Price Sensitivity: Square pharma is produced the pharmaceutical products which are undifferentiated product and there are few switching cost. Relative Bargaining Power: Two factors related to the relative bargaining power †¢Number of buyer: The buyers bargaining power is determined by the number of buyer relative to the number of suppliers. †¢Volume per buyer: It is determined by volume of purchase by single buyer. The number of buyer of Square pharma is a single buyer with several alternative suppliers. Bargaining power of Suppliers: The pharma industry depends upon several organic chemicals. The chemical industry is again very competitive and fragmented. The chemicals used in the pharma industry are largely a commodity. The suppliers have very low bargaining power and the companies in the pharma in dusty can switch from their suppliers without incurring a very high cost. However, what can happen is that the supplier can go for forward integration to become a pharma company. Companies like Orchid Chemicals and Sasha Chemicals were basically chemical companies, who turned themselves into pharmaceutical companies. In case of Square pharma there is low bargaining powers of supplier Current revelry: Concentration and Balance Competitors: The number of firms in an industry and their relative sizes determine the degree of concentration. Lots of similar size and strong competitor exist in the market and price competition is likely to be harsh. So square pharma product price is competitive. Degree of differentiation and switching cost: Product differentiation is not the driver, cost competitiveness is. However, companies like Square pharma have created big brands in over the years, which act as product differentiation tools. Excess Capacity and Exit barrier: It is quit impractical for square pharma or other firms to exit from this  industry because of they cannot use those machineries in other purpose. Also here some rules and regulation exist no one cannot easily exist from this industry. Recommendation: Quality and control: According to international standard square pharmaceuticals ltd. Should maintain their product quality Local market share: At present in Bangladesh square pharmaceuticals is the market leader in pharmaceutical sector. Its followers and competitors always try to increase their percentage of market share. So square pharma concentrate more to increase his market share Dynamic sales strategies: Due to the customer complaint and the lack of guidelines to prevent untrained sales staff from serving customers, we recommended that square pharma should take dynamic sales strategies for higher customer satisfaction. Foreign market: Though SPL captured Asia, Africa, Middle East pharmaceutical market but the Europe market till now un-captured. So square pharma should concentrate more in Europe market. Conclusion: In finally, I can say that Square Pharmaceuticals Limited play an important for economic development of the country after creating job opportunities, and earning profits as well. SQUARE Pharmaceuticals Limited is the largest pharmaceutical company in Bangladesh and it has been continuously in the 1st position among all national and multinational companies since 1985. Reference: http://en.wikipedia.org/wiki/Square_Pharmaceuticals http://www.squarepharma.com.bd/index.php http://www.scribd.com http://www.managementstudyguide.com/swot-analysis.htm http://en.wikipedia.org/wiki/Porter_five_forces_analysis http://en.wikipedia.org/wiki/Departmentalization Books: Management-10th-Edition-Stephen P.Robbins & Mary Coulter

What Is Idiom?

What is idiom? According to Oxford Dictionary idiom can be defined as â€Å"group of words established by usage as having a meaning not deducible from those of the individual words†. In another word, the meaning of idioms cannot be figured out from its shown words. Each language has its own idioms that used in every day speeches and conversations. Al-Shawi & Mahadi describe idioms as â€Å"idiomatic expressions are colorful, dramatic, lively, closer to the way people really feel and near to the local culture†. Although idioms give color to conversations, they consider a serious problem to students in translation. Translation defined as â€Å"the process of translating words or text from one language into another† (en.oxforddictionaries.com, n.d). Many Saudi students encounter difficulty while translating idioms from Arabic into English language. These difficulties occur because of different reasons. The aim of this study is to identify the difficulties that faced by students and to know the reasons for these problems. Also, this study provides strategies that may help students in translating idioms from Arabic into English.Statement of the ProblemMany Saudi junior level students at Yanbu University College face problem in translating idioms from Arabic into English language. These problems occur because of various reasons. The differences between source language and target language, the lack of knowledge of the TL, the absence of equivalents of the idiom in the TL, and the lack of knowledge of translation strategies. This problem affects students' efficiency in translation. Purpose of the StudyThe purpose of this study is to identify the difficulties that faced by Saudi students in translating idiom from Arabic into English language, to find the reasons behind these difficulties and to suggest some strategies that may help students to avoid these problems in translating. Research QuestionThis research answers the following questions: What are the difficulties faced by Saudi junior level students in translating idioms from Arabic into English? Why are students making these kinds of problems? MethodologyThe participants of this study will be Applied Linguistics junior year students from Yanbu University College. Participants will be given a translation test that includes ten Arabic idioms and they will be asked to translate them into English language. Then researcher will take the responses and analyze them individually. Then the research will present the responses in a table. Literature ReviewThis chapter presents a definition of the key concepts. Also, the chapter presents the previous studies.Definition of Key ConceptsIdiom. An expression with a meaning that you cannot guess from the meaning of the separate words. Translation. The process of translating words or text from one language into anotherPrevious Studies The first study was conducted by Alrishan and Samdi (2015), about the difficulties that face EFL Jordanian University students in translating English idioms into Arabic language. The research was a qualitative research. The researchers used a translation test to collect the data. The participants of the study were 90 M.A translation students at Yarmouk University and the University of Jordan. The participants had given a translation test that included 16 idioms from different semantic categories. They were asked to translate them into Arabic language. The results showed that the students have a problem in translating idioms from English into the Arabic language where students could not find the correct equivalent in Arabic, also students were unfamiliar with translating idioms. Second study was written by Al Mubarak (2017). It was about the barriers that faced by students while translating idiom from Arabic into English language. The participants of the study were 40 B.A students in Al Imam Al Mahdi University in Sudan. The participants' first language is Arabic and they are an advanced level in English language. The study was qualitative and quantitative research. The tools that used in the study were a translation test that included 12 Arabic proverbs and an interview. The findings showed that most students faced trouble in translating idioms and that based on some reasons, such as the differences between Arabic and English system and students do not know how to use literal translation approach. Third study was done by Mezmar (2010), about the problems of idioms in translation. This study was conducted at Mentouri University, Constantine. The participants of the study were 21 first year Master degree students at Mentouri University. The participants' mother tongue language is Arabic and they are an advanced level in English. This study was quantitative study and the tool that used in the study was a test included twelve idioms in English and ten in Arabic language. The researcher chose the idioms depending on the four categories of idioms, transparent, semi-transparent, opaque and semi-opaque. The participants of the study were asked to translate the idioms into Arabic and English language. The results showed that the students did well in translating transparent and semi-transparent idioms. However, they faced trouble in translating opaque and semi-opaque idioms.The differences between this study and the studies above. Fist, all the studies above have been done outside Saudi Arabia, in Jourdan, Sudan, and Constantine. However, this study conducted in Yanbu, Saudi Arabia. Secondly, two of the previous studies involved participants from Master degree where this study involved participants from Bachelor degree. The participants of the studies above were an advanced level in English, but in this study, they were in an intermediate level. The similarities between this study and the previous studies that all of them investigated the problem faced by students in translating idiom, either in Arabic, English or both. Also, the tool used to collect data was a translation test and the participants were asked to translate them. ReferencesAl Mubarak, A. A. (2017). The Challenges of Translating Idioms from Arabic into English a Closer look at Al Imam AL Mahdi University–Sudan.  International Journal of Comparative Literature and Translation Studies,  5(1), 53-64.Retrieved from http://www.journals.aiac.org.au/index.php/IJCLTS/article/view/3167/2625Alrishan, A., ; Smadi, O. (2015).Difficulties EFL Jordanian University Students Encounter in Translating English Idioms into Arabic.  Journal of Education and Practice,  6(10), 124-133. Retrieved from https://files.eric.ed.gov/fulltext/EJ1081685.pdf Al-Shawi, M. A. ; Mahdi, T.S. (2012).Strategies for translating idioms from Arabic into English and vice versa.Journal of American Arabic Academy for Sciences and Technology, 3(6), 139-147. Retrieved from HYPERLINK â€Å"LING324_Assignment_3-172.docx† http://www.amarabacmagazin.com/fileadmin/images/pdfs/AMARABAC_3-6_139-147.pdf Idiom. (n.d).In Oxford Dictionary. Retrieved from https://en.oxforddictio naries.com/ definition/idiom Translating. (n.d). In Oxford Dictionary.Retrieved from https://en.oxforddictionaries .com/definition/translation Meryem, M. (2010). Problem of Idioms in Translation. Case Study: First Year Master. Retrieved from https://goo.gl/PyRcDp

American History Colonists of New England and Chesapeake

American History Colonists of New England and Chesapeake Introduction This paper attempts to answer three questions regarding the history of America. These questions include motivations of New Englanders and Chesapeakes; causes of America Revolution; and the differences between Republicans and Federalists.Advertising We will write a custom assessment sample on American History: Colonists of New England and Chesapeake specifically for you for only $16.05 $11/page Learn More Colonists of New England and Chesapeake The primary reason for emigration to America in the late fifteenth to early sixteenth centuries was frantic search for a new life beyond the oceans. However, the secondary reasons for this emigration differ from one party to another. The group that settled in New England, for example, had different motivations altogether from those of Chesapeake, Caribbean, and Restoration colonies.[1] The Puritan Separatists from England who had ideological commitments to the colonized land principally colonized New Engla nd, thus, perpetuating their religious practices there. To that extent, it can be inferred that their motive was religious freedom. The colonists’ dissatisfaction with the structure of the Church of England prompted them to call for the purification of the Church to be more congregationalis, hence the name Puritan Separatists. They sailed to the America’s to freely practice their Puritan faith, settling in Plymouth, Massachusetts in 1620s before spreading to Maine, Connecticut, New Hampshire, et cetera. Given that their motivation was not economic, they copied much of the England’s economy with little variation. Accordingly, they relied on artisan-industries like shipbuilding, carpentry, and printing instead of growing staple crops in large scales.[2] The early colonists of Chesapeake, on the other hand, were driven by economic motives to settle in the region, which included Virginia, Pennsylvania, Maryland, and New Jersey. These colonists were looking for silve r, gold, a cure for syphilis, a northwestern passage to Asia, among other valuables to sell in Europe and make profit. Consequently, they ended up venturing into corn and tobacco growing in expanse plantations. Therefore, the region boomed with tobacco industry where plantation owners relied on cheap slave labor and/or indentured servants. In fact, slave trade became a leading business in this region due to high labor demands in the plantations. The thirst for economic prosperity was also replicated in the colonists who settled in the Caribbean and the Restoration colonies. The different motivations of settlers in these two regions shaped their population composition, religion, economy, and politics. Whereas New England had white population, Chesapeake had black and white population with its economy based on tobacco industry. The former was content with its artisan-industry based economy and prioritized religion not profits as their counterparts.Advertising Looking for asses sment on history? Let's see if we can help you! Get your first paper with 15% OFF Learn More Debates on the causes of American Revolution The debate regarding the causes of the American Revolution takes two broad schools of interpretations from historians. While one school sees it as an ideological difference, the other considers it a result of economic phenomenon. In the writer’s perspective, arguments for economic causes hold much water compared to ideological standing. According to Carl Becker, the revolution was a product of a two-pronged question of home rule and the person to rule at home.[3] His thesis formed the basis of economic arguments for the revolution that revolved around social and economic tensions. The prevalence of mob activities in colonial cities, economic pressures on colonial merchants, the growing aura of economic distress; combined with transformation of the American culture and society to catalyze the revolution.[4] Other historians h ave argued that the changing aspects of the American culture brought increased interest in the experience of Native Americans, workers, women, and slaves who were marginalized; further stoking the embers of revolution. The writer thus, dismisses arguments of ideology because economic interests always takes precedence over ideological interests and that since the latter was at stake, it fuelled the revolution. Differences between Federalists and Republicans The point of dispute between the Federalists and Republicans was on side to support between the warring French forces and British forces. While Federalists wanted to support Britain, Republicans rooted for France using the Franco-American Alliance of 1778 as their basis. Federalists were avoiding war at all cost as a way of continuing the country’s economic growth. Britain was considered a trading partner that could not be lost. Republicans appreciated the help of France in gaining the American Revolution and wanted to reci procate. Republicans supported foreign policy issues and wanted the United States to firmly assert itself in the international arena. Federalists, on the other hand, strongly favored internal issues and especially a strong economy. Therefore, they supported commerce based on manufactured goods in contrast to the agrarian-based trade favored by the Republicans. Moreover, Federalists enlisted, as party members, those who were rich and learned as opposed to Republicans who cared little about the economic and educational backgrounds of its members. Lastly, Republicans differed with the Federalists’ loose interpretation of the law, since they advocated strict interpretation. A case in point was the issues surrounding Alexander Hamilton’s proposal on the national bank.[5] Conclusion The different motivations of the early colonists who settled in America were reflected in the regions they occupied. The Puritan Separatists who sought religious freedom settled in what they call ed New England; while the group that settled in Chesapeake had economic motivation, embarking on large-scale tobacco growing.Advertising We will write a custom assessment sample on American History: Colonists of New England and Chesapeake specifically for you for only $16.05 $11/page Learn More Historians’ debate around ideological and economic causes of the American Revolution leaves the latter factors stronger in the explanation. The argument is that, ideology presupposes economic interests. Finally, the difference between Federalists and Republicans started because of loose interpretation of the Constitution, shaping the two parties in different ideological structures. Bibliography Brinkley, Alan. American History: A Survey, Volume 1. New York, NY: McGraw-Hill, 2008. Brinkley, Alan. â€Å"The Unfinished Nation: A Brief Interactive History of the American People.† The Unfinished Nation. Web. The Chesapeake and New England Colonies. â€Å"A Comparison.† 123HelpMe.com. Web. Footnotes The Chesapeake and New England Colonies: A Comparison.123HelpMe.com. Ibid. para. 4. Brinkley, A. The Unfinished Nation: A Brief Interactive History of the American People. Brinkley, A. American History: A Survey, Volume 1. New York, NY: McGraw-Hill, 2008. Brinkley, op. cit. para 7.

Hash libraries for C Programmers

Hash libraries for C Programmers This page lists a collection of libraries that will help you in programming in C. Libraries here are open source and used to help you store data, without having to roll your own linked list etc data structures. uthash Developed by Troy D. Hanson, any C structure can be stored in a hash table using uthash. Just include #include uthash.h then add a UT_hash_handle to the structure and choose one or more fields in your structure to act as the key. Then use HASH_ADD_INT, HASH_FIND_INT and macros to store, retrieve or delete items from the hash table. It uses int, string and binary keys. Judy Judy is a C library that implements a sparse dynamic array. Judy arrays are declared simply with a null pointer and consume  memory only when populated. They can grow to use all available memory if desired. Judys key benefits are scalability, high performance, and memory efficiency. It can be used for dynamically sized arrays, associative arrays or a simple-to-use interface that requires no rework for expansion or contraction and can replace many common data structures, such as arrays, sparse arrays, hash tables, B-trees, binary trees, linear lists, skiplists, other sort and search algorithms, and counting functions. SGLIB SGLIB is short for  Simple Generic Library and consists of a single header file sglib.h that provides generic implementation of most common algorithms for arrays, lists, sorted lists and red-black trees. The library is generic and it does not define its own data structures. Rather it acts on existing user-defined data structures via a generic interface. It also does not allocate or deallocate any memory and does not depend on any particular memory management. All algorithms are implemented in form of macros parametrized by the type of data structure and comparator function (or comparator macro). Several further generic parameters such as the name of next field for linked lists may be required for some algorithms and data structures.

Achieving Happiness

Nowadays we believe that if we are wealthy and have material possessions we would be happy and content with our lives. Is this really the case, how does money and materialistic items help us achieve happiness? If we look at celebrities, athletes, or individuals who possess large sums of wealth and material possessions we believe they are the happiest individuals; that they have everything and buy anything. However, are they really content with their lives? In Gretchen Rubin’s book The Happiness Project, she explains that to be happy it must come from inside oneself; you must do the things you love, have fun, freedom, be positive, and most important that inner drive to push you on the right track in becoming happy. Rubin realizing she was in danger of wasting her life gave herself a year to conduct a happiness project; to not only become happier, but also to be more satisfied and content with every life. Every month she completed a different set of resolutions to help her along the way. Nonetheless, Rubin was innately motivated to achieve true happiness and had that inner drive to change old habits and create new ones. Moreover, the methods Rubin used to become happy relates to Daniel H. Pink’s book Drive. Pink helps us understand whether or not happiness comes from outside sources or is it within oneself to make the change. His study on extrinsic forces such as money or material possession implies that these only keeps people happy for a short period of time; on the other hand intrinsic forces such as ones inner drive is a greater force than outside influences. Rubin also used intrinsic motivation to commit to her happiness project and commit to her daily habits. Charles Duhigg defines habit as â€Å" Charles Duhigg’s book The Power of Habit explains how we human beings can change addictive habits or create new and healthy ones. Rubin created and changed habits such as, keeping a low temper, and having more fun. Her overwhelming happiness rubbed off on others and ultimately changed the atmosphere around her house and friends. This emotional contagion relates to Lauren Slater’s text book Opening Skinners Box: Great Psychological Experiments of the Twentieth Century where she explains two cientists John Darley and Bibb Latane’s who conducted an experiment to test the reaction of a naive subject; and if that naive subject attempted to aid themselves or others when something disastrous or out of the ordinary occurred. Rubin’s intrinsic motivation based on Drive, her creation of her habit loop and changing of habits explained by Duhigg, and social imitation based on Darley and Latane’s smoke experiment motivated her to change her habits, and become happier and content with her life. Gretchen Rubin was a mother of two young beautiful daughters, seven-year old Eliza and one-year old Eleanor. She was married to a handsome man named Jamie who loved her as much as she did. Rubin lived in New York City and was a full time writer. However, one April morning Rubin was sitting on a bus looking through rain spattered windows when realized she was in danger of wasting her life. She did not feel happy; she had everything: a loving husband, a loving family, two beautiful kids, friends, wealth, but she did not feel happy. Rubin describes â€Å"I wasn’t depressed and I wasn’t having a midlife crisis, but I was suffering from midlife malaise† (2). This midlife malaise was a sense of discontent and feeling of disbelief that she could not do and accomplish anything. As a result of being frustrated and unhappy, Rubin started her own happiness project; every month she set out 4 to 5 resolutions she wished to accomplish by the end of the month for one whole year. These goals led her to intrinsically motivate herself to start a long and dedicated track towards happiness. During the month of January she was dedicated to boost her energy and vitality; she had five resolutions to accomplish during that month: going to sleep earlier, exercising better, organizing her entire house, tackling a nagging task, and acting more energetic. Furthermore, these resolutions had to rely on being intrinsically motivated to complete them. Pink defines intrinsic motivation as â€Å"that enjoyment-based intrinsic motivation, namely how creative a person feels when working on the project, is the strongest and pervasive driver† (21). Her 2nd goal during January was to exercise better; however, her father used extrinsic motivation to try to make her exercise. Rubin says â€Å"with extrinsic motivation, people act to win external rewards or avoid external punishments† (22). As a result Rubin never became too fond of exercising on her own; only when someone forced her to she would. However, with this exercising goal, she inertly motivated herself to try to exercise every day; she did this to make herself feel better, boost energy, and look better. Studies show that when someone feels and looks better; they will be much happier with the way they look and feel. At the end of January Rubin was off to a promising start; she had been intrinsically motivated to become happier and rewarded herself with a check mark on her resolution chart, which made it easier for her to be motivated and stick with her happiness project. All the resolutions Rubin followed during every month were mostly habits that had to be developed. During the month of April, one of her resolutions was to sing in the morning. This was where instead of lashing out on her kids or husband as she used to do, she would try to sing their mistakes or complaints and make them laugh. This took extreme discipline for Rubin, because it was a habit of hers to attain a quick temper and lash out on her kids or husband. This is where the habit loop and golden rule of habit change comes into play. Duhigg defines the habit loop as â€Å"a loop which consists of the cue, routine, reward; cute, routine, reward becomes more and more automatic† (19). The cue is the trigger that tells your brain to go into instinctive mode and which habits to use† (19). Secondly, the routine is the action or addiction itself, it can be done mentally, emotionally, or physically (Duhigg 19). Lastly the reward is the pleasure and satisfaction in executing a habit. Rubin’s cue before her habit change was when her husband or kids complained about anything such as, when Rubin was changing Eleanor’s diaper and Eliza was complaining that she had not eaten her breakfast (Rubin 95). Her routine whenever this complaining occurred was lashing out or getting upset and lastly her reward was silence or the job getting done. According to Duhigg, the â€Å"golden rule of habit change is only achievable if you use the same cue; provide the same reward, but modify the routine to successfully change the habit† (62). Her new habit to sing in the morning changed her previous routine of lashing out to sing her child’s or husbands complaint and make them laugh and have silence. The cue was still the complaining and the reward was still silence or getting the job done. Rubin describes â€Å" One morning Eliza whined ‘why do I have to go to class today? I don’t want to go to tae kwon do ,’ I wanted to snap back, ‘ you always say you don’t want to go, but then you have fun,’ or ‘I don’t like to hear all this grumbling. ’ instead, even thou it wasn’t easy, I sang out ‘ I on’t want to go tae kwon do’† (96). This type of mentality in dealing with kids or spouses increases happiness and helps marital and child relations. This habit change allowed Rubin to not only deal with problems in a positive way, but also allowed her to spread happiness in an easy, but effective manner. Moreover, another habit that Rub in changed was during the month of June; she always had a problem with gossiping. However, one of her resolutions for that month was to stop gossiping all together. To obtain long term happiness, you must give up something that brings short term happiness; such as gossiping (Rubin 155). This short term happiness of gossiping is increasingly fun for social functions, but it is not a nice thing to do and whenever you say critical things about other people the spontaneous trait transference occurs. The spontaneous trait transference is a psychological phenomenon where people unintentionally transfer traits to the people who ascribe them (Rubin 156). For instance, if I was to tell Josh that Bill is ignorant; Josh would believe I was also ignorant. As a result Rubin wished to stop. Furthermore, her cue before stopping was an urge or a juicy story, the routine was talking excessively about it and lastly the reward was the happiness and satisfaction she gossiped. Moreover, she stopped her gossiping by replacing the routine with either walking away or defending the person individuals were talking about. Rubin shares an experience â€Å"I was at a meeting when someone mentioned of mutual acquaintances, ‘I heard that their marriage was in trouble. ’ ‘I hadn’t heard that,’ someone replied. So fill us in was the implication of her tone. ‘Oh I don’t think that’s true,’ I said dismissively. Let’s not talk about that was the implication of my tone† (155). Furthermore, two scientists John Darley and Bibb Latane conducted an experiment to test whether or not human beings are driven by social imitation. To test this they brought in three college students; two as actors and one as a naive subject and told them to fill out a questionnaire on college life. A few minutes into the experiment, nonhazardous smoke began to flow out from vents and captivate the room. The two actors continued to fill out the form, but the naive subject was more interested in the heavy smoke pouring out like cream. Slater describes â€Å"The confederates were instructed to keep filling out their forms, to display no fear. They did. The smoke started pouring like cream, coming faster, heavier, smearing the air and blotting out figures, faces. The smoke was an irritant and caused one to cough. Each time, the naive subject looked alarmed, looked at the smoke going from wisp to waft, looked at the calm confederates, and then, clearly confused, went back to filling out the questionnaire†(104). The results were extraordinary; the naive subject imitated the actors in the room, doing nothing about the smoke. Slater described â€Å"we are driven by imitation† (IDK). This experiment shows that we are driven by social imitation; copying other people to please ourselves and feel comfortable rather than feeling out of place. However, can this be related to happiness? Rubin described â€Å"a phenomenon called ‘emotional contagion’ is unconsciously catching emotions from other peoplewhether good moods or bad ones (127). Thus, social imitation and emotional contagion are the same; For example, we all have that friend that has a â€Å"contagious laughter†. Why do you think that is? Well, because of that friend’s continuous laughter, everyone else in the group may start to inexplicably feel the same way, sometimes without even realizing what is causing their reaction. During May, one of Rubin’s resolutions was to take time to be silly. Even though controlling her temper by singing complaints had done wonders, Rubin wanted even more happiness around her home. She wanted to create a happy atmosphere. One day while putting groceries away, Rubin used two clementine’s to make goggle eyes at her two daughters; not only making her laugh, but her whole family as well. Since, Eleanor and Eliza saw her mother laughing at her silly joke, they also joined in. This was exactly how the naive subject reacted when he saw the two confederates ignoring the smoke. Instead of reporting the smoke as an emergency, the naive subject also ignored the smoke. Moreover, social imitation or emotional contagion also played a role during the month of June when one of her resolutions was to make three new friends.

The future of healthcare financing Research Paper

The future of healthcare financing - Research Paper Example With many driving forces affecting the market, e.g. consumerism and internet, various alternative health care financing companies have emerged. With the market looking for new solutions, the future of health care financing will be embedded on e-health plans. Technology has become an important aspect towards the changes being experienced in the sector (Schimpff 109). Many e-plans are likely to arise in order to cater for the increasing demand for reliable health care. In addition, many multinational companies are likely to shift into the health care sector in order to tap in the increasing profits. This will aim at reducing the risks and uncertainties associated with concentrating on a single market. The future of health care will be characterized by an effective relationship between the patients and the health care providers. Initially, the relationship did not exist. However, over the past few years, the relationship between the patients and doctors has improved tremendously. This is creating a base for the future health care financing. Doctors will be an important source of information on the best health care plan. This will play a significant role in enhancing the treatment process. Economists estimates that the hospital prices for privately insured patients will continue to rise especially in the consolidated markets. They forecast that providers will maximize their revenues through excessive use of imaging, testing, and specialty care. Therefore, in future, the government will have to intervene in order to prevent overexploitation of the population by the health care providers who are leaning more on profit maximization rather than service delivery (Cleverley, James and Paula 56). This move will be forced by the widening disparity on prices between various health sectors. The future of health financing will be characterized by effective systems. The health care providers will be

Frida Kahlo and Surrealism Movement Essay Example | Topics and Well Written Essays - 2000 words

Frida Kahlo and Surrealism Movement - Essay Example The essay "Frida Kahlo and Surrealism Movement" states the surrealism movement and Frida Kahlo. Frida unconsciously painted from a surrealist style, though not a disciple or even admirer of surrealism- a result maybe due to her dramatic nature and extreme emotional and physical pain that she suffered. She often experimented with styles, icons and motifs and her work reflected strong sexual overtones, though she had no special explanations for her methods and once said "I put on the canvas whatever comes into my mind." Her paintings often shocked people due to their sexual boldness and exquisite starkness, her ruthless representation of herself in her paintings like ‘My Birth’, ‘What Water Gave Me’ ‘Henry Ford Hospital’ and ‘The Two Fridas’ are emotionally breathtaking. In 1953, when Frida Kahlo had her first and only solo exhibition in Mexico during her lifetime, a local critic wrote: 'It is impossible to separate the life and work of this extraordinary person. Her paintings are her biography.' Frida Kahlo was a passionate, dramatic and clever woman, the product of a Hungarian –Jewish father and a devout Catholic of Spanish-Mexican Indian decent mother. She was closest to her father who shared her interest in art but had a cold relationship with her mother. This potent cultural fusion, plus being surrounded by women (three sisters of her own and two half sisters) and witnessing the Mexican revolution, seems to have had a great hand in shaping Frida’s personality early on.

Cruise industry in India Essay Example | Topics and Well Written Essays - 1000 words

Cruise industry in India - Essay Example the stars. SIMPLICITY: Planning a cruise is simple; you're on board, nearly all expenses are pre- paid so vacation becomes hassle-free. FAMILY : Ideal for family vacation. PAMPERING. Regardless of your budget, all cruise lines pamper their guests with first- class service around the clock. SATISFACTION : It's a fact that cruises have a higher percentage of satisfied customers than any other vacation experience The cruise industry is the most exciting and fastest growing segment of the travel industry throughout the world today. The cruise market is strong throughout the world and particularly in the USA and UK. Currently, the Caribbean holds almost 67% of the market share in the total global cruise industry whilst the Far East (Asian Region) holds only 2%. The cruise companies targeting Indian customers feel that the cruise market segment in India is now coming of age. Not yet into the number game in terms of passengers, cruise liners have demarcated their market segments and clientele. Realising the competition and the objective, these companies have set their targets towards capturing the vast potential.The Indian travel industry can be virtually described as a melting pot of possibilities. India with its vast beautiful coastline and long historical and cultural traditions, theatre and performing art can be developed as a popular tourist destination for cruise tourism. The emerging trends like the rise in the standard of living, Modern lifestyle, enhanced economic standards, competitive work culture and the revelation of internet based technology in tourism and travel has made the planning vacation easier. Indian information technology... Indian information technology prowess lead to more economic stability and young and highly paid generation are looking for some unique experience. Cruise as depicted above have every component which gives a wonderful experience in a isolated ambience with first class facilities. The base price for a cruise from a short haul has suddenly opened up this segment to a seemingly infinite market. Eying this potential, cruise liners globally have drawing special strategies for the Indian market. Cruise companies are offering designer packages for their target audience. The promotional and marketing strategies are meticulously designed to suit the Indian consumer. Although the cruise liners had made their entry in the Indian market a few years ago, the operators are optimistic about the growth. The growth would be possible only by creating awareness about the entire experience of cruising as they realize that as a product, cruising is fairly new to the Indian travelers. The level of awarenes s with regards to cruising as a vacation option has increased considerably over the last few years. Cruising was considered to be either for the retired and the elderly or the rich and famous. Now-a-days honeymooners, entrepreneurs, senior corporate executives, adventure traffic and families are all part of clientele.

Robert E. Hall and Charles I. Jones (1999), Why Do Some Countries Essay

Robert E. Hall and Charles I. Jones (1999), Why Do Some Countries Produce So Much More Output per Worker than Others,Quarterly Journal of Economics, 83-116 - Essay Example This diversion away from growth promoting investment takes the form of thievery, unprotected property rights The investigation is based around a hypothesis that these differences in investment in capital accumulation is primarily the result of differences in social infrastructure across countries. Social infrastructure, as a concept used in their research, includes a number of ideas such as institutions and government policies, all of which, they claim, contribute to creating an environment in which capital accumulation is encouraged. A social infrastructure favourable to high levels of output per worker provides an environment that supports productive activities and encourages capital accumulation, skill acquisition, invention, and technology transfer. The researchers claim that creation of this favourable social infrastructure is best done by the government because they have the authority to collect the resources needed to establish the regulations and laws that would create a framework to stop diversion. However, corrupted government, engaging in rent-seeking behaviour, contribute to the diversion of resources away from activities of capital accumulation by creating poor contracts, interfering in production activities, and impeding trade. As such, the paper does indicate that the most appropriate social infrastructure for growth would limit the role of government given government’s propensity for rent-seeking behaviour. A major issue that is developed in their research concerns the direction of causality between social infrastructure and output per worker. Hall and Jones admit that more productive workers, with higher levels of education and income levels, could influence the social infrastructure. As such, countries experiencing low growth levels are unable to provide the resources necessary to create a supportive social infrastructure that would encourage further human and physical capital accumulation, meaning that appropriate

The 32nd President Of The United States Essay Example | Topics and Well Written Essays - 500 words

The 32nd President Of The United States - Essay Example Franklin Roosevelt is considered one of the most influential figures of the 20th century, owing to his popular reforms and measures, to counter the Great Depression and to provide relief to the citizens. Franklin Roosevelt was known for his rigorous employment of the Federal forces and reiterated belief in the federal structure of functioning. He strengthened the hold of the Democratic party and was a hard-core Liberalist.During World War II, he started off his policy of re-armament, wherein he felt that the policy of isolating the US and remaining aloof from the war would do no good. He supported the Allied group of countries and the United States Army became one of the main suppliers of armament to the Allies.In spite of a lot of criticism coming in form those who believed in isolationism, Roosevelt stuck to his policies of preparedness and provision to the Allies. He opposed the Axis powers and also signed the historic Atlantic Charter with Churchill. He provided extensive support to Winston Churchill. The United States couldn’t remain out of the war for too long, owing to the Pearl Harbour attack. In spite of the wave of anger and anguish that swept across the United States, at the wake of the war, Roosevelt stuck to his policy of opposing the Nazi Germany first and foremost. All along, Franklin Roosevelt remained committed to the policy of serving his Allied counterparts to the maximum possible extent and promoted his policies of foreign relations and collaborations, peace talks, and treaties.

Native Americans in Texas Research Paper Example | Topics and Well Written Essays - 2000 words

Native Americans in Texas - Research Paper Example It is believed that these tribes came from Asia, thus crossing borders to occupy the Northern parts of America. The main tribes which occupied this area are the Apache and the Comanche people. Other than these two tribes, Texas also held many other different communities. This paper seeks to discuss the Native American in Texas and their diverse ways of live, as well as their, characteristics. The most ancient Texan groups comprised of nomadic activity as a main culturalactivity. According Elonera’s records made on Native Americans in Texas, about ten thousand years ago, these groups comprised of few people per holding who practiced hunting activities as a source of food. These people held the Plainviewand Folsom cultures in the present New Mexico regions.2 This is according to studies made in the area. The findings reported weapon points which had knives and scrappers as well as fire places. Some of their characteristics include the art of hunting in groups by the use of weapons such as spears during hunting. These ancient spear heads and weapons were made from carved stone. The hunters used large blocks of stone or flint tomake cores, whereby they selected large pieces of blades to make their spear tips. This art of chipping stone was common amongst the Clovis and Folsom hunters. The tips made by each group are named according to the group which made them, such as Clovis points. As found in most ancient groups, the males did the hunting tasks while the women fended their young ones. The women also did other tasks such as gathering and collecting food and sometimes the minor wild animals.3 They also assisted in preparation of hide and skin for other uses as well as prepare and cook food for their families. These groups practicedthese hunting and gathering activities in well-organized schedules.However,this highly depended on the seasonal trends during the year. These groups comprised of archaens who lived and

The 32nd President Of The United States Essay Example | Topics and Well Written Essays - 500 words

The 32nd President Of The United States - Essay Example Franklin Roosevelt is considered one of the most influential figures of the 20th century, owing to his popular reforms and measures, to counter the Great Depression and to provide relief to the citizens. Franklin Roosevelt was known for his rigorous employment of the Federal forces and reiterated belief in the federal structure of functioning. He strengthened the hold of the Democratic party and was a hard-core Liberalist.During World War II, he started off his policy of re-armament, wherein he felt that the policy of isolating the US and remaining aloof from the war would do no good. He supported the Allied group of countries and the United States Army became one of the main suppliers of armament to the Allies.In spite of a lot of criticism coming in form those who believed in isolationism, Roosevelt stuck to his policies of preparedness and provision to the Allies. He opposed the Axis powers and also signed the historic Atlantic Charter with Churchill. He provided extensive support to Winston Churchill. The United States couldn’t remain out of the war for too long, owing to the Pearl Harbour attack. In spite of the wave of anger and anguish that swept across the United States, at the wake of the war, Roosevelt stuck to his policy of opposing the Nazi Germany first and foremost. All along, Franklin Roosevelt remained committed to the policy of serving his Allied counterparts to the maximum possible extent and promoted his policies of foreign relations and collaborations, peace talks, and treaties.

Leadership of Howard Schultz Essay Example for Free

Leadership of Howard Schultz Essay Howard Schultz for President? . Howard Schultz, who is a founder CEO of Starbucks has showing concern about the future of Americans. His recent activities including boycott the political donations, until Washington, D. C coming up with some real effort to reduce the debt ceiling. Disappointing with the U. S political leaders as they failing to act appropriately while Americas confidence is faltered. By looking at the past, the Starbucks CEO has indeed achieved a remarkable milestone, from a sales person in Xerox Corporation in 1979 and to today, a massive green giant astonishing leader. All this footprint certainly is not coincidence or miracles. In the past, economy volatility, US recession, consumer demand instability struck his business beyond all recognition. Despite all this pitfalls, this premium coffee maker able to embrace the resistance and continue serving quality coffee every corner till today. Looking at his context ,all these demonstrates that his business understands the concept of ostrich syndrome, meaning by burying their head in the sand when facing criticism. And such, Howard now challenge the leadership style adopted by the U.  S government by not hearing the heart of the Americans. The question here is, Can his leadership style fit perfectly in the political field? Many critics claimed this is total different ball game, not just about coffee bean. As Howard apparently lack of political experience, this has put his entrepreneur leadership into challenge. Howards leadership however substantiated by evidences, well, at least from business perspectives. In his business history , this captain well aware that customer response and satisfaction is the best business performance thermostat. But to achieve this corporate desire , will require tremendous effort, starting from top management down to every barista in Starbucks. In such circumstances, to him, everything matters, and this is not something hard to observe. This modern leadership are well played by Howard and his team throughout Starbucks business. Sourcing from Joseph Michelli- Starbucks experience, this coffee business having the capability of motivating people through powerful, emotionally engaging visions and reconciling the people needs around their organization. Starbucks management has even establish a Mission Review Committee that govern leadership behaviors and ensure commitment by their partners by listening their concern. They makes a point of listening and responding to the ideas and suggestions of partners. Clearly, Howard adopt Situational Leadership here, whereby attend the perception of the followers and to indicate how efforts directed towards wider organizational goals could align with calculations of follower self-interest. His leadership style, changes our perspectives towards leadership. Is the U. S President not doing sufficiently to address the needs of his people? Dont get me wrong. Both also are transformational leaders, is just that Howard Schultz is practicing authentic leadership, this largely due to his father losing jobs because of medical problems, since then he became passionate about a company’s need to care for its employees. On the flip side, President Obama has proved to be a very good Senate majority leader by convening committees to do the work and intervening at the end. One of this strength is tends to see issues from several vantage points at once, so maybe it is natural that he favors a process that involves negotiating and fudging between different points of view. But particular in this debt ceiling settlement, he seems to be passive. Further from the above, so what setback is facing by the President? According to the award winning author, John Kotter, in his book Our Iceberg is melting, somewhat is similar to President Obama of failure in producing short-term wins. Failure in creating some visible, unambiguous successes to his fellow Americans all these while. This eventually causing Americans losing faith and trust in his leadership. This weakness of President Barrack Obama allowing Howard Schultz leadership ability become more prominence. Howard now ultimate intention is to create more job opportunities inside U. S, which he believe will turn things around. This similar challenge faced by all the leaders around the world, no exception of the increasing unemployment rate in my country. In my opinion, to resuscitate the economy, unparallel creative leadership style is needed. Perfect example from Sternbergs propulsion model of creative leadership, Re-initiation leadership style, whereby a leap in the dark from the familiar to meet perceived opportunity, and findings ways of removing constraints to uplift current country economic condition. This is certainly not easy. Especially the effort of satisfying the needs of millions citizen in Malaysia. Perhaps, respective leaders need to learn from the green giant leader on how to surprise and delight like what he did to his Starbucks customer. This is what we hope from our leaders, an effort to put a smile on everyones face.

Implementing and Measuring Effective Organizational Training

Implementing and Measuring Effective Organizational Training Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is a waste of valuable time and money. This paper reviews the literature concerning critical elements of an effective organizational training program. Practical methods are presented in the areas of planning, implementation, and evaluation. Specific guidelines for developing an organizational analysis and training needs assessment are provided for consideration in the planning phase. Guidelines for providing training objectives, a favorable training and learning environment, effective training techniques, and strategies that ensure effective transfer of training are provided for consideration in the implementation phase. Recommendations for thorough training evaluation procedures are provided for consideration in the evaluation phase. Implementing and Measuring Effective Organizational Training and Development Organizations are composed of people with varying knowledge, abilities, skills, attitudes, and social behaviors that are utilized to move the organization towards its mission and goals. In order for organizations to improve and grow, the people who make up the organization must also improve and grow. Knowledge, skills, and attitudes must be developed in order to maintain a workforce that remains competitive in todays marketplace (Cascio Aguinis, 2005). Training and development programs have been found to produce positive results in industrial development and organizational performance and have been shown to produce an increase of employee productivity, wages, and employment longevity (Huselid, 1995; Colarelli and Montei, 1996; Kitching and Blackburn, 2002; van Eerde, Tang, Talbot 2008). Organizations that provide ongoing opportunities for employee development and growth place themselves at a distinct competitive advantage over those that do not. They recognize that training is a necessary component of corporate culture, where commitment to training and development is shared from the top down, and necessary time and funds are invested as needed. They ensure that training is linked to organizational objectives and strategies, and is designed to positively affect the companys bottom line. Continuous feedback is provided through structured quality improvement practices, and the organization remains flexible to restructure systems that improve performance (Cascio Aguinis, 2005). Training within an organization costs valuable time and money. Billions of dollars are spent by organizations each year in formal and informal training programs. Like everything else in business, it is essential to develop an organizational training and development program that provides the grea test possible return on investment (Cekada, 2010). This paper will present a review of the literature to explore three phases of an effective organizational training and development program: the planning phase, the implementation phase, and the evaluation phase. The planning phase includes completing an organizational analysis, task analysis, and a person analysis, and utilizing a training needs assessment to determine specific training needs that are in sync with the organizations mission, goals, and cost constraints. The implementation phase includes the design of the training program that will most effectively meet the needs assessed. The evaluation phase includes the development of criteria and use of comprehensive evaluation models to determine the trainings validity and effectiveness. Phase One: The Planning Phase Training Utility Training utility refers to the benefit that the training program has on organizational effectiveness. Training has been shown to be beneficial to an organization. However, if what is trained does not improve organizational effectiveness, it becomes at best a poor investment and at worst detrimental to progress. A training program is beneficial to the organization to the extent that it meets the assessed needs of the organization (van Eerde, Tang, Talbot 2008). Organization-Task-Person-Demographic and Values Analysis The first task of an effective organizational training program is to determine the specific needs of the organization. A comprehensive analysis of organizational systems and their workforce is necessary to determine relevant training needs and develop a training system to meet those needs (van Eerde, Tang, Talbot 2008). Morano (1973) recommends indentifying and surveying key leaders in each area who are as he describes are in the best position to know what training is needed most in their prospective areas. Morano goes on to suggest conducting a manpower analysis and an organizational analysis to determine needs that could be met through training. Although Moranos recommendations are broad scoped, he grasped the importance of conducting a thorough analysis of what is needed and how those needs could be met through training rather than simply providing training for trainings sake (Morano, 1973). The core model for assessing training needs has not changed much since McGehee and Thayer (1961) developed their Organization-Task-Person framework. The organizational analysis is designed to determine how training personnel can help the organization reach its goals and fulfill its mission (McClelland, 1993). Two major themes of the organizational analysis are linking training to corporate strategy and maintaining the workforces technical relevance (Latham, 1988). The task analysis determines what personnel must learn in order to execute their job well, and the person analysis determines who will need training and for what reason (van Eerde, Tang, Talbot 2008). The emphasis of a task analysis should also be on what is required by the employee in the future to be effective. In addition to the organizational-task-person analysis, Latham recommends performing a demographic analysis to determine the needs of specific subgroups to include age, gender, and management levels (Latham, 1988) . Prior to evaluating organizational strategies such as company philosophy, mission statements, objectives, strengths and weaknesses, organizational design, and programs that implement the strategies, OReilly and Pfeffer (2000) recommend beginning with defining the organizations basic principles and values. The next step is to evaluate management practices to determine the extent that those principles and values are modeled and reflected throughout the organization. Practices that do not embrace these basic principles and values are changed or discarded. This process helps to align the companys objectives with its basic principles and values as well as with the emotional and intellectual behavior of its employees in a way that can be used on a day-to-day basis (OReilly III Pfeffer 2000). Training Needs Assessment A needs assessment is a structured way to determine organizational needs that can be met through training. The function of the training needs assessment is to determine why training is needed, what exactly should be trained, and who should receive it in a way that creates the greatest benefit for the organization. One of the purposes of a training needs assessment is to ensure that the training process actually is designed to meet organizational goals and needs that are assessed so that training is most likely to increase the probability of organizational performance (van Eerde, Tang, Talbot 2008). A training needs assessment is necessary to define goals, determine who will make up the assessment group, determine resources and financial commitment needed, review and recommend the most effective assessment methods and tools, determine time frames, schedule and implement assessment procedures, gather and analyze feedback, determine conclusions, and present findings and recommendations to the organizational leaders (McClelland, 1993). It is a structured and thorough way of determining organizational training needs. A good training needs assessment is the first step in creating an effective training program. A training needs assessment will clarify organizational goals and needs, stimulate creative thinking, formulate effective training strategies within budgetary constraints, provide increased management and participant commitment, and illuminate the most effective methods for determining and providing the training and development needed (Cekada, 2010). An effective needs assessme nt may also identify problems that may not be solved through training but instead require adjustments to policies, procedures, or practices (Brown, 2002). An effective training program is not one that provides the most training hours but one that is aligned with the organizations needs as defined by a thorough training needs assessment (van Eerde, Tang, Talbot 2008). Data collection can be accomplished through a variety of methods. Surveys and questionnaires are inexpensive, can be completed in a short time frame, and are easy to summarize. Interviews can reveal attitudes, problems, and potential solutions. Performance appraisals can identify skill deficiencies and training needs. Observations can provide data in vivo without interrupting the workflow. Tests can assist in determining deficiencies in knowledge or skills and are easily quantifiable and reportable. Assessment centers can assist in determining management training needs. Focus or discussion groups can increase participant interaction and commitment to change. Document reviews can help determine needs and can easily be collected and analyzed. Advisory committees can utilize key players to provide inside information and needs (Brown, 2002). Teams and supervisors can be utilized to provide ongoing data collection and submit results on a regular basis to HR for training recommendations (v an Eerde, Tang, Talbot 2008). Phase Two: Training and Development Create Training Objectives and Sequencing Upon the completion of a thorough training needs assessment, the identified needs can be translated into clear behavioral training objectives. A key to successful training involves creating training objectives that guide the training process and specify measures that accurately evaluate results. Training objectives should clearly describe the desired behavior to be learned, the context in which the behaviors should occur, and the behavioral criteria that can be observed and measured upon completion of the training. Objectives should be listed in sequence as they are needed on the job or by importance. Reasons for sequencing should be made clear to the learner at the beginning of training (McConnell, 2003). In other words, if a particular task requires several sub-tasks to complete, it is important to sequence learning objectives for each sub-task first before working on the overall task (Cascio Aguinis 2005). Create an Effective Training and Learning Environment With the development of internet and intranet technologies, computer-based instruction has provided an alternative to the traditional brick-and-mortar classroom instruction. Most companies today use the Internet to provide various levels of employee training. In a study of use of the Internet for organizational training, it was found that learners in blended learning environments that involved on-line and face to face interactions had more control over where and when they engaged in the learning process and had a wider variety of learning tools. As a result, students were more motivated to learn, and achieved higher scores over those in a traditional face-to-face classroom (Klein, Noe, Chongwei, 2006). Virtual team training is relatively new and has not demonstrated the same success. In fact only 7% of respondents in a survey of over 400 human resource professionals reported current virtual team member and leader training to be very or extremely effective. More effective training is needed to provide skills necessary to select and use appropriate communications technologies, and to lead and manage virtual teams (Rosen, Furst, Blackburn, 2006). However, whether training is conducted in a traditional classroom, on the internet, or on the job, certain principles should be in place to ensure a productive learning environment. For instance, trainees should have a clear understanding of the training objectives and the expected outcomes. Training content should be meaningful and relevant to the job currently being performed. Trainees should be provided a variety of materials that stimulate various learning modalities. A sufficient amount of practice must be provided. Trainees should receive and be able to provide feedback on what is being learned, and should be able to observe and interact with other trainees (Noe Coquitt, 2002). Others principles include providing for trainees with diverse skill levels, ensuring commitment and buy-in to training on all levels of management, and utilizing commitment strategies to increase participant buy-in and motivation (Tall Hall, 1998). Utilize Effective Training Techniques A multitude of training methods or techniques exist and those chosen should be based upon the training needs assessment. Examples of training methods include group training, team training, coaching, mentoring, self-paced learning, e-learning, computer-assisted learning, distance learning, self-study, simulations, lectures, job shadowing, job rotation, and behavioral modeling. Group training occurs when three or more employees are engaged in learning common objectives. Many organizations provide group training to review HR policies and procedures and safety practices. Team training is comprised of members of a particular team with objectives on how to effectively work together as a team in order to fulfill the teams objectives. Coaching is a training technique often used in on the job training and is usually more individualized to the employee. Mentoring occurs when more experienced employees train newcomers to adapt to the organizations culture or environment. Self-paced learning is comprised of self-contained units of instruction that the employee can review and complete at their own pace. Self-paced learning can also be computerized so that employees can complete units of instruction at their own pace via their own computer. E-learning is on-line instruction that can be utilized individually or as a group. Distance learning is utilized to provide instruction from teachers who are in other parts of the world. Distance learning can occur through video conferencing, telephone conference calls, or internet access. Simulations are provided in a laboratory or on computer and simulate the actual job that is to be performed and are usually complete with immediate feedback mechanisms to enhance learning. Job assignments and rotations often occur on the job for a specified amount of time. The shadowed employee is able to learn various aspects and multiple components of the job by asking questions and observing effective modeling in vivo from the job shadower (McConnell , 2003). Both formal and informal on-the-job type training are important for training objectives to be acquired and generalized (Verhaest Omey, 2010). Behavior Modeling The behavior modeling technique based upon Banduras (1977) social learning theory is one of the most commonly used and researched learning methods used in organizational training. Behavior modeling involves providing clear behavioral objectives, using a model or models to demonstrate undesired and desired behaviors in various contexts, providing opportunities for learners to practice what was modeled, providing learners with clear feedback and reinforcement, and implementing procedures that ensure maximum transfer of what is learned to the actual job. A meta-analysis of 117 studies found that although declarative knowledge decreased over time, skills and behaviors remained the same and often increased with the use of behavior modeling. Skills increased when the full use of behavior modeling technique was utilized, learning points were emphasized, and training time was longer. Desired behavioral transfer to the job increased when both negative and positive models were utilized, behavi or modeling contexts were created and practice by trainees, both trainees and managers were trained in the behavior model process, and effective behavioral contingencies were applied in the actual work environment to reinforce learned behaviors (Taylor, Russ-Eft, Chan, 2005). Ensure Effective Transfer of Training Transfer of training refers to the how well an employee utilizes and generalizes what was learned in training to the actual job where it is needed (Cromwell Kolb, 2004). If behaviors learned in training cannot effectively be demonstrated and increased on the job where they are needed then the cost and time spent in training was wasted (Velada, Caetano, Michel, Lyons, Kavanagh, 2007). Cromwell Kolb (2004) found significant transfer of training occurs when training is supported throughout the organization, supervisors are supportive during and after the training process, and trainees participate in peer support networks for a period of at least one year. Lack of time, supervisory support, and managements commitment to the process are noted as barriers to an effective transfer of training (Cromwell Kolb, 2004). General considerations that will help to ensure transfer of training include: Organizational and management support of training and transfer of training. Training contexts should match job contexts. As much experiential training as possible should be provided. Supervisors should recognize and reward learned behaviors when demonstrated on the job. A peer support system should be developed that encourages and demonstrates support for the use of behaviors learned in training that are demonstrated on the job (Machin, 2002; Martin, 2010). Include self-management as part of training to reduce relapse of old ineffective behaviors. Self-management training involves setting personal goal, identifying attitudes and behaviors that interfere with or enhance success, creating plans to overcome interfering obstacles, developing self monitoring systems that provide observation of progress towards the plan, and the utilizing personal contingencies that reinforce effective behaviors, block ineffective behaviors, and increase motivation to utilize behaviors learned in training (Wexley Baldwin, 1986; Gist, Bavetta Stevens, 1990). Recognize that self-efficacy, self-management, and performance levels may drop significantly after training, but increase to the same levels after training about one year later. Allow at least one year to transpire before evaluating transfer of training effects (Cromwell Kolb, 2004; Vermeulen  Ãƒâ€šÃ‚  Admiraal, 2009). Phase Three: Evaluation Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, and eliminate ineffective elements of current programs. On a practical note, a successful evaluation design has the potential to justify the existence of an organizations training and development department (Tsang-Kai, 2010). A thorough training evaluation requires collecting and analyzing training data and results in a manner that will effectively instruct future training and development content and practices. Because this type of evaluation costs considerable time and money, many organizations revert to utilizing trainee responses from post training surveys. However, this is only one dimension of a thorough training evaluation and should not be used alone to determine training effectiveness. An effective training evaluation requires the establishment of controls, accurate methods of measurement, educated evaluators, statistical analysis, and clear evaluation criteria to determine the effectiveness of training transfer. A common problem associated with comprehensive training evaluations is that many organizations perceive them as being more theoretical than practical. In fact, one study showed that it is common for most companies to evaluate employee reactions. However, only half evaluated employee knowl edge, about a fourth evaluated the transfer of training to the workplace, and only a small percentage evaluated the actual impact of the training on the organization (Tsang-Kai, 2010). The Evaluation Design It is commonly held that training in and of itself does not guarantee improved productivity, satisfaction, longevity, or organizational effectiveness in the workplace. Effective transfer of new knowledge, skills, and attitudes requires a variety of structural contingencies to reinforce effective behaviors and practices and to prevent relapse of ineffective habits. Training evaluators must develop outcome criteria that will accurately forecast intended results and inform future training activities (Dionne, 1996). The evaluation design must attempt to determine the extent of change demonstrated in the level of performance that has occurred and to what extent that level of performance meets the organizational need. Standard outcomes of the study may require the use of formal experimental designs that measure statistical significance and effect size for example between an experimental and control group posttest means (Sackett Mullen, 1993). It is important to determine whether the requirements of the evaluation call for the measurement of change, the measurement of achievement, or both. Measuring change may be used to estimate the utility of training, provide evidence of training effectiveness, or demonstrate the monetary value of training by pairing past training with past success. The measurement of achievement involves comparing the efficacy of two different training programs to see which is more effective. If the training is only offered once, the program designers do their best to estimate the most effective approach given the budgetary and time constraints. If the training is offered repeatedly, the long term costs and constraints make comparative research more worthwhile. Finally, the evaluator who wishes to contribute to the global literature of understanding the training processes may wish to utilize a formal experimental design. Regardless of the design and methods of evaluating the training program, it is imp ortant that the evaluators sell organizational leaders on a thorough and useful evaluation of the training process (Sackett Mullen, 1993). Criteria for measuring training and job performance success One particular model that has endured with widespread popularity, perhaps because of its practical simplicity, is Kirkpatricks (1959) four level training evaluation criteria model. This model has been utilized by organizations as a guide for the evaluation of training programs since it was first introduced in the late fifties (Alliger Janak, 1989). Thirty years later Kirkpatrick (1996) maintains the value of his model, and continues to recommend his procedure for measuring the utility of the training program. Kirkpatricks model measures four levels of training: reaction, learning, behavior, and results. On the reaction level, the goal is to measure participants feelings about the training experience. By asking questions regarding participants reactions, the organization demonstrates that they are interested in the employees needs and are willing to do what it takes to meet those needs. Evaluating reactions to training provides a way to attend to participants motivation to learn. Fai lure to attend to motivation can easily create failure of learning, and thus failure of the training program. The second area to measure is learning. Did training create and/or increase the desired knowledge, skills, abilities, or change in attitudes? The third area to measure is behavior. Did the training create the desired change of behavior in the specific context of the work environment where it is needed? The final area to evaluate is the results. This is a measure of the effect that training had on the organization such as increased sales, higher productivity, improved quality, increased employee satisfaction, and decreased turnover. The evaluation process becomes more difficult at each level (Kirkpatrick, 1996). Some researchers have noted problems regarding unclear training evaluation criteria in Kirkpatricks model and recommend revision, while others argue for entirely different models. One concern is that the framework of the model is not based upon modern theories of learning. Another concern is that Kirkpatrick over simplistically treats multi-dimensional constructs such as trainee reactions as one dimensional. Further concerns exist regarding basic assumptions suggested by the level model. For instance it is assumed in the model that evaluation levels should be arranged in ascending order for maximum effectiveness. It is also assumed that each level is causally linked to the other, and that each of the levels is positively intercorrelated. However, despite these and other concerns, the model remains one of the most utilized approaches among practitioners and researchers. (Alliger Janak, 1989). A meta-analysis of 34 studies and 115 correlations demonstrated significant reliabilities between training criteria using an augmented framework for training criteria based on Kirpatricks model. Trainee reactions were shown to be important. However, simply liking training did not necessarily transfer to performing what was trained in the workforce. However, although positive reactions to training do not guarantee transfer, negative reactions have been shown to have a significant negative affect on the training department. Questions on utility appeared to provide the best indicators of training transfer, and attentiveness to content validity was shown to be important when developing criterion strategies to minimize the potential for misinterpreting criterion relationships (Alliger, Tannenbaum, Bennett, Traver Shotland, 1997). An alternative measurement model was developed by Kraiger (2002) to overcome the deficiencies of Kirkpatricks (1959) four level model (Kraiger,). This model is based upon Kraigers earlier theoretical model of learning, and addresses three distinct learning outcomes: cognitive, skill-based, and affective. According to Kraiger, cognitive outcomes should measure verbal knowledge, knowledge organization, and cognitive strategies. Skill-based outcomes should measure compilations of proceduralization, composition, and automaticity. Affective outcomes should measure attitudinal outcomes and motivational outcomes such as motivational disposition, self-efficacy, and goal setting (Kraiger, Ford, Salas, 1993). In his later developed evaluation model, Kraiger makes a clear distinction between evaluation targets and data collection methods. Evaluation targets include training content and design, changes in learners, and organizational payoffs. Targets and methods are linked to available measurement tools. Evaluation targets focus on the implementation of the training design, training delivery, and validity. Measurement tools include the use of advisory panels, established methodologies, judgments from experts, and course ratings. For changes in learners targets the focus of implementation is on specific cognitive, behavioral, and affective change. Measurement tools include written tests, work samples, interviews, and surveys. For organizational payoff targets the focus of implementation is results, performance, and transfer. Measurement tools include cost-benefit analysis, ratings, and surveys. Each of the three target areas of evaluation informs the other in an interactive feedback loop (Kr aiger, 2002). Analyzing the benefits and costs of training Organizational leaders may become concerned about training costs when there appears to be no increase in revenues or particularly when revenues appear to be declining. They may need to see that training programs are producing some sort of rate of return on their investment. In order to clearly demonstrate to administrators that the benefits of training outweigh the cost, it is important to include a cost analysis in the presentation of the training program evaluation (Clarke, 2002). The cost-benefit analysis is the most widely used method of calculating return on investment (ROI). Using this method, return on investment is calculated by dividing the monetary value of benefits incurred by training with the actual costs of training. If the ratio exceeds 1, then the benefits are shown to outweigh the costs of the training program. Another model used to calculate ROI subtracts the monetary costs of training from the monetary value of benefits incurred. In this method, the ROI increases proportionately to the increase in the difference between calculated benefits and costs of the training program. Some organizations recommend anywhere between a 20-40 percent ROI, while others suggest that training benefits should at least outperform the rate of inflation. The net present value (NPV) is yet another method to evaluate training investment. In this method, training benefits are assigned an expected rate of return. If the net benefits are positive after deducting training costs, the training is considered successful (Murray Efendioglu, 2007). A thorough cost analysis should seek to clearly demonstrate that the training program provides a net value to the organization in areas such as increased employee satisfaction and productivity, decreased employee turnover and recruitment costs, decreased penalties for compliance violations, and reduced insurance premiums (Clarke, 2002). Summary Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is waste of valuable time and money. This paper has reviewed the literature concerning critical elements of an effective organizational training program that include thorough planning, implementation, and evaluation. The planning phase is designed to avoid training simply for trainings sake and to ensure that the training program meets the assessed needs of the organization. The planning phase should include a thorough analysis of the organization, tasks to be learned, people that need to learn them, important demographic concerns, and values. A thorough training needs assessment is a valuable tool to determine training needs through a systematic evaluation of each of these areas. The training and development phase is designed to create specific training objectives and sequential learning opportunities. It is important in this phase of development to create a favorable training and learning environment and utilize the most effective training techniques that will provide the maximum potential to transfer objectives into outcomes in the workplace where they are needed. Because training without transfer is a waste of time and money, the training development phase should design and implement strategies that will ensure the effective transfer of training. Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, eliminate ineffective elements of current programs, and justify the existence of an organizations training and development department. A thorough and systematic evaluation design is necessary to ensure that what was trained increased the effectiveness of the organization. The design should provide target measurements for training content and design, changes in learners, and organizational payoffs that analyze the benefits and costs of training. Further research is needed to provide more accurate, practical, and cost effective methods to measure organizational training and development programs.