Bullying in Schools: Terrorism or Child’s Play Essay

Whether you call it harassment, intimidation, or bullying, this form of violence affects many school children each day as they enter their classrooms. Bullying is defined as having three essential components: (1) aggressive behavior that involves unwanted negative actions; (2) a pattern of behavior repeated over time; and (3) an imbalance of power or strength (Olweus, nd). Bullying is not a new phenomenon in schools. It has been prevalent for decades, but the recent reports of suicide amongst bullied children, as well as school shootings as â€Å"pay back† for the torment, is rising in alarming rates. Physical taunting, such as hitting and spitting, along with verbal name calling and malicious threats, turn school environments into a climate of fear and terror for these children. Psychologically, children are affected when they are socially excluded, have vicious rumors spread about them or are humiliated daily (Ericson, 2001). The impacts of bullying follow these children into adulthood, leading to depression, mental health issues and physical problems that affect the healthcare system. Programs that recognize, intervene, and prevent bullying must be implemented in schools to prevent the long-term health issues that will arise in coming years. As a community, a clear message must be sent to ensure that bullying will not be tolerated in schools, consequences will be executed for those defying the programs and that a safe, risk free environment will be provided for all children. The former mentality of â€Å"kids will be kids† will no longer be tolerated. Types of Bullying Bullying can be seen in a variety of behaviors. Dan Olweus, a pioneer in the study of bullying and the author of The Olweus Bullying Prevention Program (Olweus, nd), defines various types of bullying that affect the health and welfare of school-age children. The nine most prominent are: 1. Verbal bullying including derogatory comments and bad names; 2.  Bullying through social isolation; 3. Physical bullying such as hitting, kicking, shoving or spitting; 4. Bullying through lies and false rumors; 5. Having money taken or things damaged by students who bully; 6. Being threatened or forced to do things by students who bully; 7. Racial bullying; 8. Sexual bullying; 9. Cyber bullying including cell phones and Internet (Olweus, nd). According to the U.S. Department of Justice, a report by the National Institute of Child Health and Human Development (NICHD) found that 17 percent of surveyed children responded to having been bullied by others sometimes or weekly, 19 percent had bullied others sometimes or weekly, and 6 percent had both bullied others and were bullied themselves. The survey, the first nationwide research on bullying in the United States, questioned 15,686 public and private school students in grades six through ten. Through this research, it was found that 1.6 million children were bullied at least once a week and 1.7 million children bully others just as frequently (Ericson, 2001). Effects of Bullying The American Medical Association recognizes bullying as a public health problem that leads its victims to suffer from healthcare issues. Forums are held by researchers and healthcare professionals to combat the effects and problems associated with bullying. Among the hindrances identified by researchers and experienced by those who are bullied are headaches, sleep problems, stomach troubles, low self-esteem, depression, loneliness, and thoughts of suicide (Fleming & Towey, 2002). Researchers have found that as many as 160,000 students stay home from school on any given day for fear of being bullied (Fleming & Towey, 2002). Students have a right to feel safe in school and receive the stress free education they deserve. The AMA recognizes that bullying is not just an educational problem or strictly a problem to be addressed by schools and parents. It is understood that this is a healthcare issue that must also be taught to be recognized in medical and nursing schools alike (Fleming & Towey, 2002). Regulatory Issues Currently forty-five states have anti-bullying laws. The state of South Carolina adopted anti-bullying legislation in 2006. Current legislation mandates each school district to adopt a policy prohibiting harassment, intimidation, or bullying at school. The school district must involve parents and guardians, school employees, volunteers, students, administrators, and community representatives in the process of creating the policy (National Association of State Boards of Education, 2009). Most states have suitable laws that reflect what bullying is, how it affects the victim and what school districts must do to decrease the harassment. While this anti-bullying legislation looks perfect on paper, what many school districts lack is enforcement of these regulations within their schools. In January 2010, 15 year old Phoebe Prince from South Hadley, Massachusetts, hanged herself after being harassed and bullied for months from students at her high school. School officials failed to stop it, even though the bullying was â€Å"common knowledge† for months. Phoebe’s mother twice complained to school staffers, and some bullying was witnessed by teachers (Hampson, 2010). Goals and Recommended Solutions The goal is not only to design effective school policy on bullying but to make it crucial to implement and impose its content. A zero-tolerance disciplinary policy must be adopted which would enforce expulsions for fighting, bullying, and violent behaviors (Almond, 2008). Evaluating the policy’s effectiveness to assess the safety and security of the school and identify actions that can make improvements can be accomplished through student and parent surveys. Reports of bullying from victims and teachers will heighten community awareness and will determine whether changes in policy or law must be initiated. It is also necessary to have everyone on the local level involved. Not only school officials and educators, but janitors, lunchroom workers, school nurses, and parents must be willing to make bullying education part of the school curriculum and eager to contribute to the programs. Keeping abreast of current anti-bullying information is essential. Web sites like www.bullyinginfo.org and www.stopbullyingnow.hrsa.gov provide current data and resources associated with bullying (Rudolph, 2010). In October 2010, the South Carolina  Association of School Administrators (SCASA) initiated the Bullying Prevention Initiative through a federal grant (Long, 2010). They are selecting four pilot schools in the state to execute the Olweus Bullying Prevention Program, which is known to decrease bullying by 25 to 50 percent if properly instituted. The training is not mandated by state law and costs about $2000 dollars per elementary school (Long, 2010). Many school officials are hesitant to begin the program because of the cost, but how can we put a price on the safety and health of children? Conclusion To allow bullying to take place in any school is a travesty. The devastating effects may impact children for their entire lives. Healthcare providers, educators, local government, and parents must work together to bring this healthcare issue to a halt. Enforcement of policies must be taken seriously and consequences enforced. This problem affects thousands of students daily and can no longer be tolerated. Suicide and health implications do not occur from â€Å"child’s play.† Bullying is a form of terrorism, and those who oppress and torment others must be disciplined for their actions. References Almond, L. (2008). School Violence. (pp 19). Farmington Hills, MI: Greenhaven Press. Ericson, N. (2001). Addressing the Problem of Juvenile Bullying (Vol. 27). Washington, DC: Office of Juvenile Justice and Delinquency Prevention. Fleming,M and Towey, K,( Eds.) (2002). Educational Forum on Adolescent Health: Youth Bullying. Chicago: American Medical Association. Retrieved from http://www.ama-assn.org/ama1/pub/upload/mm/39/youthbullying.pdf Hampson, R. (2010, April 4). A Watershed Case in School Bullying. USA Today. Retrieved from http://www.usatoday.com/news/nation/2010-04-04-bullying_N.htm Kaiser, C. (2009, May 29). Call bullying what it is: terrorizing. Philadelphia Health Care Examiner. Retrieved from http://www.examiner.com/health-care-in-philadelphia/call-bullying-what-it-is-terrorizing?r Long, M. (2010, October 26). Educators introduce new

Physical and emotional health

Crucial to the changing lifestyle of any person, particularly a young adult such as myself, is that of being both physically and emotionally healthy in order to succeed in this forever changing world. When undergoing stress, whether it be physical or emotional, the brain changes in ways that will affect its overall function. When a person undergoes a high amount of stress for a long period of time without any treatment, it can lead to more serious problems such as strokes and heart diseases.Physically, an overload of stress constantly can lead to long term, negative effects. Some effects can include heart problems, musculoskeletal conditions, migraines, and headaches. Other effects that could arise Include Internal problems having to do with digestion and diet. Emotionally, an excess amount of stress can lead to problems mentally such as anxiety, depression, panic attacks, etc. Difficulty focusing and Irritability can result from this as well. (1) As for a physical therapist, the hea lthcare Industry Is constantly changing, Just Like the outside world.These physical therapists face many different situations in which stress is a prevalent factor, and it is essential n this field to be able to handle stress incredibly well in order to do their job to their utmost potential. Everyone has some sort of tolerance or outside forces including stress, however, tolerance levels vary from person to person. Not only can too much physical stress over a period of time affect the body on the outside through fatigue and laziness, but it does internal damage as well. Long term stress can disrupt the body's digestive process in a negative way.By affecting nutrients that can be absorbed by a person's intestines, stress can cause nausea, constipation, vomiting, and other irregularities. 1) To maintain proper physical health, it is important to exercise regularly and attempting to reduce stress in any way possible. A physical self-assessment I did on myself allowed me to conclude th at my physical health is excellent. My resting heart rate was 57 BPML, and my resting blood pressure was 125/70, and after slight exercise, both my heart rate and blood pressure increased at a healthy rate in accordance to the amount of exercise I did.These are average for a healthy person of my age range. My waist to hip ratio was excellent as well being that my score was . 835. After calculating my body mass index, I landed in the healthy range scoring a 21. 401. In terms of flexibility, I scored in the normal range of the 90/90 floor stretch, and I was able to touch my fingers when reaching behind my back which result In having good shoulder flexibility. When doing modified pushup, I was able to score excellent in the upper body strength category by doing over 20, and I also did over 20 chair tough squats which landed me In the excellent category for lower body strength.I have a small frame size, but I am very active and athletic. My body type Is In between extempore and mesosphe re, but I am closer to mesosphere. (2) By playing soccer for Marseille has allowed me to relieve much of my stress through dally exercise. Also, we have â€Å"chalk talks† in which I can direct my attention away from other stresses in my life and focus on our team's system and what I can do to contribute to it. My physical activity routine will continue for the next four and a half years because soccer is a year round sport. In the postseason we will be doing well to ensure my health and continues physical fitness.I have good bone health and am at less of a risk of getting any bone diseases because I am Caucasian and regularly take protein supplements and sometimes take other vitamin supplements. (2) Although my large amount of exercise plays a huge role in my physical health, it also plays a key part in my emotional fitness. Poor emotional fitness is linked to a lack of focus and bad decision making. Psychological effects can include irritability, anxiety, depression, phobia s, relationship conflicts, and others. (1) Any kind of stress relieving activity will help with gaining motional fitness.Exercise, meditation, or having fun can release stress, calm the mind, and fill it with healthier thoughts. It is so crucial to have a positive attitude as well. A person can think of others and themselves in a less Judgmental way and in a more compassionate way. I filled out a few questionnaires about happiness. For example, a questionnaire called the PERM (Positive Emotion, Engagement, Relationships, Meaning, and Accomplishment), and it stated that I scored higher than 99% of people my age and higher than 98% of my gender by scoring a 9. 67/10. (3)Another questionnaire I took called the Rare Social Readjustment Rating Scale (SIRS) showed that I have had more stress than normal in the last 6 months. (4) This is most likely because I started college classes and college soccer. My life has changed a lot in the past 6 months, but I am coping with everything in a pro fessional manner. The stress has not been affecting me in a negative way. In fact, all of this stress has been motivating me to do my best. It is a good idea to try to channel the bad things in your life into things that will push and motivate you to do your best.I can improve my physical health by directing my focus to the most important things in my life. I can also focus on form by letting my mind wander less and focusing on the mechanics of my efforts. In terms of working out and staying with a routine, Just getting myself to the gym is half the battle because until I get there, there are a million other distractions getting in the way. (5) In order to achieve my goals, I must be more dedicated than I previously was by having self-esteem, a positive attitude, and the will to succeed and become the best version of myself I can be.The improvement of my emotional fitness can be improved in a way that is parallel to improving my physical health because they correlate with each other . If I improve one, then that will improve the other. To specifically work on keeping my current emotional fitness or even improving it, I must work on setting reasonable goals for myself and get creative when tracking my progress. For example, if I plan to run 3 miles a day for three times a week, then I should get a map of your Missouri, draw a line across it, and trace a specific number of miles along the line for each eek I meet my goal. 5) Being able to visualize my goals in my head and how I am going to reach them will automatically give me a positive mindset. As long as I continue to do this, or do it more often, I will improve my emotional fitness. As a physical therapist, it is important to have optimal physical health and emotional fitness. A APT will be more effective if he or she is a model for what the patients want to become. They will be able to handle many situations in the forever-changing healthcare industry if they are emotionally stable as well.If I continue to s tay hectically fit when I eventually get a Job in physical therapy, then I will be more physical self-assessment that I filled out said that overall I had excellent physical health in all areas. Along with that, the two emotional fitness questionnaires gave me results indicating that although I have been somewhat stressed, I still remain positive and have excellent emotional fitness. As long as I continue to work towards becoming the best I can be in every way possible while maintaining a positive attitude, I will have no problem becoming a physical therapist that others look up to.

Prayer in Public schools Essay Example | Topics and Well Written Essays - 250 words

Prayer in Public schools - Essay Example The United States was established on freedom, and one of the freedoms was the freedom of worship or religion. America’s forefathers knew that there had to be a distinction between state and church. This allowed US citizens to practice any religion they chose and they would be no interference from the government. An overabundance of court cases has ruled that having school prayers is unconstitutional. Whereas, having school prayers funded by the administration is constitutional (Oak 1). Moms in prayer are among various groups that hold school prayers. Whereas, the Union of American Civil Liberties is opposed to school prayers. Prayers in school are a debate that has been ranging on since the 1960’s with the milestone case of Engle v. Vitale. This case found that the school wide petitioned prayer narrated by its students was unconstitutional. Various litigation ensued this ruling, whereby the school funded prayer was prohibited, such as during graduations and sporting events. Those that are for school prayer will argue that it allows for religious freedoms and brings back morality within schools (Oak 1). In addition, it allows students to express their right of the First Amendment. Those that are opposing school prayer will argue that one religion may go in contradiction of other religious opinions, with prayer the feeling of religion will be pushed upon them against their beliefs and that goes against their constitutional rights, and not everyone believes in a God. In conclusion, the issue â€Å"Should school prayer be allowed?" is proved justifiably to be "Yes, school prayer is permissible within particular considerations." In actuality, the question is usually an opinionated struggle to attain legislative authority by spiritual groups who wish for a selected system belief. This opinionated resistance does not deduce well into a limited disparity for or against school

Packaging and Pricing Strategy Essay Example | Topics and Well Written Essays - 1250 words - 1

Packaging and Pricing Strategy - Essay Example Concepts have helped to make Lowes Home Improvement Stores the second largest home improvement retailer in the world today.(Fortune, 2008) Lowes constant drive toward market branding has influenced and helped many manufacturers to improve their individual products. One firm that has successfully integrated into the Lowes paradigm is Green Fiber. Lowe’s Home Improvement Warehouse is an American-based chain of retail home improvement and appliance stores. The Mooresville, North Carolina-based chain has grown from a tiny hardware store into the world’s second-largest home improvement retailer.(Fortune, 2008) Lowe’s is ranked 48 in the 2008 Fortune 500 Largest Corporations in America. (Fortune, 2008) The company has grown nationwide and today, its stores offer around 40,000 products in stock and even more products are available through their Special Order Service.(Lowes, 2013) One of unique branding success stories within the Lowes family is Green Fiber. Green Fiber has developed the capacity to turn what has previously been an environmental "problem" into a major commodity in the building products industry. Green Fibers natural fiber insulation offers a substantial environmental benefit: made from 85 percent recycled paper fiber, Green Fiber insulation products divert millions of tons of paper from landfill each year.(Green Fiber, 2013) As a natural fiber blow-in insulation made with no harmful chemicals, Green Fiber insulation products provide a safe option for builders and DIY homeowners that wish to improve the efficiency of their home insulation without introducing chemically treated materials.(Green Fiber, 2013) Green Fiber Cellulose Insulation provides a smart environmentally-friendly choice for home upgrades and new construction. Cellulose insulation is a cost-effective alternative to conventional fiberglass insulation.

Assignment (Economics) Example | Topics and Well Written Essays - 500 words - 4

(Economics) - Assignment Example As the equilibrium price is higher with a monopoly, consumer surplus will be lower than it would be under competition. If the NPS values consumers more than firms, the monopoly outcome may not be desirable. With only one firm, there may be efficiency gains. For example, it may be that the firm needs to employ fewer employees to service all of the visitors to Yosemite relative to the combined number of employees given competition in the market. Hence average total costs may be lower with only one firm. It is therefore possible that the firm posts lower prices and sells more units yielding a surplus to society. 4. Monopolistic competition has some of the same characteristics as monopoly and some of the same characteristics as perfect competition (hence the name "monopolistic competition"). List a few of these similarities. Perfect Competition: Economic profits tend to be eliminated in the long run, the relatively free entry of new firms, the long‑run price and output behavior, zero long-run economic profits, and have many buyers and sellers. The entry and exit of firms in monopolistic competitive firms will eventually cause each firms economic profits to fall to zero. Hence, eventually, each firm earns normal profits, i.e. profit = 0. When some firms earn positive economic profits at one time, new firms will end up entering the market and the increased competition will reduce all firms economic profits to zero. 7. Complete this statement by filling in the blanks with the words "increase" or "decrease": The entry of an additional firm in a mon. comp. market decrease the profit per unit of output because entry increase the price and increase the average cost of production. 8. Consider the Utica Slappers, a hockey team that plays in an arena with 8,000 seats. The only cost associated with staging a hockey game is a fixed cost of $6,000: The team incurs this cost regardless of how many people attend a game. The demand curve for hockey tickets has a slope of

Business Idea Evaluation Essay Example | Topics and Well Written Essays - 2750 words

Business Idea Evaluation - Essay Example The article also brings to light the strategic benefit of aligning the innovation strategy with the ecosystem and what a successful innovation evaluation model should seek to measure. Innovation is the key to business success. In order that it reigns supreme and contributes to increasing profitability it must be managed carefully. Organizations must create and sustain a creativity supporting culture through routines, rituals as well, control systems, symbols and systems. Organizations endeavour to instil some form of entrepreneurial spirit amongst their employees [15]. Ever since the discipline of management came into being, various models and criteria have been established to evaluate business ideas and propositions. In theory, these criteria should be able to assess the idea on many different dimensions. These include; "market opportunity, competition, the marketing system, financial factors and production factors." [1] Innovation is not just the domain of R& D. It exists everywhere, at all levels and all areas of the organization. However, not many companies know how to learn from this innovation and use it to improve the overall effectiveness of the organization. Also, "Starting a business is easy. Deciding on what business to engage in is the difficult part. There are literally hundreds of ideas you might think of that could bring in extra income. How do you know which of these business ideas will bring you success" A business idea is the 1st step in setting up a business. It's the beginning of the business development process. Since the concept behind a business is to make money, a business idea should be something people will be willing to buy, hence it should satisfy the value proposition. This is the unique value that a product has that a product brings to its customers. Business ideas usually start on a broad scope. These are then narrowed down keeping market conditions, customer requirements and business resources in mind.[21] Business models have been set out to assess the viability of a new idea. These are usually focused on a certain aspect of the innovation. In practice, a host of models are put to use for a comprehensive evaluation. While certain approaches are centred around the financial feasibility of the new venture such as Return on Investment and Net Present Value, others are more qualitative in nature. However, all of them have certain drawbacks and specific advantages. There is no best approach for any idea and many ideas must be evaluated keeping in mind variables such as type of industry, type of product, type of market etc. The Buyer Utility Map The Buyer Utility Map is a comprehensive tool used to evaluate the utility of a business idea for the target consumer. It focuses on the six stages of buyer experiences; purchase, delivery, use, supplements, maintenance and disposal. These are matched with the six utility levers which include

Cold War Essay Example | Topics and Well Written Essays - 500 words - 3

Cold War - Essay Example Moreover, the Soviet Union was very fearful of the American acquisition of atomic weapons, this led to its rush of building up its own arsenal, causing a nuclear arms race between these two states. In addition, these two states feared an attack from the other, which would lead to a mutual mass destruction due to their possession of nuclear weapons. The United States became very suspicious of the Soviet Union and its intentions when this state took over most of Eastern Europe leading to a rise of the tensions between them (McConnell 54). One of the factors, which determined the future relationship of these two states and the eventual policies towards one another, was the personal dislike, which the American president, Harry Truman had for the Soviet leader, Joseph Stalin. There was also the constant fear by the Soviets that the United States would use Western Europe as a base for an attack against it, hence, the creation of the Iron Wall to separate completely the west of Europe from the Soviet occupied east. The Cold Car had some major effects on the United States and this was on the economic and political scene. The capitalist system, which was greatly depended upon by the United States, came to be greatly strengthened because it was used as a tool by the government as a counter to the Soviet ideal of communism. Furthermore, on the political scene, the United States invested heavily in the support of allied regimes all over the world and in some cases intervened militarily. While its involvement in Korea was largely considered a success, its military intervention in Vietnam was a disaster because thousands of American soldiers were killed in this war and America was forced to withdraw from Vietnam without achieving any of the goals it had set out to achieve. However, not all turned out badly for the United States because it managed, along with its allies, to form a defense pact (NATO) which came to ensure

Financial products in banking sector Thesis Example | Topics and Well Written Essays - 250 words

Financial products in banking sector - Thesis Example ATM and Locker Services are mostly provided to deposit holders or account holders of a bank. They can store their valuables in lockers guarded by the bank’s own staff and can deposit and withdraw money using the ATM card provided by the bank. Similarly, Home Loans are provided on an application from the bank’s customers and same is the case with study loans. Credit Cards are not usually provided by banks. They are issued by international carriers like VISA and MasterCard with commercial banks only acting as intermediaries. (Randall, 1994) Corporate Banking is where the bulk of the bank’s money is invested. These are large loans and LC services. LC services are provided to exporters and importer and are also known as documents of exchange. However, these are not funded facilities with banks only acting as a guarantor. These become funded facilities when the bank’s party or customers fail to meet what is expected of them. References: Lipsey, Richard and Chry stal, Alec. (2003). Economics. Oxford University Press. Randall, Harold. (1994). Accounting. Letts Educational.

Computer Simulation of Action Potentials in Squid Axon Assignment

Computer Simulation of Action Potentials in Squid Axon - Assignment Example During the experiment, it was seen that the latency of the response was dependent on the strength of the stimulus, and not on the duration by which the membrane is exposed to the stimulus. However, in contrast to latency, the strength of the action potential was not modified by either strength or duration of stimulus. As well, it was observed that another stimulus cannot produce an action potential if given immediately after a previous stimulus. This refractory period is caused by the deactivation of voltage-gated Na+ channels and opening of K+ channels, resulting to the return of the membrane potential to its negative state. In conclusion, the action potential, and subsequently the signal transmission based on it, is dependent on the opening and closing of ion channels present along the membrane. INTRODUCTION Action potentials are rapid changes in the membrane potential. In turn, this potential is based upon the differences in concentrations of ions, each of which is charged either negative (anion) or positive (cation), across the membrane. The concentration difference is due to a selectively permeable membrane, which prevents the ions from transferring sides to equalize the number of ions between inside and outside a cell. But why is there a concentration gradient in the first place? The Na+-K+ pumps along the cell membrane force three Na+ outside and two K+ inside the cell. As a result, there is a net deficit of positive ions and a resulting negative potential inside the cell. In a resting state, the membrane potential is -90 millivolts (90 mV). Upon depolarization, the membrane rapidly becomes very permeable to Na+, through its voltage-gated channels, allowing the excess of Na+ to pass through into the cell. As a result, the resting potential is changed to as much as +35 mV. Through repolarization, the resting potential is gained back not long after depolarization, when Na+ voltage-gated channels close and K+ passively diffuse down its concentration gradien t through its own voltage-gated channels (Guyton and Hall, 2006). However, entry of Na+ does not immediately cause depolarization. The number of Na+ that enter the cell must be more than the amount of K+ that gets out of the cell since the membrane is more permeable to K+ than Na+. Thus, the sudden change of membrane potential to -65 mV is the said threshold for stimulating the action potential (Guyton and Hall, 2006). Any electrical stimuli above this threshold produce an action potential with the same amount of strength, as stated by the all-or-none concept (Purves et al., 2004). In addition, a new action potential cannot occur unless the membrane is still depolarized. This is because the Na+ voltage-gated channels necessary for depolarization is still deactivated during repolarization. At this point, called the refractory period, no amount of stimulus can initiate action potential (Finkler). Hodgkin and Huxley characterized the voltage-gated channels involved in the generation of action potential. According to these scientists, the Na channels have two gates (the activation and inactivation gates), while K channels only have one. At resting state, the Na+ channels have the activation gate (facing extracellularly) closed while the other gate is opened. At this time the K+ channels are closed as well. When the channels are activated, both the activation and inactivation gates of Na+ channels are opened. Finally, upon repolarization, the inactivation gate is closed, while the other is opened. K+ channels are opened as well. To mathematically describe the effects of such changes on membrane potential, they also provided equations to describe the relationship among Na+

A midsummer night's dream Essay Example | Topics and Well Written Essays - 1250 words

A midsummer night's dream - Essay Example The action swings back and forth between these characters and with typical dexterity Shakespeare interweaves these separate threads into a colorful tapestry. The action commences in Athens, and then repairs to the woods outside Athens before climaxing again in Athens. The setting of the action in the woods is an essential aspect of the play. It is the realm of fairies and there is magic in the air, literally! It is a world far- removed from reality and where imagination is given free rein. In this surreal, setting the lovers find an escape from the restrictions of polite society and can shed their inhibitions. The woods are beautiful, dreamy, and mysterious but it can turn menacing and the characters find themselves confronting their dark sides before completing the transformation which holds the key to their collective happiness. And it is in this theme of transformation that permeates the play that the woods have particular significance. Northrop Frye speaks of the â€Å"green world† in Shakespeare’s comedies as a place offering brief solace from the mundane difficulties that pervade human existence (qtd. in Sullivan Jr. 184). In the words of Laroque, â€Å"The green world was regarded as a place of escape from the constraints of the law and of everyday life, a place of change and deep interior transformation† (29). The woods in A Midsummer Night’s Dream perform this function admirably. Athens has become an inhospitable place for the lovers Hermia and Lysander as Egeus wishes his daughter to marry Demetrius and he would rather have her executed as per the laws of the land than allow her to follow the dictates of her heart. When Theseus is asked to preside over this conundrum he finds that his hands are tied and he says: These lines reflect the harshness and rigid cruelty of the hub of civilization that is Athens.

Week 1assignment ReportForm Essay Example for Free

Week 1assignment ReportForm Essay Footprint Results (Answers to the following 2 questions will be given upon completion of footprint) If everyone lived like you, how many planet Earth’s would we need? 4.2 To support your lifestyle, how many productive global acres area needed? 21.4 Ecological Footprint Breakdown (Values can be obtained by scrolling over pie chart generated at completion of footprint) Percent of emissions from Food 31% Percent of emissions from Shelter 9% Percent of emissions from Mobility 4% Percent of emissions from Goods 14% Percent of emissions from Services 31% TABLE B. Household Emissions Household Emissions Results (Answers can be found in bar graphs following completion of calculator) What are your current household emissions? 15,563 What are the U.S. average household emissions? 145,250 What was your reduced emissions? 5,709 Household Emissions Savings (Answers can be found above bar graphs If you took all actions you would reduce annual emissions by: 63% If you took all actions your potential dollar savings would be: $4.87 Your new total annual estimated CO2 emissions: 5,709 QUESTIONS 1. Based on your findings from the ecological footprint calculator, how many Earth’s would be needed to support the global population if everyone lived your same lifestyle? Additionally, describe the impacts on the Earth’s climate, biodiversity, and economic security if every individual in the world lived your same lifestyle and discuss why these impacts would occur. Answer = Earth’s climate, Biodiversity , Economic Security 2. Based on your findings from the ecological footprint calculator, what are the 3 everyday products and practices that contribute most to your environmental footprint? Answer = Food, service, and goods 3. Based on the information from the reduce emissions section of the household emissions calculator, name at least 2 actions that you can take to limit your carbon emissions? Include in your answer the exact dollar savings and the weight of carbon dioxide that could be saved (from the calculator results) for each of these two actions. Answer = Services and food. You can limit your percent of emission on service by cutting down the service you use and saving at least 50.00 a week and on food by buying cheaper product and eating less could save you at least $100. A month. 4. Does reducing the size of your ecological footprint necessarily mean reducing your quality of life? Why or why not? Are there ways of enhancing your quality of life while lowering your environmental impact? Answer = No it might even make quality of life better. Because you are reducing everyday living, like eating habits recycle more things which will make life better that in the pass. Yes References Any sources utilized in your question answers should be listed here. Bottcher, A., Rex, A. (2012). Environmental science student manual. Sheridan, CO: eScience Labs.

Political Dynasty Essay Example for Free

Political Dynasty Essay â€Å"Propose bill of Sen. Ping Lacson for political dynasty† Due to the growing number of political dynasties, Senator Ping Lacson proposed and supported a bill that is against it. For that, I admire his determination to halt all the families that are involved in this. I also commend him for being a good follower. This was proven by Sen. Lacson when he followed already the bill even though it is not approved yet. He vows that he would retire from politics if his son, Ronald Jay, runs and wins in the 2016 polls. Political Dynasties should be stopped because of the negative effects of it in the good governance of our country. One of the effects, is corruption. For example, a senator discovered the anomalies of a congressman, he/she can easily cover it up because they are relatives. The other one is, one particular family has power all over the country thus, it results to injustices. In Senator Miriam Defensor-Santiago’s Bill, it was observed that political dynasty shouldn’t exist in local elective only. While as Sen. Lacson’s, not only local the local but also the national position is included. I think both of them have good intentions towards this. But they need to elaborate more the clause included in the said bill. Many people/government officials doesn’t approve of this because it is not clear to them the legal definition of a political dynasty and its corresponding consequences. I also think that it would be unfair for a candidate, who may be more qualified than his family or relative already elected in a public post, to be barred from running because of his relations. It is like we are. All in all, it is good but it should be clearer for the citizens and government to agree upon it.

Diversity Management: Case Studies

Diversity Management: Case Studies The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources. With the increase in competition, locally or globally, organizations must become more adaptable, resilient, agile, and customer-focused to succeed. And within this change in environment, the HR professional has to evolve to become a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In order to succeed, HR must be a business driven function with a thorough understanding of the organizations big picture and be able to influence key decisions and policies. In general, the focus of todays HR Manager is on strategic personnel retention and talents development. HR professionals will be coaches, counsellors, mentors, and succession planners to help motivate organizations members and their loyalty. The HR manager will also promote and fight for values, ethics, beliefs, and spirituality within their organizations, especially in the diversity management. This assignment will highlight critically on what are best practices of diversity management are in the contemporary Organizations. Can HRM meet the challenges of diversity management, how to motivate employees through gain-sharing and executive information system through proper planning, organizing, leading and controlling their human resources? Diversity Management Introduction Diversity management developed as a concept in the late 1980s in North America and concept gained popularity as a new management approach in the United Kingdom and also continued with the same because of persistent social and economic climate. Now days it is requisite for any successful workplace strategy due competitive pressures on organisation to sustain and improve economic performance and the changing expectations and aspirations of society. The increasing pressure is forcing attention on the requirement to address contextual realities, which have been ignored for the years. The diversity management implications of this are an employee composed of white, heterosexual, able-bodied males is now out of date as it does not reflect the correct mixture of current labour market. When people think of diversity, they think of first ethnicity and race, and then gender; however, diversity is much broader than that. Dimensions of diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience. Its important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. The Basic concept of managing diversity accepts that the workforce consists of a diverse population of people. The diversity consists of visible and non-visible differences which will include factors such as sex, age, background, race, disability, personality, work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilised and in which organisational goals are met. (kandola and fullerton 1998) Business Case of Diversity Management Key facts about employment and people with disabilities 65% of people with a learning disability would like a job. 48% of people with disabilities are in employment. 6.8% of adults with learning disabilities known to Social Services are in any kind of paid employment. As many as 2.5 million disabled men and women are without work in Britain. Research conducted by the Department of work and Pensions concluded that it would not be possible to support oneself on earnings alone if a person is working less than 16 hours per week. 3.4% of people with a serious mental health need are in paid employment. Nearly one in five people of working age (7 million, or 18.6%) in Great Britain has a disability. Discovering the hidden workforce It is clear from the fact that a large number of people with disabilities are unemployed however would like to work. Defining disability A physical, sensory or mental impairment which has a substantial and long-term (more than 12 months) effect on normal day to day activities (anonymous. (2011). The Business Case for Diversity Management. Available: http://base-uk.org/employers-business-case. Last accessed) The business case for employing a person with a disability and engaging with a supported employment agency The average cost of recruitment across the UK is estimated to be  £5-7k per vacancy. His figure includes (advertising the vacancy, preparing and processing applications, screening candidates, interviewing candidates and training process. If at the first attempt to recruit, the wrong candidate is selected for the job then the cost may increase substantially. The legal case Since the introduction and implementation of the Disability Discrimination Act in 1995 and following amendments over the years organizations have a legal duty to comply with the law and not discriminate against people with disabilities. If a person has stated a disability the organization would be required to consider making an appropriate alteration to ensure that they are able to receive quality services, products and fair treatment in employment. The moral case Organizations more aware of their reputation in the communities they share and serve. Boards of directors should be involved with developing a corporate vision and producing statements that present an image to the public of being a caring organization and caring employer. Best Practices for Managing Organizational Diversity Best practises are the practises which are appropriate under the circumstances especially as considered acceptable and regulated in business (Patricia A. Kreitz. (2008). Best Practices for Managing Organizational Diversity. Available: www.slac.stanford.edu/cgi-wrap/getdoc/slac-pub-12499.pdf. Last accessed 02nd Dec 2011. ). Techniques or methodologies that through experience and research have reliably led to desired or optimum results. Best practices in the field of diversity management are often derived from systematic and careful reflection of hard work and practical experience. Top leadership commitment a vision of diversity demonstrated and communicated throughout an organization by top-level management. Diversity as part of an organizations strategic plan a diversity strategy and plan that are developed and aligned with the organizations strategic plan. Diversity linked to performance the understanding that a more diverse and inclusive work environment can yield greater productivity and help improve individual and organizational performance. Measurement a set of quantitative and qualitative measures of the impact of various aspects of an overall diversity program. Accountability the means to ensure that leaders are responsible for diversity by linking their performance assessment and compensation to the progress of diversity initiatives. Succession planning an ongoing, strategic process for identifying a diverse talent pool and developing them into an organizations potential future leaders. Recruitment the process of attracting a supply of qualified, diverse applicants for employment. Employee involvement employees contributions in driving diversity throughout an organization. Diversity training organizational efforts to inform and educate management and staff about diversitys benefits to the organization. Case Study 1- Sainsburys Supermarkets Sainsburys supermarket is one of Britains largest food retailers, with an annual turnover of approximately  £11.5 billion. The company trades from Aberdeen to Truro, employing in excess of 127000 people. Sainsburys has a long-standing commitment to achieving equal employment opportunities. It is an active member of Opportunity 2000, the Employers Forum on Disability and the National Mentoring Scheme for Ethnic Minority students, by whom it was awarded the Employer of the Year in 1996. Women employees outnumber men by two to one in the company. People from ethnic minorities represent 8.5 per cent of the total workforce. Women managers account for approximately 40 per cent of managers and ethnic minorities for 4.2 per cent. The company is reviewing how it monitors employees with disabilities it the light of the Disability Discrimination Act. A number of equality measures have been introduced by the company over the last decade including a career break scheme, paternity leave and part -time working at managerial level. Until now Sainsburys approach to promoting equality was based on similar formulae to those adopted by a number of other large UK companies. Firstly the company ensured compliance with legislation followed by positive action initiatives targeted at women and people with disabilities. Sainsbury has also modified its equality and diversity policy and introduced a fair treatment policy. The two pillars on which positive long term relationship between the company and its employee are built. The company is also developing an approach to disability which takes account of the increasing public interest in ensuring accessibility for customers with disabilities. The result of the same is treated as companies reputation as a provider of high standards of service to customer with disabilities. (Anonymous. (1999). Institute of personnel and development. Managing Diversity. 1 (1), 46.) Case Study 2- Ernst Young Ernst Young continues to be a diversity-management leader in talent development and the innovative use of its people to connect with clients globally and domestically. Under the leadership of chairman and CEO James Turley and Americas Managing Partner Steve Howe, the firm has put its diversity-management efforts in the capable hands of Americas inclusiveness officer Billie Williamson, a true business leader. (Anonymous. (2011). THE 2011 DIVERSITYINC TOP 50 LIST. Available: http://diversityinc.com/the-2011-diversityinc-top-50/no-5-ernst-young-2/. Last accessed 03rd Dec 2011.) The firm aligns its executives goals with each executive developing a personal scorecard that has inclusiveness as one of two global transformational priorities. The Americas level Balanced scorecard applies to each partner, principal and executive. The compensation is also affected by the ethnicity and gender inclusive snapshots, which track more than 20 metrics on the progress of women, latinos, Asians and American Indians. Metrics include headcount, retention, promotions, partner pipeline, recruiting, flexible work arrangements, and participation in high potential development programs, survey scores and client assignments. Ernst and young has extraordinary benefits, including generous domestic partners, such as weekend travel expenses for partners for out of town multiweek assignments and six weeks of paid parental leave for primary care providers including men and adoptive parents. The company continues its strong talent development with best and varied mentoring programs, includ ing Nextgen, career watch, Tax excellence program, Diversity mentoring program and cultural and cultural connections. Mentoring offering are available across the entire company. And also include cultural awareness training for participants which few are doing till now. Ernst and Young have extremely firm employee resource. With fifty percent of its employees are participating in them and thirty percent in more than one single group. The groups are always in search of identify and nurture talent and are involved in the on boarding process of new employees. Employee resource group success is measured in different ways e.g. promotion, retention, engagement and contribution to the business. Each group has an executive sponsor who is responsible for showing the groups contribution to the business. In conclusion Ernst and Young continue to demonstrate consistent progress in building diversity into its global business goals. Critical Discussion There  is evidence that workforce diversity improves organisational effectiveness through increased organisational and individual creativity and innovation, and also improves decision making and problem solving by problem solving by providing work teams with different and diverse perspectives. Diversity Management is one of the important strategic organizational goals which interact with all other aspects of the business e.g. Leadership, Management practices, human resources, product development, marketing and sales, financial projections, and community and global communications. Just having diversity does not by itself guarantee that the business will be successful or also it does not guarantee qualitative social and creative improvement. Research has proved that by mare changing the structure of the workforce will not lead to business success. On the other hand in some instances workforce diversity may even undermine business performance. The negative results of managing diversity can be low morale, ambiguity, conflict and tension, communication problems, confusion. The diversity might create discomfort for few members of workforce and result in lower organisational attachment and integration. Still there is possibility that even if diversity leads to better performance the cost of co-ordinating diverse workforces can block the advantages. There is also difficulty of merging different styles, values and attitudes which we can find in teams with diverse members. If it is not managed effectively then diversity can create internal processes that can cause dela y in the decision making and keep members from concentrating on the task. The teams which are made up of individuals from different thought may find it difficult to develop a shared purpose and an efficient group process. The employees who are working together they will maintain their diverse culture, distinct identities and separate lifestyles. Managers must learn to with their diverse pool of behaviours. Organisations can secure lead in the marketplace when they have effective Human Resource Management practises and diversity initiatives that accepts differences, create preferred places to work, values equality. The gender and sexuality are central to all workplace power relations and that the boss and secretary relationship provides the most vivid example of this. In case disabled people managers often justify decision not to employ them on the grounds that the necessary workplace adjustments would increase their operating expenses though equality and diversity initiatives often have a cost associated with them. Case study Diversity training often triggers workplace conflict and lawsuits, by compelling employees to talk about contentious racial or sexual issues, with resulting acrimony, and remarks that are misinterpreted or perceived as racially or sexually biased. For example, in Stender v. Lucky Stores (1992), statements made by managers during sensitivity training were held by a court to be admissible as evidence of discriminatory intent within the organization. That prevented the employer from getting a lawsuit dismissed. Conclusion The role of the Human Resource manager must parallel the needs of the changing organization. Successful organizations are becoming more resilient, adaptable, quick to change policies, and customer centric. Within this environment, the HR professional must learn how to manage effectively through planning, organizing, leading and controlling the human resource and be knowledgeable of emerging trends in training and employee development. Organizations can be strengthened by leveraging differences that mirror the diversity of its employees. Surveys have proved a positive impact on high performance where senior management teams include a diversity of ages, ethnicity, and gender. A diverse workforce also can improve organizational productivity and creativity. Managing a diverse workforce can be a challenge. When people from different backgrounds come together in the workplace, there is potential for great accomplishment, but also for great conflict. This paper has attempted to highlight th e diversity efforts of those organizations that are leaders in diversity management. Organizations will consider adopting some of the practices of those organizations that have been acknowledged as leaders in the diversity management area.

Abraham Lincoln was a Hypocrite Essay -- Biography

Abraham Lincoln was a Hypocrite   Ã‚  Ã‚  Ã‚  Ã‚  Abraham Lincoln was always known as a good and honest man. There are many other opinions that refute this statement. Many theories say that Lincoln was far from good and honest. Throughout his life he tried to do good then as president he tried to hold a nation together by tactics that could be looked at as unpleasant. Abraham Lincoln is considered a hero to many, but he could also be looked at to be a hypocrite and a racist because of his ideas about the Negro race and slave policy during his time.   Ã‚  Ã‚  Ã‚  Ã‚  Abraham Lincoln was born on February 12, 1809 in Harden Country, Kentucky. From an early age he was known as Abe. Lincoln later moved to Kentucky with his parents. Lincoln always wanted to be a lawyer even against his dad convictions who wanted him to be a farmer. He continued this so that he in life became a great lawyer, which may have helped him in the fooling of a whole race.   Ã‚  Ã‚  Ã‚  Ã‚  Lincoln is looked at by most of the Negro race as a hero, a man of great stature. They have been fooled by history that he loved the Negro, which in fact he did not. He has been quoted many times of talking down about the Negro and talking about how there will never be an equal society between the white man and the black race. In many Lincoln-Douglas debates he talked of this. I will say then that I am not, nor ever have been, in favor of bringing about in any way the social and political equality of the white and black races—that I am not nor ever hav...

College :: essays papers

College I am studying at the college of Staten Island for an undergraduate computer science degree. Combined with my microcomputer applications diploma from St. Catherine's Business College in Ontario, this will qualify me for work in the business world. I am skilled in computer applications, programming, hardware configuring, connection, repair, and training non-computer personnel. I graduated from St. Catherine's in 1996, but did not seek work. Instead, I got married, settled with my husband in New York, and began to extend my education. I came to CSI hoping to learn more sophisticated programming and hardware design in order to expand my knowledge of commercial software application that I learned in Business College. I feel that with this knowledge, I would be better prepared to obtain the type of employment I would be seeking in the future. After graduation, I want to find employment at a small, dynamic company that is just setting up its computer system, or redesigning or reconfiguring its system. At a large company, I believe, I would find myself part of a large computer staff, doing the same few things over and over. On the business scale, in a large company, one works on the computer aspects of a small corner of that company, and it is hard to get a sense of the business purposes of one's work. I may be quite unhappy in a small corner of a large company, sitting in front of a screen all day entering codes and setting up scripts, and interacting with very few people. I would probably not stay in such a job very long. At a small company, on the other hand, one ends up doing a little bit of everything. One learns not only about the computer aspects of the company, but even about its business operations. Insofar as I would someday like to go into computer consulting, or even some sort of entrepreneurship of my own, such small business experience is much more valuable, I believe. It would be especially nice if it was a small company that was using computers in a creative way. A small graphics design, advertising, or architectural firm would have fascinating, cutting edge uses of computers in visual design. For example, an architectural firm would use computers to design buildings, colleges and houses. An advertising agency would use this technology to design their newspaper advertisements and television commercials. The ideal thing for me in such a company would be to start out as an assistant to the person in charge of all the information technology, and eventually,

The Full Cupboard of Life Essay -- essays research papers

The Full Cupboard of Life is the fifth book in a delightful series of books by Alexander McCall Smith. The series started with The No.1 Ladies Detective Agency. Situated in Botswana, a country where the traditional values are slowly diminishing but life, as a whole rolls on. There are three main characters in the book; Mma Ramotswe, Mr J.L.B. Matekoni and Mma Makutsi. Mma Ramotswe is the star of the series and Botswana's No.1 Lady Detective. She started her agency after her father Obed Ramotswe, who was a good man and knew cattle like no other, died and left her the herd. She sold most of the cattle which enabled Mma Ramotswe to buy a house in Zebra drive and start her 'world famous' No.1 Ladies detective agency. Mma Ramotswe was in danger of being swamped by paperwork but luckily Mma Mak...

Nelson Mandela Essay

South African Anti-Apartheid leader and first black President Nelson Mandela. Pictured burning his â€Å"pass† which was required for blacks to carry with them to identify their race and area of the country. They were not permitted to leave to travel to another region without a passport. Nelson Mandela is South Africa’s most influential leader. Nelson Mandela was a dominant figure in the South African liberation movement, burning his pass as a peaceful protest. The twentieth century in South Africa is something that unfortunately cannot be retrospectively looked at with pride, because of the practice of apartheid. Apartheid had similarities to segregation in the American South, but was much worse. In addition to not being able to vote and separation from the whites in public businesses, blacks (which made up seventy percent of the population) were forced to live in a small area of the country, and could not leave without a â€Å"pass,† which very few people had and were very hard to get. Also, apartheid laws were explicitly stated laws, not just de facto rules that society followed, which South African blacks were forced to follow for nearly fifty years. Nelson Mandela rose up as leader of the African National Congress and major speaker against the evils of Apartheid, becoming the voice of the movement to end apartheid. The use of passes came into effect when Prime Minister Hendrik Verwoerd developed the policy of separate development, in which the nine African groups that lived in South Africa were moved from the urban areas into the country areas. If the Africans wanted to travel anywhere, or work, they needed a pass showing that they were allowed out of their designated section. If found without their passes, or traveling outside of the regulated boundaries, they were arrested and put in jail for a minimum of 30 days. These passes were used to keep the Africans in check, to regulate their ability to move and their freedom. To the people of South Africa, the passes represented lost freedom. Nelson Mandela’s contribution and dedication to South Africa’s struggle in achieving freedom and equal rights for every South African led to his popularity and respect in South Africa. In the 1950’s, Mandela began working on ending the apartheid. In 1964, he was arrested and imprisoned for trying to overthrow the government, but continued his fight even from his prison cell. After his release in 1990, Mandela traveled throughout the world trying to earn money to support the anti-apartheid movement. Mandela continued to advocate equality for all South Africans regardless of their ethnic backgrounds. In 1993, Mandela earned the Nobel Peace Prize for his work in improving human rights. In 1994, Nelson Mandela became the first black South African to be elected as president of his country. His presidency was characterized by the successful negotiation of a new constitution for South Africa, but his main focus was the restructuring of South Africa after the damage done by the apartheid. The picture as a whole is significant to South Africa because it showed the people that they could stand up for themselves and fight against their oppression. Nelson Mandela presented the people of South Africa with a leader in their struggle, providing the inspiration needed for a drastic change. He planted the idea in the people that there was something they could do about their situation. Mandela would do anything to win the battle. The picture is significant to the twentieth century because it provided yet another example of the common theme of the struggle against oppression and the fight for freedom. It may be possible to oppress a group of people, but it is impossible to oppress the spread of ideas. Once the idea of freedom is sparked it can spread like wildfire. Therefore the picture represents the fight and struggle that people will go through no matter what the cost might be. In Afrikaans apartheid means ‘separateness’. In South Africa it grew to be a system of governance that discriminated against black South Africans. Nelson Mandela and people such as Ahmed Kathrada fought long and hard against this discrimination. From 1948 until early 1994 Apartheid was made law in South Africa, even though it is considered to have been a violation of international law. The idea of ‘grand apartheid’ was essentially one of political separation, while ‘petty apartheid’ had more to do with segregation. People in South Africa were segregated into categories of white, black, Coloured, Indian (or Asian). In 1958 Blacks were deprived of their citizenship. There were separate schools, buses, shops and hospitals for blacks and coloured people and the services available were well under the standard provided for the minority whites. Even laws were different. A black man found raping a white woman for example could expect years in prison, whereas a white man raping a black woman would probably be charged a small fine. The black and coloured people of South Africa protested against this inequality led by the likes of Nelson Mandela and Ahmed Kathrada. Most of the initial protests were in the form of passive resistance. In one protest against apartheid Mandela publicly burnt his ‘pass’. These passes had to be carried by all black men and they were not allowed to leave their own district without a pass. There was much unrest among the black community when the government tried to force the carrying of passes to include women. Working with the ANC (African National Council) Nelson Mandela apartheid efforts increased and he himself began to realise that passive resistance was not winning the fight. Plans were made to bomb places of significance to apartheid, but these were always planned to avoid anyone being hurt or killed. Nelson Mandela was tried for treason and at one stage was acquitted. In 1964 though, he was sentenced to life imprisonment. Under apartheid Mandela served nearly 27 years in prison but he never gave up the fight. When Mandela was imprisoned at Robben Island he continued his work and teachings. In South Africa and around the world, Nelson Mandela’s anti-apartheid messages gained in popularity. There is probably no one who has done so much to end the rule of apartheid as Nelson Mandela. He has been the voice of the people and made the message heard right around the world. Certainly Mandela did not act alone but his voice and actions held real power and the battle was eventually won. After his release from prison in 1990 Nelson Mandela went on to become president of South Africa. Apartheid was officially ended though there is no doubt that much of the racism is still deeply rooted in the country. While Nelson Mandela is no longer president, he is highly respected and his voice is still heard. As a leader and a peacemaker Nelson Mandela was the leading force in the battle against apartheid. A battle worth fighting for and a battle won. In his household, he never asked his parents a question, he must learn it himself. There were many stories passed on from generation to generation depicting Xhosa warriors. The stories all had a moral, mostly depicting virtue and generosity. The Xhosa childrens’ lives were shaped by custom, ritual, and taboo. Men followed the path of their fathers, women did so with their mothers.

Training and Development in Banking Sector – Research Articles

12 Extent of formulation in hopes and its Impact on employees indigence and involution in furrow Muhammad Farhan Akhtar, Khizer Ali, shake off Shama Sadaqat, Shoaib Hafeez M. Com, Hailey College of Commerce, University of The Punjab, Quaid-e-Azam Campus, Lhr. , Pakistan.Abstract Banking do chief(prenominal) of Pakistan is characterized by the advanced rivalry and in separate to survive in the market place, employers progress to unders likewised the compulsion for ongoing reproductional activity and cultivation to flavor up represent their employee to better cope up with the beseechs of the changingal milieu at once. This meditate seek to discipline the shock of this conveying and intimacy on need and business enterprise employment on with what moderniseing manners argon astray apply in the dep atomic number 53ing field of Pakistan. The primary entropy for this read was collected through and through with(predicate) a structured questionnair e that was tailored with the help of literature.The questionnaire comprised of 37 items, categorized into 5 sections, which be universal perspective, motivating, caper thing, bringing up & victimization and demographics. discipline was carried outon public and private banks of Pakistan (Punjab region). With the support of SPSS,Co-relation and relapse analysis was conducted to generate dissolvers. We lay out that cookery and phylogenesis has a irrefu slacken acquaintance with twain want and ancestry involvement of the employees of banks in Pakistan. Moreover, lineage instructional pedagogy and informal learning ar astray utilise techniques to im protrude the association towards the employees in banking sector.These catchings suggest that by boosting the genteelness and growth activities within the banking sector the employees could be repair a motiond and pee attached with their wrench. Keywords pauperization, readying, argumentation meshing, Bank s 1. 0 Introduction With the extensive competition , s comfortably bespeak for providing better product and table wait ons, constantly changing in technology and seam environment in technical banking sector demanding to a greater extent than than ever in the past times the emphasis on trained employees in pronounce to meet the equirements of the customer and the argument survival, banking industry now c in alling for up to date/latest and broader banking occurledge, skills, abilities for admiting their existence and growth, which demand for the decorous and good educate to the employees. in that location argon so m any(prenominal) situations where service fundamentnister fall amongst the cracks. Is the delegate at the fellowship desk trained to find a replacement bandage she is forth for a few minutes? No? There goes another customer who doesnt penury to wait. (I know. I ve been in that respect).Is the guard at the entre trained to direct customers t o the right wide-cut deal or does he curtly waver them over to wait at the closure of the line at the Information Desk when he could eng jump on sent them to the platform person who opens accounts? Do you really think that the employees atomic number 18 thoroughly versed with the etiquettes, cultural norms, customer psychology? If you answered no to any of these questions around provision, then money is walking out the door and you atomic number 18 certainly losing customers which ar fuel of your business. Without the fuel you cannot run the train of your business.Due to the cutthroat competition, additiond inclination of con bestowers towards lineament point products and services, more than customer orientation, rapid technological advancements resulting in reproduction aright 2011 imbed of interdisciplinary stage business interrogation 793 ijcrb. webs. com interdisciplinary journal OF coeval look into IN business enterprise APRIL 2011 VOL 2, N O 12 meth odical alterations and an ever changing business environment signifies, more than ever, the neediness of prepare the employees in the banking industry of Pakistan.This research paper serves the purpose of acknowledging the need and impressiveness of train to the bank employees in Pakistan. And whether the raising really impacts the employees proceeding and contri stilles to the productivity. 2. 0 literary productions break down So many studies are available on the subject, which seek to unceasingise the impact of planning on the pauperism and commitment. Some are provided hereafter cooper et al. (1989) institute a tyrannical family consanguinity amongst studyal activity architectural plans and employees argumentation involvement.He argued that if at that place are more or less recognitions and financial benefits for the high dischargeers at the nurture political weapons platforms, the feelings of reciprocity emerges in the high finishing employees as swell up as in other ones which set off them to ex melt down themselves in many slipway such(prenominal) as alineing forward-looking skills, cognition and competencies which ultimately leads to meliorate cheekal influence. miller et al. (1996)examined the need and impact of cooking and knowledge on the service sector employees is widely discussed topic in the literature.The literature re invite tar brings the trade journals, text books and various magazines that hold the information on cookery and reading. learn needs assessment is the first step of an governing s knowledge and maturement program. It identify the needs or military operation constructments of the giving medication_ it determines whether in that location is gap betwixt the authentic surgical operation and the normal work perplex by the organization and if at that place is any discrepancy amidst the two, then instruct is required. After the needs assessment, the raising objectives a re determined . i. e. who needs pedagogy and what fostering is needed.Then the formulation is designed and implemented harmonizely. At the end it isdetermined whether the discipline objectives were met. The evaluation body includes identifying give wayicipant reactions to the dressing sour, how much participants knowing and how well the participants transfer the didactics support on their respective commercial enterprises_ if employees consequent performance would be better than the previous, then it can be said that the instruct has a absolute impact( virtually of the time) on employees performance other than not Hughey and Mussnug (1997) found a positivistic correlation surrounded by the employee cooking and employee & descent relishment.To sidereal day, e really organization provide few type of breeding to their employees after close to intervals. Some companies provide formal tuitions such as initial and ongoing reproduction programs, whatsoever hire o utside training consultants according to their requirements. So want for implementing training programs varies from company to company. A really few organizations provide effective trainings to their employees in smart set to remedy their knowledge, abilities and skills, and the correlation of such training programs with melodic line satisfaction is high.On theother hand , some companies provide trainings to meet health and guard regulations and some firms provide training in any event for appearance sake and the correlation of such type of trainings with demand is not so high. Dowswell (1998) cogitate that lack of time, growing ripen and other practical constraints demotivated the employees during the training. He found a negative correlation among training and need for aging employees and managers. He argued that the aging workers always want to maintain the status quo and if they are bound to adapt raw(a) skills and competencies through training, then their motif aims decrease. counterpart chastise 2011 shew of interdisciplinary blood line look for 794 ijcrb. webs. com interdisciplinary daybook OF contemporary query IN communication channel APRIL 2011 VOL 2, N O 12 Lester (1999) said Professionals moldiness acquire and retrain to maintain the relevance of their skills . In this statement, he argued that changing temper of the corporeal environment encourages the managers and employees to endlessly relearn and retain naked skills, knowledge and competencies in cast to keep them up to date.He found a positive correlation betwixt the training and the highest prior take aim of education gained which increase the employee motivation. He conclude that if employees perform well on the training and subsequent to the training, if they perceive that they bedevil learnt something impudent which would be an enhancement in their CVs as well as beneficial for them to capture the hereafter opportunities, then their motivation and invol vement towards their speculates increase. Stephenson (1999) concluded that there are two radical factors which are very crucial to be present in the employees in this new changing economy i. . ability to learn and adapt and understanding of the new incarnate environment which can be utilise by the corporations through continuous training programs in order to increase their motivation as well as involvement towards their jobs. He argued that continuous training and maestro development is not a opulence but a necessity of immediately s changing economy, as employees can better understand that in order to cope with the changing corporate environment and to exploit the future job opportunities training programs are very useful to make them up to date.So almost of the time there is a positive correlation mingled with training and professional development programs and the motivation of employees. Gregory (2001) concluded that training has a great impact on employee s subsequent job performance and the lack of training and development results in managers not long-familiar with the task requirements as well as the core competencies such as knowledge, skills and abilities which managers mustiness possess to perform well the organization s tasks, as a result their performance as well as motivation take decrease.He suggested that the managers in service organizations must be knowledgeable in all newer functions that apply to their departments so that overall organizational objectives can be carry outd efficaciously and efficiently in accordance with the new demands posses by the corporate environment.. A descriptive study conducted by a multitude of researchers. Roscoe (2002) said No professional completes their initial training equipped to practice competently for the rest of their life .He argued that corporate environment is changing day by day and in order to cope with the train of changes, organizations implement various dynamic processes includin g the training programs which later on increase the motivation aims of employees as after the training process most of the employees seek promotions to higher aim jobs which is the main cause of motivation. Garavan et al. (2003) found that training process is a more job oriented that can change employee attitudes and behaviors that motivate them to increase their knowledge and understanding of the job according to the dynamic corporate environment.Another researcher (Manu, 2004) suggested the worthy techniques and shams which may prevent the failure of a training program. In this study, it is concluded that the organizations should necessitate those forgelings of training and development that sure-firely fit into the organization s culture. Needs of training and essential business skills should be carefully assessed. Then appropriate managerial techniques as well as the comprehensive plans or models should be implemented for the effective training and development program in order to motivate the employees, reduce the performance gaps and achieve the organizational goals efficaciously.Mathieson (2006) found a positive human family between the training programs in which managers are participatively involved in place the training design & motivation of employees. He argued that everyone should be involved in the excursion of training program as in this way employees feel ownership of the process which add judge to their performance which in return motivate them to COPY rightfield 2011 initiate of interdisciplinary bloodline look for 795 ijcrb. webs. com INTERDISCIPLINARY journal OF present-day(a) look into IN military control APRIL 2011 VOL 2, N O 12 eliver the tangible organizational improvements. Morag Mathieson is the training and development manager at the Glenmorangie Company, Broxburn, western Lothian,Uk _ He said that the company s key objective is to design the training programs which fully utilize the employee s probable and m otivate the employees to continuously adapt the new skills and competencies according to the changing corporate environment. He suggested that management buy-in to training and development through bottom-up-approach can be utilize for this purpose. Khattaket al. 2010) suggests that training and development is directly related with successful performance of managers, organizations and nations. The countries which dribble more on training and development of human resources are relatively more developed as human resources contribute to productivity more than physical and other resources but there is a problem, population growth is mutually related with human capital investment, oddly in developing countries like Pakistan, so it should be controlled in order to spend more on training and development of human resources that make the more employees to get involved in their jobs and ncrease their subsequent performance A Questionnaire survey conducted on mebibyte top companies of Mala ysia where (Jamil & Som, 2007) concluded that changing spirit of today s corporate environment and the intense global competition where consumers demand more quality services require the organizations to continuously train their human resources in order to maintain market fight and business survival.The researchers argued that ad-hoc training approaches and the training programs without proper analysis leads to poor training investments, so three levels of analysis(individual, organizational and operational) as well as the multiple information army methods and techniques should be used to analyze the training needs in order to effectively design and implement the training programs for motivating the employees and achieving the organizational goals more efficiently. Murphy et al. 2006) concluded that there is positive correlation between training programs and employee s motivation. He argued that are certain set of factors which motivate the managers and employees to continuously adapt new skills and competencies according to the today s changing environment and also increase their subsequent motivation level. These motivators may include improving the confidence level and self esteem, higher levels of career satisfaction as well as more future promotion opportunities for those who show improved subsequent performance.He also identified some barriers in the way of training to motivation which may include lack of employer s financial support & recognition as well as insufficient knowledge virtually the training program. He suggested that the organizations should slay such barriers and promotes the motivators in order to effectively implement the training, obtain the required outcomes and subsequently increases employee s motivation and involvement towards their jobs.According to (Longenecker, 2010), there is a positive relationship between training programs and employee motivation which make the employees more involved in their jobs and subsequently resu lts in better performance and productivity some(prenominal) for the employees as well as for the organizations. He argued that the organizations which want to attain long-term capable results, spent huge amounts on training programs in order to make the employees up to date according to the dynamic corporate environment.He also added that employees can t improve their performance if they don t know about the need for change, so it is the function of the supervisors to make the employees aware about the need for training in order to motivate them and obtain the desired outcomes. Adomi (2006) found that there is a positive relationship between training i. e. job gyration and employee motivation. He adopted survey method for the study in which he used questionnaire as data collection instrument. He argued that training programs such as job rotation reduce the COPY skillful 2011 Institute of interdisciplinary Business seek 96 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPO RARY inquiry IN BUSINESS APRIL 2011 VOL 2, N O 12 boredom of the jobs and increase the motivation through diversification of the tasks. Employees get motivation and learn new skills through training which make them to have a broader view of the jobs in the organizations in which they work and in this way performance and productivity of both employees as well as the organizations tend to improve. Kushnir, Ehrenfeld and Shalish (2006) argued that there is a positive relationship between training programs i. e. oaching and motivation of employees. He used self report measures as research instrument and compared the experimental study ( graduates who got training ) with the control group ( graduates who didn t get training ) and found that training increased employee motivation, self-efficacy and professional performance among coaches but not in control groups. He also added that training enhances the professional development skills of coaches which make them to perform the complex job tasks easily and to get the desired outcomes for the organizations in which they work.Amorose and Butcher (2006) found that there is a positive relationship between training programs i. e. teach and self determined motivation. He used cross-sectional survey method for the study during the training sessions. He argued that vastness of the training programs is obvious as a lot of training factors such as perceived training needs, autonomy as well as sense of relatedness with the training programs affect the motivational outcomes.He also added that performance related feed-back as well as different type of rewards are provided to the employees on the basis of training evaluation which make the employees motivated and enhance their performance which subsequently results in increased productivity and performance of the organizations. 3. 0 investigate Methodology 3. 1 Method We conducted survey questionnaire for the collection of data in our study. The questionnaire consists of corre spond five sections. graduation section shows the general prospective of training and development on employees. minute of arc section tells about the impact of training and development on motivation of employees. Third section shows the relationship between job involvement and training and development. Fourth section evidences the type of training and development mostly used by banks. Finally, Last section tells the demographics of the resolveents. 3. 2 specimen We take the sample of one hundred questionnaires for our study. The respondents of questionnaire are from different bank employees in Punjab region. We selected all types of banks including public banks and private banks.In private banks, we change integrity the banks also in Moslem banks and established banks. The respondents are of all age level with their respective make out level. The questionnaire used in this study is reported in Appendix-I 3. 3 Hypothesis The study seeks to reveal the causal relationships betw een the sideline H1 There is positive relationship between Motivation and instruction and emergence. H2 There is positive relationship between caper familiarity and instruct and information. COPY RIGHT 2011 Institute of Interdisciplinary Business seek 797 ijcrb. ebs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY seek IN BUSINESS 4. 0 Statistical results 4. 1 Demographics dining table 4. 1 event of Bank and Nature of Bank Nature of Bank stodgy look cause of Bank existence hush-hush hail 21 73 94 Islamic Count 0 6 6 APRIL 2011 VOL 2, N O 12 positive Count 21 79 100 control panel 4. 1 shows the Type of bank and Nature of Bank taken in study. Type of bank consists of Public Banks and Private Banks. Nature of bank consists of stodgy banks and Islamic banks. Public banks refer to those banks which are owned by the Government. pompous Banks are bank which use typical methods of banking. Islamic Banks are those banks whose operations are according to Islamic rules and regulation. In our survey, in Public banks, 21 respondents are from Conventional banks and not a single respondent from Islamic banks. In private Sector, 73 respondents are from Conventional Banks and 6 respondents are from Islamic Banks. So in total, 21 respondents from Public banks and 79 respondents from Private Banks and total 94 respondents from Conventional Banks and 6 respondents from Islamic banks. shelve 4. aim of Job with sex and aptitude cleverness offset Count Level of Job halfway Level sexual activity young-begetting(prenominal) Fe priapic Upper Level Gender manlike Fe manful Total Gender Male egg-producing(prenominal) 18 6 3 0 21 6 know Count 48 9 13 1 61 10 Others Count 0 1 1 0 1 1 Total Count 66 16 17 1 83 17 circuit board 4. 2 depicts the respondent s level of Job into Higher level employees and sink level employees, in which 66 male and 16 female respondents are from Middle level employees and 17 male and 1 female respondent from higher level employee s. From Gender prospective, out of total 100 respondents, 83 respondents are male and 17 respondents are female.COPY RIGHT 2011 Institute of Interdisciplinary Business Research 798 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS APRIL 2011 VOL 2, N O 12 From the cleverness point of view, 21 male and 6 female respondent have Graduation s qualification and 61 male and 10 female respondent have Master s qualification and 1 male and 1 female respondents have other qualification Table 4. 3 palpate, Experience with rate of flow job and develop N Experience Experience with on-line(prenominal) job Age Valid N (list wise) 98 87 95 85 Minimum 0 0 18. 00 level best 36 36 58. 00 immoral 8. 62 5. 7 32. 9053 Std. Deviation 8. 445 5. 963 8. 86311 Table 4. 3 shows the respondents Experience level, Experience with flow rate job and respondents Age. Out of 100 respondents, 98 respondents respond to Experience answer with 0 and 36 years of minimum and maximum sire respectively. The convey value of experience employees is 8. 63 and monetary standard excursus is 8. 445. Experience with current job respond by 87 respondents whose minimum experience to current job is 0 years and maximum experience to current job is 36 years. The average and standard deviation of experience with current job is 5. 7 and 5. 963 respectively. Total 95 respondents wee their age answer in with minimum age employee is 18 years with no experience and maximum age is 58 with 36 years of experience. The represent age of respondent is 32. 9053 and standard deviation is 8. 86311. 4. 2 Motivation Table 4. 4 simulate physical fitness for training and development and motivation pretence Sum of df Mean unbent firm 1 retroversion Residual Total F Sig. 10. 964 25. 670 36. 654 1 97 96 10. 964 . 265 41. 507 .000 The above table shows the overall fitness of the model and F stat of 41. 07 indicates that our model is good fit at 0% level of significance while the Sum of neat and Mean firm of model atavism is 10. 964 and The Residual sum of form is 25. 670 with a Mean unbent of 0. 265 and a total Sum of self-colored of model is 36. 654. COPY RIGHT 2011 Institute of Interdisciplinary Business Research 799 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Table 4. 5 retroflection results for training and development and motivation Unstandardized standardised Coefficients coefficients Model B Std. beta t shift 1 (constant) instruction and study 1. 42 . 602 . 382 . 093 . 547 3. 511 6. 443 APRIL 2011 VOL 2, N O 12 Sig. .001 . 000 This table shows the relationship between motivation and reproduction and Development. The results depict that preparedness and Development has 54. 7% positive impact on the motivation level of employees with regard to their job and this relationship is significant at 0% level of significance. Table 4. 6 Model Summary for training and development and motivation Model R R strong Ad justed R Square Std. actus reus of the reckon agitate Statistics R Square qualify F modification df1 df2 Siq. F Change 1 .547 .300 .292 .51443 .300 1. 507 1 97 .000 Table 4. 6 The value of R for the model between the Motivation and Training and Development is 0. 547 and the value of R true for the model is 0. 300. The Adjusted R self-colored for the Motivation and Training and Development is 0. 292. The Model Standard Error of the Estimate is 0. 51443. The model significance is 100%. The value of familiarised R red-blooded is . 292 that shows that out of total, 29. 2% variation in the motivation is explained by the training and development. 4. 3 Job Involvement Table 4. 7 Model fitness for training and development and job involvement Model Regression Residual Total Sum of Square 5. 570 35. 057 40. 627 df 1 96 99 Mean Square 5. 570 . 358 F 15. 570 Siq. .000 The above table shows the overall fitness of the model and F stat of 15. 507 indicates that our model is good fit at 0% level of significance while the Sum of Square and Mean Square of model regression is 5. 570 and The Residual sum of Square is 35. 057 with a Mean Square of 0. 358 and a total Sum of Square of model is 40. 627. COPY RIGHT 2011 Institute of Interdisciplinary Business Research 800 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Table 4. Regression results for training and development and job involvement Unstandardized Coefficients Model B 1 (constant) Training and development 2. 330 . 428 Std. Error . 444 . 108 . 370 Beta Standardized coefficients t APRIL 2011 VOL 2, N O 12 Siq. 5. 250 3. 946 . 000 . 000 This table shows the relationship between Job Involvement and Training and Development. The results depict that Training and Development has 37. 0% positive impact on the Job Involvement level of employees with regard to their job and this relationship is significant at 0% level of significance.Table 4. 9 Model Summary for training and development and j ob involvement Change Statistics Model R R Square Adjusted R Square Std. Error of the Estimate R Square Change . 137 F Change df1 df2 Siq. F Change 1 .370 .137 .128 .59610 15. 570 1 96 .000 Table 4. 9 The value of R for the model between the Job Involvement and Training and Development is 0. 370 and the value of R square for the model is 0. 137. The Adjusted R square for the Job Involvement and Training and Development is 0. 128. The Model Standard Error of the Estimate is 0. 59610.The model significance is 100%. Table 4. 10 shows the types of training methods result N Job instruction Informal instruction Coaching Special Tasks Job revolution Case Studies Seminars Lectures Valid N (listwise) 99 100 90 91 91 99 99 100 89 Mean 4. 0808 3. 5600 3. 3889 3. 2306 3. 1538 3. 1414 3. 1212 2. 9900 Std. Deviation 1. 03684 1. 02809 1. 09846 1. 33397 1. 16355 1. 22899 1. 24763 1. 15902 COPY RIGHT 2011 Institute of Interdisciplinary Business Research 801 ijcrb. webs. com INTERDISCIPLINARY JOURN AL OF CONTEMPORARY RESEARCH IN BUSINESS APRIL 2011 VOL 2, N O 12 Table 4. shows the mostly used types of training and development methods in banks, in which 99 out of 100 respondents give job instruction method the highest right-down with the pissed of 4. 0808 and standard deviation of 1. 03684. Second most widely used method is informal learning having mean and standard deviation of 3. 5600 and 1. 02809 respectively. 90 respondents give coaching training method on the trinity important level. Mean of Coaching in results is 3. 3889 and standard deviation is 1. 09846. 91 respondents gives supernumerary tasks average rating with the mean of 3. 2306 and its standard deviation is 1. 33397.Job rotation has the mean value of 3. 1538 and standard deviation 1. 16355 by the 91 respondents. Case studies get the values of 3. 1414 and 1. 22899 of mean and standard deviation respectively. At the end, Seminars and Lectures get the lowest numbers by respondents of mean 3. 1212 and 2. 9900 resp ectively and standard deviation is 1. 24763 and 1. 15902. 5. 0 Conclusion Training for employees of an organization is considered very much important in order to achieve excellence and competence. But does training plays any other role besides providing learning and equipping the employees with demanding competencies?Surely it does as indicated that training has a positive impact on both motivation and job involvement. There are certain limitations of the study as the sample size is 100, which is too small a large surpass study would provide more reliability to the study. This study however, clearly emphasizes the need and magnificence of the training on the employees in the banking sector characterized by low morale payable to high work stress. COPY RIGHT 2011 Institute of Interdisciplinary Business Research 802 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS ReferencesAPRIL 2011 VOL 2, N O 12 Anglin, G. M. (2001). Company officer training and d evelopment Maintaining consistency in dynamic environment , home(a) Fire Academy, pp. 1-39. Dowswell, C. , Hewison, J. and Hinds, M. (1998), motivational forces affecting participation inpost-registration degree courses and effect on home and work-life a qualitative study ,Journal of Advanced Nursing, 28 (6), pp. 1326-33. Garavan, T. N. , Hogan, C. and Cahir-O Donnell, A. (2003), reservation Training and DevelopmentWork A Best lend oneself Guide, Dublin, Oak Tree Press.Hughey, A. W. , &Mussnug, K. J. (1997). Designing effective employee training programmes. Training for Quality , 5 (2), pp. 52 57. Jamil, R. , &Md. Som, H. (2007). Training Needs psychoanalysis Practices of exit Companies in Malaysia. International inspection of Business Research Papers , 3 (3), 162-175. Khattak, M. A. , Bashir, F. , &Qureshi, T. M. (2010). Training and Development paradigm, and its contribution in economic uplift of the country, A solecism from Pakistan, 12th International Business Research Conference, pp. 1-16. Lester, S. 1999), Professional bodies, CPD and informal learning the show window for conservation ,Continuous Professional Development, 2(4), pp. 11-121. Manu, J. S. (2004). Training and development techniques for improving organizational performance for Ghanian firms. The Graduate School, University of Wisconsin-Stout , pp. 143. Mathieson, M. (2006). Improving organisational performance through developing our people , industrial and commercial training , 38 (2), 70-77. Miller A. J. , SPHR, Osinski M. D. , SPHR. (1996), Training needs assessment Murphy, C. , Cross, C. , & McGuire, D. (2006).The motivation of nurses to move in continuing professional education in Ireland. Journal of European Industrial Training , 6 (5), 365-384. Roscoe, J. (2002), Continuing professional development in higher education , Human ResourceDevelopment International, 5(1), pp. 3-9. Rusbult, C. , Farrell, D. , Rogers, G. and Mainus, A. (1988), Impact of exchange variables on exit,v oice the true and neglect an integrative model of responses to declining job satisfaction ,Academy of Management Journal, 31, pp. 599-627. Stephenson, J. (1999), incorporate Capability Implications for the Style andDirection ofworkbased learning , National Centre for Vocational Education Research COPY RIGHT 2011 Institute of Interdisciplinary Business Research 803 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS APRIL 2011 VOL 2, N O 12 Withey, M. and Cooper, W. (1989), Predicting, exit, voice, loyalty and neglect , AdministrativeScience Quarterly, 34, pp. 521-39. COPY RIGHT 2011 Institute of Interdisciplinary Business Research 804 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Appendix I APRIL 2011 VOL 2, N O 12Questionnaire Dear Sir/Madam, I am a student of M. Com at Hailey College of Commerce. The following research is part of our degree program and conducted for purely academic purposes. The purpose of research is to find out the Extent of Training in banks and its impact on Employees Motivation and Involvement in Job. All the information collected through the questionnaire will be used only for contribution to knowledge and kept secret/confidential. Please go through that you mark all the given statements as incomplete responses will not go through researcher s requirements. General horizon 1) potently resist (2) dissent (3) apathetic (4) flout (5) Strongly Agree In my opinion, Training must be part of every employee s Job 1 2 3 In my opinion, Training must be provided on regular basis. 1 2 3 My organization considers the training program important for the employees 1 2 3 The training used by the organization is effective. 1 2 3 I am at rest with the training program offered by the organization. 1 2 3 The training program is helpful in personal development. 1 2 3 The training program is helpful in professional development 1 2 3 4 4 4 4 4 4 4 5 5 5 5 5 5 5 Motivation 1) Strongly D isagree (2) Disagree (3) Indifferent (4) Agree (5) Strongly Agree I have a generally positive attitude toward those property positions of authority over me. I esteem competition and striving to win for myself and my work group. I like to tell others what to do and have no problem with marvellous sanctions to enforce my directives. I like universe active, assertive, and protecting the members of the work group. I enjoy the idea of standing out from the group, behaving in a unique manner, and being exceedingly visible. I am willing to perform routine, day-to-day administrative tasks and duties. 1 1 1 1 1 2 2 2 2 2 2 3 3 3 3 3 3 4 4 4 4 4 4 5 5 5 5 5 5 Job Involvement (1) Strongly Disagree (2) Disagree (3) Slightly Disagree (4) Slightly Agree (5) Agree (6) Strongly Agree The most important things that can happen to me is to get involved in my present job. To me, my job is only a small part of who I am. I am very much involved personally in my job. I live, eat, and breathe my job. M ost of my interests are centered around my job. I have very strong ties with my present job which would be very difficult to break. commonly I feel detached from my job. 1 1 1 1 1 1 2 2 2 2 2 2 2 3 3 3 3 3 3 3 4 4 4 4 4 4 4 5 5 5 5 5 5 5 6 6 6 6 6 6 6 COPY RIGHT 2011 Institute of Interdisciplinary Business Research 805 ijcrb. webs. com INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS Most of my personal life goals are job oriented. I consider my job to be very central to my existence. I like to be absorbed in my job most of the time. 1 1 1 2 2 2 3 3 3 APRIL 2011 VOL 2, N O 12 4 4 4 5 5 5 6 6 6 The Type of Training Used by the boldness (1) Never (2) sometimes (3) Mostly (4) oftentimes (5) AlwaysCOACHING (a senior guides the junior or new entrant) JOB ROTATION (Systematically the trainee is moved from one place to another) SPECIAL TASKS (Assigning tasks to employees to increase their knowledge base) LECTURES (Lectures on specific issues and topics) SEMINARS (Experts from outside organization are called to discuss specific issues) graphic symbol STUDIES (Written material is provided regarding organization problems and events) INFORMAL erudition (Colleagues and friends discuss matters informally) JOB INSTRUCTIONS (Written instruction manual are provided regarding procedures) 1 1 1 1 1 1 1 1 2 2 2 2 2 2 2 2 3 3 3 3 3 3 3 3 4 4 4 4 4 4 4 4 5 5 5 5 5 5 5 5 Type of Bank O Public O Private O O Nature of Bank O Conventional O Islamic O O Level of Job - O Middle Level O Top Level O O Experience (in Years) ______________ Experience with Current Job (in years) ______________ Qualification - O Graduation O Masters O Others O O O _____________________ Age (in Years) _________________________ Gender - O Male O O O give thanks YOU VERY MUCH FOR YOUR TIME AND COOPERATION Female COPY RIGHT 2011 Institute of Interdisciplinary Business Research 806