Saturday, August 31, 2019

P.I.E.S

This is where a life is forming growing bigger and bigger every day. At 4 weeks, the baby's spinal cord, the formation of arms and legs are beginning to develop. At this stage, the little life form is now an embryo. By 8 weeks, all major organs and external limbs would be developing, continuing to grow in size, also the eyes. The baby's heart begins to beat with a regular rhythm and the determined sex organs begin to develop. This Is when the fetus begins to look more like a human but only reaching roughly an Inch long In size. Also, the umbilical cord has become more visible.By 12 weeks, the baby's nerves and muscles begin to work with catheter which can be shown but the baby making a fist. Also at 12 weeks, you are able to fled out whether your baby Is a girl or a boy as the external sex organs become visible. The baby's eyes will have eyelids that have recently developed which will then cover the eyes to protect them from other fluids until later on in the pregnancy when they will be able to control the movement of their eyes. By muscles, tissue and skin starts to form, giving an even more defined human shape.Although the skin is now being developed, at this stage, the skin is quite transparent. Intellectual and Emotional – The intellectual part of pregnancy is very important to the Mother's mental preparation for birth. This would be anything from buying your baby's first clothes and necessities to decorating the nursery. Things like this keep the mother's mind from worrying about things such as whether her baby will have any Issues, or If she would have any Issues Glenn birth. The mother will also need a lot of love and support during pregnancy because her hormonal changes will make her very emotional.Pregnancy can mentally affect the mother especially if she is one to worry, mainly because of the changes that are going on with her body. For the baby, the intellectual stage is when the brain is fully developed and it is said that by his stage, the b aby is actually able to dream. Birth and Infancy: P. I. E. S Physical – Between birth and the age of 3, babies begin to develop different strengths and skills. This is from learning basic strengths like rolling, then crawling then standing to walking then running, to learning to talk and sing.Muscle development in a baby starts from the head down. This is why they go from lifting their head the running. The first control a baby will learn will be control of their neck. Intellectual – Straight from birth, babies are already beginning to communicate and Interact with other people especially adults. This can be from crying to clenching their fists around a finger. Also, as the baby Is Intellectually developing, they are being able to express their needs and emotions using gestures.As the baby develops into infancy, they are how to use their emotions properly like crying if they are hurt or not getting what they want, and laughing and smiling when they are happy or find so mething funny. Emotional – At birth, the only emotion that a baby has is the ability to cry. They don't understand emotions yet until they further develop. When a baby is born, they need a lot of love and care. This is extremely important, because it ensures that the baby feels safe and secure. This is vital for the baby to grow up feeling comfortable and safe in their home and in their family.By about the age of 1-3 they learn how to smile and laugh which lets them express their emotions when they are happy. They learn different emotions and express them in ways that they understand such as pulling tantrums or laughing at something funny. By the age of 3, an infant should pretty much know all emotions and when they know which emotions are relevant to different situations. Social – From 0-3, the only social development will be speech and sutures with close individuals especially the parents and other family members.This actually builds their self esteem and confidence which is very important because it creates good social skills for their future social interaction with others. Getting to the age of 2-3, the infant becomes more aware of other people like strangers on a bus; they will wave or say hello to other individuals, sometimes even animals. This improves their social skills because by the age of 3, the infant may even have friends. Usually this will be from cousins; to maybe other infants they regularly see such as neighbors or other infants at playgroups. Childhood: P. I. E.S Physical – At this stage, children will enjoy the fact that they can walk and run, and they will learn how to dance, climb, ride bikes (with stabilizers to Just two wheels), how to swing, and possibly swim. This is very exciting for them because they are able to discover different activities and are able to have fun and express individual activities that they may enjoy as a regular hobby; such as football, swimming, riding, racing etc†¦ At this stage, it is important that children are supervised with everything they do because it teaches them how to be safe with what they do for themselves ND others around them.From birth to the age of 3, a child grows quite fast, at the childhood stage, the child's growth slows down but they can have growth spurts height wise. Intellectual – This stage is the most important stage for the development of the brain and mind. Especially educationally. At this stage, children will become a lot more interested in pretty much everything. They will be prone to asking loads of questions about anything from what they have seen or how they feel. They are most likely to be a lot more interested in their environment, their society and different cultures.They express this by the interest in costumes and they like to do performances. Also at this stage, they will be going through primary solicitation and secondary solicitation so they will be learning many different things every day. They will also pay more attention to where they live. Emotional – In the childhood stage, children are learning to deal with other individuals feelings as well as theirs. They also learn new skills and how to behave well such as learning manners. They learn how to deal with their own emotions especially when they are interacting with others especially other children.Children will start forming bonds with other children who can even become life long friends; they learn how to respect others, and they also learn how to connect with other children similar to them. Social – During childhood, developing long term social relationships whereas others are better at keeping close friends only for a short time. The most important part of solicitation in this stage is that children learn the importance of good relationships and friends. Adolescence: Physical – This is one of the most changing life stages. At this stage, teenagers will become Men and Woman.Their body will be going through many cha nges; this is called puberty. Boys; for boys, puberty consists of the breaking of their voice (their voice becomes deeper) due to the ‘dropping of their testicles. They begin to grow a lot faster in height, and baby fat begins to disappear or turn into muscle. They begin to grow facial hair and hair in intimate areas and the armpits. This is all due to the production of testosterone. Girls; for girls, puberty consists of the formation of the breasts, menstrual periods; preparing them for motherhood, they begin to grow bodily hair and hair on intimate areas.This is all due to the production of estrogen. Intellectual – At this stage, teenagers are able to imagine different experiences that they may not have seen or done before. Also, they begin to imagine their future and would have a better idea of what they want to achieve in their future. They become more alike adults in terms of dealing with problems. Also in this stage, teenagers will be looking at their first Job ev en if it is Just a small part time Job, it prepares them for future bigger work opportunities and also gives them experience and responsibility.Emotional – At this stage teenagers are experiencing hormonal changes; meaning hat their emotions can be off balance causing mood swings and aggression in some cases. This could be difficult for family and friends, and can have an affect on the opposite sex such as pressure on relationships and friendships. At this stage feeling masculine is very important towards a guys self esteem and confidence. You wont often see them cry, and they may tend to show off inferno of their fellow friends. This makes them feel more superior and dominant. For a woman, they like to feel wanted and sexy.They will wear clothing that shows more skin and will show off their curves. Like men, this is important to the development of self esteem and self- confidence. Teenagers will have created long term relationships as friends and some maybe a long term girlf riend or boyfriend; their emotions will be much stronger and will become more attached to others around the same age. They become a lot more emotionally attached to people and stronger bonds are formed. During adolescence, teenagers will be most likely to experience love for the first time; some more than once, some actually find their soul mate.Social – Teenagers become a lot more independent so they begin to not rely on their family as much and tend to rely a lot ore on their friends or their peer group for support and advice. This can put pressure on their family and friends. Teenagers desire the need to belong to a group. They will express this through what they wear and their interests/hobbies. A main part of this stage is experiencing their sexuality. This is when they start experiencing sexual contact, and different relationships.At this stage, some teenagers can become confused with their sexuality and may want to experience relationships and sexual experiences with t he same sex. Adulthood: P. I. E. S During this stage, adults may progress to the need of glasses for reading and/or rating, due to changes in sight. They may also experience difficulties in their hearing leading to the need of hearing aids. Another change would be change in hair color (grey) and sometimes even loss of hair; mostly occurring in men. This is the stage where growth stops and your body processes begin to slow down and become more relaxed.By the age of 45-55, women are most likely to experience menopause which is when their periods stop and they lose the ability to have children. Intellectual – At this stage, adults are more likely to be in a stable Job. The older adults will have earned a lot from previous experiences which will give them skills and benefit them in future opportunities. The older adults are also a lot more wiser, and will know what is best to do in situations and will know what is best for younger individuals. Emotional – During this life stage, adults go through many emotions mainly to do with relationships and their career.They will feel a lot more stress due to work and also to do with pressure of having a partner or not having one. Also, this is the life stage when families are beginning to be created; couples are deciding to have children, some even have their first grandchildren. Also during this life strange, relationships with family members improve and adults feel closer to their parents than ever before; either because they realize that family are the ones who are actually always there for them and/or because they have a family of their own and understands how it must have felt.Social – The younger adults gain more sexual experience, some of them; it will be their partner who they feel they will have a future with. As years have past, it has become more regular that adults are having children younger and younger. With the older adults, partnership and marriage comes more into light which becomes very important to adults self. It becomes a key aspect of their social life; it is important to have a stable social life at this age because it builds your self esteem and confidence which are key skills for employment.Employment; it is key to be in paid employment at this stage, because at this stage, adults have a lot more responsibility for themselves and need to be reliant on themselves rather than their parents. This is key for building their own future and is important for their social life. Older 65+: P. I. E. S Physical – At this stage, older adults become a lot more weaker and less able or national. Everything they do (what they can do) takes a lot longer to do than what it would an adult. This can be from difficulty breathing, their bodies become weaker such as their bones, muscles, organs etc†¦ Hey become a lot less mobile. At this stage, older adults are more prone to illnesses and can develop conditions such as arthritis. Also, visually, you change, you produce rankles, skin spots and other visual signs of aging. Intellectual – At this stage, mental ability decreases; older adults forget things, are not able to solve problems or cope with them as well and will have many difficulties. On the other hand, older adults who are more healthy and enjoy their exercise are more able to keep their mental abilities and their knowledge can carry on developing.At this stage, they will be at most wise and this can still increase. At this age, older adults will have had their whole life as experience and will have many memories which adds to their knowledge about anything. An example would be someone who may have experienced an historic event such as a war. Future older adult will be useful. Emotional – The main thing emotionally at this stage is mentally staying strong through the sense of old age and any problems that may or eave occurred. At this age, older adults are likely to lose their confidence and self esteem because of the way th ey are treated.Individuals of this age who have a family especially if it is a large family, they are more likely to keep their self esteem and confidence because they will receive comfort, support, stability and encouragement; strong bonds with grandchildren are common and give the older adults a sense of being young again, also older adults like to see themselves as role models for their grandchildren. Social – Older adults lives vary. At this stage, older adults are more likely to to be retired.This is a good way to socialize and make friends especially if they are in retirement homes or go to activities or centers based for their age. Having a family is important because a family provides emotional and practical support through anything that happens such as health problems or if they Just need support for something such as work or decisions. Health problems can have a strong effect on an older adults social life and they could end up feeling isolated from society; which i s why family and friends are important at this stage. An older adults norms and beliefs will also become more important to them.

Friday, August 30, 2019

Gangs and Gang Culture Essay

Casper Walsh is a journalist and author including the sixties Gangster story. His childhood was surrounded by crime and violence. He has been involved with the British prison system since he was 12 years old, as a visitor when his father was in prison, an inmate and now a rehabilitated drug user and creative writing workshop facilitator. The Guardian is a British national daily Newspaper that identifies with centre liberal nationalism and its readership is generally on the mainstream left of British political opinion. It is and readership is mainly white middle class people and its headquarters are in Manchester. This text portrays the picture about the media perception of gangs in our society. According to the author the term gang is usually associated with crime and violence by the media which has made not only youth male, but also working class individuals victims of media stereotyping. He is trying to point out the fact that the media is actually painting a bad picture and only covers the bad side of the gangs. He is also trying to attack the press and convince the reader that gangs are not all that bad and they are necessary in the process of growing up. The text is meant to show that there is nothing new or that scary about gangs, and that youths in every generation will always risk being bad. As a reader of this text I think that the media likes the idea of talking or writing about things that attract the attention of news readers. This makes it difficult sometimes to have a balanced opinion on this particular issue. Stories of this nature such as the negative side of gangsters attract a lot of attention from the readers so media tend to exaggerate when reporting and in this present day people respond to the media views. In this text the writer makes use of stylistic features such as â€Å"irony and paradox. In paragraph 1 there is of an ironical statement when he refers to â€Å"the non-existent good old days† by this he means that every generation has always had some youth behaving differently. In other words society seems to think that youth behaviour in the present time is worse than the one from the past which is not always the case. The fact of the matter is that every generation has always had its fair share of youth trouble. There is also an example of a paradox as stylistic feature in paragraph 1 where the writer talks about â€Å" rooftop shouting and table banging about the breakdown of teenage society†. He thinks that the media is creating a moral panic by portraying youth behaviour as big crisis out of control. For example the media will talk about dysfunctional families, as the cause of crime and violence in our society. But it is true that not every criminal comes from a dysfunctional family although some do. In my opinion I think the use of figures of speech is necessary for the writer to be able to deliver his message in a way that is not offensive to the reader. The fact that he is writing to particular class of people, it is important that the author communicates to them in a language they will understand. I find the word â€Å"Dim view† used by the writer in paragraph 1 inappropriate since what is dim to one person will not necessarily be dim to another. This text portrays the writer`s personal opinion of the media when covering gang related issues in our society. The writer puts all the blame on the press and doesn’t at any one time show that there are bad gangs who do horrible things. The sense of passage would change if the point of view was varied. I find the writer`s opinion not balanced because it only talks about his side of the story. There is some truth in what the media covers on gang related issues. We live in a free and fair society where most people have a choice about decisions that affect their lives. This applies to youth in our society having a choice of whether to join a gang or not without affecting their livelihood. It is not infact a necessity to join a gang in order for you find your identity as a person. People can choose alternative routes to gangs by joining activities such a social sports club, a church and still find themselves. The author only talks about male and youth yet at present we have female gangs and not everybody in gangs is necessary youth. Gangs have lords who are old mature people who actually run and use the youth to do the dirty work for them. The author is writing based on his own experiences and encounters and another person who had a normal life cannot look at gangs the same way. Looking at the facts of this text it is clearly stated that the writer comes from a gang and criminal back ground. My research about the writer found that not only himself but also his father was in jail for sometimes and as a result of this the author was influenced to work with offenders in and out of prison. In the light of this the author will have biased views on this matter to support his background and the people he stands for. The fact that the author is addressing the media which is made mainly with middle class people such as journalists , he makes use of the Guardian newspaper to conveys his message accordingly. Perhaps the author`s text would have changed in terms of tone and balanced view if he had used a different category of paper. I think he would have done some research and would have been able to find evidence to support his arguments. In addition to this he might have used a simple way of writing his text to put his message across.

Thursday, August 29, 2019

Ben & Jerrys Company Analysis - Short Essay Example for Free

Ben & Jerry’s Company Analysis – Short Essay Companies like Ben & Jerry’s could definitely be affected by high inflation because of the consumer spending. When the consumers are forced to pay higher prices for products or services that are a necessity, they cut back on products or services that are a luxury. Luxuries that are not a necessity to live like gasoline for vehicles or gas to heat homes or even food will not be bought. Any company that sells a luxury item that is not a necessity to live can be affected by high inflation. With inflation, the price of everything goes up. With that said, the price for companies to buy supplies goes up, meaning that in order to cover their overhead, they will need to find a way to make that money back which could mean layoffs or raising the price of their goods or products. In a recession, companies like Ben & Jerry’s could also face the possibility of being negatively affected because of the demand of consumers. Very much like inflation, recession has the same effect; the consumers do not want to spend their money on luxury items. With the recession, there are more people unemployed who are just barely getting by, therefore, will refuse to spend any money on something that does not decide whether they have a home or not, which includes a luxury item like ice cream. Ben & Jerry’s could also be affected because of their stock prices. During a recession, the price of stock usually declines. So, their revenue would be affected as well as their stock, which would result in bad overall performance of the company. Speaking from personal experience, any luxury item that I absolutely do not need, I do not buy. I simply cannot put myself in a position to not pay a bill because I want to â€Å"treat† myself. With all this said, Ben & Jerry’s provides a reasonably priced luxury item that I would consider a â€Å"feel-good† luxury item. Everyone loves ice cream, young and old. Consumers still need to have a quality of life with the changing economic conditions and if buying an affordable luxury item gives them that, they are going to splurge and buy it. Unlike other luxury items, such as getting clothing and spa appointments, the consumer still gets to feel good and not go broke. Ben & Jerry’s makes a one of a kind product, their flavored ice cream, which makes it an easy buying decision for the consumer. The text book also explains that McDonald’s is not hit as sensitive to the economic conditions for the same reason. Their food is reasonably priced and the consumer still gets to feel like they are â€Å"treating† themselves to restaurant food without breaking the bank. Ben & Jerry’s has social, product and economic condition missions that make them popular in their industry. Not only do they care about making a profit, but they care about their people, environment and planet. They have mission statements for each of these and they follow through. As a consumer, I would rather buy my luxury item from a company that cares about something other than making a buck like their competitors. They make their ice cream to support causes like the recent Imagine Whirled Peace flavor that hosted a competition and donated money to them to support their peace cause. They also have a foundation that gives grants to non-profit organizations that are working for progressive social change. They hold fund-raisers and rally days. They provide hope, awareness and celebration. They also use naturally and humanly produced ingredients as part of one of their missions as well, which is something that would usually increase the price of any products, but with this company, it is just part of their offering. All in all, they provide more than just ice cream to the consumers which makes them less vulnerable to the economic shocks. Ben & Jerry’s Company Analysis – Short. (2017, Jan 20).

Wednesday, August 28, 2019

How does the reward scheme system implemented by organisations help to Dissertation

How does the reward scheme system implemented by organisations help to increase the sales profit - Dissertation Example These are all ascertained within the UK and HK contexts, respectively. Design/methodology/approach. The study is a quantitative research, which takes on a descriptive-correlational research design. Using a purposive sample of UK and HK patrons of Tesco and ParknShop, the research made use of a survey questionnaire to gather primary data and address the objectives of the study. The responses were encoded onto the Statistical Package for the Social Sciences (SPSS) version 17.0 for statistical analysis. Findings. The study found that satisfaction with the loyalty scheme is significantly correlated with the frequency of shopping at the retail entity for both UK and HK samples. Moreover, satisfaction with the loyalty scheme is significantly correlated with frequency of using the loyalty scheme card for both UK and HK samples. The Chi-square tests suggest that for UK and HK patrons, there is an apparent judgment on customer loyalty as contributed by loyalty schemes, and this is primarily p ositive. These suggest that both UK and HK customers have a relatively positive attitude towards the value and contribution of loyalty schemes in building customer loyalty. Loyalty schemes are significantly correlated with frequency of recommending the loyalty scheme card to friends and family for both samples. The outcomes indicate that there seems to be a relationship between beliefs and loyalty behaviours for UK and HK patrons. ... Such loyalty schemes should be further investigated in terms of their effectiveness in maximising value for their patrons and profitability. Tesco and ParknShop should make a continual effort to instill stronger engagement from its clients to enhance their customer value proposition at the least possible expense. There are other relationship marketing programmes which may serve a similar purpose such as discount coupons, personalised offers, credit cards for the retail institution, among others. Keywords: Customer loyalty in retail, retail marketing, customer loyalty, Tesco, ParknShop Chapter 1 Introduction 1.1 Introduction Technology’s overarching aim is to enhance organisational performance (Jackson 2005). One technological means of increasing customer retention is through effectual loyalty schemes (Raman, Wittmann, and Rauseo, 2006), which may assist the enterprise in transforming cold data into warm, personalised relationships. Over the long haul, this dovetailed use of lo yalty schemes may lead to a sharp understanding of customers – their profile, needs, and wants – towards enhancing their sense of loyalty to the products and services of the organisation (Oliver 1997; Shimp 2003). Loyalty schemes may entail or incur considerable cost from the organisation; however, it may also significantly reduce the advertising cost that is necessary for attracting new patrons. Some critics contend that it may loyalty schemes may no longer beneficial in improving organisational performance (Reichheld, Markey, and Hopton 2000),. In particular, loyalty schemes have been widely use by grocery, travel and retail sectors, including the Tesco Clubcard, Boots Advantage Card and the Nectar Card within the specific context of the UK. There are several reasons

Tuesday, August 27, 2019

Do HR policies enhance employee productivity and hence should be used Essay

Do HR policies enhance employee productivity and hence should be used as a business strategy to achieve a cost advantages - Essay Example agers [2 from large manufacturing organization, 1 from small-medium size telecom organization, 1 each from small size finance and small size service organizations], revealed that the HR managers were involved with routine functions like administration, documentation, training and development and conflict management. Further, the strategic roles and its attributes were presented as the ability to foresee future and assess the changing business needs and environments and to plan for them. The main survey includes questions developed on the basis of the findings of the preliminary survey and the literature review. The main research included administering a questionnaire to fifty HR managers [20 from manufacturing with 15 large organizations and 5 Small-Medium; 10 from large telecom organization; 10 each from small finance and service organizations] from 15 organizations. - The larger firms have HR managers who are more involved in the organizational process and in addition to the administrative duties also provide guidance in policy development and assessing the future HR needs. - There is also a difference in the role of the HR managers across different sectors. Manufacturing organizations give more autonomy, and their HR managers are more involved in decision-making, and provide more strategy related support. Training and development activities take up a major part of all HR managers’ time. General Management is the management of the organizational resources and processes in a manner that positive gins could be attained out of the enterprise. General Management therefore comprises of activities like planning, organizing, motivating, controlling, leading and conflict managing. With the onset of the industrialization, the realm of General Management expanded to include activities like process managements and technology management (Kroon 2005). Further, propelled by the various researchers and academics, the management thought evolved to make the human resources

Monday, August 26, 2019

Radio Broadcasting industry Research Paper Example | Topics and Well Written Essays - 1250 words

Radio Broadcasting industry - Research Paper Example iHeartMedia Inc., which is the main competitor for Cumulus Media Inc., focuses on radio broadcasting while owning over eight hundred and fifty full power AM and FM stations in the US, which makes it the biggest owner of radio stations. Furthermore, the company has leased two channels on the Sirius and XM satellite radio while expanding its online presence via the iHeartRadio platform and specializing in outdoor advertising via its subsidiary, the Clear Channel Outdoor Holdings Inc. The tag, clear channel, originated from AM broadcasting and referred to a channel whereby only a single station transmits. In US, clear channel stations boast of exclusive rights to the frequencies their possess in a huge part of the continent during the night time when AM signals can travel further as a result of skywave. The new title of the company is designed to symbolize its rising digital business. At the beginning of 2014, the company announced that it was fostering a marketing partnership with SFX Entertainment, which was to enable the two companies to collaborate as far as electronic dance music content is concerned. This content is designed for its terrestrial and digital radio outlets such as Beatport top twenty countdown, a countrywide talent show as well as an original live music series that is comprised of two concerts. This partnership is supposed to expand on the EDM-oriented outlets of the iHeartMedia, additionally; the company’s staffs believe that the agreement would be instrumental in the provision of a higher degree of national exposure to the present and upcoming EDM artists. Another company that competes with Cumulus Media Inc is Sirius XM Holdings that provides two satellite radio services that operate in the US; XM Satellite and Sirius Satellite Radio. It further has a subsidiary in Canada referred to as Sirius XM Canada that provides Sirius and XM

History Essay Example | Topics and Well Written Essays - 750 words - 49

History - Essay Example On the other hand, Marcus Garvey was more directed at leading the Black population towards a purification of their race and culture through instilling and inculcating Black Nationalism among the Black population (Tindall & Shi 1092-1101). This explains why Garveyism instituted the Universal Negro Improvement Association (UNIA) that was directed at establishing a diplomatic existence in every nation, so as to make sure that the interests of the Africans were catered for and their lives improved (Tindall & Shi 1110-1112). On the other hand, there is a great difference in the philosophies of the two leaders since unlike Garvey; Du Bois developed the National Association for the Advancement of Colored People (NAACP) among other founders, whose major role was to make sure that the Blacks enjoyed the same political, social, educational and economic rights with the Whites. NAACP simply wanted to eliminate racial discrimination (Tindall & Shi 1112- 1114). From the efforts of Garvey and Du Bois, the Blacks got their freedom n general and even enjoyed equal rights as equals to the Whites. The national environment did not support the creation and success of the UNIA and the NAACP as there was constant rebellion and resistance that saw environmental destruction such as uprooting plants (Tindall & Shi1113-1116). In conclusion, Garvey and Du Bois were instrumental in elimination the discrimination of the Blacks. The struggle for nationalism saw to the unity and emancipation of the colored people from the bondage of inequalities and racism imposed on them by the Whites. The contributions of the UNIA and the NAACP were also extremely useful in the fight for equality among the Blacks. With the wake of the Great Depression, there was need to institute programs that would help save the country from more destruction. It is this fact that led to

Sunday, August 25, 2019

Discussion on Modes of Arguments Research Paper

Discussion on Modes of Arguments - Research Paper Example He seems to be of the opinion that Native Americans deserve the positions and the American economy would survive and even improve without immigrants. But when we read the topic further, it seems something different from where it was started. He seems to argue over the low wage rate in his writing. He argued that since the Americans after graduating do not indulge themselves in learning technical skills, they are not able to contribute to the technical fields. They are also not able to earn high for that very reason. The argument seems too vaguely discussed that one may relate his assertions to America’s incapability of taking on management and technical roles. Does the author argue on having immigrants at higher level managerial roles then? Certainly not! The author seems to support America’s capability of providing low skilled labor insufficient supply to meet the demands. The argument posed a bit negative and was not formulated carefully. Chiswick supports his claim f or the eradication of immigrants by referring to students, housewives and the retired population of America, who would gladly take on the roles requiring low-skills to meet their needs. The author intentionally pointed towards housewives and students to rise up an emotional appeal for the rights and needs of these weak, sensitive and apparently dependent groups. This is an excellent example of a ‘pathos’ element of writing used in the content under discussion. He further states that there is a concentration of low-skilled workers in America due to legal and illegal immigration. The supply of low-skilled labor is more than its demand which results in lowering of the wage rates. He used the case of a farmer to evidence the needlessness of immigrants. He uses the logos element by reasoning that using machines and the latest technologies, the costs can be reduced and efficiency improved in almost every field. The apparently logical and practical reason, however, seems flawe d as the machinery, latest technologies and its use require much more capital investment that could be afforded by farmers, small-scale businesses and sole- proprietors etc. In the last paragraph, the author seems to persuade the American nation by putting forward emotional arguments. He uses ethos to some extent by using proper tone, developing a sense of unity and motivating the Americans by identifying their strengths. In my opinion, the author has not developed a sound case. This writing starts from one direction and ends on another making the topic and discussion confusing. The writer is not able to maintain harmony throughout his writing. The absurdity of his reasoning is apparent in the last few paragraphs where he offers the reduction in changing of sheets and towels. The American economy does not need low-skilled workers for changing sheets and towels only. Reducing consumption or changing patterns would not only reduce the quality of services provided by hotels, restaurant s and other businesses but would also threaten the existence of many businesses.  Ã‚  

Saturday, August 24, 2019

Compare shopping online with traditional shopping Essay

Compare shopping online with traditional shopping - Essay Example s to wider range of customers, convenience and pace in the experience of shopping at the cost of lack of physical touch of the products being purchased, alongside the incremental rates of credit card frauds and identity thefts. Traditional shopping compelled the customers to make endless trips to the stores to choose their most preferred products; such trips usually involved wastage of time in terms of commuting, waiting in lines etc. On the contrary, online shopping does not involve any commuting since the customer has the facility of making the desired purchase from the vicinity of his choice. This results in lesser wastage of any time and enables the user to choose a product from a wide range of categories under one platform. E-commerce Marketing and Optimization (2006) stated that the selection of the products can be done by means of a methodical approach of browsing in different categories; however the lack of touch and physical viewing of the objects by the customer might become an unpleasant surprise at delivery time. The trip to the retail stores makes the customer see the texture, different features of the objects in a more detailed manner rather than merely reading such information at a website. Retail stores only provide service to a certain range of customers that might be limited to a specific region and location, whereas online stores provide products and services to customer on a global level; such global access enables developing countries to attain the same quality of products that might be utilized by developed countries. One of the major issues in the increasing acceptance of online shopping is the rising rate of the credit card frauds and identity thefts. Srivastava, Kundu, Sural and Majumdar (2008) quoted research findings regarding the increasing losses to customers and organizations due to the occurrence of credit card frauds; $2.7 billion were recorded for the year 2005 while $3.0 billion in the year 2006. Credit card frauds and identity

Friday, August 23, 2019

Symbolic Representation Paper Term Example | Topics and Well Written Essays - 1000 words

Symbolic Representation - Term Paper Example Regards to Hesse-Biber (2007). In the American society, necklaces have been an important part of jewelry, which can be traced back to the ancient times of civilizations. Apart from beauty, just presenting or wearing jewelry has a lot of social, economic, religious and political implications in the American society. In the earlier years it was used to show existence of connection with a particular class of people. Jewelry has been used in many cultural rites that people pass through. Metal and cloth arts have significantly expanded variety of jewelry that are available to people. String and twine have facilitated the making of smaller and durable necklaces. Since human beings discovered the art melting and casting of metals into different shapes, silver, copper, gold and other metals have been used to model magnificent necklaces for both women and men (Hesse-Biber, 2007),Recent technologies such as glassblowing and gemcutting have permitted highly polished and faceted gemstones as wel l as beautiful art glass that are usually added to pieces. Currently, there are numerous brands of new metals that are available for making of necklaces that could not be used in the earlier years as they could not be properly melted, for example, titanium and stainless steel. Electroplating has also come in handy in ensuring that people can at least own gold and laser etching and miniaturization have enabled modeling of very fine and detailed insignias with the elements of an individual necklace. In the American society, women have been enhancing their mode of dressing with pendants and beads. Necklaces are a treasure for Native Americans as they contain substantial amount of jewelry. It is common to see on the US streets women having different types of necklaces that range from beads to metal ornaments or objects made of wood for purposes of aesthetic beauty. Necklaces are known to be part and parcel of ceremonies in the American society. For example, contemporary Americans have i ntegrated precious metal ornaments such as necklaces into about all their ceremonies. In the earlier years, pendants and beads made of naturally available materials were commonly used in ritual ceremonies due to the esteem of Native Americans placed upon metals and other precious metals. In contemporary times, ceremonies and celebrations are some of the occasions that women showcase their jewelry in form of necklaces. This demonstrates that Americans go at greater lengths that involve huge sums of money to buy jewelry to enhance their personal accessories and appearance. Stemming from the earlier times, the Native American dances were mostly accompanied by dishing out ornaments to fans, and to date beads and other precious metal ornaments have formed part and parcel of the American ceremonies (NativeTech: Native American Technology and Art, 2012). Ceremonies such as marriages have continued to witness the use of ornamentation such as necklaces that are offered as present to the newl y wed people. As is the norm, many women have an addiction for pretty things, hence have a lot of appetite for impractical decorations and it happens that jewelry has been on their side to satisfy the need. Since jewelry is very expensive, giving out a jewel such as a necklace to a lady in the American s

Thursday, August 22, 2019

Nutrition - Obesity Essay Example for Free

Nutrition Obesity Essay Objective: To assess the association between the consumption of fast food (FF) and body mass index (BMI) of teenagers in a large UK birth cohort. Methods: A structural equation modelling (SEM) approach was chosen to allow direct statistical testing of a theoretical model. SEM is a combination of confirmatory factor and path analysis, which allows for the inclusion of latent (unmeasured) variables. This approach was used to build two models: the effect of FF outlet visits and food choices and the effect of FF exposure on consumption and BMI. Results: A total of 3620 participants had data for height and weight from the age 13 clinic and the frequency of FF outlet visits, and so were included in these analyses. This SEM model of food choices showed that increased frequency of eating at FF outlets is positively associated with higher consumption of unhealthy foods (b ? 0. 29, Po0. 001) and negatively associated with the consumption of healthy foods (b ? A1. 02, Po0. 001). The SEM model of FF exposure and BMI showed that higher exposure to FF increases the frequency of visits to FF outlets (b ? 0. 61, Po0.001), which is associated with higher body mass index standard deviation score (BMISDS; b ? 0. 08, Po0. 001). Deprivation was the largest contributing variable to the exposure (b ? 9. 2, Po0. 001). Conclusions: The teenagers who ate at FF restaurants consumed more unhealthy foods and were more likely to have higher BMISDS than those teenagers who did not eat frequently at FF restaurants. Teenagers who were exposed to more takeaway foods at home ate more frequently at FF restaurants and eating at FF restaurants was also associated with lower intakes of vegetables and raw fruit in this cohort. International Journal of Obesity (2011) 35, 1325–1330; doi:10. 1038/ijo. 2011. 120; published online 28 June 2011 Keywords: fast food; overweight; ALSPAC Introduction Childhood obesity prevalence have risen dramatically in the last 30 years in the Western world with the most recent figures for England and Wales show that 17% of boys and 16% of girls are obese. 1 An increase in the availability of calorie dense foods is implicated as one of the factors in the aetiology of the obesity epidemic. Fast food (FF) is one section of the food market that has grown steadily over the last few decades and it was worth d8. 9 billion in the United Kingdom in 2005. 2 FF is typically quick, convenient, cheap and Correspondence: Dr LK Fraser, School of Geography, University of Leeds, University road, Leeds LS2 9JT, UK. E-mail: l. k. [emailprotected] ac. uk Received 6 February 2011; revised 21 April 2011; accepted 12 May 2011; published online 28 June 2011 uniform in its production,3 but FF is often high in saturated fats, energy dense and has low micronutrient content. 4–9 Studies from the United States of America have shown that children who consume FF (when compared with children who do not eat FF) have higher energy intake and higher fat intakes9,10 as well as lower vegetable and milk intake. 10,11 Therefore, the consumption of such foods could possibly result in a positive energy balance; and hence, weight gain. There is some evidence from longitudinal studies in the United States of America that consuming FF as a teenager can result in weight gain in both early12 and middle adulthood. 13 FF is often marketed to children and adolescents through television, internet and movie advertising,14–17 with brand recognition being present from an early age. 18 The addition of toys as gifts with FF meals also attracts children. There is growing body of literature that has assessed the location of FF outlets and has found that areas of higher deprivation Fast food and body mass index LK Fraser et al 1326 have more FF outlets19–21 and that FF outlets are often located close to schools. 22–24 The majority of research to date has been undertaken in the United States of America, but a study that analysed the fat content of a FF meal in McDonald’s and Kentucky Fried Chicken outlets in 35 countries showed that the amount of fat varied considerably between countries, within the same FF outlet. 25 This means that results from studies in the United States of America may not be generalisable to other countries. This study aims to assess the cross-sectional association between the consumption of FF and the body mass index (BMI) of teenagers in a large UK birth cohort. Methods The data for this study were obtained from the Avon Longitudinal Study of Parents and Children (ALSPAC),26 which is a birth cohort study where pregnant mothers who lived in the old Avon County in the United Kingdom (the Bristol region) were recruited in the early 1990s. A total of 14 541 mothers completed recruitment. Because of retrospective recruitment the total sample size was 15 224 fetuses and 14 610 live births. This paper presents data on the teenagers who attended the year 13 clinic and completed the year 13 questionnaire. Variables The food frequency data were collected from the questionnaires completed by mother (or carer) and separate questionnaires completed by the teenagers themselves at age 13 years. The data used from the carer questionnaire (collected at the same time point) referred to the questions ‘How often does s/he eat in a FF restaurant? The responses to this question were collected as never/rarely, once a month, once every 2 weeks, once or twice per week, 3–4 times a week, 5 or more times a week. The carers were also asked ‘In total, how many portions of vegetables does s/he eat in a week (do not include potatoes)’, ‘In total, how many portions of raw fruit does s/he eat in a week? ’ These were free numerical responses, which were retained as a continuous variable for analyses. In the food frequency part of the teenager completed questionnaire the teenagers were asked ‘If you ever buy food yourself from outside school, or from school vending machines, how often do you buy and eat each of the following things (include after school and weekends): chips, burger, pizza, sandwich, pies or pasties, chocolate, crisps, fruit and other food. ’ The height and weight data were collected at clinic visits at B13 years. The exact age, sex, height and weight were used to calculate a BMI standard deviation score (BMISDS) for each participant (1990 UK reference dataset). 27 The teenagers International Journal of Obesity were classified as obese if their BMISDS was greater than the 95th percentile (BMISDS41. 64). The physical activity data were collected via accelerometry at the age 13 clinic visit. 28 The participants wore an accelerometer for seven consecutive days and the measure used from this is mean counts per minute, which is a continuous variable. A deprivation score was assigned to each participant by matching the coordinates of their residential address (when carer questionnaire was completed) to the appropriate lower super output area. Each lower super output area has an index of multiple deprivation score (Index of Multiple Deprivation 2007 (IMD))29 assigned from the local census data. This is a continuous variable in which a higher number indicates an area of higher deprivation. Ethnicity was assigned as per the child’s ethnicity into a binary variable of ‘white British’ and ‘other’ ethnicity. Statistical modelling Descriptive statistics were performed in STATA version 10 (StataCorp LP, College Station, TX, USA). A structural equation modelling (SEM) approach was chosen to allow direct statistical testing of a theoretical model. SEM has many benefits over traditional regression techniques, which include the ability to model equations simultaneously and the incorporation of latent variables. 30 SEM is a combination of confirmatory factor and path analysis, which allows for the inclusion of latent (unmeasured) variables. 31 This approach was used to build two models: the effect of FF outlet visits and food choices and the effect of FF exposure on consumption and BMI. The SEM analyses were undertaken in AMOS version 17. 0 (IBM SPSS, USA). The hypothesised model for food choices is shown in the results section (Figure 2). The observed variables are displayed as boxes and latent variables as circles. Each observed variable has an associated random error term and each latent variable has an associated disturbance term, which represents the variance in the latent variable that has not been explained by the observed variables associated with that latent variable. Regression paths are shown by singleheaded arrows and covariances by double-headed curved arrows. The model fit was assessed by two indices; the comparative fit index (CFI) and the root mean square error of approximation (RMSEA). The CFI is a comparison of the hypothesised model compared with an independence model where all parameters are assumed to be independent. The RMSEA gives an indication of ‘how well would the model, with unknown but optimally chosen values, fit the population covariance matrix if it were available’. 32 A combination of CFI40. 95 and a RMSEA of o0. 50 is a sign of good model fit. The w2-test of overall fit is very sensitive to large sample size so has not been used in these models. 30 The two models were constructed a priori using previous research. The nutritional content of chips, burgers, pizza and Fast food and body mass index LK Fraser et al 1327 pies are known to be high in saturated fat and energy and therefore are ‘unhealthy’,4–9,33 whereas fruit and vegetables are known to contain fibre and vitamins and so are classified as ‘healthy’. Exposure to FF outlets is known to be higher in areas of higher deprivation. 19–21 In the food choices model, unhealthy consumption (latent variable) was modelled from the frequency of consumption of chips, burger, pizza and pies (reported by the teenagers themselves), and the healthy consumption was modelled from the number of pieces of vegetables and raw fruit consumed by the teenager (maternal report). The number of times that the teenager visited a FF outlet (maternal report) was regressed on the unhealthy and healthy consumption variables. The model for the effect of FF exposure on consumption and BMISDS is shown in Figure 3. Here exposure is a latent variable modelled from maternal and paternal takeaway frequency and deprivation score. The exposure is regressed on the number of visits to FF outlet. The BMISDS at age 13 years is the main outcome of this model. Ethical approval for the study was obtained from the ALSPAC Law and Ethics Committee and the local research ethics committees. Results A total of 3620 participants have data for height and weight from the age 13 clinic and the frequency of FF outlet visits, and were included in these analyses (SEM cannot use individuals with missing data). A total of 1711 (47. 3%) were boys and 456 (12.6%) obese. The descriptive statistics are shown in Table 1. Frequency of visiting FF outlets and food consumption frequencies are shown in Figure 1. The results of model 1 are shown in Figure 2 with regression weights shown in Table 2. This model showed that increased frequency of eating at FF outlets was positively associated with higher consumption of unhealthy foods (b ? 0. 29, Po0. 001) and negatively associated with the consumption of healthy foods (b ? A1. 02, Po0. 001). The CFI for model 1 was 0. 98 and the RMSEA was 0. 05 (90% confidence interval 0. 044, 0. 058). These represent good approximate model fit. Table 1. The results of model 2 are shown in Figure 3 with regression weight shown in Table 3. This model showed that increased exposure to FF increased the frequency of visits to FF outlets (b ? 0. 61, Po0. 001), which in turn was associated with higher BMISDS (b ? 0. 08, Po0. 001). Deprivation was the largest contributing variable to the exposure (b ? 9. 2, Po0. 001). The CFI for model 2 was 0. 98, and the RMSEA was 0. 021 (90% confidence interval 0. 009, 0. 033). These represent very good approximate model fit. Discussion This study shows that teenagers who are exposed to more unhealthy foods at home are more likely to eat at FF restaurants and have a higher BMISDS. The negative association of increased visits to FF outlets on consumption of healthy foods (fruit and vegetables) has also been demonstrated. The FF restaurant use in this analysis was reported by the mother or main carer of the teenager and showed that nearly 60% of all the teenagers ate at a FF restaurant at least once a month. This appears to be less frequently than in the United States of America, where studies showed that 60% of older children and adolescents ate FF more than once per week34 and that B30% of children ate at a FF restaurant on any typical day. 9. As one part of the SEM this study showed that eating at a FF outlet was associated with a higher BMISDS. There were no previous UK studies to compare these results with, but previous studies from the United States of America have not found consistent results. Boutelle et al. 11 found no association between frequency of FF consumption and adolescent BMI or weight status, and an Australian study Descriptive statistics Mean BMISDS Deprivation (IMD 2007)29 Physical activity (c. p. m. ) Raw fruit (portions per week) Vegetables (portions per week) s. d. Median IQR 0. 29 13. 7 541 9. 5 9. 5 1. 14 11. 4 190 7 7 0. 024 10. 6 511 8 8 A0. 47, 1. 06 5. 9, 17. 0 404, 653 5, 14 5, 12 Abbreviations: BMISDS, body mass index standard deviation score for age and sex; c. p. m. , cycles per minute; IMD 2007, Index of Multiple Deprivation 2007; IQR, interquartile range. Figure 1 Food frequency data. International Journal of Obesity Fast food and body mass index LK Fraser et al 1328 Figure 2 Results of SEM model of food choices. Table 2 Results of SEM model of food choices Regression weights a Unhealthy’fast food Healthy’fast food Chips’unhealthy Burger’unhealthy Fruit’healthy Vegetables’healthy Pizza’unhealthy Pies’unhealthy Estimate s. e. CR P 0. 285 A1. 023 1. 000 0. 732 1. 000 1. 157 0. 774 0. 530 0. 021 0. 124 13. 439 A8. 274 o0. 001 o0. 001 0. 016 45. 243 o0. 001 0. 148 0. 018 0. 016 7. 802 42. 483 32. 720 o0. 001 o0. 001 o0. 001 Abbreviations: CR, critical ratio; SEM, structural equation modeling. aAll consumption variables units: never/rarely, once a month, once every 2 weeks, once or twice per week, 3–4 times a week, 5 or more times a week. showed that FF eaten at home (but not away from home) was associated with higher BMI in adolescents (MacFarlane). Two longitudinal studies using data from the CARDIA study found that higher FF intake in adolescence was associated with higher BMI in young adulthood12 and those who ate FF more than twice a week had put on an extra 4. 5 kg of weight 15 years later. 13 The teenagers who ate more frequently at FF restaurants were more likely to eat less fruit and vegetables, as well as consume more unhealthy foods (chips, burger, pizza, pies) than those teenagers who ate at FF restaurants less frequently. This is an indication that the consumption of unhealthy foods may displace healthy food choices. This is similar to previous research in the United States of America, International Journal of Obesity which showed that children who ate FF consumed 45 g less vegetables per day than children who did not eat FF. 10 At age 13 years the food frequency data were a combination of maternal and self-report from the teenagers, but the total macro- and micronutrient values could not be assessed in this study as these data were not yet available at the time of writing. Deprivation was the largest contributor to the FF exposure variable. This could be explained by the fact that those of higher deprivation eat more FF because of the relative cheapness of FF. It has also been shown in many studies in the United Kingdom and the United States of America that areas of higher deprivation have more FF outlets than more affluent areas therefore, FF is more readily available. 35 An interesting economics paper from the United States of America showed that increasing the cost of FF by $1 could decrease BMI by 0. 78 units. 36 The increased consumption of unhealthy foods (chips, burger, pizzas and pies) by those teenagers who ate more frequently at FF outlets was not surprising, but the associated negative effect of the consumption of fruit and vegetables by these participants is important. These teenagers will not only be consuming more of the saturated fat and salt from the burgers, and so on, but at the same time they are not consuming important nutrients from fruit and vegetables. Although many FF outlets now offer more healthy alternatives such as fruit and vegetables, the consumers may still be choosing the unhealthy foods. Fast food and body mass index LK Fraser et al 1329 The FF question completed by the carer did not specify what constituted FF so some respondents may only count large franchises as FF whereas others may use a broader definition that includes independent takeaways. Although the frequency of eating at a FF restaurant was asked, the carers were not asked about the food eaten from these establishments and many FF restaurants now offer more ‘healthy’ alternatives. Although the majority of FF items do not meet the Food Standards Agency nutrient standards for total fat, saturated fat, sugar and sodium there are wide variations in similar products from different FF outlets with sodium content varying by up to four times in fried chicken products. 37 Therefore, having data on which food items were consumed from which FF outlet would further enhance future studies. There was no information on why the teenagers ate at FF restaurants, and key questions for the future include; was there no alternative eating establishments in their neighbourhood? Did they prefer FF to other meals or was the cost of food important? Conclusions This study has shown that the teenagers who ate at FF restaurants consumed more unhealthy foods and were more likely to have higher BMISDS than those teenagers who did not eat frequently at FF restaurants. Teenagers who were exposed to more takeaway foods at home ate more frequently at FF restaurants. Eating at FF restaurants was also associated with lower intakes of vegetables and raw fruit in this cohort. Figure 3 The SEM model of FF exposure and BMI. Table 3 Results of SEM model of FF exposure and body mass index Regression weights Fast food ’exposure. Maternal fast food’exposure Deprivation’exposure Paternal fast food’exposure BMISDS’fast food BMISDS’c. p. m. a Estimate s. e. CR 0. 61 1. 000 9. 20 0. 66 0. 08 0. 00 0. 07 8. 654 1. 07 0. 08 0. 02 0. 00 8. 605 8. 680 3. 586 A3. 351 P o0. 001 o0. 001 o0. 001 o0. 001 o0. 001 Abbreviations: BMISDS, body mass index standard deviation score for age and sex; c. p. m. , cycles per minute; CR, critical ratio; FF, fast food; IMD 2007, Index of Multiple Deprivation 2007; SEM, structural equation modeling. a All consumption variables units: never/rarely, once a month, once every 2 weeks, once or twice per week, 3–4 times a week, 5 or more times a week. Strengths/limitations This is a large dataset with good-quality height and weight data taken at clinic visits by trained staff using validated equipment. There were food consumption data about the teenagers available from both the teenagers and their carers, but this is a cross-sectional study so causation cannot be implied from this data. As expected in a longitudinal study there is attrition and the subcohort used in this study may not be truly representative of the whole cohort. Conflict of interest The authors declare no conflict of interest. Acknowledgements. We are extremely grateful to all the families who took part in this study, the midwives for their help in recruiting and the whole ALSPAC team, which include interviewers, computer and laboratory technicians, clerical workers, research scientists, volunteers, managers, receptionists and nurses. The UK Medical Research Council (grant ref: 74882), The Wellcome Trust (grant ref: 076467) and the University of Bristol provide core support for ALSPAC. LKF was funded by ESRC/MRC studentship. References 1 Craig RS. Health survey for England 2007, 2008. Available from http://www. natcen. ac. uk/study/health-survey-for-england-2007. 2 Keynote.UK fast food and home delivery outlets, 2006. International Journal of Obesity Fast food and body mass index LK Fraser et al 1330 3 DeMaria AN. Of fast food and franchises. J Am Coll Cardiol 2003; 41: 1227–1228. 4 Astrup A. Super-sized and diabetic by frequent fast-food consumption? Lancet 2005; 365: 4–5. 5 Brown K, McIlveen H, Strugnell C. Young consumers and the hospitality spectrum. Appetite 1998; 31: 403. 6 Harnack LJ, French SA, Oakes JM, Story MT, Jeffery RW, Rydell SA. Effects of calorie labeling and value size pricing on fast food meal choices: results from an experimental trial. Int J Behav Nutr Phys Act 2008; 5: 63. 7 Lewis LB, Sloane DC, Nascimento LM, Diamant AL, Guinyard JJ, Yancey AK et al. African Americans’ access to healthy food options in South Los Angeles restaurants. Am J Public Health 2005; 95: 668–673. 8 Paeratakul S, Ferdinand DP, Champagne CM, Ryan DH, Bray GA. Fast-food consumption among US adults and children: dietary and nutrient intake profile. J Am Diet Assoc 2003; 103: 1332–1338. 9 Schmidt M, Affenito SG, Striegel-Moore R, Khoury PR, Barton B, Crawford P et al. Fast-food intake and diet quality in black and white girls the national heart, lung, and blood institute growth and health study. Arch Pediatr Adolesc Med 2005; 159: 626–631. 10 Bowman SA, Gortmaker SL, Ebbeling CB, Pereira MA, Ludwig DS. Effects of fast-food consumption on energy intake and diet quality among children in a national household survey. Pediatrics 2004; 113: 112–118. 11 Boutelle KN, Fulkerson JA, Neumark-Sztainer D, Story M, French SA. Fast food for family meals: relationships with parent and adolescent food intake, home food availability and weight status. Public Health Nutr 2007; 10: 16–23. 12 Duffey KJ, Gordon-Larsen P, Jacobs DR, Williams OD, Popkin BM. Differential associations of fast food and restaurant food consumption with 3-y change in body mass index: the Coronary Artery Risk Development in Young Adults Study. Am J Clin Nutr 2007; 85: 201–208. 13 Pereira MA, Kartashov AI, Ebbeling CB, Van Horn L, Slattery M, Jacobs DR et al. Fast-food habits, weight gain, and insulin resistance (the CARDIA study): 15-year prospective analysis. Lancet 2005; 365: 36–42. 14 Sutherland LA, MacKenzie T, Purvis LA, Dalton M. Prevalence of food and beverage brands in movies: 1996–2005. Pediatrics 2010; 125: 468–474. 15 Powell LM, Szczypka G, Chaloupka FJ. Trends in exposure to television food advertisements among children and adolescents in the United States. Arch Pediatr Adolesc Med 2010; 164: 794–802. 16 Hillier A, Cole BL, Smith TE, Yancey AK, Williams JD, Grier SA et al. Clustering of unhealthy outdoor advertisements around child-serving institutions: a comparison of three cities. Health Place 2009; 15: 935–945. 17 Lingas EO, Dorfman L, Bukofzer E. Nutrition content of food and beverage products on Web sites popular with children. Am J Public Health 2009; 99(Suppl 3): S587–S592. 18 Robinson TN, Borzekowski DLG, Matheson DM, Kraemer HC. Effects of fast food branding on young children’s taste preferences. Arch Pediatr Adolesc Med 2007; 161: 792–797. International Journal of Obesity. 19 Cummins SCJ, McKay L, MacIntyre S. McDonald’s restaurants and neighborhood deprivation in Scotland and England. Am J Prev Med 2005; 29: 308–310. 20 Fraser LK, Edwards KL. The association between the geography of fast food outlets and childhood obesity rates in Leeds, UK. Health Place 2010; 16: 1124–1128. 21 Macdonald L, Cummins S, Macintyre S. Neighbourhood fast food environment and area deprivation-substitution or concentration? Appetite 2007; 49: 251–254. 22 Neckerman KM, Bader MDM, Richards CA, Purciel M, Quinn JW, Thomas JS et al. Disparities in the food environments of New York City public schools. A J Prev Med 2010; 39: 195–202. 23 Davis B, Carpenter C. Proximity of fast-food restaurants to schools and adolescent obesity. Am J Public Health 2009; 99: 505–510. 24 Seliske LM, Pickett W, Boyce WF, Janssen I. Density and type of food retailers surrounding Canadian schools: variations across socioeconomic status. Health Place 2009; 15: 903–907. 25 Stender S, Dyerberg J, Astrup A. Fast food: unfriendly and unhealthy. Int J Obes 2007; 31: 887–890. 26 Golding J, Pembrey M, Jones R, Team AS. ALSPAC-The Avon Longitudinal Study of Parents and Children – I. Study methodology. Paediatr Perinat Epidemiol 2001; 15: 74–87. 27 Cole TJ, Freeman JV, Preece MA. Body-mass index reference curves for the UK, 1990. Arch DisChild 1995; 73: 25–29. 28 Riddoch CJ, Leary SD, Ness AR, Blair SN, Deere K, Mattocks C et al. Prospective associations between objective measures of physical activity and fat mass in 12–14 year old children: the Avon Longitudinal Study of Parents and Children (ALSPAC). Br Med J 2009; 339: b4544. 29 Index of Multiple Deprivation 2007 (IMD 2007). 30 Kline R (ed) Principles and Practice of Structural Equation Modeling. The Guildford Press: New York, 2005. 31 Tomarken AJ, Waller NG. Structural equation modeling: strengths, limitations, and misconceptions. Annu Rev Clinic. Psychol 2005; 1: 31–65. 32 Byrne BM (ed). Structural Equation Modelling with AMOS. Lawrence Erbaum Associates: London, 2001. 33 Astrup A, Dyerberg J, Selleck M, Stender S. Nutrition transition and its relationship to the development of obesity and related chronic diseases. Obes Rev 2008; 9: 48–52. 34 Taveras EM, Berkey CS, Rifas-Shiman SL, Ludwig DS, Rockett HRH, Field AE et al. Association of consumption of fried food away from home with body mass index and diet quality in older children and adolescents. Pediatrics 2005; 116: E518–E524. 35 Fraser LK, Edwards KL, Cade J, Clarke GP. The geography of fast food outlets: a review. Int J Environ Res Public Health 2010; 7: 2290–2308. 36 Powell LM. Fast food costs and adolescent body mass index: evidence from panel data. J Health Econ 2009; 28: 963–970. 37 Dunford E, Webster J, Barzi F, Neal B. Nutrient content of products served by leading Australian fast food chains. Appetite 2010; 55: 484–489. Copyright of International Journal of Obesity is the property of Nature Publishing Group and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holders express written permission. However, users may print, download, or email articles for individual use.

Wednesday, August 21, 2019

Ineffectiveness of Therapeutic Communities in Prisons Essay Example for Free

Ineffectiveness of Therapeutic Communities in Prisons Essay Prisons release 650,000 offenders to the public annually and 70% of those exoffenders will commit new offenses within three years (Fields, 2005, p. A4). According to the JFA Institute (2007), â€Å"two-thirds of the 650,000 prison admissions are people who have failed probation or parole—approximately half of these people have been sent to prison for technical violations† (p. 1). As prison crowding occurs, prison officials are challenged to keep inmates busy by assigning them to productive tasks and incorporate therapeutic programs (Center for Justice Reconciliation, 2007). If criminal justice professionals fail to keep up with programming expectations, program shortages may influence inmate idleness resulting in disruptions, prison violations, and mental-health issues related to stress and depression (Fields). During 2003 and 2004, approximately 900 criminals entered the nation’s jails and prisons each week based on a report issued in April 2006 by the U. S. Department of Justice, Office of Justice Programs (p. 1). Jails and prisons in the U. S. house more people with mental illnesses than many of the inpatient psychiatric facilities, and virtually all correctional facilities experience the impact of this population that is increasing at an unprecedented rate (McCuan, Prini, Wasarhaley, 2007). During 2006, 41% of inmate assailants were listed under the mental health caseload (Collins, 2006). In 2006, the U. S. Department of Justice released statistics revealing that 23% of state prisoners reported symptoms of major depression. An estimated 61% of state prisoners and 44% of jail inmates who had a mental health problem also had a history of past violent behavior. In a 1999 report (Dawn, 2007), the National Alliance for the Mentally Ill reported that there are three times as many seriously mentally ill individuals in prison and jails than there are being treated in hospitals. Equally disturbing is that the criminal justice system will have some type of experience with 25 to 40% of the mentally ill in the U. S. population. Inmates with mental illness present additional expenditure problems for prison systems already overburdened by population demands. The influx has challenged criminal justice professionals to extend their budgets to cover the costs of appropriate programming for every offender in an effort to minimize potential inmate unrest, a situation that leads to assaults and other infractions associated with idleness (Wilkinson, 1998). In 2007, the Ohio Department of Rehabilitation and Correction (DRC) reached a population milestone with a count of 50,000 offenders. As the inmate population rises in Ohio prisons, the possibility of inmate assaults may also go up â€Å"because overcrowding exacerbates the chronic pains of imprisonment† (Haney, 2006, p. 2). One way to manage a potential increase in assaults is to keep offenders engaged in some type of community activity and participating in therapeutic programs. Some officials reported that therapeutic programs and community service theoretically should be one of the most effective ways to engage an inmate’s time and energy and keep infractions at a manageable level. DRC views the involvement of inmates in community service and therapy as vital to their release. Ohio prison Director Terry Collins stated that ex-offenders who served as program participants during their incarceration help close the gap between themselves and their communities. As a result, these inmates are better prepared to function as lawabiding citizens â€Å"†¦because they have stayed in touch with the community and have given something of value back† (Collins, 2007, p. 1). â€Å"Very crowded prison systems are difficult to manage† (Wilkinson, 1998, p. 76). As prison crowding occurs, prison officials are challenged to keep inmates busy by assigning them to productive tasks. â€Å"Good prison management is engaging prisoners in meaningful activities such as educational programs and work assignments† (Wilkinson, p. 76). â€Å"The most important single factor (among many) that helps to explain the current crisis in American corrections—the lack of effective programming and treatment† (Haney, 2007, p. 76). Although prison jobs such as mopping floors, kitchen duty, and making prison garments occupy inmates’ time, more meaningful community service as a restorative justice measure may be an effective way to address the challenge of prison crowding (Center for Justice Reconciliation, 2007). â€Å"The meaningful aspect is critical because it may help to instill responsibility and a changed attitude about criminal activity† (Wilkinson, p. 76). Prisons in the United States are facing the challenges of crowding including inmate idleness as it relates to programming expectations. Lack of programming in prison is a serious safety and security threat to the staff, the public, and the offenders. As inmate populations increase, once stable prison systems can become volatile environments and endanger prison staff and the systems they are charged with protecting (Gaes, 1994). When criminal justice professionals fail to keep up with programming expectations, program shortages may influence inmate idleness. Inmate idleness can lead to disruptions, prison violations, gang-related activities, and mental-health issues related to stress and depression (Wilkinson, p. 76). Another issue confronting the criminal justice system is the increasing number ofyouth being sentenced to adult prisons (Fields, 2005). Every state within the U. S. has at least one statutory component that addresses the procedure of processing juveniles as adults in criminal court (Wilkinson, 1998). Prison officials also have other challenges. One challenge officials face includes accommodating the needs of state prisoners with symptoms of mania (43%) and major depression (23%) according to the U. S. Department of Justice (2006, p. 1). A major problem is that inmates with mental health problems are unable to defend their situation so they remain in prison. Although prison officials face the issue of crowding, they are also seeking ways for inmates to become engaged in some type of activity that will keep them busy for the majority of their waking hours. When offenders engage in some type of prison program or activity that helps with their transition from prison to society successful reintegration is possible. The theoretical framework of community service in the prison setting is the restorative justice model (Zehr, 2002). The restorative justice model advocates that offenders must demonstrate a desire or a goodwill gesture to pay back the public for the misdeed they committed in order to reconnect to their community. Restorative justice is a philosophical framework for responding to crime that focuses on the injury resulting from crime and the actions needed to mend this harm. It focuses on crime as an act against another individual or the community rather than the state. It is a future-focused model that emphasizes problem solving instead of â€Å"just deserts. † (Carey, 1996, pp. 152-153) Although several justice models exist, the restorative justice model combines the best features of the traditional, liberal, and conservative theories. â€Å"Restorative justice has brought an awareness of the limits and negative by-products of punishment. Beyond that, however, it has argued that punishment is not real accountability† (Zehr, 2002, p. 16). By participating as community service volunteers, inmates choose to serve the community. The inmates’ actions demonstrate a desire to give back and a desire to assume responsibility for their actions. Community service programs have a restorative justice component that considers an offender’s successful transition from incarceration to community integration (U. S. Department of Justice, 2006). When considering the large number of offenders in jails and prisons nationally, the problem demands the public’s immediate attention (U. S. Department of Justice, 2006). Providing offenders with productive activities through programs like community service sends a message to the public that its safety and security is vital. It is also important to assist inmates in their transition back into the community by engaging them in an activity that keeps them connected to a society that has been offended by crime. Wilkinson (1998) reported that a significant percent of exoffenders that participated in community service while in prison did not recidivate compared to those offenders that did not participate (p. 91). Although community service may have a positive impact on an inmate’s community re-entry, the type of community service program inmates do during their incarceration may also improve their quality of prison life. Barak, Savorai, Mavashev, and Beni (2001) reported that dogs are becoming a valued therapeutic tool among health-care providers in clinical and non-traditional settings because of the calming affect dogs have on the physical and mental conditions of patients. Community service programs serve a useful role in managing inmate behavior and controlling the frequency and severity of inmate infractions within adult prisons. However, as prison crowding occurs, prison officials struggle to keep inmates busy by assigning them to productive tasks. Inmate idleness is something that most states are confronted with and while prison jobs such as mopping floors, kitchen duty, and making prison garments keep inmates occupied, these jobs are not enough to satisfy programming requirements to address the needs of rising populations. As inmate populations increase, stable prison systems could become volatile environments endangering prison staff as well as the inmates the systems are charged with protecting. When there are a limited number of prison jobs to address the population challenges, offenders find inappropriate ways to address their own idleness. The choices offenders make may lead to fights, staff assaults, riots, and other forms of aggression. References Barak, Y. , Savorai, O. , Mavashev, S. , Beni, A (2001). Animal assisted therapy for elderly schizophrenic patients: A one year controlled trial. American Journal of Geriatric Psychiatry, 9(4), 439-432. Fields, G. (2005, January). Congress prepares to tackle prisoner recidivism: Lawmakers plan for bipartisan measures after report offers advice for overhaul. Wall Street Journal, p. A4. JFA Institute. (2007, November). Unlocking America: Why and how to reduce America’s prison population. Retrieved November 10, 2007, from www. jfa-associates. com U. S. Department of Justice. (2006, September 6). Study finds more than half of all prison and jail inmates have mental health problems. Retrieved May 1, 2009, from http://www. ojp. usdoj. gov/newsroom/pressreleases/2006/BJS06064. htm McCuan, R. , Prins, S. , Wasarhaley, N. (2007). Resources and challenges: Corrections and mental health collaborations. August 2007, Corrections Today: Female Offenders Collins, T. (2006). Ohio Department of Rehabilitation Correction: Pieces of the puzzle. Retrieved May 1, 2009, from http://www. drc. ohio. gov/ Dawn, B. (2007). Managing the â€Å"other† inmate. Retrieved May 1, 2009, from http://www. corrections. com Wilkinson, R. A. (1998). The impact of community service work on adult state prisons using a restorative justice framework. Division of Research and Advanced Studies of the University of Cincinnati, College of Education. Haney, C. (2007). Testimony of Professor Craig Haney. Prison overcrowding: Harmful consequences and dysfunctional reactions. University of California, Santa Cruz.

Tuesday, August 20, 2019

Human Resource Development at Pizza Hut

Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor Human Resource Development at Pizza Hut Human Resource Development at Pizza Hut Human resource development ABSTRACT Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Thus, effective development of human capital should help organisations to maintain a competitive advantage. However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations re-evaluate existing paradigms and approaches used to conduct training and development in building future leaders. The purpose of this study is to investigate the selection of training approaches, appropriateness of training delivery options, and appropriateness of training methods for the delivery of development programs within the pizza hut. This study was designed to provide the needed relevant information with regard to the particular dimensions of pizza hut personnel development programs either for training professionals who conduct training or managers and related persons who may attend training sessions. For this study, a survey-questionnaire will be utilised as the primary method to obtain the research data. The questionnaire will be consists of closed-ended questions to obtained valid and complete data. The sample will consist of 10 personnel at managerial positions in Pizza hut. The sample of managers will be chosen randomly, however, the research will attempt to get a wide range of individuals. The researcher has chosen deductive approach to carry out primary research in conjunction with secondary research from the literature review. With quantitative research, the deductive approach seems to be appropriate for the research survey and will allow the author to investigate effectiveness of training and development process to create future leaders. The findings of this research study would be able to assist managers of all level in Pizza hut, with practical ideas. The results of this study revealed that pizza hut is carrying out effective training programmes somehow to create future leaders. Although the results of this study presume effective training programmes and development process are not the only conclusive factor in creating managers, it can be assumed that managers cannot presently take full advantage of training programmes in Pizza hut However, it is more important to investigate from which training design source or item the personnel most likely perceive significant to their development. Moreover, other definitive requisites should always be performed simultaneously. Overview The research on a company for my dissertation is Pizza hut a well well-known global fast food Brand. The reason for the dissertation is to find the problems faced by managers towards their training and development. In this chapter the main reason of the research is clarified and justified. The aims and objectives of the study are discussed, and the chapter end up with a tiny sight into the history of pizza hut UK. Background of study Human resource development is one of the most important factors affecting organisational productivity and profitability because well-trained and developed personnel will ensure long-term organisational success. Organisations of all sizes have recognised the value of training (Banks, Bures, Champion 1987, p19). Thus, effective development of human capital should help organisations to maintain a competitive advantage ( Pfeffer 1995). However, fulfilling competitive success through manpower requires that organisations are willing to adapt traditional behaviours and group dynamics. The pressures of global economic development and competition, innovative technology, and the diversity of the workforce demand that organisations reassess existing paradigms and approaches used to conduct training and development (Brown 1998). Human Resource Management (HRM) may not understand the value associated with the training of personnel that includes operational issues such as the strategic plan, the roles and responsibilities, and the value attributed to each and every personnel. An organisations most valuable assets are their personnel. As such, they can improve an personnels self-value and supply their value to the organisation by providing knowledge, skills, and tools that will lead to a reduction in errors and thereby a reduction in costs. Costs associated with training are well worth the expenditures when the training leads to improved care and a reduction in errors. Problem of statement Underlying the problems faced by managers of pizza hut with the training and development process to enhance their career in the organisation and adverse events is a significant disconnect between comprehensive, integrated training and the expectations and fundamental skills needed by pizza hut managers. Lack of continuous integrated training leads to increased variation and increased outlays; therefore, quality is diminished and effectiveness lacks in the training and development of an employee within the organisation. Training is often split, superficial, and only emphasised as a reaction to internal or external stimuli such as a survey, adverse event, or litigation. Such training is generally not incremental or reinforced, nor does it provide a structure in which healthcare workers can contribute to an organisations performance improvement and value adding by taking the initiative and promoting positive change. Both healthcare managers and personnel need to understand the long term, integrated commitment required to initiate lasting changes in the face of established organisational culture, complacency, and general resistance to change. Facilities today are required to provide authorized orientation and training to new personnel. Once the new personnel orientation has taken place, the only other mandated training is for yearly orientation. The exceptions to this would be for skills competency and specialty training, which are generally focused on specific tasks and do not entail a comprehensive, intergraded approach that ensures sustained competency and improvement. This pizza hut standard of training does not capture the ongoing identified needs of the workforce and can lead to untoward events. These events do not necessarily lead to consistent training, or monitoring and evaluation of sustained improvement in management training and development. Monitoring of incidences may occur, but the linkages to organised process related training and implementation are not clearly defined and coordinate throughout the organisations. Purpose of Project When training proposal is supported by an appropriate development process and well integrated into the structure of an organisation, variation is reduced, cost is decreased, and consequently, the value is added to organisation. With the integration of comprehensive training comes a reduction in wasteful resource allocation as a result of reduced error, rework, and litigation. Comprehensive training and development are fundamental to improving processes and creating an environment in which personnel are motivated to improve their performance; they provide a foundation to build upon. Personnel, at all levels, also gain professional insight and strength through continued training and development. This project is geared in the direction of growth of understanding of how comprehensive training and development will ultimately lead to value adding. Since there is a need for training initiative and resource allocation, managers must embrace this concept in order for the training to be effective and engrained in organisations value creation. For those who sincerely wish to establish such positive change, awareness of the commitments in time, money, and human resources required for initiating and seeing through to completion lasting changes development will be stressed. This project shall depict the importance and benefits of organisational training and development in such a manner that organisation will desire to impart this knowledge to healthcare managers and personnel. Training personnel at all levels how to understand and drive the changes required to securely grafting effective value adding to their organisation. This is critical as the coalition of empowered personnel needed to develop, sell, guide, and drive the necessary changes, to be successful, must be recruited from throughout the workforce. They will need to reduce complacency and increase urgency. They will need to create a change coalition, develop a guiding vision, sell that vision to others, etc. If they have sufficient autonomy, they can often do so regardless of what is happening in the rest of the organisation (Kotter 1996, p 46). Furthermore, it would be beneficial if leadership extended this philosophy of training to include suppliers and vendors so that the culture is all encompassing and reaches out to all those who interact with the organisation. Comprehensive training programs provide a foundation for pizza hut workers to support ingenuity, motivation and teamwork. Research question and objectives In this dissertation process, I will emphasis on the effective training and development carried out by pizza hut. This will give me information, which I will use in respect to my topic and help me in bringing out the critical review and conclusion in accordance to my knowledge. Base on the aims above the following objectives are set: To understand the role of Training and development in the working environment of an organisation. To get positive outcome through my research by identifying needs and necessities using various methods as proposed in my methodology. Background of pizza hut Pizza hut is one the biggest food chain company in the world. This company has been running successfully for about 50 years and still mounting its name day by day. Pizza hut was established in USA and started its operation in a very small level. The first ever pizza hut was started in1958 in Wichita Kansas, USA by the collaboration of two brothers Frank and Dan. They opened a small restaurant and named it pizza hut. The growth was remarkable as 150 restaurants were opened in its first 10 years of operation in USA. In 1968 its first international restaurant was opened in Canada. Sooner it became the biggest pizza restaurant chain across the world in total number of restaurants and in sales. In1971 Pizza hut was climbing up in terms of sales and number of restaurants globally which allowed it to grab a position in the New York Stock Exchange. At present pizza hut is running over 7,000 outlets worldwide. In 1973 the first pizza hut was established in UK and proved to be a very good restaurant chain. Pizza hut is on the top when we compare all the fast food pizza outlets operating across the UK with more than 700 outlets. Pizza hut is owned by Yum Brands a US based company. Yum brands also owns AW All American Food, KFC, Long John Silvers Pizza Hut Taco Bell. If the handbook of Pizza Hut is viewed, the vision of Pizza Hut UK market is clearly mentioned to be the most loved and trusted brand in UK. Its passion is Great Pizza, Great people, and Great times. Millions of customers are served everyday with millions of Pizzas. According to management the company wants to have the most loved and trusted out lets. Pizza Hut wants to be the most trusted and favourite brand not only among its customers but among its employees as well. Structure of study This study is organised as follows. The introduction is Chapter One. Chapter Two examines the current theoretical and empirical literature on training and development, in an attempt to understand the contributions which have been made to date, and to define potential gaps which could be filled by this dissertation. In reviewing the relevant literature, not only is it important to clarify some of the terms which will be used in the study, it is also important to recognise that an understanding of these terms will evolve as the study progresses. In HRD, one of the most commonly recognised approaches to improving performance is training. Training includes instructional experiences which are designed to develop skills and knowledge, to achieve organisational objectives, to assist organisational change, and ultimately, to be applied in the workplace for the sake of organisational improvement (Bramley 1996). Chapter Three describes the research design and methodology employed in the study. To truly understand the impact of a training program on an individuals productivity, morale, behaviour, and understanding within his or her organisation, training must be evaluated long after the session is completed. Through questionnaires, informal conversations and interviews, a greater understanding of the challenges and opportunities faced by the trainees once they complete the training can be reached. Because of limited resources and/or a lack of commitment to examining the ongoing impact of training, this continuous measurement and follow up is not often practiced. The researchers role in this study was that of a participant observer. Participants were aware of the researchers presence and purpose for her involvement. Because the researcher was the instrument in the collection and analysis of the data, he maintained a closeness to the topic, and continually assessed and documented his values, assumptions, and conceptual framework. Detailed field notes and research notes were kept throughout the project, to keep track of emerging thoughts, patterns, and ideas, and to keep the conceptual framework of the project in focus. The researcher remained open to the evolving nature of the study, and understood that it was often necessary to collect additional types of data as the study progressed. In an attempt to produce the most credible, coherent, and potentially generalisable study, the data were collected by using a variety of methodological strategies, to cast a wide net to ensure that the highest quality data were collected. The use of multiple methods, often referred to as triangulation, includes such practices as interviewing, observing, and collecting relevant artefacts or documents, all of which were utilised in this study. Richness of the data, length of time spent in the setting, relationships developed, and the representation of the perspectives of the participants, all contribute to the coherence and comprehensiveness of a study (Erickson 1986). Qualitative data analysis is the process of constructing meaning out of the data and constructing an account. Analysis is the point at which the researcher interacts with the data to construct, reduce, interpret, understand and eventually communicate them and make a connection between assertions and data. Assertions come from data as a whole, keeping in mind the concept of bounded rationality, which says that we cannot collect everything, but we must do as much as possible to insure a coherent and comprehensive study (Simon 1946). To answer the research question for this dissertation, a thorough, constant analysis of the data was conducted, in an attempt to recognise observable themes and patterns, which arose with regard to training transfer. General assertions were made based on those themes and patterns, which emerged throughout the data as a whole. Once these connections were made within the data, the findings are represented to the reader. The training and development will continue to evolve responsibly through a better understanding of the context in which they take place, and the individuals involved. This focus will become clearer through quality research and inquiry, which seeks to understand the contextual elements of Human Resource Development practices within organisations. Chapter Four presents the research findings. Chapter Five focuses on the implications, limitations, significance, recommendations, and conclusions of the study, based on the findings. While the intentions of this project are to contribute empirical and theoretical knowledge to the field of Human Resource Development, it is important to consider the limitations inherent in its design. Openness of the participants, the length of time that must be spent to truly understand the perspectives of the participants, and the exploration of only one technique of one training organisation are limitations which must be taken into consideration in doing this study. It can be argued, however, that the very limitations of qualitative research are, in fact, its strengths. Overview In this chapter, researches related to the impact of training on organisational performance and success. The first part provides a definition of training and development. The second part discusses the training process. Training needs assessment is discussed in detail in the third part. Training evaluation is discussed in the fourth portion. Finally, background information regarding pizza hut utilised in this research is presented. Training and development Human Resource Development (HRD) can be universally recognised as a very effective approach to improve performance within training. Training consists of a variety of experiences that intend to enhance and develop skills and knowledge in order to accomplish organisational objectives, to improve and change organisational aspects within the work place (Bramley 1996; Broad Newstorm 1992). According to Manpower Services Commission (1981) training is a planned process to modify attitude, knowledge, skills, or behaviour through learning experience to achieve effective performance in an activity or range of activities. Its purpose in work situation is to develop the abilities of the individuals and to satisfy the current and future needs of the organisation. In the same way development is a type of progression in which persons may find it more effective when learning through experiences. It is a procedure that helps people make use of the skills and knowledge that their past teachings and training has given them, this helps not only in present jobs but also anything that may come up in the future. It personifies theories and ideas connected with psychological growth, greater immaturity and increased confidence. According to Ivancevich (2004), training and development are processes that provide (or at least try to) a personnel with information and skills they need in order to understand the organisation and its goals. They are designed to help a person continue to make positive contributions in the form of good performance. Training helps personnel do their current work better while development prepares them for the future. Training is an important process to every personnel. It is a systematic process in which an individual is aided to alter his behaviour in a direction that will achieve the organisations goals. Ivancevich (2004) describes the goals of training as training validity, transfer validity, intra-organisational validity, and inter-organisational validity. Training validity determines if the trainees learn skills or acquire knowledge or abilities during training while transfer validity determines if these learned skills or acquired knowledge or abilities result to improvement on job performance. Intra-organisational validity determines if the job performance of a new group of trainees in the same organisation that developed the program comparable to that of the original training groups job performance. Finally, intra-organisational validity determines if the validated training program in one organisation can be applied with successful results in another organisation. Noe (2003) defines training as planned effort by a company to facilitate personnel learning of job-related competencies including knowledge, skills, or behaviours that are critical for successful job performance. Training helps personnel master knowledge, skills, abilities and behaviours emphasised in training programs and to apply them in their day-to-day activities (Noe 2003). As argued by Noe (2003), training is a process which not only needs basic skills, which would be skills that are sufficient enough to perform ones job, but also needs skills at an advanced levels which enables a person to use high technological information and share it with other personnel. This would be perfect in order to gain competitive advantage. A good understanding of the customer and the system is also a key aspect within training. Al of these put together collectively defines intellectual capital. A training initiative which requires generating intellectual capital is a training which goes by the name of high -leverage training. According to Carnevale (1990), high-leverage training, which is linked to strategic business goals and objectives, uses an instructional design process to ensure the effectiveness of training programs, and compares or benchmarks the companys training programs against other companys training programs( Noe2003). According to Richard M. Hodgetts and Fred Luthans (1976), training is a procedure of changing behaviour and attitudes in a way that increases the success of reaching ones targets. According to both theorists culture, customs and work habits of the local people should also be taught in training process. And if all the above mentioned factors along with other factors are considered properly it would boost towards the success of any establishment. According to Hall (2004). Formal training programs are not seen to be enough in accordance to todays fast moving world. A few other things the author believes is that in order to uphold certain standards that are commercial and cost effective, the people should be execution experts. A lot of senior executives believe that budget will stay tight, even after a full economic recovery, and that headcount, time. IT support, and other resources will continue to be in short supply. The opportunity and demand for enterprise-wide initiatives to bring about wholesale change will only increase. If you are a leader of learning, your future and the future of your organisation depends on your ability to make significant initiatives happen despite the challenges of day-to-day work. To acquire this you need to become an execution expert. Todays best-in-class learning professionals operate differently than those who came before them. Their thoughts are focused on 3 areas: business strategy, resources, and execution. (Hall 2004, p65-6). Two different training methods are identified by the authors (Ferris et al, 2006), the first set of training is described as the routine training which is given to all level of working staff. The other set of training however, is a type of training in which political skills is the main and important component of training and development process and is aimed mainly for senior executives. As the work force moves up the chain of command to higher jobs at wider scales, technical capability is less important and political skill takes its place. When the centre for Creative Leadership studied why once-promising executives failed on the job, lack of social effectiveness emerged as a leading cause. The political skill which is mentioned quite a bit, is a type of skill that distinguishes successful and efficient managers from those managers who are inefficient. It is also an ability which merges together social intelligence which facilitates and adjusts to situations where differentiation and changes are of demand. In return this helps in developing and advancing the working conditions. Training and development at individual level To identify each persons own knowledge, skills and abilities in order to assess each individual and progress them at the pace According themselves. Psychology theorists e.g. Likert (1961), Mayo (1933) cited by Younglin (2001) entails that employee satisfaction and well being are related to performance, but in those theories they did not explicitly hypothesize about the appropriate level of analysis, for example individuals, groups or organizations. Assessments and one to one meetings allow employees to reflect on their own learning needs in relation to their work aims. It also provides well controlled learning experiences linked to professional and administrative needs, goals and job requirements. Individual levelled training and development is the base and the stepping stone of any needs assessment. All managers have different emphasis on specific needs collaborating with their job description, level of education and intelligence experience and personal choice. Focusing on employees individual needs appraisals makes it easier to compile personal development plans that suit each employee according to their own level of competency. Training and development at organisational level It is vital for organisations to focus on peoples capability to foresee, adapt and respond to sudden changes in the environment. Training and development will have to join together it with corporate goals. It must be accurate with what the business leaders are trying to achieve. In order for training to seem more appropriate, its programme will revolve around business related matters for the future. In practice, its achievements will shoulder on developing apparent training objectives from the tactical issues of the business. Effective managers are created in an environment where there is continuity in the learning manner. A high level of experience, expertise and mind power of the internal as well as external trainers is essential, along with their commitment and capability to maintain a healthy relationship committed to management maturity. The method of learning can often engage unlearning certain behaviours and attitudes. certainly, in relation to organisations (Hamel Prahalad 1994, cited in Cole, 2000, p268) found that creating a learning organisation is only half the solution. Just as important is creating an unlearning organisationto create the future, a company must unlearn at least some of its past. According to Cole (2000) training and development of workforce is a concern that is faced by more or less all the establishment. The quantity and excellence of training carried out varies a lot from organisation to organisation. Therefore most of the establishments are adapting systematic approach to the training and development of their employees. Organisations use systematic training cycle to perform a logical sequence of activities commencing within the organisations starting with the training policy, assessment of training needs, carrying out training and evaluations. Cole (2000, p.278) summarises that this training cycle is quite beneficial within an organisation. The systematic approach to training and development arises from the amount of internal and external stress for alteration in the organisation. Firstly in a systematic approach is to develop a policy statement to act as a channel to the organisations intentions regarding the weight and track to be given by to training and development. Secondly initialise a set of roles for those in charge for implementing the policy and thirdly to set up a appropriate structure of training posts and procedures, and to allocate adequate funds to the training establishment. As all the steps are followed with completeness then one can focus on the analysis of training needs, evaluation and review of training carried out. Training policy Establishments mostly deal with a wide range of policies dealing with human resources. Policies are set by the establishments to develop their employees and to monitor their performance by certain training and development programs and courses, conducted internally or externally. According to Cole (2000), training focuses on learning needs and are mainly associated to existing responsibilities and duties which are narrowly linked to short, medium and long term business plans and are seen as an key element of an establishment to prove to its consumers, training and development are the key to success of any organisational goals which indicates the overall plan of an organisation, execution of training and development programs provides a direct link to the organisational goals for those who are accountable for the best possible results. Most of the organisations have a extended tradition of raising their own managers and professionals and providing them with in-house courses according to organisational needs. Some of the organisations rely on external management trainings and courses. Training needs Needs assessment is the process of determining if training is necessary (Noe 2003) and identifying the organisations training needs (Ivancevich 2004) and answering the question of whether training addresses the organisations needs, objectives and problems (Arthur et al. 2003). According to Noe (2003), if the needs assessment phase, the first phase in the instructional design process, is poorly conducted, training will not meet the desired outcome or financial benefit for the company, regardless of the training method and the learning environment. According to Boydell (1985) there are three levels of training needs which are to be studied before putting the programs in to practice. This three-step process consists of organisational analysis, person analysis and task analysis. There are a few factors linked with organisational analysis, such as when given the company resources is the relevant training appropriate, where is training needed in the organisation, which goals can be accomplished through personnel training, and if to determine as to wether or not training can be used to improve a companys success ( Noe 2003, Arthur et al. 2003, Ivancevich 2004). When assessed at an organisational level we must see the general weaknesses the organisation has perceived in its priorities and what would be the prescribed remedy that would be required in alteration of the organisational culture. According to Noe (2003), there are three factors to be considered before choosing training as a solution, these three factors being, the companys strategic direction, managers and peers support for training activities and the training resources available.(Noe 2003) Training to some level should help a company achieve its business strategy. If one was to define a business strategy, it is said that this is an approach which refers to a plan that joins together the companys goal, policies and actions (Meister 2000). Noe (2003) also mentions that the strategic role of training influences the frequency and type of training, and how the training function is organised in the company. (p 42) it is more likely the regularity of training will be higher in companies where training is expected to be a factor in the achievement of the companys business strategies and goals as a post to those companies where in training is done randomly or unplanned. Also it is said that the higher the strategic role of planning, it is more likely that the company will organise the training purpose using a virtual training organisation or corporate university models. (Noe 2003) The managers and peers support for training activities is a critical factor in considering a training programme. To be successful, managers and peers should have a positive attitude in participating a training activity. Furthermore, managers and peers should be willing to provide trainees with infor