Immigration Restrictions And Exclusion Of Citizenship Essay

Immigration restrictions and exclusion of citizenship to the US is a major practice into the United States of American. For a long time now, these restrictions and exclusions have been a tool to uphold and protect the American culture and ensure security to the American citizens (Johnson, 1998). However, these legislations have many racial and discrimination effects to the citizens of some countries like the African and Asian countries. These effects seem to be insignificant to the US economy but in the long run, may taint the image of the United States as being a discriminative and racist nation. The effects and contribution of these laws to Asian American racism and discrimination therefore, must be well understood to enable the US government to amend or enact new indiscriminative laws. Therefore, the aim of this paper is to bring out the effects of immigration restrictions and exclusion of citizenship to Asian American on racism. In the 19th century, there was a great influx of Chinese citizens into the United States to work in the goldmine, agricultural plantations, and in different factories. The Chinese population grew significantly in the US, and this brought resulted to pressure among the non-Chinese workers (Blumenfield, 2013). There were also claims that there were a lot of illegal acts taking place in Chinatowns like prostitution, illegal gambling and drug abuse. This was followed by formulation of a series of laws by different states to restrict theShow MoreRelatedEffects Of Immigration Restrictions And Exclusion Of Citizenship Essay1852 Words   |  8 PagesEffects of Immigration Restrictions and Exclusion of Citizenship to Asian American Racism: Name: Institution Affiliation: Date: Statement of the Problem Immigration restrictions and exclusion of citizenship to the US is a major practice into the United States of American. For a long time now, these restrictions and exclusions have been seen as a tool to uphold and protect the American culture and ensure security to the American citizens (Johnson, 1998). However, these legislations haveRead MoreThe Alien Land Law ( 1913 )893 Words   |  4 PagesAlien Land Law (1913), alternatively known as the California Alien Land Law and the Webb-Haney Bill, was legislation passed by Governor Hiram Johnson (1866-1945, Gov. 1911-1917) which directed that Foreign Aliens and immigrants were ineligible for citizenship and by extension restricted from leasing and owning land. While not explicitly discriminatory towards a particular group, the intention and focus of the law was directed at Chinese and Japanese immigrants in the United States who faced increasinglyRead MoreHow Has Your Thinking On Immigration Changed From The Beginning Of The Semest er?901 Words   |  4 Pagesthinking on immigration changed from the beginning of the semester? My thoughts on immigration changed a lot because I think that I’m more able to analyze countries policies and especially the U.S policies toward Immigration. I used to think a country restrictive toward immigration was mostly linked to conservatism reasons but the liberal paradox mentioned in the first reading by Hollifield â€Å"The Emerging migration state† made me understand that they were more behind immigration restrictions. The liberalRead MoreJerry Trinidad . Professor Tuyay . Asian-American History .1659 Words   |  7 PagesJerry Trinidad   Professor Tuyay   Asian-American History   April 1, 2017      Angel Island and Ellis Island        The United States was founded on the principle that all men are created equal, but during an immigration boom in the late 1890s and early 1900s, Asians and Europeans faced discrimination and violence because of their difference in language, appearance, and religion. People came to America from all over the world to experience the wealth and prosperity that was associated with this great countryRead MoreImpossible Subjects By Mai Ngai2503 Words   |  11 Pagesthe Johnson-Reed Immigration Act in 1924 and ends with the lifting of national origins quotas through the passage of the Hart-Celler Act of 1965. The era from 1924 to 1965 remapped the nation by developing both a particular racial and ethnic identity and a new sense of territoriality (Ngai p.3). This period demonstrates the most widespread immigration restriction in U.S. history that literally remapped the nation (Ngai p.3). Ngai argues that widespread immigration exclusion created an intensifiedRead MoreThe Immigration Law Of 140 Years925 Words   |  4 Pagesenslavement; the approval of â€Å"Gay† marriage and more, yet immigration still remains untouched. Now that is clearly an exaggerated statement, but The fact that the immigration law of 140 years ago is still not seen as a type of repression and the American current civilization is still in denial of it, is what makes it ever so severe. From the first immigration policy: the Page Act of 1875, to the Immigration reform and Control Act of 1986 the immigration policies have remained the same. Both acts, amongRead MoreChinese Exclusion Act Of 18821608 Words   |  7 Pagesdesperation, the Chinese workers agreed to work for less salary than their American counterparts. Consequently, union workers rose up for their rightful jobs. With pressure from unions and anti-Chinese organizations, Congress passed the Chinese Exclusion Act of 1882, which banned Chinese immigrants from entering the country for decades. The Act stated that any Chinese immigrant â€Å"found unlawfully† in the country â€Å"shall be caused to be removed.† President Chester A. Arthur signed the Act for theRead MoreAnti-Asian Sentiment in Early 20th Ce ntury America3674 Words   |  15 Pagesvictories with the Civil Rights Act of 1866 and the 14th Amendment in 1868 that had helped to ensure their legal citizenship and equal rights in America. During this same time period, Asian immigration to America had begun to increase. Due to the nativist feelings that still pervaded in post-Civil War America and concerns about the labor market brought about by this new era of great immigration to our nation, Asian immigrants soon found themselves in a similar yet very different situation from the racistRead MoreImmigration Restrictions Essay930 Words   |  4 Pages Total inhalation of immigration would not be a healthy choice for the United States. However, setting out for stricter laws to become a citizen is in need. There are over 11.7 million illegal immigrants in the United States (poll 2011). Therefore, having restrictions on immigration overall can help the economy grow, security at airports, docs, borders, and on the streets would not only lessen the illegal immigrants around the country, but supply more jobs for Americans. Illegal immigrants not onlyRead MoreThe Principal Agent System1623 Words   |  7 Pagesgovernment’s delegation of power allows employers to threaten deportation at their own discretion. The INA (Immigration and Nationality Act) was formed in 1952, and has since been amended multiple times over the ensuing decades, but remains the most collected and representative body of American immigration law. In 1986 the IRCA (the Immigration Reform and Control Act) and the IMFA (the Immigration Marriage Fraud Amendments Act of 1986) were passed from legislation to law. These laws collectively served

Example of a Personal Statement Essay examples - 632 Words

Personal Statement During my years of living, I have experienced many things. Many of which have made me who I am today. Many of the things I have done have caused me to want more in life, to expand not only my knowledge, but also my horizons. In reflecting back on what I have done in life, it shows me that I am well on my way of doing that. I feel as though I am a very determined, hard-working, versatile person who is ready for college and the world. Various factors have caused me feel this way. My interest in education is the reason I have great confidence in my ability to succeed in the college environment. As a member of the National Honor Society (NHS), I know what hard work is. I have participated in several†¦show more content†¦This opened my eyes to the fact that I was just as smart, even smarter, than those around me with a â€Å"better education†. I now feel that being in a diverse environment is very important to becoming a complete person. By being around people that are different, instead of those just like us, we are opened up to a completely new world that we may have never known existed. Those different than us can also teach us new things whether it is in life or in class work. I have learned that those of a different race are not that different than those in my own. The differences are only cultural. I now feel that I must go to diverse college and no longer see the sense in a college that has a large majority of just one race. Helping o thers is something else that I have also looked high upon. This is why for my service learning hours I chose to help young children with their schoolwork at the Don Nash Community Center. This proved to be a learning experience in itself. It required much patience and perseverance. Even though it was not easy, it was very enjoyable to see a child advance in something that you helped them in. It was very enjoyable to see those children receive good grades on their report cards. Tutoring those children was an experience that I will never forget. I know that with the things I have done in life that I am ready for the college life. I hope that there will be few roadblocks in my way ofShow MoreRelatedPersonal Study Personal Statement Examples1394 Words   |  6 PagesAreas of interest: Interested in practicing in an underserved area As a clinical Data Specialist at UT Southwestern, I work with multiple charity clinics that serve many of the high need areas of Dallas. Medical Research. As a clinical Data specialist at UT Southwestern, I participate in the research of stem cells and their possible effects on major depressive disorder. Primary Care I work as a clinical coordinator for the Vital Sign 6 project that brings measurement based care of major depressiveRead MoreOmt Personal Statement Examples1340 Words   |  6 PagesHundreds of Royal Caribbean cruise sales and service agents each take dozens of calls each day, and I ultimately help provide those agents with readily accessible, thorough information they can provide to callers with little notice. I edit the company intranet pages, which supplement the consumer websites but offer agents a source for concise information without the clutter of promotional marketing language. The intranet also provide training materials for agents as well as background informationRead MoreSecurity Command Personal Statement Examples820 Words   |  4 PagesPossess significant and extensive experience in leading a full spectrum CIO office to include such disciplines as: information security, systems administration, developing internal and external web pages, software development, network services, storage services and IT work support for investigations and audits. This experienced is evidenced via assignment with the Army Materiel Command (2001 to 2010) (AMC) as Director of Enterprise Operations, Strategic Planning and Chief Technical Advisor and moreRead MoreCloud Architecture Personal Statement Examples1095 Words   |  5 PagesI have executive level and technical expertise and skill in all architectures including but not limited to: cloud architecture, systems architecture, service-oriented architecture, application architecture, web-based solutions, data architecture and security architecture. I possess extensive experience and skill in developing and implementing mobile solutions, big data, business intelligence and e-commerce. I have the ability, knowledge and skill to understanding and implement future trends andRead MoreDesign Office Personal Statement Examples924 Words   |  4 PagesI am well qualified and very interested in being the Design Office Chi ef (DOC). I will be a successful (DOC) because I am a highly motivated Project Management Professional (PMP) and Professional Engineer (PE) with 27 years of progressive experience and a proven track record in engineering and project management in Design, Traffic Operations (TO), Construction, Design Services, Structure Design, Project Studies, and Engineering. I have demonstrated the ability to develop and manage multiple projectsRead MorePersonal Statement of Management Studies Essay examples593 Words   |  3 Pagesservices in overseas markets/trades, focusing on negotiating issues and foreign trade. Throughout these opportunities, the fact that I am computer literate and fluent in English, Italian, French and Spanish has been unquestionably useful. I also have a personal reason for pursuing a degree in Management. From a young age, I have been involved in the work of my family enterprise, Balduccio, a leading Italian building company, assisting line managers and implementing policies and procedures. Now, I look forwardRead MorePersonal Statement for ICT Specialist in Computer Science Essay example558 Words   |  3 PagesI first discovered my passion for computers in 1999, when we bought our first household PC. I remember sitting down on occasions waiting for Windows 98 to boot up and the dialup modem to connect to the internet. Although this almost now seems primitive, that technology caused my enthusiasm to understand the inside workings of computers to spark. Since then, I have striven to broaden my knowledge and skills in this area in any way possible. The world of technology has always intrigued me, from theRead MoreEssay on Cmi 50011128 Words   |  5 PagesManagement amp; Leadership Unit 5001: Personal Development as a Manager and Leader Student Name: | | Delivery Partner: | | Country of Study: | | Date Assignment Submitted: | | Declaration Statement: By submitting this assignment for assessment, I am also confirming that the following report is the result of my own study and efforts. I understand that if this not the case, I will be putting at risk the successful completion of this qualification. Instructions: You are requiredRead MoreWhat A Mission Statement Is And What It Should Look Like Essay1713 Words   |  7 PagesExamples are a great way to understand what a mission statement is and what it should look like. One example of an effective mission statement is that of the Xerox company, which states, â€Å"We believe improving the flow of work is core to helping our clients be more successful and making the world a better place. By providing our customers with business process services, printing equipment, and software and solutions, we enable greater productivity, efficiency, work capacity and personalization† (XeroxRead MoreVarious Types Of Occupational Fraud962 Words   |  4 Pagesthat involves employees taking cash, resources, or misapplies assets of the business for their personal gain (www.smartceo.com). Type I: Corruption Corruption is an intentional, dishonest act where an employee abuses their position in the company for personal gain (www.curtin.edu.au). It can take many forms. Bribery is a form of corruption. This is receiving or paying for illegal advantages. An example of bribery is a company official paying a public official to gain advantage over competitors

Multimedia Free Essays

Report on Holiday Resort Introduction of Multimedia â€Å"Multimedia can be defined as the technology engaging a variety of media, including text, audio, video, graphics and animation either separately or in combination, using computer to communicate ideas or to disseminate information. † Multimedia programming or multimedia authoring is the final stage of multimedia project production. The most Important phase of multimedia project design and development because the out put of the phase will be the finally render title that will reconsideration and redesigning ends with this phase. We will write a custom essay sample on Multimedia or any similar topic only for you Order Now Creatures of Jurassic period though their time frame is unimaginable, are coming alive on the sliver screen with their huge roars and fusses. The Jet fighters seen to fly right above the heads in the new CD games and professional quality music is issuing out of the serious business. Multimedia is no more a fancy, but a mandatory. Multimedia Programming VISA Multimedia Authoring Multimedia authoring refers to that process of developing a multimedia project, using specialized packages and utilities exclusively meant for this purpose. The developing of a multimedia project title, using PVC++ or developing a graphics editing footwear package like Paint Shop Pro can be called as multimedia programming. Developing a multimedia project title using Asymmetry’s â€Å"Multimedia Tool box† can be Multimedia Authoring. Multimedia software project, using any typical programming environment/ Language or tool (mostly GU’) and making use of various media files and integrate them. It doesn’t demand expert programming skills or knowledge for project development. Step that precede Multimedia Authoring Process The final form of story board containing all interface designs, Nava Map structures and all the details-approved by the project leader should be ready. The media contents to be used in the Initial screens or frames like the background Graphics/ Digital Audio etc†¦ Just be ready. As the Authoring process proceeds rest of the media contents can be developed. Decisions on which authoring environment / package to use have been finalized after all considerations. Authoring Methodologies Authoring tool, package, environment or platform uses some fundamental methodology, for developing the multimedia project. Some tools, even offer the flexibility to switch over from one methodology to an other whenever the need arises. Frame or Page based Authoring Tools. Data Verification. The general content sequence developed in the earlier phase of multimedia project design, must now be rearranged to suit the multimedia application development environment. This process, specifically called ‘Mapping’ or ‘Navigation Mapping result in what’s called a â€Å"Navigation Map’ or ‘Nava Map’. Linear Structure, Hierarchal Structure, Non- Linear Structure and Composite Media Content Design and Development Audio Eclipses, Graphics, Animation and Video Eclipses developed for a particular project, can be called as media content. Audio vs.. Graphics, Animation vs.. Graphics, Video vs.. Animation and Video vs.. Graphics. Interface Design and Development Process The multimedia information, that’s available in various forms, has to be presented in a amicable manner to the user. It’s only with the help of interface design, that, one producer distinguishes his title from others because the nature of media content are almost the same – a few ‘. Wave audio files, ‘. Aviva’ video files and many other bitmap graphics?the way in which they are presented, does the magic. Back Drops Buttons and Icons Story Boarding Techniques Story Boarding technique for developing animations, even during the Story Boarding stage itself, he may have the opportunity to express his authoring or programming problems, if any. Sometimes, a design or display methodology that seems to be the best option, may invite some troubles in programming, and in other case, the media overhead may well exceed the permissible limit. Delivery Design and Development The media, in which the project is going to be delivered, also forms a part of project design. Though, in most of the cases, the choice is limited to CD-ROOMS because of the sheer volume of the project material. In some rare cases wherein the size of the reject is small – without complicated video, animation etc. Even floppy disk can be used. Concerning Project â€Å"Holiday Resort† A resort is a place used for relaxation or recreation, attracting visitors for holidays or vacations. Resorts are places, towns such as Newport, Rhode Island or Switzerland, or larger regions, like the Adirondack Mountains or the Jersey Shore. A resort is not merely a commercial establishment operated by a single company, although in the late twentieth century this sort of facility became more common. Such a self- contained resort attempts to provide for all or most of a vacationers wants while engaging on the premises, such as food, drink, lodging, sports, entertainment, and shopping. Intend of project Resort is managed by Holiday Resort, an India based company whose head office is in Gujarat. Company started its operation in March 31, 2000. Our company provides all types facilities such as Casino, Games, Health Beauty, Swimming, Golf, Restaurant, Meeting Conference for attracting the visitors and entertainment them. Project Classification Holiday Resort multimedia project is a project that gives entertainment to the visitor’s, they can enjoy there holidays by various types of motion provide by us. How to cite Multimedia, Papers

Christian Marriage free essay sample

Christian Marriage, also called Matrimony is a sacrament in which a man and a woman publicly declare their love and fidelity in front of witnesses, a priest or minister and God. The It is seen by all Christian churches as both a physical and spiritual fulfillment. Christianity emphasises that the sacrament of Holy Matrimony is a lifetime commitment. So they are no longer two, but one. Therefore, what God has joined together, let no one separate. —Matthew 19:6. Saint Paul interpreted the word of Christ on divorce and wrote â€Å"To the married I give charge, not I but the Lord, that the wife should not separate from her husband, but if she does, let her remain single or else be reconciled to her husband – and that the husband should not divorce is wife† (1 Cor 7:10-11). Christian views on marriage were first documented in the Gospels. The Creator made them male and female, and said, For this reason a man will leave his father and mother and be united to his wife, and the two will become one flesh —Matthew 19:4–5. We will write a custom essay sample on Christian Marriage or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Christians believe that marriage signifies a male and a female becoming one in flesh, soul and spirit. It represents the love that the couple share for each other and represents Gods love for humanity. When a man and a woman get married they are blessed by God in the same way that Adam and Eve were blessed upon creation. â€Å"And God blessed them, and God said unto them, â€Å"Be fruitful and multiply, and replenish the earth, and subdue it; and have dominion over the fish of the sea, and over the fowl of the air, and over every living thing that moveth upon the earth. —Genesis 1:28. When God blessed Man and Woman, he gave them his permission to procreate. This established the Christian lore that premarital sex is forbidden as the relationship has not been blessed by God. Christian beliefs, as portrayed in the sacrament of marriage. Fidelity is a value that all Christian adherents believe they should poses. When Christians marry, they agree to be forever faithful to their partner. The Ten Commandments are the foundation of Christian ethics and morality, the seventh being â€Å"Thou shalt not commit adultery. The fact that God included this as one of his commandments to Moses as part of the covenant with his people is a reflection of the importance of the sanctity of marriage withing the Christian churches. Saint Paul reinforces Gods message that fidelity and faithfulness within marriage is essential in his Letters to the Hebrews ‘Marriage is to be honored by all and husbands and wives must be faithful to each other. God will judge those who are immoral and those who commit adultery. In Pope Pius XIs papal encyclical, the Casti Connubii, he reinforces the importance of fidelity in upholding the sanctity of marriage. He elaborates on Christs teachings on adultery of the heart, as seen in the Gospel according to Matthew. â€Å"But I say unto you, that whosoever looketh on a woman to lust after her hath committed adultery with her already in his heart. †Ã¢â‚¬â€Matthew 5:28. Pope Pius explains that the sanctity of marriage can not be disregarded even with permission from one of the parties of the marriage. Which words of Christ Our Lord cannot be annulled even by the consent of one of the partners of marriage for they express a law of God and of nature which no will of man can break or bend. —Casti Connubii (1930) Love is an essential part of a marriage within the Christian churches. Gods love for mankind is replicated in the process of marriage within the couple. Saint Paul speaks of the importance of love between a husband and wife in his Letter to the Ephesians. â€Å"Husbands, love your wives even as Christ also loved the church and gave Himself for it So ought men to love their wives as their own bodies. He hat loveth his wife loveth himself. For no man ever yet hated his own flesh, but nourisheth and cherisheth it, even as the Lord the church. For we are members of His body, of His flesh, and of His bones. † . —Ephesians 5:25-30. Saint Paul acknowledges that a man and woman become one flesh upon marriage and compares hatred towards ones spouse with hatred to ones own body. He stipulates that man must love give himself to his wife, as Jesus gave Himself to the Church. Marriage amongst Christian variants. In the Roman Catholic Church, the ceremony is conducted within the house of God; some circumstances can warrant the marriage to take place outside of a church, for example one party is unable to appear in the church due to illness. In Catholic marriages, is believed that God blesses the couple and completes the union and it is the couple who marry each other, the priest or minister does not, rather he is a witness of the Church. The couple recite the marriage vows in front of each other, the witnesses (attendees and the priest/minister) and God. These vows serve as a promise to each other and to the church to fulfill their marital obligations, as they are now considered to be one flesh. Within the Eastern Orthodox Church, the Sacred Mystery of Marriage recognises, under the church, the union of the couple; however Gods union of the couple has been in progress throughout the relationship. The married couples unity represents the unity between the Father, the Son and the Holy Spirit; the joy, sadness and suffering that the couple experiences throughout their marriage emulates Jesus own life, death and resurrection. The Orthodox Churches teach that the husband and wife are the King and Queen of the family unit which replicates the Kingdom of God. During the ceremony they are given crowns which are blessed in the name of the Father, and of the Son, and of the Holy Spirit. The priest recites â€Å"O Lord, our God, crown them in glory and in honour. † The crowns are also a symbol of martyrdom, as the couple give their life to each other and to Christ. In the Anglican Church, Holy Matrimony is the union between a man and a woman who acknowledge Gods presence in their lives. The couple exchange their vows and receive Gods blessing via the priest or minister. Once this has taken place, the couple are declared married by the priest, the blessing and exchange of wedding rings is a popular custom, however it is not a requirement for the union to be recognised by the Church; however without a clergyman present, the marriage does not exist. The ceremony is regarded as an extremely formal, significant practice that marks the start of the couples life together as one. The effect of Christian Marriage today: evaluation and conclusion. When modern Christians get married, they are reenforcing Christs message of love for his people and his church, the couple are accepting God into their relationship and dedicating their lives to each other. The readings during the ceremony explain the continued importance of the marriage sacrament. The key beliefs of Christianity- fidelity and love, have transcended time; from the establishment of religious traditions from the times of Paul, to a modern society. It establishes a route for a couple to begin a family of their own in accordance with Christs teaching of love and purity. Marriage is an imperative component of a Christians life. It is a reflection of Jesus love for human beings which strengthens the Christian community. It provides a medium for various Christian denominations to form their own identity whilst still maintain Gods message of eternal love and faithfulness.

History of the Trumpet free essay sample

Trumpets are one of the oldest instruments. In ancient times, people used animal horns or shells like a trumpet. It was first used for signaling in ancient China (2000 SC), Egypt (1 500 SC), and Scandinavia (1000 SC). It was long and had no valves. In Roman times, the trumpet was played at military and civilian ceremonies. The first musical use of the trumpet was in the late sasss where it had acquired the folded shape similar to todays. In the 1 asss, Emergent, Germany became the center of trumpet making.During that time, the first music for trumpets was written. In the late sasss, the trumpet became a regular member of the orchestra. Short pieces of tubing called crooks were invented and used to lengthen or shorten the trumpet so it could play more notes. In the 17th to 18th century, trumpets were mostly in the key of D of C for courtly purposes and E flat or F in the military. We will write a custom essay sample on History of the Trumpet or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The valve trumpet was invented in 1815, making crooks unnecessary. Today, trumpets are usually played In orchestras, Jazz bands, brass ensembles, popular music and bands. Different sized trumpets have different pitches and are used in different musical groups. Most trumpets in bands are in the key of B flat major. Historically, trumpets were used for many different things but music was not thought of until the late sasss. Louis Armstrong , born In 1901 and died In 1971, was a trumpet player. He was one of the most famous and Influential trumpet player In Jazz history. Many people thought he was the greatest Jazz cornet and trumpet player In the world.He was born in New Orleans and he learned to play the trumpet while serving a sentence for leniency In the Home for Colored Waifs. Dizzy Gillespie, born In 1917 and died In 1993, was also a trumpet player. He was an American trumpet player, composer, and band leader. Dizzy Gillespie real name is John Barks Gillespie. He was born In Chewer, South Carolina. Dizzy co founded the bebop Jazz movement with Charlie Parker and Theologies Monk. I have chosen a recording to listen to, from a CD called Trumpets In Modern Jazz. It Is called Cush and the performer Is Dizzy Gillespie. I chose this recording because I new Dizzy Gillespie was famous and I wanted to hear how he played the trumpet and to see If he really Is as good as everyone says. Trumpets may be loud and annoying sometimes but they have survived through the years so treat trumpets with respect and It might let out the best music In the world. Today, trumpets are usually played in orchestras, Jazz bands, brass ensembles, Louis Armstrong , born in 1901 and died in 1971, was a trumpet player. He was one of the most famous and influential trumpet player in Jazz history.

The Appreciation Of An Exchange Rate †Economics Essay

The Appreciation Of An Exchange Rate – Economics Essay Free Online Research Papers The Appreciation Of An Exchange Rate Economics Essay The appreciation of a exchange rate can send mixed feelings and mixed signals. It is important you read those signals adequately. An appreciating exchange rate has numerous affects in the economy. Its appreciating sends ripples through the economy. The exchange affects the amount of a commodity we buy .It also has an impact on what type of commodity we buy. Yet purchases are not the only thing affected. The selling of our commodities and merchandise is affected as much if not more. When our exchange rate appreciates it means that our dollar is appreciating. This has its ups and downs. Often nations will fix their exchange to get what they think is the biggest advantage. Fortunately Australia has a free exchange rate which means that it is not controlled. The appreciation of our dollar affects things such as the following. Imports are less expensive Exports drop due to their price CAD will rise because of more demand of imports Foreign investment will fall due to contraction in export and domestic competing markets. When our exchange rate appreciates it will cause our exports to fall. The reason for this is because our dollar is now stronger which means our international buyers find it dearer to buy from us. They have to pay us in Australian dollar but because our dollar is stronger it is too expensive for them to buy from us. One of the winners in the appreciating of our exchange rate is imports. As our dollar appreciates and gets stronger it will mean that our buying power will increase on the international market. The way it works, take for example of a buyer from Australia buying coffee from Argentina. Previously he could buy two bags for a dollar now that our dollar is stronger we can buy more of their currencies which means he can now buy three bags of coffee. Now you might think this is a good thing but there are always two sides to every tale. Now that our dollar is stronger the domestic market can purchase imports comparatively cheaper than before. This means an increase in things like luxury items. This is where the problems start. The moment the private sector start buying imported goods and luxury items it increases our international debt and our CAD. This is not the only problem say for example both Australia and Japan both make shoes. Now that our dollar is stronger it means that it is cheaper for us to buy the shoes made in Japan rather than the local shoes. This causes a couple of problems. Firstly it means that our money and incomes are flowing out of the country and secondly because we are know buying shoes from overseas our local industries suffer which then creates unemployment. Another industry and sector of the public that will find the appreciation of the exchange rate good is the people that travel overseas. The reason for this is that if the dollar appreciates they will lose less or might not lose anything when converting their currencies. Things that they buy overseas will also be cheaper for them than previously. One of the main groups that will prosper form the appreciation of the dollar is the debtors. Companies that have huge foreign debt will prosper while the dollar is strong. The reason for this is that if the dollar gets stronger we can payback more of the debt because we can buy more of the local currency than before the appreciation. Yet one thing that is sure to hurt Australia if the exchange rate appreciates is the decline in overseas tourists. If our dollar gets to strong it will be very expensive for tourists to come and visit our nation. The cost of it would deter many tourists. The main problem for them would be when they have to convert their currency into ours they would lose a sufficient amount. This is hard to imagine yet countries in Europe experienced this problem when they joined the Euro because it became very expensive for tourists. Research Papers on The Appreciation Of An Exchange Rate - Economics EssayDefinition of Export QuotasThe Effects of Illegal ImmigrationAnalysis of Ebay Expanding into AsiaPETSTEL analysis of IndiaIncorporating Risk and Uncertainty Factor in CapitalTwilight of the UAWThe Project Managment Office SystemBionic Assembly System: A New Concept of Self19 Century Society: A Deeply Divided EraPersonal Experience with Teen Pregnancy

Reseach paper on the tectonic plate and hot spots in Yellow Stone Research

Reseach on the tectonic plate and hot spots in Yellow Stone National Park, Wyoming - Research Paper Example The Greater Yellowstone Ecosystem (GYE) is home to an enormous biodiversity of insects, birds and mammals, all of which are coming under increasing pressure from a growing human population. Human Population and Economics The population of Wyoming alone is estimated to be around 522,830 (Local Census) and the GYR has one of the fastest population growth rates in the U.S. (Hansen et al.). Population growth in the GYR is driven by ecological and social, rather than economic factors, with ‘quality of life’ being the predominant reason stated for relocation reasons. The most common businesses are tourism related or are service industry businesses such as insurance and real estate firms (Rasker and Hansen 30). A large percentage of the population is also retired (Ibid 31). The state GDP as of 2005 was $27.4 billion (Local Census) Historical population levels were far fewer and centered on extraction industries such as mining, logging, grazing and agriculture. These industries now only represent 5% of the region’s economic output (Rasker and Hansen 30). Developments are being built on the 3million acres of privately owned land that was previously used for agricultural purposes. These lands fringe the federally owned parklands of the GYR (Rasker and Hansen 30). ... he GYE Animal populations of the GYE include large and varied populations of herbivorous, insectivorous, and predatory bird species, insects, reptiles, fish and herbivorous, omnivorous and carnivorous mammals. Many of these species are registered as endangered. The grizzly bear is common to the region, as are large herds of grazing ungulates, including some of the last bison and Elk herds in North America. The wolf has also been successfully re-introduced to the region (Yellowstone National Park). Most bird species reside in lowlands where primary productivity is at its highest and the climate most agreeable. This places them directly in competition with human populations for productive lands (Hansen et al.). Geology, Volcanism and Seismicity of the GYE YNP is located in a volcanic caldera or ‘super volcano’ that was formed about 600,000 years ago (kya). The Yellowstone caldera (YC) lies above a ridge centred, mid-continental hotspot/magma plume that continues to be volc anically active (Foulger and Natland 922). The ridge forms the north-easternmost part of one of two volcanic chains in western America that are linked in origin to the Juan de Fuca Plate subducting beneath the North American Plate (Suppe, Powell and Berry 400). The YC is situated at the convergence of the Western U.S. Plate and the North American Plate. The Western Plate’s eastern boundary is fastened to the Yellowstone hotspot and it is slowly drifting eastwards, creating the Great Basin (Suppe, Powell and Berry 400). A volcanic eruption has not occurred since 70kya when lava flows covered much of the region (Brantley et al. 1). The YC continues to be volcanically active, as evidenced by YNP’s famous geothermal features and the high frequency of earthquakes that occur in the region. Thousands

Menu Analysis Research Paper Example | Topics and Well Written Essays - 1000 words

Menu Analysis - Research Paper Example In essence, the prices are placed some point in the midst of a description, which does not appeal to the client. The menu design should be able to capture the client’s eyes and mind to enable quick but correct decision-making. A well-designed menu such as a letter fold format helps the customer to follow, the description as given by the hotel aide. As per the price menu under consideration, the hotel check indicates that, the hotel lies in the class of tourist, the lowest class in the hotel rating. The pricing and the foods offered indicate the class of the hotel must be low. For instance, the cost of the garden griller, which is $8.75, is relatively low compared to one or two stars hotels. The first flaw in this menu is the lack of the name of the hotel. The name of the hotel is a critical component on the menu. It adds confidence to the clients. The other flaw explicit in this menu is the use of plastic cover. This is really disorienting to the clients who judge the quality of the foods and beverage from the appearance and quality of the menu. A good menu should have a canvas or hard cover. This makes it appealing to the clients. In the case of pricing, the foods and beverages should be priced accordingly to ensure that appropriate profit margins are achieved. The dollar sign used should be avoided. Overpricing or under pricing should be avoided by first assessing the industrial average prices per a certain type of food or beverage. In addition, the anticipated profit margin should be calculated relative to the buying price of the material and the labour used. This will ensure that the hotel does not run on losses and at the same time, it does not loose customers due to exorbitant prices. This implies that, despite the menu being an internal instrument of a hotel, it should be well compared with the rest within the same industry. In essence, pricing methods such as those based on competition, factor

Alcoa Inc Essay Example | Topics and Well Written Essays - 2500 words

Alcoa Inc - Essay Example It has a large product base – most of them are considered as most sustainable products. Serving different markets ranging from Aerospace to consumer packaging industry, Alcoa, over the period of time has been able to generate strong growth rates. Further it is also being continuously expanding into various markets and currently most of its revenue growth is coming from China. Based on the projections of the China’s future economic performance and strong demand being generated from that region, it is largely believed that the future performance of the company would largely depend upon how the Chinese economy performs. This is also because of the fact that the growth in North American markets for the company has been negative and considering the recent credit crunch in the market, it is largely anticipated that the demand from the traditional region of business for Alcoa would decrease substantially and company has to rely on the other markets to develop. Alcoa is the leading producer of primary aluminum, fabricated aluminum as alumina facilities and is also an active player in other aspects of the industry also. It products are served in markets like Aerospace, Alumina, Aluminum Ingot, Automotive, Building and construction, commercial transportation, Industrial Products and services as well as packaging and other consumer products. â€Å"In addition to aluminum products and components including flat-rolled products, hard alloy extrusions, and forgings, Alcoa also markets Alcoa ® wheels, fastening systems, precision and investment castings, and building systems† (Alcoa, 2008). The company has a presence in almost 34 countries with 97000 employees working for the company in various positions in various countries. It has been the honor of the company that it has been labeled as most sustainable company in the world in World Economic Forum, Davos, Switzerland. The company has a record of working on creating an environment which is often considered as safer

The Development of Soft Skill Training in the Workplace

The Development of Soft Skill Training in the Workplace Introduction Since the beginning of the twentieth century and especially after World War II, training programs have become widespread among organizations in the United States, involving more and more employees and also expanding in content. In the 1910s, only a few large companies such as Westinghouse, General Electric, and International Harvester had factory schools that focused on training technical skills for entry-level workers. By the 1990s, forty percent of the Fortune 500 firms have had a corporate university or learning center. In recent decades, as the U.S. companies are confronted with technological changes, domestic social problems and global economic competition, training programs in organizations have received even more attention, touted as almost a panacea for organizational problem. The enormous expansion in the content of training programs over time has now largely been taken for granted. Now people would rarely question the necessity of training in conversational skills. However, back to the 1920s, the idea that organizations should devote resources to training employees in such skills would have been regarded as absurd. Such skills clearly were not part of the exact knowledge and methods that the employee will use on his particular job or the job just ahead of him. Nevertheless, seventy years later, eleven percent of U.S. organizations deem communications skills as the most important on their priority lists of training, and many more regard it as highly important. More than three hundred training organizations specialize in communications training (Training and Development Organizations Directory, 1994). Previous studies on training have largely focused on the incidence of formal training and the total amount of training offered. This study, however, draws attention to the enormous expansion in the content of training with an emphasis on the rise of personal development training (or popularly known as the soft skills training, such as leadership, teamwork, creativity, conversational skills and time management training). Personal development training can be defined as training programs that aim at improving ones cognitive and behavioral skills in dealing with one self and others. It is intended to develop ones personal potential and is not immediately related to the technical aspects of ones job tasks. Monahan, Meyer and Scott (1994) describe the spread of personal development training programs based on their survey of and interviews with more than one hundred organizations in Northern California. Training programs became more elaborate; they incorporated, in addition to technical tra ining for workers and human relations training for supervisors and managers, a widening array of developmental, personal growth, and self-management courses. Courses of this nature include office professionalism, time management, individual contributor programs, entrepreneur, transacting with people, and applying intelligence in the workplace, career management, and structured problem solving. Courses are also offered on health and personal well-being, including safe diets, exercise, mental health, injury prevention, holiday health, stress and nutrition. Training Excuses Training is one element many corporations consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. It is not uncommon to hear excuses regarding why someone has not received training. Some people are just comfortable in what they are doing. Some fail to see the value of training because they really believe that they already know it all. And while that might be true, the knowledge value of training and development is not the only perk. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others experiences. When you attend a seminar or event with others who have jobs that are much like yours, you have the added benefit of sharing from life experience. The seminar notes or the conference leader might not give you the key nugget you take back and implement in the workplace. Your best piece of advice for the day might come from the peer sitting beside you. Another common excuse is that there is not enough money budgeted to pay for training. Who said that training always carries a heavy enrollment fee? Training can be free. You can set up meetings with peers who are in similar positions and ask how they are doing their jobs. Follow someone for a day to see how he organizes or manages his work and time. The cost to you is a day out of your normal routine, so the only drawback may be working a little harder on an assignment to catch up from a day out of the office. You usually dont think twice about taking a day of vacation, so why should a day of training be any different? Time is another often-heard excuse when training and development is mentioned. Have you considered that training and development might actually give you more time? Often the procedures, ideas, short cuts, and timesaving hints learned in training and development sessions equal more time in the long run. Have you heard the old saying that you have to spend money to make money? Well, in a sense, the same is true for training and development. You have to devote some time to training and development to make you more productive in the long run. What is Training in terms of organization? Transferring information and knowledge to employers and equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of the management of people. It also means that in organizational development, the related field of training and development (T D) deals with the design and delivery of workplace learning to improve performance. Difference between Training and Learning There is a big difference: Training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, i.e., facilitating learning. So focus on facilitating learning, not imposing training. Emotional maturity, integrity, and compassion are more important than skills and processes. If you are in any doubt, analyze the root causes of your organizations successes and your failures they will never be skills and processes. Enable and encourage the development of the person in any way that you can. Give people choice we all learn in different ways, and we all have our own strengths and potential, waiting to be fulfilled. Talk about learning, not training. Focus on the person, from the inside out, not the outside in; and offer opportunities for people to develop as people in as many ways you can. A Brief Critique of Previous Approaches to Employee Training It is a classic question in the training field, first raised by human capital theorists, that why firms train their employees. Many attempts have been made to address this question, but the question of why firms provide general-skill training has not been fully understood. There have been two main theoretical approaches towards employee training, namely, the human capital approach and the technology-based approach. The human capital approach regards training as investment in human capital. Training is provided only when the benefit from productivity gains is greater than the cost of training. The technology-based approach regards training as a skill formation process. According to this approach, the expanded training in the contemporary period is driven by the rapidly changing technologies and work reorganization. These two approaches are popular in academic and policy discussions. What they have in common is that they assume an instrumental logic and technical rationality behind tra ining decisions. Training is provided because it satisfies the functional needs of an organization. Studies with these approaches have largely overlooked the content of employee training, as if all kinds of training programs equally contribute to human capital accumulation or skill formation. Moreover, personal development training becomes a puzzle if viewed from these approaches, because it does not seem to follow from an instrumental logic or technical rationality. The Puzzle about Personal Development Training The puzzle about personal development training comes in the following four ways. First, it is not innately or immediately related to the technical aspects of specific job tasks. Second, prior need analysis is rarely conducted for such training, despite suggestions to do so in many training handbooks. Third, organizations and trainers seldom conduct evaluations of behavior or outcome changes brought out by such training. Evaluation, when there is one, is often about how one feels about the training or what one has learned. The evaluation questionnaire is often called a smile sheet, as trainees often respond happily to the questions. But the impact of the training remains uncertain. Fourth, the rapid expansion of personal development training has taken place in the absence of scientific evidence of any link between such training and improvement in organizational bottom lines. Core Argument So, why have organizations increasingly engaged in personal development training? It is because that the rise of the participatory citizenship model of organization over time has driven the expansion of personal development training in organizations. This argument is based on an institutional perspective towards organizations. It is distinct from previous approaches to training in two ways. First, it recognizes that training is not only provided to satisfy functional needs of firms, but is also shaped by the shared understanding about individuals and organizations, which is called organizational model in this study and is independent of the functional needs. Second, training decisions are not only affected by the internal conditions of an organization, but are also affected by the dominant ideologies and practices in the organizational field. Importance of Developing a Role in Training Developing a national role in training is important for an employers organization for several reasons. First, it enables the organization to contribute to the development of a countrys human capital, through its influence on education policies and systems and training by public training institutions, to better serve business needs. It also enables it to influence employers in regard to the need for them to invest more in training and employee development which employers should recognize as one key to their competitiveness in the future. Second, it provides an important service to members, especially in industrial relations in respect of which sources of training for employers in developing countries are few. Third, it is an important source of income provided the organization can deliver relevant quality training. Fourth, it compels its own staff to improve their knowledge without which they cannot offer training to enterprises through their own staff. Fifth, the knowledge required for training increases the quality of other services provided by the organization policy lobbying, advisory and representation services. Sixth, it contributes to better human relations at the enterprise level and therefore to better enterprise performance, by matching corporate goals and people management policies. Finally, it improves the overall image of the organization and invests it with a degree of professionalism, which can lead to increased membership and influence. Many entrepreneurs seem to view employee training and developmen t as more optional than essentiala viewpoint that can be costly to both short-term profits and long-term progress. The primary reason training is considered optional by so many business owners is because its viewed more as an expense than an investment. This is completely understandable when you realize that in many companies, training and development arent focused on producing a targeted result for the business. As a result, business owners frequently send their people to training courses that seem right and sound good without knowing what to expect in return. But without measurable results, its almost impossible to view training as anything more than an expense. Now contrast that approach to one where trainings viewed as a capital investment with thoughtful consideration as to how youre going to obtain an acceptable rate of return on your investment. And a good place to start your thoughtful consideration is with a needs analysis. As it relates to training and development, needs analysis is really an outcome analysiswhat do you want out of this training? Ask yourself, Whats going to change in my business or in the behavior or performance of my employees as a result of this training thats going to help my company? Be forewarned: This exercise requires you to take time to think it through and focus more on your processes than your products. As you go through this analysis, consider the strengths and weaknesses in your company and try to identify the deficiencies that, when corrected, represent a potential for upside gain in your business. Common areas for improvement in many companies is helping supervisors better manage for performance. Many people are promoted into managerial positions because theyre technically good at their jobs, but they arent trained as managers to help their subordinates achieve peak performance. Determining your training and development needs based on targeted results is only the beginning. The next step is to establish a learning dynamic for your company. In todays economy, if your business isnt learning, then youre going to fall behind. And a business learns as its people learn. Your employees are the ones that produce, refine, protect, deliver and manage your products or services every day, year in, year out. With the rapid pace and international reach of the 21st century marketplace, continu al learning is critical to your businesss continued success. To create a learning culture in your business, begin by clearly communicating your expectation that employees should take the steps necessary to hone their skills to stay on top of their professions or fields of work. Make sure you support their efforts in this area by supplying the resources they need to accomplish this goal. Second, communicate to your employees the specific training needs and targeted results youve established as a result of your needs analysis. Third, provide a sound introduction and orientation to your companys culture, including your learning culture, to any new employees you hire. This orientation should introduce employees to your company, and provide them with proper training in the successful procedures your companys developed and learned over time. Every successful training and development program also includes a component that addresses your current and future leadership needs. At its core, this component must provide for the systematic identification and development of your managers in terms of the leadership style that drives your business and makes it unique and profitable. Have you spent time thoughtfully examining the style of leadership thats most successful in your environment and that you want to promote? What steps are you taking to develop those important leadership traits in your people? Financial considerations related to training can be perplexing, but in most cases, the true budgetary impact depends on how well you manage the first three components (needs analysis, learning and leadership). If your training is targeted to specific business results, then youre more likely to be happy with what you spend on training. But if the training budget isnt related to specific outcomes, then money is more likely to be spent on courses that have no positive impact on the company. In many organizations, training budgets are solely a function of whether the company is enjoying an economic upswing or enduring a downturn. In good times, companies tend to spend money on training thats not significant to the organization, and in bad times, the pendulum swings to the other extreme and training is eliminated altogether. In any economic environment, the training expense should be determined by the targeted business results you want, not other budget-related factors. To help counter this tendency, sit down and assess your training and development needs once or twice a year to identify your needs and brainstorm how to achieve your desired results effectively and efficiently. Your employees are your principle business asset. Invest in them thoughtfully and strategically, and youll reap rewards that pay off now and for years to come. Beyond Training: Training and Development Training is generally defined as change in behavior yet, how many trainers and managers forget that, using the term training only as applicable to skills training? What about the human element? What about those very same people we want to train? What about their individual beliefs, backgrounds, ideas, needs and aspirations? In order to achieve long-term results through training, we must broaden our vision to include people development as part of our strategic planning. Although training covers a broad range of subjects under the three main categories (skills, attitude, knowledge), using the term training without linking it to development narrows our concept of the training function and leads us to failure. When we limit our thinking, we fall into the trap of: Classifying people into lots and categories Thinking of trainees as robots expected to perform a job function Dismissing the individual characteristics of people and the roles they play Focusing only on what needs to be done without adequately preparing the trainees involved to accept and internalize what is being taught. We are dealing with human thoughts, feelings and reactions which must be given equal attention than to the skill itself. We thus create a double-focus: people development and skills training. These two simultaneous objectives will give us the right balance and guide our actions to reach our goal. To clarify our training and development objectives, and identify our criteria for success, we must ask ourselves a few questions: Do we expect an automatic, faultless job performance? Does attitude count? Does goodwill count? Do loyalty and dedication count? Does goal-sharing count? Does motivation count? Do general knowledge and know-how count? Do people-skills count? Does an inquisitive mind count? Does initiative count? Does a learning attitude count? Does a sense of responsibility count? Do team efforts count? Do good work relations count? Does creative input count? Do we want employees to feel proud of their role and contribution? How can we expect such qualities and behavior if we consider and treat our personnel as skills performers? However, we could achieve the desired results if we address the personal development needs of the employees involved. When we plan for both training and development, we achieve a proper balance between the needs of the company and those of the trainees. The synergy created takes us to new levels, to a continuing trend of company growth. Our consideration of the people involved results in work motivation, goal-sharing, and a sense of partnership. Not only do the employee-trainees perform at the desired levels, but they offer to the company and its customers their hidden individual gifts and talents, and this reflects itself in the quality of service. Customers feel and recognize efficient performance, motivation and team-work. They become loyal customers. We can learn from the case of a small restaurant operator who had become desperate at the negligent attitude of his servers, resulting in customer complaints. He decided to seek professional expertise to help him replace his employees with motivated, trained people fresh out of a waiters training school. Following some probing questions it came to light that, besides hourly pay, he did not offer much to attract and retain loyal and dedicated employees. Through professional consultation, he came to realize that even if he paid higher wages to new trained employees, the problem would persist because employees want more than wages from their work place. They want: Organization and professional management Information regarding the business and its customers Recognition for their role in the companys success Acknowledgement of their individual capacities and contributions Positive discipline / fairness A say in the way the business is run. The restaurant operator realized that until then he had treated his employees as plate carriers and this is exactly how they had behaved and performed. He was ready to change his mode of operation: he diverted his focus to the needs of his employees, re-structured his organisation, planned new operational strategies, a human resources strategy, training and development guidelines, disciplinary rules and regulations. He communicated and shared these in a meeting with his employees and handed out the employee handbook prepared for that purpose. He also reminded them of their responsibilities towards the business, the customers, and themselves (taking charge of their own training, development, and work performance). They were more than pleased when he asked them to express their opinions, make comments and suggestions. He was surprised at the immediate transformation that took place. He began receiving excellent reviews from his customers, the employees worked as a team, their motivation sky-rocketed and he never had to replace them! All this was accomplished by extending the previous concept of training to that of training and people development. Training and Development represents a complete whole that triggers the mind, emotions and employees best work performance. It is not only business managers and owners who must do this shift in thinking, but Human Resources Directors and Training Managers (whose title should be Training and Development Managers). By their actions, they should offer a personal example, coaching and guiding all the people in an organisation to think beyond training and invest efforts in people: Professional development Personal development. Contrary to what some managers think, people do not quit a place of work as soon as they have grown personally and professionally through training and development programs at least they do not do so for a long while. They become loyal to their employer and help him/her grows business-wise, which offers them more opportunities. They chart their own course for career advancement within the broader framework of organizational growth. Do we not call employees our human resources asset? Whatever their positions, each expect to be treated as such; when they are, they give more than their physical presence at work. Training Evaluation Training Improving business performance is a journey, not a destination. Business performance rises and falls with the ebb and flow of human performances. HR professionals lead the search for ways to enhance the effectiveness of employees in their jobs today and prepare them for tomorrow. Over the years, training programmes have grown into corporate with these goals in mind. Training programmes should enhance performance and enrich the contributions of the workforce. The ultimate goal of training is to develop appropriate talent in the workforce internally. In India, training as an activity has been going on as a distinct field with its own roles, structures and budgets, but it is still young. This field is however; expanding fast but controversy seems to envelop any attempts to find benefits commensurate with the escalating costs of training. Training has made significant contributions to development of all kinds. Training is essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. Dissatisfaction persists and is growing at the working level where the benefits of training should show up most clearly. This disillusionment shows in many ways reluctance to send the most promising people for training, inadequate use of personnel after training etc. With disillusionment mounting in the midst of expansion, training has entered a dangerous phase in its development. Training is neither a panacea for all ills nor is it a waste of time. What is required is an insight into what training can or cannot do and skill in designing and carrying out training effectively and economically. The searchlight of inquiry may make the task and challenges stand out too starkly, too simply. Using experience with training in India and other rapidly developing countries has this advantage at similar risk. The contribution that training can make to development is needed acutely and obviously. At the same time, the limited resources available in these countries make this contribution hard to come by. These lines are sharply drawn; on the one hand, no promise can be ignored; on the other, no waste is permissible. Much of the training provided today proceeds as if knowledge and action were directly related. This assumption is itself a striking illustration of the wide gulf that separates the two. On a continuum with personal maturation and growth at one end and improvement in performance of predetermined tasks at the other, education lies near the former, and training near the later. Focusing training on skill in action makes the task wide and complex. Training embraces an understanding of the complex processes by which various factors that make up a situation interact. For every training strategy, no matter which, the proper focus right from the very outset is on one or more people on-the-job-in-the-organization this whole amalgam. Wherever the focus moves during the training programme, the starting point becomes the focus again at the end. The difference lies in what people have learned that they now apply. That difference, in terms of more effective behavior is the measure of the efficacy of training. The training process is made up of three phases: Phase 1: Pre-training. This may also be called the preparation phase. The process starts with an understanding of the situation requiring more effective behavior. An organizations concerns before training lie mainly in four areas: Clarifying the precise objectives of training and the use the organization expects to make of the participants after training; selection of suitable participants; building favorable expectations and motivation in the participants prior to the training; and planning for any changes that improved task performance will require in addition to training. Phase 2: Training. During the course of the training, participants focus their attention on the new impressions that seem useful, stimulating and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main purpose remains: participants explore in a training situation what interests them, and a training institutions basic task is to provide the necessary opportunities. Having explored, participants try out some new behavior. If they find the new behavior useful, they try it again, check it for effectiveness and satisfaction, try it repeatedly and improve it. Finally, they incorporate this new facet into their habitual behavior in the training situation. If they do not find it useful, they discard it, try some variant, or discontinue learning in this direction. The intricate process of selection and testing is continuous and more or less conscious. It is important that work organizations meanwhile prepare the conditions for improved performance by their participants upon their return. Phase 3: Post-training. This may be called the follow up phase. When, training per se concludes, the situation changes. When the participants return back to work from the training, a process of adjustment begins for everyone involved. The newly learned skills undergo modification to fit the work situation. Participants may find their organizations offering encouragement to use the training and also support for continuing contact with the training institution. On the other hand, they may step into a quagmire of negativity. More effective behavior of people on the job in the organization is the primary objective of the training process as a whole. In the simplest training process, improvement is a dependent variable, and participants and organizations independent variables. The training process has the following major objectives: Improvement in Performance Training will be an important aid to managers for developing themselves as well as their subordinates. It is not a substitute for development on the job, which comes from doing, experiencing, observing, giving and receiving feedback and coaching. Research has shown that 80% of a persons development takes place on the job. However, training can contribute the vital 20% that makes the difference. Training can bring about an improvement in a persons: Knowledge Skills Attitude Thereby raising his potential to perform better on the job. Growth Training is also directed towards developing people for higher levels of responsibility thereby reducing the need for recruiting people from outside. This would have the effect of improving the morale of the existing employees. Organizational Effectiveness In company training provides a means for bringing about organizational development. It can be used for strengthening values, building teams, improving inter-group relations and quality of work life. The ultimate objective of training in the long run is to improve the companys performance through people performing better. Benefits of Training Evaluation Evaluation has three main purposes: Feedback to help trainers understand the extent to which objectives are being met and the effectiveness of particular learning activities as an aid to continuous improvement Control to make sure training policy and practice are aligned with organizational goals and delivering cost-effective solutions to organizational issues Intervention to raise awareness of key issues such as pre-course and post-course briefing and the selection of delegates Evaluation is itself a learning process. Training which has been planned and delivered is reflected on. Views on how to do it better are formulated and tested .The outcome may be to: Abandon the training Redesign the training new sequence, new methods, new content, new trainer Redesign the preparation/pre-work new briefing material, new pre-course work Rethink the timing of the training earlier or later in peoples career, earlier or later in the training programme, earlier or later in the company calendar Leave well alone The following are the clear benefits of evaluation: Improved quality of training activities Improved The Development of Soft Skill Training in the Workplace The Development of Soft Skill Training in the Workplace Introduction Since the beginning of the twentieth century and especially after World War II, training programs have become widespread among organizations in the United States, involving more and more employees and also expanding in content. In the 1910s, only a few large companies such as Westinghouse, General Electric, and International Harvester had factory schools that focused on training technical skills for entry-level workers. By the 1990s, forty percent of the Fortune 500 firms have had a corporate university or learning center. In recent decades, as the U.S. companies are confronted with technological changes, domestic social problems and global economic competition, training programs in organizations have received even more attention, touted as almost a panacea for organizational problem. The enormous expansion in the content of training programs over time has now largely been taken for granted. Now people would rarely question the necessity of training in conversational skills. However, back to the 1920s, the idea that organizations should devote resources to training employees in such skills would have been regarded as absurd. Such skills clearly were not part of the exact knowledge and methods that the employee will use on his particular job or the job just ahead of him. Nevertheless, seventy years later, eleven percent of U.S. organizations deem communications skills as the most important on their priority lists of training, and many more regard it as highly important. More than three hundred training organizations specialize in communications training (Training and Development Organizations Directory, 1994). Previous studies on training have largely focused on the incidence of formal training and the total amount of training offered. This study, however, draws attention to the enormous expansion in the content of training with an emphasis on the rise of personal development training (or popularly known as the soft skills training, such as leadership, teamwork, creativity, conversational skills and time management training). Personal development training can be defined as training programs that aim at improving ones cognitive and behavioral skills in dealing with one self and others. It is intended to develop ones personal potential and is not immediately related to the technical aspects of ones job tasks. Monahan, Meyer and Scott (1994) describe the spread of personal development training programs based on their survey of and interviews with more than one hundred organizations in Northern California. Training programs became more elaborate; they incorporated, in addition to technical tra ining for workers and human relations training for supervisors and managers, a widening array of developmental, personal growth, and self-management courses. Courses of this nature include office professionalism, time management, individual contributor programs, entrepreneur, transacting with people, and applying intelligence in the workplace, career management, and structured problem solving. Courses are also offered on health and personal well-being, including safe diets, exercise, mental health, injury prevention, holiday health, stress and nutrition. Training Excuses Training is one element many corporations consider when looking to advance people and offer promotions. Although many employees recognize the high value those in management place on training and development, some employees are still reluctant to be trained. It is not uncommon to hear excuses regarding why someone has not received training. Some people are just comfortable in what they are doing. Some fail to see the value of training because they really believe that they already know it all. And while that might be true, the knowledge value of training and development is not the only perk. Training and development offers more than just increased knowledge. It offers the added advantage of networking and drawing from others experiences. When you attend a seminar or event with others who have jobs that are much like yours, you have the added benefit of sharing from life experience. The seminar notes or the conference leader might not give you the key nugget you take back and implement in the workplace. Your best piece of advice for the day might come from the peer sitting beside you. Another common excuse is that there is not enough money budgeted to pay for training. Who said that training always carries a heavy enrollment fee? Training can be free. You can set up meetings with peers who are in similar positions and ask how they are doing their jobs. Follow someone for a day to see how he organizes or manages his work and time. The cost to you is a day out of your normal routine, so the only drawback may be working a little harder on an assignment to catch up from a day out of the office. You usually dont think twice about taking a day of vacation, so why should a day of training be any different? Time is another often-heard excuse when training and development is mentioned. Have you considered that training and development might actually give you more time? Often the procedures, ideas, short cuts, and timesaving hints learned in training and development sessions equal more time in the long run. Have you heard the old saying that you have to spend money to make money? Well, in a sense, the same is true for training and development. You have to devote some time to training and development to make you more productive in the long run. What is Training in terms of organization? Transferring information and knowledge to employers and equipping employers to translate that information and knowledge into practice with a view to enhancing organization effectiveness and productivity, and the quality of the management of people. It also means that in organizational development, the related field of training and development (T D) deals with the design and delivery of workplace learning to improve performance. Difference between Training and Learning There is a big difference: Training implies putting skills into people, when actually we should be developing people from the inside out, beyond skills, i.e., facilitating learning. So focus on facilitating learning, not imposing training. Emotional maturity, integrity, and compassion are more important than skills and processes. If you are in any doubt, analyze the root causes of your organizations successes and your failures they will never be skills and processes. Enable and encourage the development of the person in any way that you can. Give people choice we all learn in different ways, and we all have our own strengths and potential, waiting to be fulfilled. Talk about learning, not training. Focus on the person, from the inside out, not the outside in; and offer opportunities for people to develop as people in as many ways you can. A Brief Critique of Previous Approaches to Employee Training It is a classic question in the training field, first raised by human capital theorists, that why firms train their employees. Many attempts have been made to address this question, but the question of why firms provide general-skill training has not been fully understood. There have been two main theoretical approaches towards employee training, namely, the human capital approach and the technology-based approach. The human capital approach regards training as investment in human capital. Training is provided only when the benefit from productivity gains is greater than the cost of training. The technology-based approach regards training as a skill formation process. According to this approach, the expanded training in the contemporary period is driven by the rapidly changing technologies and work reorganization. These two approaches are popular in academic and policy discussions. What they have in common is that they assume an instrumental logic and technical rationality behind tra ining decisions. Training is provided because it satisfies the functional needs of an organization. Studies with these approaches have largely overlooked the content of employee training, as if all kinds of training programs equally contribute to human capital accumulation or skill formation. Moreover, personal development training becomes a puzzle if viewed from these approaches, because it does not seem to follow from an instrumental logic or technical rationality. The Puzzle about Personal Development Training The puzzle about personal development training comes in the following four ways. First, it is not innately or immediately related to the technical aspects of specific job tasks. Second, prior need analysis is rarely conducted for such training, despite suggestions to do so in many training handbooks. Third, organizations and trainers seldom conduct evaluations of behavior or outcome changes brought out by such training. Evaluation, when there is one, is often about how one feels about the training or what one has learned. The evaluation questionnaire is often called a smile sheet, as trainees often respond happily to the questions. But the impact of the training remains uncertain. Fourth, the rapid expansion of personal development training has taken place in the absence of scientific evidence of any link between such training and improvement in organizational bottom lines. Core Argument So, why have organizations increasingly engaged in personal development training? It is because that the rise of the participatory citizenship model of organization over time has driven the expansion of personal development training in organizations. This argument is based on an institutional perspective towards organizations. It is distinct from previous approaches to training in two ways. First, it recognizes that training is not only provided to satisfy functional needs of firms, but is also shaped by the shared understanding about individuals and organizations, which is called organizational model in this study and is independent of the functional needs. Second, training decisions are not only affected by the internal conditions of an organization, but are also affected by the dominant ideologies and practices in the organizational field. Importance of Developing a Role in Training Developing a national role in training is important for an employers organization for several reasons. First, it enables the organization to contribute to the development of a countrys human capital, through its influence on education policies and systems and training by public training institutions, to better serve business needs. It also enables it to influence employers in regard to the need for them to invest more in training and employee development which employers should recognize as one key to their competitiveness in the future. Second, it provides an important service to members, especially in industrial relations in respect of which sources of training for employers in developing countries are few. Third, it is an important source of income provided the organization can deliver relevant quality training. Fourth, it compels its own staff to improve their knowledge without which they cannot offer training to enterprises through their own staff. Fifth, the knowledge required for training increases the quality of other services provided by the organization policy lobbying, advisory and representation services. Sixth, it contributes to better human relations at the enterprise level and therefore to better enterprise performance, by matching corporate goals and people management policies. Finally, it improves the overall image of the organization and invests it with a degree of professionalism, which can lead to increased membership and influence. Many entrepreneurs seem to view employee training and developmen t as more optional than essentiala viewpoint that can be costly to both short-term profits and long-term progress. The primary reason training is considered optional by so many business owners is because its viewed more as an expense than an investment. This is completely understandable when you realize that in many companies, training and development arent focused on producing a targeted result for the business. As a result, business owners frequently send their people to training courses that seem right and sound good without knowing what to expect in return. But without measurable results, its almost impossible to view training as anything more than an expense. Now contrast that approach to one where trainings viewed as a capital investment with thoughtful consideration as to how youre going to obtain an acceptable rate of return on your investment. And a good place to start your thoughtful consideration is with a needs analysis. As it relates to training and development, needs analysis is really an outcome analysiswhat do you want out of this training? Ask yourself, Whats going to change in my business or in the behavior or performance of my employees as a result of this training thats going to help my company? Be forewarned: This exercise requires you to take time to think it through and focus more on your processes than your products. As you go through this analysis, consider the strengths and weaknesses in your company and try to identify the deficiencies that, when corrected, represent a potential for upside gain in your business. Common areas for improvement in many companies is helping supervisors better manage for performance. Many people are promoted into managerial positions because theyre technically good at their jobs, but they arent trained as managers to help their subordinates achieve peak performance. Determining your training and development needs based on targeted results is only the beginning. The next step is to establish a learning dynamic for your company. In todays economy, if your business isnt learning, then youre going to fall behind. And a business learns as its people learn. Your employees are the ones that produce, refine, protect, deliver and manage your products or services every day, year in, year out. With the rapid pace and international reach of the 21st century marketplace, continu al learning is critical to your businesss continued success. To create a learning culture in your business, begin by clearly communicating your expectation that employees should take the steps necessary to hone their skills to stay on top of their professions or fields of work. Make sure you support their efforts in this area by supplying the resources they need to accomplish this goal. Second, communicate to your employees the specific training needs and targeted results youve established as a result of your needs analysis. Third, provide a sound introduction and orientation to your companys culture, including your learning culture, to any new employees you hire. This orientation should introduce employees to your company, and provide them with proper training in the successful procedures your companys developed and learned over time. Every successful training and development program also includes a component that addresses your current and future leadership needs. At its core, this component must provide for the systematic identification and development of your managers in terms of the leadership style that drives your business and makes it unique and profitable. Have you spent time thoughtfully examining the style of leadership thats most successful in your environment and that you want to promote? What steps are you taking to develop those important leadership traits in your people? Financial considerations related to training can be perplexing, but in most cases, the true budgetary impact depends on how well you manage the first three components (needs analysis, learning and leadership). If your training is targeted to specific business results, then youre more likely to be happy with what you spend on training. But if the training budget isnt related to specific outcomes, then money is more likely to be spent on courses that have no positive impact on the company. In many organizations, training budgets are solely a function of whether the company is enjoying an economic upswing or enduring a downturn. In good times, companies tend to spend money on training thats not significant to the organization, and in bad times, the pendulum swings to the other extreme and training is eliminated altogether. In any economic environment, the training expense should be determined by the targeted business results you want, not other budget-related factors. To help counter this tendency, sit down and assess your training and development needs once or twice a year to identify your needs and brainstorm how to achieve your desired results effectively and efficiently. Your employees are your principle business asset. Invest in them thoughtfully and strategically, and youll reap rewards that pay off now and for years to come. Beyond Training: Training and Development Training is generally defined as change in behavior yet, how many trainers and managers forget that, using the term training only as applicable to skills training? What about the human element? What about those very same people we want to train? What about their individual beliefs, backgrounds, ideas, needs and aspirations? In order to achieve long-term results through training, we must broaden our vision to include people development as part of our strategic planning. Although training covers a broad range of subjects under the three main categories (skills, attitude, knowledge), using the term training without linking it to development narrows our concept of the training function and leads us to failure. When we limit our thinking, we fall into the trap of: Classifying people into lots and categories Thinking of trainees as robots expected to perform a job function Dismissing the individual characteristics of people and the roles they play Focusing only on what needs to be done without adequately preparing the trainees involved to accept and internalize what is being taught. We are dealing with human thoughts, feelings and reactions which must be given equal attention than to the skill itself. We thus create a double-focus: people development and skills training. These two simultaneous objectives will give us the right balance and guide our actions to reach our goal. To clarify our training and development objectives, and identify our criteria for success, we must ask ourselves a few questions: Do we expect an automatic, faultless job performance? Does attitude count? Does goodwill count? Do loyalty and dedication count? Does goal-sharing count? Does motivation count? Do general knowledge and know-how count? Do people-skills count? Does an inquisitive mind count? Does initiative count? Does a learning attitude count? Does a sense of responsibility count? Do team efforts count? Do good work relations count? Does creative input count? Do we want employees to feel proud of their role and contribution? How can we expect such qualities and behavior if we consider and treat our personnel as skills performers? However, we could achieve the desired results if we address the personal development needs of the employees involved. When we plan for both training and development, we achieve a proper balance between the needs of the company and those of the trainees. The synergy created takes us to new levels, to a continuing trend of company growth. Our consideration of the people involved results in work motivation, goal-sharing, and a sense of partnership. Not only do the employee-trainees perform at the desired levels, but they offer to the company and its customers their hidden individual gifts and talents, and this reflects itself in the quality of service. Customers feel and recognize efficient performance, motivation and team-work. They become loyal customers. We can learn from the case of a small restaurant operator who had become desperate at the negligent attitude of his servers, resulting in customer complaints. He decided to seek professional expertise to help him replace his employees with motivated, trained people fresh out of a waiters training school. Following some probing questions it came to light that, besides hourly pay, he did not offer much to attract and retain loyal and dedicated employees. Through professional consultation, he came to realize that even if he paid higher wages to new trained employees, the problem would persist because employees want more than wages from their work place. They want: Organization and professional management Information regarding the business and its customers Recognition for their role in the companys success Acknowledgement of their individual capacities and contributions Positive discipline / fairness A say in the way the business is run. The restaurant operator realized that until then he had treated his employees as plate carriers and this is exactly how they had behaved and performed. He was ready to change his mode of operation: he diverted his focus to the needs of his employees, re-structured his organisation, planned new operational strategies, a human resources strategy, training and development guidelines, disciplinary rules and regulations. He communicated and shared these in a meeting with his employees and handed out the employee handbook prepared for that purpose. He also reminded them of their responsibilities towards the business, the customers, and themselves (taking charge of their own training, development, and work performance). They were more than pleased when he asked them to express their opinions, make comments and suggestions. He was surprised at the immediate transformation that took place. He began receiving excellent reviews from his customers, the employees worked as a team, their motivation sky-rocketed and he never had to replace them! All this was accomplished by extending the previous concept of training to that of training and people development. Training and Development represents a complete whole that triggers the mind, emotions and employees best work performance. It is not only business managers and owners who must do this shift in thinking, but Human Resources Directors and Training Managers (whose title should be Training and Development Managers). By their actions, they should offer a personal example, coaching and guiding all the people in an organisation to think beyond training and invest efforts in people: Professional development Personal development. Contrary to what some managers think, people do not quit a place of work as soon as they have grown personally and professionally through training and development programs at least they do not do so for a long while. They become loyal to their employer and help him/her grows business-wise, which offers them more opportunities. They chart their own course for career advancement within the broader framework of organizational growth. Do we not call employees our human resources asset? Whatever their positions, each expect to be treated as such; when they are, they give more than their physical presence at work. Training Evaluation Training Improving business performance is a journey, not a destination. Business performance rises and falls with the ebb and flow of human performances. HR professionals lead the search for ways to enhance the effectiveness of employees in their jobs today and prepare them for tomorrow. Over the years, training programmes have grown into corporate with these goals in mind. Training programmes should enhance performance and enrich the contributions of the workforce. The ultimate goal of training is to develop appropriate talent in the workforce internally. In India, training as an activity has been going on as a distinct field with its own roles, structures and budgets, but it is still young. This field is however; expanding fast but controversy seems to envelop any attempts to find benefits commensurate with the escalating costs of training. Training has made significant contributions to development of all kinds. Training is essential; doubts arise over its contribution in practice. Complaints are growing over its ineffectiveness and waste. The training apparatus and costs have multiplied but not its benefits. Dissatisfaction persists and is growing at the working level where the benefits of training should show up most clearly. This disillusionment shows in many ways reluctance to send the most promising people for training, inadequate use of personnel after training etc. With disillusionment mounting in the midst of expansion, training has entered a dangerous phase in its development. Training is neither a panacea for all ills nor is it a waste of time. What is required is an insight into what training can or cannot do and skill in designing and carrying out training effectively and economically. The searchlight of inquiry may make the task and challenges stand out too starkly, too simply. Using experience with training in India and other rapidly developing countries has this advantage at similar risk. The contribution that training can make to development is needed acutely and obviously. At the same time, the limited resources available in these countries make this contribution hard to come by. These lines are sharply drawn; on the one hand, no promise can be ignored; on the other, no waste is permissible. Much of the training provided today proceeds as if knowledge and action were directly related. This assumption is itself a striking illustration of the wide gulf that separates the two. On a continuum with personal maturation and growth at one end and improvement in performance of predetermined tasks at the other, education lies near the former, and training near the later. Focusing training on skill in action makes the task wide and complex. Training embraces an understanding of the complex processes by which various factors that make up a situation interact. For every training strategy, no matter which, the proper focus right from the very outset is on one or more people on-the-job-in-the-organization this whole amalgam. Wherever the focus moves during the training programme, the starting point becomes the focus again at the end. The difference lies in what people have learned that they now apply. That difference, in terms of more effective behavior is the measure of the efficacy of training. The training process is made up of three phases: Phase 1: Pre-training. This may also be called the preparation phase. The process starts with an understanding of the situation requiring more effective behavior. An organizations concerns before training lie mainly in four areas: Clarifying the precise objectives of training and the use the organization expects to make of the participants after training; selection of suitable participants; building favorable expectations and motivation in the participants prior to the training; and planning for any changes that improved task performance will require in addition to training. Phase 2: Training. During the course of the training, participants focus their attention on the new impressions that seem useful, stimulating and engaging. There is no guarantee that the participants will in fact learn what they have chosen. But the main purpose remains: participants explore in a training situation what interests them, and a training institutions basic task is to provide the necessary opportunities. Having explored, participants try out some new behavior. If they find the new behavior useful, they try it again, check it for effectiveness and satisfaction, try it repeatedly and improve it. Finally, they incorporate this new facet into their habitual behavior in the training situation. If they do not find it useful, they discard it, try some variant, or discontinue learning in this direction. The intricate process of selection and testing is continuous and more or less conscious. It is important that work organizations meanwhile prepare the conditions for improved performance by their participants upon their return. Phase 3: Post-training. This may be called the follow up phase. When, training per se concludes, the situation changes. When the participants return back to work from the training, a process of adjustment begins for everyone involved. The newly learned skills undergo modification to fit the work situation. Participants may find their organizations offering encouragement to use the training and also support for continuing contact with the training institution. On the other hand, they may step into a quagmire of negativity. More effective behavior of people on the job in the organization is the primary objective of the training process as a whole. In the simplest training process, improvement is a dependent variable, and participants and organizations independent variables. The training process has the following major objectives: Improvement in Performance Training will be an important aid to managers for developing themselves as well as their subordinates. It is not a substitute for development on the job, which comes from doing, experiencing, observing, giving and receiving feedback and coaching. Research has shown that 80% of a persons development takes place on the job. However, training can contribute the vital 20% that makes the difference. Training can bring about an improvement in a persons: Knowledge Skills Attitude Thereby raising his potential to perform better on the job. Growth Training is also directed towards developing people for higher levels of responsibility thereby reducing the need for recruiting people from outside. This would have the effect of improving the morale of the existing employees. Organizational Effectiveness In company training provides a means for bringing about organizational development. It can be used for strengthening values, building teams, improving inter-group relations and quality of work life. The ultimate objective of training in the long run is to improve the companys performance through people performing better. Benefits of Training Evaluation Evaluation has three main purposes: Feedback to help trainers understand the extent to which objectives are being met and the effectiveness of particular learning activities as an aid to continuous improvement Control to make sure training policy and practice are aligned with organizational goals and delivering cost-effective solutions to organizational issues Intervention to raise awareness of key issues such as pre-course and post-course briefing and the selection of delegates Evaluation is itself a learning process. Training which has been planned and delivered is reflected on. Views on how to do it better are formulated and tested .The outcome may be to: Abandon the training Redesign the training new sequence, new methods, new content, new trainer Redesign the preparation/pre-work new briefing material, new pre-course work Rethink the timing of the training earlier or later in peoples career, earlier or later in the training programme, earlier or later in the company calendar Leave well alone The following are the clear benefits of evaluation: Improved quality of training activities Improved