Discipline and Punish by Michel Foucault Essay Example | Topics and Well Written Essays - 1500 words

Discipline and Punish by Michel Foucault - Essay Example Thesis: Power was the fulcrum around which all else revolved during the Classical period and through Foucault’s examples and arguments we understand how the body was debased through coercion and control, but gradually there came about a shift in power relations which we are experiencing today. In Foucault’s words - â€Å"Perhaps we should abandon the belief that power makes mad and that, by the same token, the renunciation of power is one of the conditions of knowledge. We should admit, rather, that power produces knowledge†¦.† (Michael Foucault, 1977, pp. 27/28) According to Foucault, both power and knowledge compliment each other and go hand in hand together. He explains that power relations cannot exist without the field of knowledge and in the same way, it is knowledge that contributes towards power relations. In Part I, Foucault speaks about torture that was used as a tool to discipline the body during the 18th century, giving us examples of torturous p enalties that were meted out during those days such as public executions. E.g. Damien’s torture (pgs. 3-5) This period of torture resulted in the ushering in of a new penal system for Europe and the United States. New theories involving law and crime were introduced while the ancient laws and customs were discarded and the new reforms were based on the political justification of punishment. According to Foucault, â€Å"justice no longer takes public responsibility for the violence that is bound up with its practice†¦Ã¢â‚¬  (Michael Foucault, 1977, p.9) However, with the introduction of the new penal system in our society today, judges have to judge something more than the crime and part of their powers are distributed to other authorities. â€Å"Today, criminal justice functions and justifies itself only by this perpetual reference to something other than itself, by this unceasing reinscription in non-juridical systems.   It’s fate is to be redefined by knowl edge† (22). In Part II, Foucault sheds light on ‘Punishment’. During this period punitive practices were redefined through refinement. Cold blooded criminality morphed into a criminality of fraud. This complex mechanism laid more emphasis and value on more stringent methods of surveillance and effective techniques of getting information which critics called ‘a bad economy of power.’ (79) The eighteenth century saw many reforms in the legal system such as new techniques and tactics for refining and regularizing the art of punishment and reducing the economic and political costs by making it more effective. In Part III, Foucault discusses about ‘Docile bodies’ that was directed towards coercion and supervising the activity rather than the result. In Foucault’s opinion, discipline serves to create docile bodies by disassociating the power from the body. On one hand, it increases an individuals capacity and aptitude but on the other ha nd, it arrests the flow of energy and brings about subjection. According to Foucault, â€Å"disciplinary coercion establishes in the body, the constricting link between an increased aptitude and an increased domination† (138) Among Foucault’s Disciplinary techniques, the one I have chosen for discussion is – ‘Control of Activity.’ Foucault describes discipline as a constant controlling of the activities,

Business information system Essay Example | Topics and Well Written Essays - 1500 words - 2

Business information system - Essay Example There are many factors that are contributing to the increasing vulnerability of organizational information assets. Given below are some of the important factors that play significant role in making the organizational assets vulnerable (Prentice Hall, 2010; KingCounty, 2009; Turban et al., 2005): Internet Vulnerabilities The research has shown that open or public networks such as the Internet are more vulnerable than internal networks for the reason that they are virtually open to everyone. Hence, when the Internet turns out to be an important part of the business network, and the most of the business tasks are supported by this network then the organization’s information arrangements also become open for attacks from outsiders. Wireless Security Challenges Wireless networks based on radio technology are also vulnerable to security penetration for the reason that radio frequency bands are easy to scan and detect for the attackers. These days Wi-Fi technology is extensively avai lable and offering great deal of support for connectivity and information sharing. However, these networks always remain the major target of attackers which can cause problems for the organizations and attacks against information system. Malicious Software: Viruses, Worms, Trojan Horses, and Spyware A malicious software program can cause a variety of threats for example worms, computer viruses and Trojan horses. These threats can cause massive destruction to organizations’ resources in the forms of theft of organizational information, personal data theft and huge danger to corporate and personal information. Hackers and Cybervandalism A hacker is a person who aims to obtain illegal access to an information system. However, in the hacking community, the term cracker is normally employed to demonstrate a hacker with criminal objectives, though in the public press, the terms cracker and hacker are employed interchangeably. These hackers can get access to an organization’s network and launch a variety of security attacks such as: (Prentice Hall, 2010; KingCounty, 2009; Turban et al., 2005): Spoofing and sniffing Denial of service attacks Identity theft Question 2: Contrast unintentional and deliberate threats to an information resource. Provide two (2) examples of both. Information systems are vulnerable and in danger due to a number of possible threats and hazards. However, there are two major types of threats known as deliberate threats and unintentional threats. Given below are acts with no malicious determination and with malicious determination (Rainer, 2009; Safari Books Online, 2013; E.Whitman, 2004): Unintentional Threats Device Loss Human errors or mistakes are the major causes of un-intentional threats that can happen due to human error or due to negligence of human. For example, a person who has lost his device, mobile or laptop which be misused by an attacker for carrying out illegal activities. Temporary Hires Temporary hires are also ma jor type of unintentional threats. In this scenario, temporary workers including contract labor, janitors, consultants, and guards can also create serious security loss for the organizations. Contract labor, for example temporary hires, can be ignored in information security policy. Though, these staff members can unintentionally access the

Cruelty in animal testing Essay Example for Free

Cruelty in animal testing Essay Hobbes, the cat, has been under experimentation for most of his life. This is probably the last time that he will ever have to be experimented on again. Why? Because he is probably not going to make it through this time. The makers of Herbal Essences are about to force shampoo down his throat to see what happens to its organs. Even if the cat lives through the process, they will have to kill it to see which organs were affected by the toxic chemicals. If this was an actual human going through this deadly experiment, people would be in shock. Animal testing started numerous years ago to help provide humans with information. The process of animal testing is of great importance to scientists that work in testing for toxicity, in most cosmetics and personal care products that are made every year and are put into the market after being tested on animals. Animals in Product Testing stated, these products have gone through a long and complex testing process that leaves millions of animals mutilated, burned, poisoned and gassed in outmoded and unnecessary tests. From these different experiments, animals are often left with different diseases like Syphilis, Herpes, or AIDS (Animal Rights: Animal Testing). Manufacturers of these different products say that they are performing these tests to assure our safety for these products. They want to make sure that humans are not in any amount of danger (Animals in Product Testing). Animal testing is an unethical process, most of the testing is invasive and unnecessarily cruel torture to an innocent animal does that make us inherently evil even though many say we do the experiments for the greater good? Inflicting pain purposely is considered wrong in society and people are punished if caught. How can we justify the killing of an animal no matter how small and insignificant, in the larger scheme is there an alternative that we can use that will not cause pain and suffering and even save costs. Yes there are several different ways we can eliminate the use of animals in testing. There are certain types of animals that scientists use for certain types of experimentation. Some well-known animals that they use for testing are: cats, dogs, mice, rats, hamsters, guinea pigs, gerbils, sheep, llamas, cattle, owls, deer, monkeys and other primates. These are not, by any means, all of the animals that they use. These are just the most common (Animal Rights: Animal Testing). For example, the Draize Test is used on white albino rabbits (S. , Jeremy). They use white albino rabbits because of their sensitive eyes and also because the formation of their tear ducts stops tears from draining away all of the foreign substance (Animal Rights: Test ). In this process, scientists rub shampoo, soap, toothpaste, oven cleaner, lipstick, or lawn products into their gorgeous, red eyes. From this point, scientists record the damage that they observed. This test can last up to eighteen days with their eyelids held open with a clip. Many of the rabbits end up breaking their necks trying to escape from the horrifying pain. First of all, it is pointless to keep the product in their eyes for that long of a period. There is no way that even a child would have something like that in his/her eye for very long. The second reason this is unnecessary to do to a rabbit is that the eye tissue of a rabbit is completely different from humans. (S. , Jeremy). Instead of using the Draize test we can use these alternative that provide better results and less cost from the government and private companies. Nearly 50 different alternative methods and testing strategies have been developed, validated and/or accepted by international regulatory authorities. Using blood from human volunteers to test for the presence of fever-causing contaminants in intravenous medicines can save hundreds of thousands of rabbits each year from traditional pyrogen tests. EpiSkinâ„ ¢, EpiDermâ„ ¢ and SkinEthic—each composed of artificial human skin—can save thousands of rabbits each year from painful skin corrosion and irritation tests. The Bovine Corneal Opacity and Permeability Test and Isolated Chicken Eye Test use eyes from animals slaughtered for the meat industry instead of live rabbits to detect chemicals and products that are severely irritating to the eyes. The 3T3 Neutral Red Uptake Phototoxicity Test can replace the use of mice and other animals in the testing of medicines and other products for their potential to cause sunlight induced photo-toxicity. The Reduced Local Lymph Node Assay for skin allergy testing makes it possible to reduce animal use by up to 75 percent compared with traditional guinea pig and mouse tests. When testing to determine chemical concentrations that are deadly to fish and other aquatic life, use of the Fish Threshold Method can reduce the numbers of fish used by at least 70 percent compared with standard test methods. Why do companies even agree with animal experimentation? Some companies, like Clairol, demand that they do not use animal testing on their shampoo product, Herbal Essences. Even though they have cut down on animal testing, they have not eliminated the complete line of cosmetics and other products of animal experimentation (Consumer Companies Animals). There are also some companies, like Mothers Bath products, that do test on animals. The only difference is they shampoo their own dogs to see how it smells after being cleaned off with water. This type of procedure is not actual animal testing. The reason being is because it is not deathly and does not harm the animals in any way. Mothers Products inventor did mention, Beyond these happy volunteers WE DO NOT TEST ON ANIMALS. All other product testing is on ourselves, friends, family. This is the best type of testing to do, on real human beings (Mothers Cupboard Bath). The Food and Drug Administration (FDA) has different laws about the safety of human’s health. In other words, the FDA and the different laws agree with animal testing. The FDA supports two different acts, the Animal Welfare Act and the Public Health Service Policy and Humane Care and Use of Laboratory Animals (Animal Testing). The Animal Welfare Act is to assure the health of humane care and the management of dogs, cats and other certain animals that are used for research and experimentation. As well as to make sure that humane treatment of animals during the transport to help protect the owners of the animals from theft (U. S. Fish ). The Public Health Service Policy and Humane Care and Use of Laboratory Animals is a law that assures animal care for farm animals, mice and rats (Public Health ). The FDA feels that if animals are used instead of actual human beings, then there is no risk of taking a humans life. If animals are put under experimentation, then the loss of an animal wouldnt be as devastating as an actual person. Other companies like: Arm Hammer, Gillette, Procter Gamble, Colgate-Palmolive, SmithKline, Beecham, and Unilever still test their products on animals (S. , Jeremy). Another element why animal experimentation is wrong is because in multiple ways, it is pointless. The reason that companies even test their products on animals is because they are supposedly watching out for our safety. Most toxic products are tested on different animals. Some toxic products that are used are: soaps and detergents, oven cleaners, and toilet cleaner, etc. What is wrong with this picture? The internet site titled, Animals in Product Testing stated, no amount of animal testing can change the fact that many of these products are harmful if ingested or used in a way not intended by the manufacturer. In other words, there is no reason to force animals to swallow any toxic products, when no matter what, they would harm someone if they digested it (Animal in Product Testing). Also, many different types of drugs are very useful to human beings, but are very dangerous and deadly to animals. For example, Penicillin can help peoples lives, but actually kills guinea pigs. Another drug is Aspirin, which, in fact, causes birth defects in mice, monkeys, rats, cats, guinea pigs and dogs. Obviously, this is not a problem toward humans (Animal Rights: Animal Testing). There are many reasons why animal experimentation is meaningless, but, in many ways, it can be good according to Jack Botting and Adrian Morrison. Both of these scientist claim that animal experimentation is essential because that is the only way that cures can be invented for many diseases. Also, many other medicines have been developed through animal testing. Morrison and Botting feel that there is no difference between humans and animals. Experimenting on animals helps store precise information for humans (Botting, 78). Animal testing is also unnecessary because there is not a law saying that you have to test any product on animals (Stevens). The only product that is forced by the law, to test on animals, are certain types of chemicals and pharmaceutical products (S. , Jeremy). To think that people are so cruel against animals, and there is no reason for it. Karen Lee Stevens stated, Sophisticated alternatives to the use of animals in consumer product testing are readily available. So, from the Stevens statement, there are obviously many other ways, besides animal testing, which can be used to test different products. These different alternatives could possibly be more effective, be a better indicator for humans, have much quicker results, and it would not be involved in any kind of animal unkindness. So, why dont all companies realize that they dont have to do testing on innocent animals? There are two main reasons why it is so hard for manufacturers to use alternatives: the fright for human safety and the fright of product  assurance. The first company that changed their ways of animal testing was Revlon Cosmetics. In 1979, Revlon gave $750,000 to the Rockefeller University to research different alternatives to test their products. Different organizations such as the John Hopkins Center for the Alternatives to Animal Testing (CAAT), Toiletry and Fragrance Association, the Cosmetic, the International Foundation for Ethical Research, and the Soap and Detergent Association started their own research to develop different alternatives. While this research is going on, the amount of animal testing increases so that they can guarantee consistent results with the new alternatives (Stevens). The final reason why animal testing is so cruel is because innocent animals are being abused without reason. For example, many animals that are used in all of these experiments are animals that have either been stolen or are from different animals shelters. From there, they are taken to animal testing sites. All of these animal experimentation sites have been inspected, but just because the research centers are legalized, does not mean that animals arent being abused. According to Jeremy S. , A research scientist at Huntingdon Life Sciences was recently caught on videotape punching four puppies repeatedly in the face. This so-called scientist is trying to prevent humans from danger by punching puppies. The scientist tried to back up his crime by stating that he was only trying to do the puppies a favor because the product that he just made them sniff was giving them terrible effects on the body (S. , Jeremy). There is no reason to do this to such young animals, or any animals for that manner. Today, many companies have turned from animal testing. They now feel that animal experimentation is a cruel process that leaves innocent animals dead for no apparent reason. Although many companies have agreed that it is an absurd process, animal testing still is a huge part of product testing (Animals in Product Testing). After all of the reasons of why animal testing is ridiculous, hopefully a law will stop the cruel process. Although, like stated in the previous paragraph, many companies have stopped these practices and tests, there are many that still practice this process. Hobbes, the cat, could still be alive today if it wasnt for the companies that still believe that it is okay to test animals with products. A question that is brought up in many peoples mind is, why would animal testing still be going on if there a Overall, animal testing is expensive, time-consuming, unpredictable, and not easily reproducible from one lab to another (i. e. , results lack reliability). Because of their expense, cumbersomeness, and scientific limitations, animal tests have not adequately addressed the vast number of chemicals already in commercial use, nor the estimated 700 new ones introduced every year. According to Dr. Thomas Hartung, director of the Johns Hopkins University Center for Alternatives to Animal Testing, out of â€Å"some 100,000 chemicals in consumer products,†¦only about 5,000 have had significant testing so far because no one has the capacity for experiments using standard methods involving animals. †[7] While all new products must be tested for safety, using animals to assess human health risks is inefficient, unreliable, and has limited—if any—predictive value for what will happen in humans. Thankfully, private industry and a growing number of federal agencies are now acknowledging the superiority of alternative methods for safety testing. While alternative methods have not received the full scientific, industry, and government support that they deserve, progress is being made, as the development of alternative techniques becomes more widely recognized as a legitimate and important area of basic and applied scientific investigation. For example, one traditional criticism of in vitro replacement alternatives was their inability to mimic or reproduce the consequences of long-term, chronic human exposure to toxic substances. This is no longer the case. As cell culture technology has evolved, it is now possible to maintain in vitro systems for sufficiently longer periods of time—weeks or months. It is not necessary to maintain such cultures for years, as is done with some typical chronic animal tests. Long-term cell and tissue culture techniques can now allow in vitro studies of the effects of chronic, repeated exposure to toxic substances, as well as the recovery from such exposure in a shorter period of time.

Impact Of Inhouse Training And Their Percieved Effectiveness Management Essay

Impact Of Inhouse Training And Their Percieved Effectiveness Management Essay chapter 1: Introduction Training is widely understood as communication directed at a defined population for the purpose of developing skills, modifying behavior, and increasing competence. Generally, training focuses exclusively on what needs to be known. Education is a longer-term process that incorporates the goals of training and explains why certain information must be known. Education emphasizes the scientific foundation of the material presented. Both training and education induce learning, a process that modifies knowledge and behavior through teaching and experience. The research model described here pertains to both training and education. Therefore, in this document, training refers to both processes. In contrast to informal In-house training (which is embedded in most instances of human exchange), formal In-house training interventions have stated goals, content, and strategies for instruction. Our intent is to offer a general approach to intervention effectiveness research that addresses formal training across settings and topics. Training intervention effectiveness research is needed to (1) identify major variables that influence the learning process and (2) optimize resources available for training interventions. Logical and progressive study models are best suited to identify the critical elements and causal relationships that affect training effectiveness and efficiency. In training research, it is often difficult to arrive at definitive answers. Typically, many variables minimize effects and make results difficult to interpret. Furthermore, the amount of variance attributed to any one variable is usually small.  [1]   Problem Statement To analyze the Impact of In-house Training Programs and assess their Perceived and Actual Effectiveness as Experienced by Trainees. Research Objectives Following are the research objectives: To assess the effect of environmental variables (e.g. culture, learning environment, venue and management support) on training impact To review how training impact and effectiveness can be enhanced To highlight the relationship between employee ability and In-house training effectiveness To explore how employee motivation affects In-house training effectiveness To analyze the impact of effective trainer-trainee interaction on In-house effectiveness To explore techniques to evaluate In-house training effectiveness chapter 2: Litrature Review The competitiveness of any business often rests on the quality and skills of its employees. Training can improve the performance and productivity of staff and ensure they have the skills that the business needs. Effective training may be crucial when we hire new recruits or when we change business practices or add new products. As the business grows, the skills needed for it to remain successful may change.  [2]   Training and management development activities are currently receiving increased attention in the industrial and academic communities. This emphasis is illustrated by recent figures which report that organizations spend upwards of $30 billion dollars annually for training programs involving 15 billion work hours (Huber, 1985).  [3]   The purpose of training and development can be said to be that of acquiring, developing and retaining the stock of human capital needed for an organization to conduct its operations. In the most general sense, it is carried out purposively in order to improve work performance. Training, therefore, refers to the companys planned and systematic efforts to modify or develop the knowledge, skills and attitudes of their employees through learning experiences. As an activity, it spans many boundaries, including the distinction between education and training, on-the-job and off-the-job training, as well as formal and informal training through work experience. Training invariably represents investment by a company in its employees. At the very minimum, the orientation of new employees to the specifics of the company requires time and close supervision. Most likely, the company will continue to sponsor the further development of employee competencies and expertise. General training improves both the employees internal and external position in the labour market, and is thus generally perceived by employees as a supportive act on the part of the company an act that is reciprocated through increased commitment, independent of the particulars of the employment relationship (Gaertner and Nollen 1989; Meyer and Allen 1997). Given the value of training to employees, sponsoring training can be seen as an act of gift giving on the part of the company. Even training in company-specific skills contributes to the employees attachment to the company (Levine and Tyson1990). Returns on any training investment depend greatly on employee retention. While specific training is often considered to be unique to a firm and therefore of little use to competitors, the enhanced productivity of general training is of great value to other firms. Generally trained employees are likely to be poached by competitors who are able to offer higher wages. Another problem with training arises should employees not be willing or motivated either to acquire new skills or to apply their newly learned skills at the workplace. When In-house trainings are effectively conducted, the management of a companys human resources entails a comprehensive assessment and matching of the skills attainment of the labour force and the skills requirement of the economy. By providing people with the necessary skills and training they need to do their job, effective human resource management, among others, can promote employment growth, address skills shortages and improve flexibility, all contributing to both employee and company needs.  [4]   Businesses often decide that in-house training is the most cost-effective way to improve the skills of their employees. This is because: (1) training can be scheduled at their convenience, (2) training is more focused, consistent and relevant to their needs, (3) travelling and accommodation costs are reduced or even eliminated.  [5]   In-house training can take several forms, for example: (1) a training programme designed and carried out by a company, (2) an off-the-shelf training programme bought from and run by a training specialist, (3) a training programme tailored to a companys needs and managed by a training specialist, (4) an Internet-based training course or (5) an informal, on-the-job training. Formal in-house training, if properly planned and executed, can be highly flexible and cost effective. Positive reactions of trainees, learning, and behaviour change, and improvements in job-related outcomes are expected from well-designed and administered In-house training programs. However, the attitudes, interests, values, and expectations of trainees may attenuate or enhance the effectiveness of training.  [6]   Ensuring that the company has the human capital it requires implies that it needs to invest heavily in the skill and training of its workforce, particularly company specific training. In doing so, companies incur considerable risk. The efficiency of the training investment will depend on the cognitive skills and the motivation of the employees to acquire new capabilities. Flanking training with selectivity practices ensures that trainable employees are hired (i.e. the person-organisation fit is maximised). Through the use of stringent selection procedures the company can take steps to ensure that the profile of employees is such that they are willing to share with the firm the costs and benefits of training as well as being likely to respond well to and learn quickly from training opportunities provided. To this end, the selection of employees that are favourably evaluated for training potential helps to ensure that the companys return on training investment is maximised. Training incentives flanked by performance incentives reward the acquisition and the application of skills. Once recruited, it is imperative that the employee becomes well attuned to the companys expectations for developing skills and experience. To this end, flanking training with guidance practices contributes greatly to the fulfilment of this vital function by providing the employee with a training perspective. Training that is specific to the employer may be of little value outside the particular company, but general expertise and experience will undoubtedly improve the labour market position of workers. Consequently, the sponsoring of training involves a considerable loss, should the employee decide not to stay with the company. From the perspective of the firm, the provision of training has the negative effect that the employee is rendered more valuable to other firms and thus increases the risk of undesired turnover of highly skilled employees. Relational signals increase the attachment of employees and thereby compensate the negative side effect of training. Finally, by applying guidance practices employee attachment can be strengthened through the potential of these practices to integrate employees within the social milieu of the company. A frequent criticism of research on In-house training is its susceptibility to fads and its generally a theoretical approach (Goldstein, 1980; Hinrichs, 1976; Wexley, 1984). Researchers have frequently attempted to increase the effectiveness of training through a focus on techniques. Special attention has also been paid to the arrangement of training environments (Wexley, 1984). But without a theoretical basis for studying the techniques and the training environments, researchers are often at a loss either to explain why they are effective or to predict their effectiveness in other settings or for other trainees (Noe, 1986).  [7]   Professional development literature has consistently stressed the continuing part of continuing education. Since the 1980s, staff training researchers and practitioners have talked about ongoing training. They have urged follow-up sessions in the weeks and months after workshops to sustain new practices. They have preached the importance of encouraging and supporting trainers (through in classroom coaching by trainers and peer leaders) to continue learning and implementing new knowledge and skills, lest the momentum for change be lost (Bents Howey, 1981; Joyce Showers, 1983; Sprinthall Sprinthall, 1980).  [8]   Why is it so difficult for organizations to effectively conduct internal training? There are many reasons why internal workshops or seminars arent productive. Consider the following example. Two managers in a major accounting firm were getting ready to conduct an in-house training session to introduce a new company initiative. The managers worked diligently to gather material and to put together excellent content for the handouts. They were covering a lot of valuable material, but the handouts were getting voluminous. When asked by an outside consultant why they had so much material, the team leader responded, We have so much material to cover in the seminar there is so much the participants have to understand. Then the question was asked, How are you going to engage or involve the participants in the seminar? A blank stare followed, then finally, We havent really thought much about that. We were too busy getting the materials together. How would we get them involved anyway?  [9]à ‚   It cannot be expected from trainers to teach what they do not know, nor is to use yesterday training to prepare todays employees for tomorrows future. We certainly cannot expect trainers to share and learn from each others knowledge and skill unless they r provided with the research, structures, time, and money with which to do it. Ultimately, quality staff development benefits employees by channeling the talents and expertise of all the companys employees in all the companys department. By improving staff development trainers help all employees to reach the high levels of achievement they need to succeed. As a lead-trainer one must acknowledge the importance of engaging people. People learn more when they are engaged. They are more connected and enthused when they are participating. Imagine thinking you could learn how to play golf simply by watching a golf video or reading a book on the perfect swing. The trainer has to DO IT and get feedback and then try it again. He has to participate.  [10]   An In-house trainer however may need training in: (1) presentation/speaking skills, (2) generating rapport/interest, (3) dealing with difficult trainees, (4) types of learning, (5) course and session design/planning skills, (6) evaluation, monitoring and feedback skills, (7) measuring the effectiveness of training, (7) setting up support for employees after training and conducting training needs analyses.  [11]   Evidence exists that the preference for outsider training is the result of managerial responses to (1) the contrasting status implications of learning from internal versus external competitors, and (2) the availability or scarcity of training in-house training is more readily available and hence subject to greater scrutiny, while external training is scarcer, which makes it appear more special and unique. It can be concluded by considering some consequences of the external training preference for organizational functioning.  [12]   The two dilemmas on the employee and organizational levels are closely interrelated. On one side, the benefits of training accrue only to the extent that employees contribute to the organization. Thus, a firm should take into account how it expects a training program to affect employee effort as well as employee turnover. On the other side, trained workers produce at higher rates, which in turn may affect how much they contribute and how often they migrate to other firms in comparison with untrained workers.  [13]   Individual differences can potentially influence the type of training conducted as some individual attributes may engender greater trainability in general or for specific types of training. Intelligence and other abilities have been found to relate to trainability in some instances (Bale, Rickus and Ambler, 1973; Gill, 1982; Williams, Sauser and Kemery, 1982). Further, initial training has been used to predict later training performance (Gordon and Cohen, 1973). More recently, researchers have begun to examine motivational and personality factors that potentially influence trainability (Tubiana and Ben-Shakhar, 1982). Noe (1986) presented a model of the potential influences of such individual difference factors as locus of control, expectancies, and career and job attitudes on training effectiveness.  [14]   Qualitative improvements may be just as important. This could include higher quality goods and services, better teamwork, fewer customer complaints and greater innovation within your business. Employee feedback is a critical component of assessing In-house training effectiveness, Employees need to be asked: (1) if the training was relevant to their job and their level of expertise, (2) how they will put their learning into action for feedback on the training method, (3) what worked and what didnt, (4) what could be improved. We need to remember that the business expectations may not be the same as employees expectations. Training assessment or evaluation forms may also prove to be useful here.   One way organizations gain tacit knowledge is through social ties to other organizations, that is, through networks. Networked organizations are those that are cosmopolitan, externally oriented, and characterized by multiplex, non-redundant affiliations. With respect to the workplace, the information that flows through networks can include knowledge about the performance effects of work reform, the benefits of bundling, and tactics to persuade managers and employees that innovation is beneficial. Recently there has been a proliferation of studies emphasizing the role of networks in In-house trainings (for example, Nohria and Gulati 1994; Strang and Soule 1998). By enhancing access to knowledge, networks promote awareness and early adoption of an innovation. By promoting social interaction, they generate trust and norms of reciprocity-social capital-that are conducive to knowledge transfer.  [15]   When it comes to in-house trainings one variable, of course, is organizational size. Explanations for why large organizations provide more training are: Large organizations have formalized job structures, have internal labour markets, are more unionized, and operate in environments that encourage investment in training. Available evidence indicates a positive relation between organizational size and job training at both the establishment and firm levels (Cohen and Pfeffer 1986:14; Barron, Black, and Lowenstein 1987). Some research suggests a curvilinear relation, with the smallest and largest employers providing the most training (Brown, Hamilton, and Medoff 1990:54-55). Barron et al. (1987, 1989) found that five training activities (e.g., hours of instruction given to new employees by managers, supervisors, and co- workers) increased nonlinearly with the number of employees (logged) and the existence of subsidiaries outside the local area.  [16]   Although little theory or research exists on environmental influences on In-house training, it is likely that companies would provide more employee training when skilled workers are harder to hire and where resource dependencies permit the diversion of resources from production. Thus, resource-rich organizations confronting rapid technological advances, intense domestic and international competition, and high demands for skilled labour may invest in improving their current employees skills (as well as in pirating from other organizations trained workers holding comparable positions).  [17]   The best seminars allot blocks of time where participants are working in smaller groups on specific tasks. They are given a set of open-ended questions to consider. For example; What are the greatest strengths, opportunities and challenges we face over the next six months? Each mini-team can think about and discuss these important questions and then report back to the larger group. In turn, the trainer facilitates and assimilates this information and displays it for all to see.  [18]   Between the components of initial instruction and trainee behaviour, some degree of learning has taken place. The learning is exhibited by trainees in some initial behaviour or response which the trainer can observe. Trainee behaviours at this point might be the first trials of the new behaviour, understanding of the information presented, or other response to exhibit learning of training material. The behaviour depends on trainee attributes and motivation, as described by Noe (1986) and tested by Noe and Schmitt (1986), and on learning principles incorporated into the training program, such as are described in texts on training (e.g. Goldstein, 1986; Wexley and Latham, 1981). CHAPTER 3: METHODOLOGY Primary Data: Sample Respondents were drawn from banks in both private and public sector. In order to study the existence of In-house Trainings and their effectiveness it was important to cover banks from both the sectors. Study of banks from just one sector wouldnt have provided the complete picture. The attitudes and work ethics also vary among private and public sector banks. Private sector in Pakistan employs some of the best talent available in the country thus they are more aware of latest concepts and are willing to implement changes however, the public sector is more about stability and sticking to the rule book and change is only considered necessary when there is no choice left. Since the primary aim of the study was to study the Impact of In-house Training and their perceived effectiveness, banks with varied work ethic and objectives were selected. As much as it is a matter of which industry the banks belong to it is also about the systems they have developed overtime to perform in the modern business world and how they are planning to go forward as they grow. Questionnaires were distributed to all officer level employees during the research. A total of 50 valid responses from 2 banks were used in this study. The actual population is Lahore and the working population is the employees of two banks i.e. Bank of Punjab and Faysal bank. The response rate was high because the participants willingness and interest in the survey. The respondents were mostly well qualified with at least a Masters Degree in their relevant field. Measures Preference scales were setup for questions using a five point Likert rating scale (1 = Very Dissatisfied, 5 = Very Satisfied). The questions were created primarily keeping the literature review as a reference and were validated by the interviews from senior managers along with the perception of employees and regarding the subject of In-house trainings. Data Treatment The Likert scale based questions were analyzed using statgarphics plus 5.1 where multiple regressions were run of the independent variables with one dependent variable. Text from extensive interviews was utilized to justify variable intensity selection and also to know their views on issues related to Training and Development initiatives and their effectiveness. Secondary Data: Internet Internet was mainly used for material pertaining to the literature review and findings of this research project. This included information about motivation, training and development previous research conducted by famous researchers, definitions and theories used as reference in this project etc. The main problem faced in collecting data from the internet was the lack of local data available. No real information was available about current training and development practices going on in Pakistan and what their effects were. Scope To analyze the impact of In-house Trainings and to assess how they can be made more effective and to observe the effects of variables like company environment, culture, trainee learning ability and his or her motivation to learn from In-house Trainings. Limitations The thesis, off-course, has some limitations. First, the sample is relatively small, which limits the significance of the results. As the research is dependent on questionnaire, so individual concerns in filling out questionnaire honestly is a limitation. Sample size was restricted to 50 participants from 2 different banks. Second, there are obviously several other factors that could also play a role in the observed effectiveness of organizational training. For instance, two additional steps commonly listed in the training development and evaluation sequence, namely (a) developing the training objectives and (b) the actual presentation of the training content was excluded. Finally, this thesis focused on fairly broad training design and evaluation features. Although a number of levels within these features were identified previously and examined, given the number of moderators that can be identified (e.g., trainer effects, contextual factors), it is reasonable to believe that there might be additional moderators operating here that would be worthy of future investigation. Independent Variables Independent variables are the manipulated variables-that is, the training inputs and activities that are implemented and studied. They are presumed to cause or influence certain training outcomes. Depending on the study, independent variables could include timing, format, and location of training as well as modifications to the training rationale, content, or educational approach under study. Dependent Variables Dependent variables are the intended aims of training, which are expected to result from exposure to the independent variables. As exposure varies, results may differ, allowing effectiveness to be measured. Sample outcomes of training include participant satisfaction with the course; changes in knowledge, attitude, and behavioural intent; and demonstrated skills or abilities. Sample impacts of training include the following: diffusion of course material into the field, retention of knowledge and attitudes, transfer of behavioural intent into practice, application of learned skills and abilities, transfer of training to new populations, and acceptance of instructional content as normal operating procedure. Theoratical framework A theoretical framework is a conceptual framework as to how one theorizes or makes logical sense of the relationships among the several factors that have been identified as important to the problem. It seems intuitively obvious that an employees work attitudes influence preparation for a particular training program, or that an organizations reward system may affect the extent to which trainees use their newly acquired knowledge and skills. However, these and other variables have been given little attention in the training literature, and training researchers in particular have not focused much attention on factors outside the learning or training environment. In fact, individual and work-related factors that are not directly associated with training have only recently been empirically studied.  [19]   The framework helps us analyze the impact of independent variables like trainees ability and motivation to learn, impacts of the work environment, the organizations learning culture, implementation, content and design of the trainings and the training impact and effectiveness which is dependent variable. Theoretical Framework Flow Work Environment Trainees motivation to learn Trainees ability to learn Training Impact and Effectiveness Training Implementation Content and Design Trainer-Trainee Interaction Organizational Culture Operational definitions of variables: Organizational culture: Organizational culture is the personality of the organization. Culture is comprised of the assumptions, values and norms of organization members and their behaviours Trainees ability to learn: Trainees ability to learn is the trainees performance in a training program, which can be measured by asking trainees to recall trained materials immediately or shortly after completion Of a training program. Training implementation: To put training program into effect according to definite plan or procedure is called training implementation. Trainees motivation: Trainees motivation refers to an individuals desire to engage in training activities and fully embrace the training experience. Content and design: Content and design with reference to training can be defined as the material which is provided to the trainees as well as the structure of the training program which is carried out. Trainer-trainee interaction: Trainer-trainee interaction is defined as how the trainers give instructions to the trainees and get feedback from them in terms of questions or answers if any, by the trainees. Work environment: The work environment is comprised of the physical location, equipment, materials processed or used, and the activities of an employee while engaged in a training program. Hypothesis Ho: trainees ability to learn does not affect training impact and effectiveness H1: trainees ability to learn does effect training impact and effectiveness Ho: trainees motivation to learn does not affect training impact and effectiveness H1: trainees motivation to learn does effect training impact and effectiveness Ho: work environment has no effect on training impact and effectiveness H1: work environment has effect on training impact and effectiveness Ho: trainer trainee interaction has no effect on training impact and effectiveness H1: trainer trainee interaction has effect on training impact and effectiveness Ho: organizational culture does not affect training impact and effectiveness H1: organizational culture does effect training impact and effectiveness Ho: content and design does not affect training implementation and effectiveness H1: content and design does effect training implementation and effectiveness Chapter 4: RESULTS AND ANALYSIS The thesis sites that the companies observed have had difficulty assessing trainings effectiveness. To begin with, the findings were based primarily on the respondents personal experiences and common sense. Little can be said about the direct impact of training, regardless of the respondents perceptions about the value of training. One thing which is clear from the study is that the training question goes beyond how much is spent. Simply because an organization spends a certain percentage of its payroll on training does not tell us whether that money is well spent. The interviews and research review has revealed at least two general factors beyond training content, design, and implementation that probably influence the effectiveness of training. Dependent variable: impact and effectiveness

AA Meeting :: Free Essay Writer

12 Step Meeting   Ã‚  Ã‚  Ã‚  Ã‚  The meeting I attended took place in Bothell on a weeknight at 7:00 pm in the evening. The meeting was held in a local church and there were 17 people in attendance, excluding myself. Among the 17 people, there were 6 women and 11 men. The average attendee was approximately between the ages of 40-50, 4 people were under the age of 30, and two were somewhere around 60. Of the 17 people, 16 were white and one woman was of an Asian-American descent.   Ã‚  Ã‚  Ã‚  Ã‚  The focus of the meeting was Step #2 –humility. There were a few AA birthdays and in general the meeting consisted out of birthday-people reliving their stories and some talking about humility.   Ã‚  Ã‚  Ã‚  Ã‚  Prior to the meeting I was expecting to enter into a room filled with smoke and nervous, agitated people. My impression of AA and of alcoholics mostly came from movies and my own prior experience with population suffering from different psychiatric disorders. I was expecting a lot of smoking, coffee drinking, twitching and general nervous behaviors. To my surprise the meeting mostly was attended, by normal in appearance people, that I would never suspect of having any addiction problems. The people were not twitching (to my surprise), but instead were very calm, cool and collected. Many talked about God and holding AA as the higher power in their lives.   Ã‚  Ã‚  Ã‚  Ã‚  The meeting I attended best compares with the meetings I saw in the film 28 Days. While in rehabilitation center Gwen attends a series of inside the rehab meetings. As in the 28 Days meetings, the meeting I attended was held in a circle with people facing each other. There were no outbursts as in the movie, but there was an official â€Å"huger† who dispensed hugs as needed, be it a birthdays or a new attendee such as my self. Movie consisted of constant outbursts at therapy sessions, emotions of the film characters were all over the place, people were angry, happy or depressed. The people at the meeting I attended were mostly quiet and most seemed very depressed. I came away form the meeting, with enormous feeling of sadness, for all attending.   Ã‚  Ã‚  Ã‚  Ã‚  Many of the stories heard by me at the meeting coincided with different stories, from 28 days. Just like Gwen in the beginning of the movie crashed her car and was court ordered to go into rehab, many of the people at the meeting had similar fates.

Advertising in America :: Essays Papers

Advertising in America Most Americans have excessive desire to gain wealth and marketers thrive on this. People dream of making lots of money quickly and without working very hard to get it. Another scenario of people wanting to gain wealth is getting something free. Marketers know that when they advertise getting something for free or getting money quickly, they will gain the consumers attention. When marketers advertise that there is an amount such as $85 million up for grabs people will easily invest their money no matter what the odds are. People love thinking about becoming a millionaire by spending as little as a dollar. An example of an advertisement that helps feed on the consumer willingness to spend money just for the chance to become a millionaire is the Power Ball commercial. The Power Ball advertisement ran on TV saying, â€Å"Add a buck power up,† is reinforcing the idea that playing the lottery gives back. How often does one hear the chances of winning the lottery in the advertisements for the lottery? The fact is that many Americans are brainwashed into believing that risking a dollar does usually give back in huge amounts. The odds of winning the Power Ball jackpot are 1 in 80,089,128 or .0000012% according to the Pennsylvania Lottery Web Site. Quite a few people spend hundreds of dollars on lottery tickets each year, not realizing how much money they are losing. They just keep spending their annual dollar a day and do not even think about the amount of money they have lost over the long period of time. People seem to especially get addicted with scratch off lottery tickets when they when win five, ten or twenty dollars. From my experience when the prize money is under twenty dollars involving scratch off lottery tickets they often spend it on buying more lottery tickets. Gambling with money is an addiction that is notacknowledged in America like smoking or drinking addictions.There is more money obsession in America besides the lottery, take peoplegetting their tax money back quicker. A new advertisement of H&R Block that has comeout recently is aimed toward tax-payers getting their tax refund back more quickly. The commercial shows a man pulling up to an H&R Block office in a minivan with a pregnant woman in labor. Screaming, the woman in labor ask furiously why he stopped at the H&R Block office, his response was that he needed to get some quick cash. Advertising in America :: Essays Papers Advertising in America Most Americans have excessive desire to gain wealth and marketers thrive on this. People dream of making lots of money quickly and without working very hard to get it. Another scenario of people wanting to gain wealth is getting something free. Marketers know that when they advertise getting something for free or getting money quickly, they will gain the consumers attention. When marketers advertise that there is an amount such as $85 million up for grabs people will easily invest their money no matter what the odds are. People love thinking about becoming a millionaire by spending as little as a dollar. An example of an advertisement that helps feed on the consumer willingness to spend money just for the chance to become a millionaire is the Power Ball commercial. The Power Ball advertisement ran on TV saying, â€Å"Add a buck power up,† is reinforcing the idea that playing the lottery gives back. How often does one hear the chances of winning the lottery in the advertisements for the lottery? The fact is that many Americans are brainwashed into believing that risking a dollar does usually give back in huge amounts. The odds of winning the Power Ball jackpot are 1 in 80,089,128 or .0000012% according to the Pennsylvania Lottery Web Site. Quite a few people spend hundreds of dollars on lottery tickets each year, not realizing how much money they are losing. They just keep spending their annual dollar a day and do not even think about the amount of money they have lost over the long period of time. People seem to especially get addicted with scratch off lottery tickets when they when win five, ten or twenty dollars. From my experience when the prize money is under twenty dollars involving scratch off lottery tickets they often spend it on buying more lottery tickets. Gambling with money is an addiction that is notacknowledged in America like smoking or drinking addictions.There is more money obsession in America besides the lottery, take peoplegetting their tax money back quicker. A new advertisement of H&R Block that has comeout recently is aimed toward tax-payers getting their tax refund back more quickly. The commercial shows a man pulling up to an H&R Block office in a minivan with a pregnant woman in labor. Screaming, the woman in labor ask furiously why he stopped at the H&R Block office, his response was that he needed to get some quick cash.

Abnormal Psychology Online

Abnormal Psychology Online September 30, 2012 Case 15 – Autism Questions: 1. What are some behaviors that Adam demonstrated that eventually concerned his mother as she compared his behavior to other children at his birthday party and as she compared his development to his older brother? Adam did not produce words like the other toddlers at the party. The noises that Adam babbled were not directed to anyone or anything. Adam did not label people or objects. 2. What is echolalia and pronominal reversal? Give examples. Echolalia is a mechanical repeating or echoing of a word or phrase that someone else has said.The person with autism will repeat the word with the same intonation as the person who said it originally, but will seem to lack understanding of what he/she is repeating. Sometimes the echoing will reoccur days after the original phrase was said; this is called delayed echolalia. Another peculiarity of language in people with autism is pronominal reversal. In pronominal r eversal, the autistic person will often refer to him or herself as â€Å"you†. For example, when asking for water, he/she might say: â€Å"Do you want some water? † Naturally, this is the way they are asked what they want, and they then identify themselves as â€Å"you†, not â€Å"I†. . What are the 5 main symptoms that are hallmarks of an autistic disorder? The five symptoms of autism are severed receptive and expressive language skills, nonverbal communication skills, lack of imaginative play with toys, social perceptual difficulties, and repeated of ridged behaviors. 4. What is the preferred therapeutic intervention in working with children with autism? Early intervention is the preferred method in working with children with autism. 5. What treatments were included in Adam's treatment plan? Three hours of behavior therapy each week. 6.How did Adam's disorder affect the family structure? Give examples. Adam was getting a lot of attention and his older b rother started to resent Adam. Adam parents spent most of their time helping Adam with his therapies. 7. The Autism Society of America site http://www. autism-society. org/ and the National Institute of Mental Health site http://www. nimh. nih. gov/publicat/autism. cfm both give more information regarding autism. How does this relate to Adam and his family? These websites gave more information on what are the signs of autism and the different types of autism.