Perceptions and Causes of Psycho-pathology Essay

Psychopathology is the study of mental illness or disorders. Abnormal psychology is the study of understanding the nature, causes, and treatments of mental illness. This paper will discuss Psychopathology, give an overview of how culture is a factor determining the expression of psychopathology. Next the causes of psychopathology using the biopsychosocial models will be discuss and lastly, society’s perception of psychopathology overtime will be evaluated(Butcher, Mineka, Hooley, 2013). Culture & Psychopathology Culture can be defined as a way of life for a particular group of people. Every culture has its own set of rules and in some cases these rules are actual laws. In every culture there are shared values, beliefs, and behaviors that are acceptable because they are considered normal amongst everyone in that culture(Butcher, Mineka, Hooley, 2013). For example, in the United States it is customary for most children to own their own celluar phone, whereas a person from another country may think it is abnormal that a child as young as seven year old has a celluar phone. People set standards and norms based on what they are taught to follow growing up. Although most social rules are arbitrary, when an individual does not abide by the standards set, their cultural group deems that individual as behaving abnormally. There are behaviors that may apepar to be abnormal to one culture, but may accepted in another culture (Butcher et al., 2012). Additionally, there are disorders that are particular to a culture, based on the things that society has deem normal (Butcher et al., 2013). Studies have suggested that some culture-specific disorders are a â€Å"culturally determined symptom† associated with other disorders (Balhara, 2011, para 14). This idea seems to be supported by Butcher et al. (2013), who mentioned that one’s culture can influence the presentation of a person’s disorder. Culture and  Psychopathology go hand and hand because culture is what deciphers what is considered normal or abnormal. However, there are categories of psychopathology that are particular to certain cultures and are found only in particular areas of the world. Causes of Psychopathology When determining the cause of abnormal behavior one must differentiate between necessary, sufficient, and contributory causal factors. The three causal factors are necessary, sufficient, and contributory causes. The necessary cause is â€Å"if disorder Y occurs, then cause X must have preceded it.† The sufficient cause is â€Å"if cause X occurs, then disorder Y will also occur.† The contributory cause is If X occurs, then the probability of disorder Y increases(Butcher, Mineka, Hooley, 2013). Society’s Perception This is the next paragraph before the conclusion Conclusion The closing paragraph is designed to bring the reader to your way of thinking if you are writing a persuasive essay, to understand relationships if you are writing a comparison/contrast essay, or simply to value the information you provide in an informational essay. The closing paragraph summarizes the key points from the supporting paragraphs without introducing any new information. References Balhara, Y. P. S. (2011). Culture-bound syndrome: Has it found its right niche? Indian Journal of Psychological Medicine,33(2), 210-215. doi:10.4103/0253-7176.92055. Butcher, J. N., Mineka, S. & Hooley, J. M. (2013) Abnormal psychology (15th ed). Upper Saddle River, NJ: Pearson Guarnaccia, P. & Pincay, I. M. (n.d.). Culture-specific diagnoses and their relationship to mood disorders. Retrieved from http://www.nrchmh.org/ResourcesDirectService/Culture-Specific%20Diagnoses%20and%20Their%20Relationship%20to%20Mood%20Disorders.pdf Rana, D. K., & Sharma, N. (2013). Culture and psychopathology. Asia-Pacific Journal of Social Sciences, 5(1), 121-134. Retrieved from http://search.proquest.com/docview/1516054490?accountid=458.

Summary of Human Resource Management

It is very important that human research management to transform from being primarily administrative and operational to strategic partner. The reason is it important is because the human resource department plays a crucial role in determining the culture of an organization. Human resources promote and implement policies and procedures. The key areas are hiring practices, compensation, management relations and employee conduct and behavior. The decisions made by the human resources department will effect an organization in a positive or negative way. The areas that will feel the impact or challenges will be creating awareness, compensation plans, hiring practices and behavior. â€Å"The role of the Human Resource Manager is evolving with the change in competitive market environment and the realization that Human Resource Management must play a more strategic role in the success of an organization. Organizations that do not put their emphasis on attracting and retaining talents may find themselves in dire consequences, as their competitors may be outplaying them in the strategic employment of their human resources†. The human resources department can give the benefit of showing management what the culture is really like. What is revealed may lead to positive changes in the organization culture, it could also lead benefits that the employee’s need. The human resource office can also help management decide if there is a need for change or eliminate programs that are not necessary. The human resource depart is vital when it comes to compensation because it is responsibility for the design or layout programs for the organization. A lot depends on how well the human resource department does their job, such as the positive and negative impact on organizational culture. It is instrument that the HR department creates a plan with an incentive program for employees, which could motivate the employees and increase productivity. If productivity is up, then I believe they are headed in the right direction. The human resource department also determines the hiring and recruiting practices used by the organization, which has a great impact on the organizational culture. The relationships between a successful business and Human Resource Management have to be incorporated into an organizations plans and strategies to be able to maintain longevity of success. The history of the development of human resource management can be traced back to the early 1900s. Human resource manager’s original function was to basically manage the relationship between businesses and labor unions. Galbraith and Nathanson developed a model for the human resource management function that divided the human resource management function into four basic sub functions. The human resource management function was divided into seven parts. Human resource management are viewed as an essential part of an organization, also seen as a necessary to deal with labor unions. Human Resource Management focuses on securing, maintaining, and employing an effective work force, which organizations can strive. Human Resource Management involves a variation of activities, which include recruitment, and screening employees, preparing training needs, analyze human resource forecasts, compensation systems, and an understanding of the laws. The Human Resource Management function has evolved significantly since the early 1900. The Correctional Service of Canada (CSC) was undergoing a renewal period. With renewal and change, it is essential for the human resource management function to adopt a strategic role in order to support and enable CSC ‘s business drivers. CSC is in the people business, and people and positive relationships comprise our most important asset; this is essential for fulfilling our public safety mandate. Every person at CSC has a role to play in helping to achieve the results set out in this Plan. CSC ‘s managers have shared accountability for these results. The Assistant Commissioner Human Resource Management is accountable for setting the foundation and people services that will enable managers to meet their business goals efficiently and effectively. The Deputy Commissioners and Assistant Commissioners, and managers and supervisor within their region or sector, are accountable for the implementation of good human resource management to provide a healthy workplace and ensure a productive and innovative workforce, and enabling learning and development. Employees are responsible for being a partner to create a healthy workplace, productive and innovative workforce, and for their learning and development. Regional support for the Plan will be assumed primarily by the Assistant Deputy Commissioners of Corporate Services. [Full description of figure: CSC's Program Activity Architecture] This Strategic Plan for Human Resource Management covers the period of 2009-2010 to 2011-2012. The Plan integrates CSC's business lines as found in the Program Activity Architecture and as outlined in the CSC Report on Plans and Priorities (RPP). In December 2007, after completing an in-depth review of the federal correctional system, an Independent Review Panel delivered its report, A Roadmap to Strengthening Public Safety. The human resource management priorities are aligned with the Review Panel's observations and recommendations. The CSC Review Panel endorsed CSC ‘s Strategic Plan for Human Resource Management for 2007-2008 to 2010-2011. The Review Panel developed a set of recommendations to respond to issues that came out of discussions with frontline staff and to the underlying issues CSC must address in order to further the strategic priorities outlined in the Plan. The following chart provides a summary of the Panel's recommendations. These recommendations are integrated throughout this plan. Full description of figure: Human Resource Management] In endorsing the previous Strategic Plan for Human Resource Management , the Panel stated that â€Å"CSC ‘s priorities in matters related to human resource management must ensure that practices are robust and effective to allow the organization to deliver on its key operational priorities and other activities in a cost effective manner, and that this is done in a way that is consistent with public service values that are essential to a healthy workplace and to the confidence and trust of Canadians. † 2 This statement is as true today as it was then, and whil e the previous 2007 CSC Strategic Plan for Human Resource Management achieved a number of milestones and brought ownership and accountability to CSC leaders by placing important HR issues on the organization's agenda, there is still much work to be done. This Plan builds on the results of the initiatives put forth in the previous plan and continues to build on those important achievements to further support the organization in meeting its evolving business needs and the Government's overall public safety agenda. Regional and Sector activities in the area of human resource management and services flow from this Strategic Plan. Integrated into the foundation of services provided by human resource professionals in all regions and at national headquarters in support of CSC activities, are plans and measures related to CSC priorities. Of importance in the medium and longer term is forging relationships and engaging our partners to continue to build on the current foundation of human resource management, and investing in our people through several key activities outlined under these three priorities. These priorities and key activities, including Public Service Renewal, will bring about improvements in human resource management in support of CSC's transformation and business objectives. The organization that I would like to discuss is actually the United States Air Force. As the Career Assistance Advisor, I work with the hiring officials and putting the proper individuals with the right job. There is a process that the Human Resource department has to follow and it is imperative that they get it right. Each year the military need individuals in certain positions that meet certain criteria fill jobs. The HR department at Randolph Air Force base has to work closely with organizations or units to fill their manning needs in order to support their mission. There is an analysis of manning done for each career field to determine if a position needs to be filled, once that is determine, HR department matches members with the location and job. Also, each year the Air Force determines that some career fields are over manned and some are short manned. This situation creates a need for hiring for the short manned career field to meet the Air Force retention goals. The HR department works with units to fill special duty, regular and chronic critical jobs. The HR department finds out the needs and requirements for the positions from the units. Then the HR department creates the advertisement and screens the applicants that apply to ensure that they make the right decision based upon the needs and requirements. The HR department must ensure that the applicants meet the requirements, because when they do hire the individual, there is a lot that follows. The first thing to follow in getting the individual trained which might require technical school. The next step is getting the member to the new job location, which both cost the government money to do. The HR department that I deal with on a daily basis does a thorough job of ensuring that the individual is even eligible, before they go any further in the process, so by doing so save the government time, money and resources. The HR department is the key to keeping the Air Force properly manned and ready at all times for the mission. (2013, 02). Discussion Essay Questions. StudyMode.com. Retrieved 02, 2013, from http://www.studymode.com/course-notes/Discussion-Essay-Questions-1428542.html http://www.zeromillion.com/business/hrm.html (function() { var scribd = document.createElement("script"); scribd.type = "text/javascript"; scribd.async = true; scribd.src = "https://www.scribd.com/javascripts/embed_code/inject.js"; var s = document.getElementsByTagName("script")[0]; s.parentNode.insertBefore(scribd, s); })()

My Goal accomplished Essay Example | Topics and Well Written Essays - 500 words

My Goal accomplished - Essay Example People enjoy videos that are professionally made not knowing or acknowledging the work behind such superb production. Editing requires skills and ones ability to make timely decisions on what needs to be where and at what part of the video (Bigelow 415). It goes without saying that it is a challenging experience that offered me the required knowledge and experience to handle urgent problems. My task was to do video editing for the TRIP program. This task was made hard by the fact that I was needed to edit the videos for them to be 10 minutes or less as the e-learning website could not allow more than that. Unfortunately my videos were running way far than that. Troubleshooting was the only option that I had in order to uncover the problem and overcome it. I needed to come up with HD format videos as I take quality to be of utmost importance. The frame rate in my video appeared incorrect. This happened when I was trying to import and in the instances of capturing. The reason for this came to be that the frame rate was not well maintained before I used it. Capture settings need to match when editing a video. The number of frames that were shot need to match the with the footage capturing. An example is when one shoots 30 frames per second then the footage needs to be captured at 30 frames per second. I also experienced software conflicts with the video editing. This called me to immediately uninstall the software that was being problematic. My Pinnacle – the editing product was overwriting the MPEG codec. All these problems that I experienced needed good troubleshooting skills. I needed to ensure that I install up-to-date software to ensure that the rest of the editing runs smoothly (Bigelow 416). The videos had to have the same shooting frame rate as the capturing rate. This was solved by repeating some of the footage. Trying to come up with the 10 minutes video was a challenge on its own that I solved by

Measurement system in engineering Essay Example | Topics and Well Written Essays - 500 words

Measurement system in engineering - Essay Example These were, at best, crude devices which gives a â€Å"feel† of the magnitude of the physical quantity. They do not provide accurate measurements and therefore cannot be recorded and kept for future reference. To overcome this, a new type of device was created. This is called transducer. These transducers are used to convert mechanical quantities into electrical signals which can be recorded. Measurement systems started gaining prominence in engineering and a new genre called â€Å"instrumentation† engineering was born. This is done using Strain gauges. Strain gauges are constructed with materials whose electrical resistance value changes when force is applied on them. The variation in resistance is directly proportional to the force applied. The variation in resistance can be measured using a wheatstone bridge or a simple voltmeter-ammeter method. The basic strain gauge is used in the industry in weighing scales, weighing systems etc. Different variations of the same are also used in measuring tension in a material (like paper, steel strip etc) as tension is also essentially force. A variation of the same can also be used to measure â€Å"torque† - which is the angular force i.e force x distance. There are several ways of measuring pressure. The cruder ways of measuring pressure using manometers or bourdon tubes have now been replaced by more sophisticated measurement techniques. The most common way to measure pressure of a flowing liquid is to use a venturi. As the liquid passes through a â€Å"venturi†, the velocity of the liquid increases and the corresponding pressure decreases known as â€Å"Bernoullis Equation† (â€Å"FlowMax engineering,†n.d.) This principle is used to measure the pressure. As a derivative of the same, the venturi meter can be used to measure â€Å"flow† of the liquid as well – since â€Å"flow† is proportional to square root of the pressure drop. An electronic circuit to generate the

Software Project Management (Managing a Mobile Website Project) Essay

Software Project Management (Managing a Mobile Website Project) - Essay Example No sooner is the plan accomplished than someone comes along to change it. These same naysayers would also argue that the plan, once completed is disregarded and merely put on the shelf so the team can get down to doing some real work. To people management, we mean the planning activity that involves deciding on the types of people in form of resources that are compulsory to perform the requirements of the project. In other words the types of skills and number of workers we need to complete the project (kwysocki, 1997). Whenever we talk about the methods mixed up in the project management we in general refer those methods towards the management of people as well as resources. The management of people is the management of workers. Management of people guides us about the roles and duties that a worker can perform in a project for making a project successful. It also guides management what type of staff should reserve for a specific project (Kerzner, 2003). As a project manager I have t he responsibility to prepare a configuration management plan for this project and also address the risk analysis, quality control, and software configuration aspects of the this mobile website project. In this mobile website we have lots of risks which are related to website development, compatibility, feasibility, etc. we have to address all of these before we are going to launch the website. Though we have a software development team of knowledgeable developers and artistic designers those are able to employ mobile applications for handheld devices of changeable convolution, but there are risks of building function seamlessly between PDA’s and Cell Phones of different types. 1We have to concentrate on this point that there are lot of different types of PDA’s and Cell Phones in the market and all of those have different type of compatibility and functionality levels. We have to choose format of website that can support all the types and also compatible to

How I Met Your Mother vs. I Love Lucy Movie Review

How I Met Your Mother vs. I Love Lucy - Movie Review Example Additionally, both the shows revolve around the theme of relationships and, therefore, a hilarious story emerges. Relationships and friendship are the most significant things to the characters. Their social lives and interaction between them forms the largest part of the plots. The clues that are offered, in the shows, to depict this are shown in the way the characters relate with each other, and the way they act when they are together. The love that these characters have for each other forms the main argument of the plot. Such shows are developed with the hope that viewers will get to find a common view in the show. These shows win awards because people agree that they have changed their lives significantly and that they support the view that the show presents. Yes, I do believe that my views on the two shows are true among many. The two shows have unique plots in, which the aims and objectives of the film are clear, and these views are the easily identified. It is from these shows that some people have understood the value of relationships. This shows that the two shows were developed to help the society in some way. They have also helped some parents in managing their teenage children. These shows teach people crucial lessons in life. However, one has to be highly attentive so as not to miss these teachings. The shows also teach people how to manage their relationships and social lives. They show the consequences that can develop because of relationship neglecting, or other factors and matters that affect relationships between two or more people. They make us think of and value the relationships that we have formed with people who around us. First, people are drawn to the shows because of they are hilarious contents. The two shows offer unending laughter during the few minutes that they run. Some people watch the two shows in the evening to get rid of stress that they had from work. Others watch the shows to see how the plot will develop. This is

The Financial benefits of employee training and development Essay

The Financial benefits of employee training and development - Essay Example Additionally, the turnover also affects the profit maximization tendencies in the organization. The labor turnover can be reduced by ensuring employee stability and decreasing the entry and exit of employees. Training and development of the employees decreases the labor turnover rates. It will make sure that human resource department has a constant rate of hiring and firing. Training the employees will reduce the chances of firing since they will be competent in their jobs. Additionally, the development process will prevent employee productivity. Investing in the present employees will cause the firm to reduce the turnover. It will include hiring professionals who ensure perfection in their work. As a result, providing practical and theoretical training to professionals is advantageous to the firm in terms of cost and employee comprehension levels. For example, when an organization hires professional, the knowledge provided to them during training will be used to firms advantage. The vetting processes should be strict to ensure the division of labor. Additionally, the specialization helps in the training processes because experts can be hired based on the various divisions of labor (Saks, Robert and Jack 51). Training and development will ensure the employees are coached and equipped with current market trends. The employees can socialize and form groups at the workplace; hence, increasing the productivity and reducing labor turnover. Training emphasizes on extra skills in specific job descriptions. The expertise, on the other hand, will increase self-confidence in the employees helping them in handling the allocated roles. As a result, the human resource department will be satisfied with the current labor and eliminate cases of employee exits that may cause a firm extra resource. Development will have an impact on the professionalism of

UK Recorded Music Industry Essay Example | Topics and Well Written Essays - 2000 words

UK Recorded Music Industry - Essay Example In 2001, four largest music companies in the world (British EMI among them) tried to combat the piracy by developing new software program that made impossible for online users to copy CD to internet. In spite of the fact that many analysts claimed that this step would reduce the quality of recording, the companies nevertheless implemented this program as they were resolved to fight online piracy by new technological means. Online sharing of music and video files had been one of the huge problems for music industry since the end of the 20th century, as such companies as Napster that distributed music files for free, gained popularity. Despite the fact that Napster’s activities were curbed, online files sharing was still widespread at the beginning of 2001. New files-sharing systems, such as MusicCity and Kazaa were used by online users instead of Napster. Many specialists and analysts insisted that online sharing could be effectively combated by selling music files through onli ne legal subscriptions of major recording companies, yet such services of recording companies had many drawbacks as it was still impossible to copy digital files to CDs as well as portable devices. Neither it was clear whether file sharing, would be as cheap as the services provided by Nepster and other file sharing system

Investment risk mangement Essay Example | Topics and Well Written Essays - 1250 words

Investment risk mangement - Essay Example Poor mortgage related investment was a very major reason which caused this failure as the real estate portfolio of the company was in a very awful shape. The liabilities of the firm were more than the assets. The firms major sources of revenue was coming from government, corporate industry along with other giant clients to whom financial advice was given related to financial transactions along with acting as a underwriter to the clients. The leverage policy of the organization was a major reason why the bankruptcy took place which basically includes terrible regulations of the firm. Market satisfaction was another important factor was it made the firm too much confident about their financial policies along with lack of financial operation’s transparency. The mortgages were not priced correctly before lending them out .The credit default swap market also had a huge impact on the failure along with misrepresentation in the financial statements also acting as a key cause in the bankruptcy. High level of asset to equity ratio along with extreme high level short term debt financing basically caused major problems for the company. The company was so many dependants on the short term debt that it had to face the risk of runs. Systemic risk was faced by Lehman brothers. There were many recommendations given as to how the risk should have been controlled by many financial experts however for such risks which caused this financial catastrophe. The search for buyer should have been started way before it actually was, bailing out Lehman Brother could have been another beneficial step. Proper steps should have been taken to avoid capital inadequacy. The arrival of the crisis was expected however the auditors and management did not take proper steps to avoid it on time. It is important for the organizations to use new and better methods for checking company’s financial conditions

CARRIAGE OF GOODS BY SEA Coursework Example | Topics and Well Written Essays - 3750 words

CARRIAGE OF GOODS BY SEA - Coursework Example are founded on the application of the Carriage of Goods by Sea Act 1971 and the Hague/Visby Rules 1968. Contracts for the carriage of goods by sea which are described by a bill of lading are covered by the Carriage of Goods by Sea Act 1971 which gives effect to the Hague-Visby Rules 1968.1 The 1971 Act and by extension the Hague/Visby Rules 1968a are only applicable to â€Å"outwards bills of lading† which essentially means bills of lading that are issued â€Å"from a British port† or a port in Northern Ireland so that the â€Å"port of destination is immaterial†.2 Specifically Article X of the Hague Visby Rules 1968 provide that: The provisions of these Rules shall apply to every bill of lading relating to the carriage of goods between ports in two different States if (a) The bill of lading is issued in contracting State, or (b) The carriage is form a port in a contracting State...3 The applicability of the Hague/Visby Rules to the contractual terms of the bill of lading between Bushey and Blanca is important in terms of establishing possible liability and claims. Pursuant to Article IV of the 1968 Rules, the carrier is only â€Å"liable for loss or damage arising or resulting from unseaworthiness† if such unseaworthiness is â€Å"caused by want of due diligence on the part of the carrier to make the ship seaworthy† and to ensure that the ship is â€Å"properly manned, equipped and supplied†, before and at the start of the voyage.4 On the facts of the case it is not revealed whether or not the hull to the MV Costanzia was damaged prior to the voyage or damaged at the beginning of the voyage. As it turns out the facts merely reveal that the damaged hull was discovered at the beginning of the voyage and thus it must be assumed that the carrier (Bushey) performed due diligence in ensuring that the ship was seaworthy at the beginning of the voyage as they immediately contacted Hadley (the shipowner) who in turn dispatched ASS a society to which Hadley belonged to survey the damages. ASS’s surveyor however, erroneously determined that the ship was seaworthy for the voyage to Canada after temporary repairs, but would have to have more thorough repairs conducted once the ship arrived in Canada. Based on the surveyor’s erroneous findings, the ship set sail once again, but subsequently sank with the result that its freight was lost. Assuming the hull was damaged prior to leaving the port at Southampton, the ship was not seaworthy rendering the carrier liable if the unseaworthiness is a result of the carrier’s own negligence.5 If the hull was damaged prior to leaving the port, it can be assumed that the carrier was negligent, and thus Article IV(2)(p) applies. Article IV(2)(p) provides that the ship owner and the carrier will only be exempt from â€Å"latent defects not discoverable by due diligence†.6 It can be argued that since the damage to the hull was discovered once the vo yage began, it was not a latent defect that could not have been discovered by due diligence. Based on the assumption that the damaged hull existed prior to the voyage and ultimately caused the damages and losses suffered by Blanca, both Bushey and Hadley as carrier and shipowner respectively are liable under Article IV(2)(p) of the Hague/Visby Rules, 1968. Even if the damages to the hull were not sustained until after the ship began its voyage, Bushey and/or Hadley will remain liable under the Hague/Visby R

United States vs Mexico Essay Example for Free

United States vs Mexico Essay The United States of America and Mexico compare and contrast their differences when it comes to education, homeless rates, and their overall standard of living. The U. S and Mexico compare when it comes to homeless rates seeing as the numbers are increasing each year. As for education, Mexico lacks standard education, where as the United States has a higher standard for education. The overall standard of living in both countries is probably the biggest difference the two countries have. Mexico has many prosperous areas to it, but for the most part people who live in Mexico, live poor and on the streets. Children in Mexico usually have to get street jobs in order to help their families with poverty. The United States has its own level of poverty and economic issues, but Mexico has a much higher poverty rate and their money is worth less than the U. S dollar, making it hard to earn money from American tourists. These two standards of living are completely different from each other seeing as they both have different problems. Mexico and the United States share the same issues and values, but on different levels of greatness. The education in Mexico is very different from the education in the United States. They use different grade level systems and different national budgets for education. Both of these countries have successful educational programs, and have high standards. The grade level system Mexico uses is six grades in primary schools. Kindergarten is for the 5-6 year old age level. Then they begin first grade at 6-7 years old and sixth grade, which is the end of primary school, is for the 11-12 year olds. Then the Mexican students begin secondary school. Secondary school has three grades. First grade starts at age 12-13 and third grade is for 14-15 years old. Then they begin high school. This is called the beginning of middle higher education. High school, like secondary, has three grades. First grade is for 15-16 year olds and third grade, which is the end of high school, is for 17-18 years old. Finally the Universities take over. A bachelor’s degree takes four to five years to achieve, after that it takes two to three additional years to achieve a masters. The United States has a different education system than Mexico. Elementary school is from kindergarten to fifth grade, ages 5 to 10. Then it goes to middle school or junior high school which is grades sixth through eighth and ages 11 to 13. After that is high school which are grades ninth through twelfth which is ages 14 to 17 or 18. It is illegal in the United States not to go to school, but some immigrants do not have enough money to go to school. Most kids in Mexico do not go to school because of the money or because they need to work instead to help their family. America and Mexico have different laws and systems as far as the education systems go. There are over one million children in America who are not getting an education because they have no money and are also homeless. As many as 3. million Americans are homeless each year, one million being children. Most homeless people are families who have been thrust into series of unfortunate events that left them with no money. For those living in poverty or close to the poverty line, an everyday life issue that may be manageable for individuals with a higher income can be the final factor in placing them on the street. America can compare with Mexico because most people who are homeless in Mexico are families. Although Mexico has a lot of homeless families on the street, it has more homeless street kids. Six percent of children on the streets in Mexico are ages five to fourteen and about five percent of Mexicans are living on only $1 a day. There is a lot more people living in severe poverty in Mexico then there is in America, but it is easier for Mexicans to find cheap shelter, keeping them off the street. If they can figure out a way to make a few pesos, theyre free to do so. Some end up selling gum and bobble-headed toy turtles to tourists. Others hawk homemade tamales on local buses, with little fear of being turned in for a Food Safe violation. You see a lot more people on the streets of the U. S then the streets in Mexico, but people in Mexico are more vulnerable to poverty than people in the America. The United States in the past century has knocked down old apartments and turned them into million dollar condos, have knocked down shacks and banned beach camping, leaving people with just enough money to find food for their families on the streets. America has made it extremely hard to live with no money by over developing and knocking down the little shacks and old apartments when people do not have enough money to pay for the new higher end things. This has lead to many citizens turning to the streets or our parks for a home. There also is no way for them to make cheap money except for begging for it on the streets. Most people on the street do not even have money to buy crafts so they can make crafty nick-knacks to sell to the richer for profit. This makes the standard of living in America hard for people on the streets and for people who are very close to losing everything. Mexico has other options for homeless people which make it a little more sustainable to get by. Mexico still has abandoned sheds and shacks for people to live in and those people are able to sell the things they make to tourists. If you were to visit Mexico you may find little to no people on the streets because there are other more suitable places for these people. There are parts of Mexico that are developed and keep up with the industrialized world it is in, but there are also places that have not been touched by the modern world and stay untouched making it easier for more people to live. Mexico’s standard of living is easier in some cases and harder in others. Even though people find abandoned shacks to live, it is still extremely hard to survive in harsh living conditions. Mexico and the Unites States of America compare and contrast many issues and values. From what is explained above, most people struggle when it comes to money, education, and living standards. Some people go from having a house one day to sleeping on the streets with their families the next. Some kids have to work to help their families and some kids get the opportunity to get an education. Mexico and America both have education systems but with different grade levels and ages, they both have homeless citizens, but some conditions are worse than others, and they both have living standards that can be clean and dirty. Overall, Mexico and America both have equal comparisons to contrasts.

Global Stratification Essay Example for Free

Global Stratification Essay Please choose one example of a third world country that was colonized (like Jamaica) and apply one of the theories learned in this week (i. e. world system theory, neo-colonialism, culture of poverty, etc. ) to analyze its economic conditions. Answers: North Korea is the only country of socialistic type which didn’t take any steps to change its regime in favor of democratic or market economy during the second part of the 20th century. The country exists for more than half a century but the last 10 years it exists in the conditions of economic crisis because of economic isolation. North Korea is characterized by extremely low GDP less than 1000 dollars per capita. Therefore, the country is one of the Third World nations. The main reason North Korea is a Third World nation is that it is one of the fewer countries which still practice communism in the globe. North Korea rejects capitalism and is closed from the rest of the world. People are suffering, despite the fact that North Korea is considered the forth group of nation in the World System Theory. When Communism was proved to be inefficient, the economy of North Korea collapsed. Moreover, North Korea keeps isolating itself from globalization of capitalism; its economic situation will less likely to improve. Apart from the natural drawbacks of the communism, Culture of Poverty also plays its role in the worsening situation of North Korea. As far as people in North Korea are so poor that they didn’t even have enough food to consume, they would not take any risks to take any steps to improve their lives. Also, the consequences of violating the governmental could be fatal. Thus North Korea perpetuates poverty from one generation to the next generation. Meanwhile despite the hunger and natural disasters the Korean system hasn’t â€Å"exploded† yet.

Types and importance of on the job training

Types and importance of on the job training In this chapter, different authors view from different sources will be analyzed with relation to On-the-Job Training. 2.0 Introduction According to Peter Drucker (1999) the most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity and he further considered the human resource as being the lifeblood of any successful organization which as a result becomes of prime importance that such asset is cared and well managed. One way through which this can be done is training. Training of employees is an important factor if the organization wants to, obviously, achieves its objectives in an effective and efficient manner. Training is defined by Armstrong (2001) as a formal and systematic adjustation of behavior through learning which occurs as a result of education, instruction, and development and planned experience. On his side, Noe (2002) view training as a planned effort by a company to facilitate employees learning of job related competencies. Moreover, Bentley (1990, p.25) stated that the role of training may be seen as ensuring that the organization has the people with the correct mix of attributes, through providing appropriate learning opportunities and motivating people to learn, and thus enabling them to perform to the highest level of quality and service. Lanciono et al. (2004) highlighted the fact that call centre Managers are concerned about the continuous improvement of employees skill, since the products, technologies, and services that they handle are changing at a rapid pace and as a result call centres are often forced to provide employees who service and sell their product with formal training and opportunities to upgrade their knowledge and skills. 2.1 The effectiveness of training Effective training program helps organization to achieve their objectives. Drummond (1989) put forward the general objectives of training activities as being; orienting new employees to the organization and their job, helping employees perform their current jobs well, keeping employees informed of changes within the organization, and providing opportunities for personal development. Sales and Cannon (2001) pointed out that both theory and practice have improved dramatically trainings effectiveness. Kirckpatrict (1996) further affirmed that effectiveness is a concept that consists of four levels: satisfaction, learning results, job behavior and organizational benefits. The effectiveness of training is not only caused by training characteristics but is also influenced by the trainees characteristics and organizations characteristics. The influence of the supervisor (and sometimes the influence of colleagues) on the effectiveness of training was evident in the work of Brinkerhoft and Montesino et al. (1995). Furthermore, Tracey et al. (2001) asserted that for any training program to be considered as effective, trainees have to learn the training content and then apply such learning in the workplace; thus any training program can be conceptualized as being composed of training acquisition and transfer of training. Walter (1998) further alleged that an effective and efficient on-the-job training program is vital for the development of highly skilled employees needed for business success. Jacobs (2003) lay emphasis that training is more effective when trainees possess the pre requisite knowledge, skills and readiness, including technical background, comfort with the use of tools and equipment, literacy, and previous work experience. Effective training is vital to most call centres. 2.2 Types of training With reference to Dessler (2000) and Treven and Mulej (2000), the most popular training methods used by organizations can be categorized by either: Off the job training, or, On the job training. Off the job training Off the job training is defined by Rothwell and Kazanas (1994) as any type of training that is not performed on the job, that is, training which take place in a classroom and which is designed to train groups of trainees rather than individual. Besides, Lewis and Trevitt (1994) reported that off the job training offers learning opportunity through attendance at training fora away from the job or workplace. There are several types of off the job training and De Cenzo and Robbins (1996) summarized them as follows: Types Description 1. Classroom lectures Lectures design to communicate specific interpersonal, technical or problem solving skills. 2. Video and films Using various media productions to demonstrate specialized skills that are not easily presented by other training methods. 3. Simulation Exercise Training that occurs by actually performing the work ; it may include case analysis, experiential exercise, role playing, or group decision making. 4. Computer base training Simulating the work environment by programming a computer to some of the realities of the job. 5. Vestibule training Training on actual equipments used on the job, but conducted away from the actual work setting. 6. Programmed Instruction Condensing training materials into highly organized, logical sequences. However, Jacobs (2003) pointed out that off the job training often do not have the desired relevance. According to Smith and Smith (2008), in the Australian call centres, the Customer Service Representatives (CSR) undergo an initial off-the-job period of induction which covers the product knowledge required but focuses primarily on telephone techniques. During this session, the CSRs will typically role play telephone calls and listen in to live calls being taken by CSRs in the call centre. 2.3 Definition of On-the-job training (OJT) Smith and Smith (2008) further elaborated that after the induction, the CSRs are placed out into the call centre usually with working with an experienced agent thus by gradually learning how to perform, or is being placed in a configured training teams that will not be subject to the same performance as live teams although the trainee will be working with actual customers. On the job training was claimed to be the most common, the most widely accepted and the most necessary method of training employees in the skills essential for acceptance performance. (Tracey 1971, p.30, reported by S. Jones 1988, p.11). Levine (1997) simply stated that OJT is about two people working closely together so that one person can learn from the other. On his side, Campbell (1990) seen on the job training as the same as in an employees normal work situation, as being designed to change the knowledge, attitude and behavioral patterns directly appropriate to the performance of a given task or job. In addition, Siele (1988) considered on the job training as an informal type of training given to employees at the work place, where the trainer plays the role of the immediate supervisor of the employees and its purpose is to improve the employees working skills, efficiency and productivity. Siele (1988) emphasized that on the job training supplements all other forms of training with the additional advantage of being provided to more people in any given year than it is possible at training institutions. According to Jacobs and jones (1995) and Rothwell and Kazanas (1994), OJT refers to a form of training that occurs at the workplace during the performance of a job rather than in a classroom setting. In addition, Jacobs and Jones (1995) and Rothwell and Kazanas (1994) asserted that this form of training is the most widely used method of delivering training for a novice employee by an experienced employee today and is one of the most important components of learning in the work place. Types of on the job training According to Jacobs (2003), OJT as a form of individualized training, can be designed and delivered using two basic approaches: Unstructured OJT Structured OJT According to various authors, the unstructured OJT is used frequently in most organizations whereas the structured OJT is the most recent application of OJT (Hamilton and Hamilton, 1997; Lawson, 1997; Levine, 1997; Filipczak, 1996; Rothwell and Kazanas, 1994) Unstructured On-the-job training Rothwell (1997) formulated a definition for unstructured OJT as an approach in which learners are thrown into the work and the training is based on daily work requirement rather than the learner/worker needs. Jacobs and Jones (1995) indicated that unstructured OJT occurs when trainees acquire job knowledge and skills from impromptu explanations or demonstrations but others, trial and error efforts, self-motivated reading, or simply by imitating the behavior of others. In addition, Rothwell and Kazanas (1994) acknowledged the fact that unstructured OJT are OJT that is not planned or logically organized; training and learning takes place by trainees performing the work or by watching others performing. However, unstructured OJT is accompanied by loads of criticism. Levine (1997) argued that, as an unstructured system, no criteria are established for the quality of training, nor are records of the training maintained. Along with, Filipczak (1993, p.30) added that unstructured OJT à ¢Ã¢â€š ¬Ã‚ ¦does not enforce common work standard. It does not ensure the trainee will perform the way the trainer says they should be done. It allows the trainee to pick up the trainers bad habits along with his good ones. Filipczak (1993) reported that Martin Broadwell confirms that about ninety five percent of OJT is done so poorly that the job is negatively affected. Equally, several studies conducted by Jacobs and Jones (1995) conformed that unstructured OJT leads to increased error rates, lower productivity and decreased training efficiency. On the whole, just as OJT experts (Hamilton and Hamilton et al., 1997) confirm that most of the OJT that takes place in businesses is unstructured, they agree that unstructured OJT is the least beneficial and least effective type of training. Johnson and Leach (2001) also supported the above statement viewing unstructured OJT as being often ineffective and inefficient as compared with structured OJT. Structured On-the-Job Training According to Stolovitch and Ngoa Nguele (2001), structured OJT differs from unstructured OJT in that a systematic planning process is used to design and carry out the training. Lawson (1997) defined structured OJT as a training which is planned and well organized and a one on one program designed to provide the employee with the relevant knowledge and skills required to perform tasks entailed in the employees job. Furthermore, Jacobs (2003) viewed structured OJT as a planned process of developing competence on units of work by having an experienced employee train a novice employee at the work setting or a location that closed resembles the work setting. Moreover, Baron (1997), acknowledged the fact that structured OJT provides the delivery of training in an organized, sequential manner, with the aim of becoming as efficient as possible. Also Chase (1997) contends the fact that structured OJT is inexpensive, quickly developed, takes place at the work site, and focuses on task that ar e directly related to the job. Equally important, Walter (1996) added that structured OJT can increased quality of training, employee morale, and communication as well as decision making along with employees who are trained in new skills very quickly. Empirically, researchers have demonstrated that structured OJT has helped in making valuable contributions in terms of an increased in productivity of an organization. (Bennett and Calvin, 2002; Jacobs and Osman Gani, 1999; Stolovitch and Ngoa Ngule 2001) Jacobs and Jones (1995) stated that structured OJT has the following main points: A planned process, structured OJT requires an investment of time and effort before it can be used. As a result, trainees should be able to learn the appropriate content and achieve the desired training objectives. Structured OJT focuses on the task level of jobs and does not involve an entire job but rather just a small part of it. Structured OJT should be delivered by an experienced employee with the qualifications to become a trainer, thus not every employee can necessarily become a trainer. Structured OJT usually occurs at the job setting, although in some instances. It may occur near the job setting. Many authors among which feature Jacobs (1999), Jacobs and Jones (1992), Jacobs and Gani (1998), Rothwell and Kazanas (1990), and Scribner and Sachs (1990) have detailed the benefits of structured OJT and these benefits include reduced overall learning time, reduced overall training costs, greater flexibility to the needs of the individual worker, positive relationship building between novices and experienced workers/ superiors, higher transfer rates than those cited for classroom and other formal training, and perhaps most importantly, heightened new-worker confidence. There are, generally, two distinct features of structured OJT compared with classroom training: Firstly, DeSimone and Harris (1998) claimed that a trainee has an immediate opportunity to use and practice what he or she has learned on the job and therefore a trainer can achieve learning objectives more efficiently. Secondly, Jacobs (2003) affirmed that the transfer of learning is enhanced in structured OJT environment, especially in the match between the training setting and work setting; because the learning environment is the same as the work environment in structured OJT, a trainee is able to use the same equipments and tools that he or she is meant to use to perform his or her actual work.  ­Ã‚ ­Other studies (Jacobs 1996) have demonstrated the effectiveness and efficiency of using structured OJT compared with mainly off the job training and unstructured OJT in terms of financial benefits, high satisfaction rating, and fewer quality errors. In complement to, Burkett (2002) showed that employees who learn tasks through structured OJT make fewer quality errors. Moreover, Lawson (1997) put forward that structured OJT is based on adult learning theories and on how and why people learn. Below is a brief overview about what is adult learning about: Adult learning Malcolm Knowles (1978, 1990) was the theorist who first brought the concept of adult learning to a prominent position. Knowles (1990) contends that adults need to control their learning, as well as feel that what they learn has immediate utility, and is focused on issues that directly concern them; adults need to anticipate how they will use their learning, and to expect performance improvement to result from their learning. Knowless (1998) work was among the most guiding one with its six principles of adult learning being summarized as follows: Need to know adults need to know why they should learn something, that is why they need to learn something and how it will benefit them. Self concept adults fight against others imposing their will on them, but having been conditioned through the national school system of a dependent learner, they need to be moved into a self directed learner where they are responsible for their own learning and the direction it takes. Role of experience adults experience should be used in their new learning and the technique should include ways to include the adults knowledge as a tool that they can draw upon and also provide engagement by acknowledging them for their experience. Readiness to learn adults seek out learning as a way to better cope with real life task and problems. Orientation to learn the new learning should clearly define how the new learning will apply to their life in some fashion. Motivation to learn internal motivators are important than the external motivators that adults may receive for more learning. These internal motivators can come in the form of increased job satisfaction, self esteem and quality of life. In similar vein, Birkenholz (1999) asserted that adults with more education have a stronger tendency to participate in adult educational activities rather than those who have less education since as people expand their knowledge base, they also increase awareness of what they do not know. The following table summarizes important characteristics of adult learners and the implications to call center training programs: Adult learners: Implications to call center training programs: Want practical application Develop task-centered and problem-centered training programs. Want their real-life experiences to be recognized and valued Use the learners experiences and examples; develop interactive sessions. Are continuous learners and prefer to manage their own learning efforts Involve learners in development and evaluation of the program; encourage self-discovery and action planning. Have varied learning styles Use multimedia, varied methods of delivery, accelerated training methods. Need to know why they are learning Inform learner of the why behind the training before it begins Are motivated most by internal pressures (themselves) Help learners understand the benefits of training to job satisfaction, self-esteem and quality of life. Source: What Every Trainer Needs to Know About How Agents Learn by Laurie Solomon, published in Call Center Management Review , June 1999. Structured OJT typologies Generally there are four commonly used types of OJT among which features: Job instruction training Mentoring Coaching Job rotation Job Instruction Training (JIT) The JIT consists of four steps which were developed by Allen (1919) to train shipbuilders during World War I (Sleight, 1993). Rothwell and Kazanas (1994) outlined the four steps in the JIT model as follows: Step1 Preparation showing and demonstrating what learners will do; Step 2 Presentation telling learners what they will performed and why; Step 3 Application allowing the trainee the opportunity to practice the skills; Step 4 Inspection checking the trainees work and providing feedback. In addition to Rothwell and Kazanas (1994), Allen (1919) further described in his book that these steps should always be carried out in the order given and that the purpose of step 1 is to get the learner ready to be instructed of step 2 to instruct him of step 3 to check up errors and of step 4 to give a final inspection of the instruction job. However, Ford (1970) argues that the four step model is no longer enough; thus he added two other components objectives and evaluation recognizing that these components are implied by most of the expositions of Job Instruction Training. The amended diagram can be illustrated as follows: According to Ford (1970), the first step is the determination of objectives which describes what the learner will be doing when demonstrating his achievement and how one will know when he is doing it. Even though evaluation is listed as the final step in the model though it is a continuous process. Ford (1970) laid much emphasis that throughout the learning situation, the instructor should reflect on and evaluate each element in terms of the objectives and also he further claimed that evaluation is usually thought of as evaluating the student which in fact is to evaluate the entire learning process as well as a self evaluation of the instructor himself. Job rotation DeSimone and Harris (1998) define job rotation as an activity that involves a series of assignment to different positions or departments for a specified period of time. Wood (1995) added that job rotation is the systematic movement of employees from job to job within an organization, as a way to achieve various different human resources objectives such as: orienting new employees, preventing job boredom or burnout, reward employees, enhancing career development as well as exposing employees to diverse environments. According to Weihrich and Koontz (2002), the basic objective of job rotation is to broaden the actual knowledge of managers or potential managers who are made to move through: Non supervisory work; Observation assignment where they observe what other managers do rather than actually managing the portfolios; Assistant positions in some cases for brief periods in case of unforeseen absences or vacations of other managers. In line with the above statement, Anon (2001) stated that job rotation provides the employee with an opportunity to get a better understanding of the overall company and provide the organization with a more flexible workforce. Jerris (1999) added that excellent job rotation program can minimize training costs while optimizing the impact on training, by making individual in a better position to be flexible, self-motivated, adaptable, innovative, eager to learn and able to communicate effectively. According to Osborne (1996), at the start of job rotation, output may decrease temporarily implying that job rotation does not follow that job interest. DeSimone and Harris (1998) stated that within the job rotation training program, the trainee is evaluated by the trainer at each job, and at the end of training, the trainees evaluation are used as a means to decide in which department or job the trainee will work. Jerns (1999) argued that the possible problems with the job rotation program is that it is costly since job rotation involves a great amount of management time which is spend on lower level employees and it may also increase the work load, thus decreasing the productivity for the rotating employees manager and for other employees. Coaching Smith and Smith (2008) stated that the activities of the trainers after the induction session largely consisted of on-the-job coaching. Harris (1997) described coaching as an informal, unplanned training and development activities provided by supervisors and peers. Albers (1974) views OJT similar as coaching thus defining it as a conscious creation of an environment within which subordinates can learn to become better executives. On his part, Oladunni (1998) added that coaching is those managerial actions and behaviors specifically that focused on developing an employee so that he or she can perform at maximum compatibility. Oladunni (1998) further stressed that coaching maximizes the contribution of both the trainer and the trainee simultaneously and enables the coach to concentrate on other management functions. According to Sullivan (1998) the role of the coach is to facilitate learning as well as guiding learners toward the acquisition of new knowledge or upgrade their skills and equally seeking to influence learners attitudes by acting as a role model or mentor. Mentoring Mentoring, on the other hand takes a more holistic approach and guides the learner through broader aspects of the particular job (Cunningham et al. 2004) Woods and Cortada (1998) view mentoring as a learning relationship in which an individual with knowledge shares that knowledge with his or her colleague. The mentor is usually a supervisor or manager and the intention of mentoring is to support the employees, help orientating them to the job and work environment and preparing the employee for increasing responsibility (DeSimone and Harris, 1998, p.145) Brennan and Little (1996) described the process of mentoring as follows: In the first instance the mentor will be more pro active, supportive and encouraging, but in time the learner develops independence, confidence and autonomy. The mentor then needs to become more critical, challenging and confrontational, encouraging reflection. Effective and lasting learning takes place when learner experience a balance of challenge and support, confrontation and encouragement. Hooling and Resta (2001) support mentorship as a means to improve trainers own professional competency and belief through learning opportunities from trainees in mentoring. Components of a successful Structured OJT Jacobs (2003) held that a system view of structured OJT represents the interaction of several components, such as the training input, training process, the training outputs, and the organizational context. There is no best way to do structured training but however it has been noted that there seem to be some common elements among successful structured system, Levine (1996) stated that the components below may have different significance in different organizations: Management support Levine (1995) maintained the fact that training takes time and that it requires supervisors to allow themselves enough time for preparation and training, with the aim of not thwarting any structured OJT effort; Levine (1995, pp.1) further affirmed that If you cannot gain internal support from the organizations managers and supervisors, dont waste time trying to implement structured OJT. Moreover, Levine (1995) stated that support may come in the form of supplies, funding, materials and recognition of trainers and trainees. On a similar vein, Cleveland and Harne (2003) pointed out that the effect of training in call centres must be understood by all levels of the organizations senior management to ensure ongoing financial support. Formal trainer support process Levine (1995) emphasized that successful system generally have an OJT coordinator, a training manager, or some people outside the work area to provide the support necessary for a trainer; thus may include a dotted line relationship to the training organization. Jacobs (2003) further further put forward that organizations should be prepared to provide additional resources, such as appropriate rewards and incentives, necessary to support trainers in order to manage and develop trainers performance over time. Checklists and OJT training material Checklists is defined by Levine (1994, p.6) as being the foundation of any OJT system. Levine (1997) further lay out that checklists add structure to the training process and they list the specific skills and the employee is checked off as each task is successfully performed. Another document pointed out by Broadwell (1986) is the lesson plan which is intended to guide the training and improve the trainers ability to instruct the trainee. Broadwell (1996) also noted that the lesson plan must include what the trainer will say, show, and do, what the trainee will be expected to do, a timeframe for training, and the job aids and resources that are used in training. Train the trainer Johnson and Leach (2001) advised that prospective trainers are expected to develop training related skills through a train the trainer course. According to Levine (1995), training of the OJT trainer is the key to successful implementation; and that the program should contain high impact activities with the aim of changing trainers behavior from telling to coaching, from demonstrating skills for trainees to performing them with them. Meyer and Marsick (2003) advocated that it is important that the design and delivery, such as conducting needs assessment, developing objectives, creating an agenda, developing instructional event, and evaluating learning outcomes, still need to be included as core components of any train the trainer program. What an effective trainer look like will further be elaborated in the next section. Tracking and Report generation The last component as mentioned by Levine (1996) is tracking and report generation which is an important element for managing the training process as well as for other business reason like the fulfillment of the ISO 9000 quality award and an effective tracking and report generation may also provide valuable information to the stakeholders as well as providing a means of accountability. Smith (1995) stated that it is important to document whether there is a substantial difference between the approaches in the knowledge and skills acquired during the training. An effective trainer Sullivan and Smith (1996) stated that one of the most important elements of OJT training is selecting and qualifying trainers, since according to Harris et al. (2000) the quality of training in the workplace depends to a considerable degree on workplace trainers. As pointed out by Johnson and Leach (2001), OJT supervisors tend to select trainers on the basis of their job experience. However, Walters (2003) argued that even though OJT trainers are subject matter experts and more senior employees as such as they may possessed little competence in how to conduct an OJT program. Johnson and Leach (2001) urge to use expert workers who possess three competencies as follows: Technical competency: this competency is related to the extent to which the trainer possesses a high level of technical knowledge and skills in the area to be taught. Professional competency: this competency has to do with knowledge and skills related to instructional areas including planning, delivery and evaluation of learning. Personal competency: it refers to the personal and behavioral characteristics that influence the way trainers are perceived by others. In supplement to, Jacobs (2003, p.98) proposed two basic requirements that make OJT trainers more effective that is they should have adequate competence in the unit of work that comprises of the training, and they should have adequate competence about the training as trainer. Jacob and Jones (1995), on their side, outlined eight qualities to look for when selecting an OJT trainer. These are: Qualities Brief description 1. Task knowledge and skills The ability to perform the work behaviors at appropriate performance levels. 2. Specialized training Completion of specialized training in the area that will be the basis of the OJT program. 3. Willingness to share their expertise Interest in the development of others. 4. Respect from peers Perception by other employees that the trainer has task expertise, leadership abilities and general problem-solving skills 5. Interpersonal skills Ability to communicate clearly and comprehensively 6. Literacy skills Ability to comprehend resource materials 7. Concern for the organization Showing an interest in helping the organization improve its performance 8. Job expectations Awareness of job expectations and assignments and how these will affect their ability to perform as an OJT trainer In the call centre environment, Akroyd et al. (2006) acknowledged that the supervisor plays an important role, and Therkelsen and Fiebich (2003) argued that a supervisors communication skills are of great importance and that these skills should be a meaningful part of the evaluation process. Strengths and weaknesses of OJT Jacobs (2003) stated that every training program contains its own strengths and weaknesses.

Time Transfixed :: Essays Papers

Time Transfixed RENE MARGRITTE, TIME TRANSFIXED, 1938 Time transfixed by Rene Margritte is a surrealistic painting. By watching the painting We see a very sharp and clear painting with dark colors close to the red. The painting look so real that fools the eye and the observer has the impression that it is a computer graphic and not a real painting. The composition it’s ruled by straight diagonal lines. But there are some vertical lines to break the monotony and to relax our eye. Our vision goes straight to the fireplace because it’s the only object on white and attracts our attention. It is a strange composition. There is a fireplace and a train coming through it. It’s the train that travels through the time. But why come through the fireplace? That because is surrealistic. On the top of the fireplace are two candles. The candles are not lit. But the painting is illuminated by natural light coming from the right. The candles symbolize the knowledge. In meddle of two candles is a black watch showing 1 o’clock. The watch symbolizes time and the mystery of time! On the back is a mirror. It reflects only the shape of the candle and the watch and nothing else. There is void space on the mirror. That’s because the mirror symbolizes the mystery of the Universe and our ignorance for the mysteries that Universe hides and the forth dimension â€Å"TIME†. By seeing the painting the observers has the impression that there is void space in the room too. The mirror and the fireplace, which looks like an empty box, give that impression. We don’ t know if there is void space in the room because we see only a part of it.

Analysis of The Open Boat by Stephen Crane Essay -- The Open Boat Step

Analysis of The Open Boat by Stephen Crane Story: â€Å"The Open Boat,† 1897 Author: Stephen Crane (1871-1900) Central Character: There is no real central character in this story. All the men on the boat are spoken about more or less equally and no prominent character jumps out at the reader as being the central character. Although more emphasis is put onto the correspondent, and Billie the oiler. Other Character: The cook: bails water from boat. Billie the oiler: steers and rows boat, is the only of the men that does not make it alive to land. The correspondent: Also helps steer and row boat. Injured captain: gives commands to the crew as he lies against the water-jar speaking with a low and calm voice. Unnamed people on land: Coat swinger, naked man, etc. Setting: A 10 foot dinghy floats upon a rowdy ocean near the coast of Florida in January in the late 1800’s. It seems that everything on the sea is grey weighing heavily on the feeling of the men. There is a tired and frustrated feelings among the men as they want to leave the boat and return to land, although, Billie and the cook provide some humor when referring to the blasted oars and to pie. Narrator: The author, 3rd person, omniscient point of view. Events in summary: (1) Four men have survived from a sunken steamer and are stuck in a 10 ft steamer out at sea some where near the coast of Florida.(2)The Injured captain lay over the water-jar giving orders to the correspondent and Billie the oiler letting them know how to steer and row the boat. The crew makes its way to Mosquito Inlet light where they believe that there will be a house of refuge. (3) Seagulls taunt the crew, one in particular trying to land on the captain’s head. This kills the crew’s optimism about the wind blowing ashore. The oiler and the correspondent continue to row switching off when the other is tired. (4) The captain then spots a lighthouse on the horizon, like a small dot. The captain decides to use his jacket and an oar to make a sail to let the men rest. No one spots the boat and they find it curious, assuming that no one must be looking out the window out to the sea. They deicide to got back to sea to avoid the risky surf. (5) The wind d ies down and the men spot some more people on the shore. There is a van or a boat of some sort, and a man that is swinging his coat. They don’t actually try to help the crew they just ... ... sit comfortably in groups on the water while the sea tries to attack the men. The shark finds no use for the men, the correspondent views the windmill as a symbol of nature in that it is neutral and unconcerned by the men’s destiny sitting on the lonely shore. The characters can be studied through their relationships to their surroundings. The correspondent remembers a rhyme from his childhood, and he feels pity for the dying soldier mentioned in that verse. This verse never seemed important to him before, but now being menaced my nature and being alone in the cruel world he understands the soldiers situation. Evaluation: I enjoyed this story, because it had many different kinds of criticism that could be applied to it. Especially that of biographical criticism because it based off at true story that actually happened to the author himself. It was also nice to see the characters grow, as friends and as men. I also really enjoyed the style of writing and the use of similes, imagery, and detail. These really painted a picture in my head. Works Cited Crane, Stephen. â€Å"The Open Boat.† An Introduction to Fiction. X. J. Kennedy, Dana Gioia. New York: Longman 2005.215-233.

Free Essays on Invisible Man: Defining Oneself :: Invisible Man Essays

Defining Oneself in Invisible Man Invisible Man by Ralph Ellison is a novel which embodies the universal theme of self-discovery, of the search to figure out who one truly is in life which we all are embarked upon. Throughout the text, the narrator is constantly wondering about who he really is, and evaluating the different identities which he assumes for himself. He progresses from being a hopeful student with a bright future to being just another poor black laborer in New Your City to being a fairly well off spokesperson for a powerful political group, and ultimately to being the "invisible man" which he eventually realizes that he has always been. The deepest irony in this text is that for a significant portion of the story, the narrator is unaware of his own invisibility, in believing that others can "see" him, he is essentially invisible to himself. Only through a long and arduous journey of self-discovery which is fraught with constant and unexpected tragedy and loss does he realize the truth, that his percepti ons of himself and of how others perceived him had been backwards his entire life. The story opens with the narrator participating in a "battle royal" prior to delivering a speech on humility, and on the progress of the Black people. These are the days during which he is still a hopeful scholar, defining himself as a "potential Booker T. Washington." At this point he is living the life that others have told him that he should live, and defines himself as he believes he is seen through their eyes, as an icon of what a Black person can achieve and as a role model for his people. The abuse and degradation which he is put through in the battle royal give him the first inklings that everything is not as it seems, but fail to do anything to change the narrator's perceptions of himself. It is quite possible that if given the chance, the narrator may have gone on living the life that society had preselected for him, and never realized his invisibility, but fate had other plans for him. His entire life was thrown into disarray the day that he was assigned to show around Mr. Norton, a powerful white man and founder of the school that he was attending. The narrator made the mistake of taking Mr.

Positioning Background Essay

Beginning of Positioning Positioning term This is awkward. Why not â€Å"The term positioning†¦Ã¢â‚¬  started in 1972, when Ries and Trout wrote several articles about â€Å"The Positioning Era† for the trade paper Advertising Age. It because ? familiar when more than 1000 speeches have had been given about Positioning among 21 different countries around the world to advertising groups. In addition, more than 150,000 copies of the â€Å"little orange booklet† were distributed which reprints the Advertising Age articles. (The Battle for your mind, 3) This paragraph has awkward wording. Also, check your tenses. What does Positioning Mean Many authors, professors and experts came up with the meaning of positioning; despite their differences they all have the same meaning. According to Ries and Trout (date) Positioning is not what you do to a product, Positioning is what you do to the mind of the prospect (Book). Explain further. Similarly Jack Trout defines Positioning as to know how to grammatically wrong differentiate yourself from your competitors ( Paper). While Kotler (date) mentioned in his book as is the way that consumer defined the product on important attributes and how the place of produce in the consumers’ mind relative to competing products. (Armstrong & Kotler page 185)   This entire sentence is confusing. Rephrase it or break it down into several sentences so the idea can be better understood. after reviewing other authors definitions , we came up with our own definition so we can describe positioning as creating and designing a remarkable place in the market for certain product to be kept in the target market’s mind in order to increase or maximize the potential benefits. (Orange book, 172), (Red Book, 237), (Kotler Book, 310) There are missing articles here. Check grammar. The content is good and the idea is presented well enough. Importance of Positioning Going through several researches and books about Positioning strategy has shown how this strategy is playing an important role in the marketing. Implementing Positioning method gives the reason to buy your product rather your competitors’ product as Trout mentioned in his article (You have to tell your story as to why you are different or better). (The business Time Singapore) Another role of positioning is that, if a company does a great job pf positioning the market will not get confused and it would be much easier for the company to do the rest just by taking it from the positioning strategy such as the marketing planning and differentiation.(Kotler Book , 310)In addition, positioning really help the companies to produce differ and unique product from current and potential competing product, which can attract the target market in a positive way. Beside that, although there are continuous stream of advertising, customer would accept only the product that stuck in their mind due to knowledge or experience http://www.quickmba.com/marketing/ries-trout/positioning/. Also, concerning to the main point of positioning which is based on differentiation as Ries and Trout view it as a creative strategy must be taken for an existing brand in an overcrowded marketplace. . ( tree book , 193,194)   Check nouns that have to be pluralized. Grammar is wrong in certain sentences. Also, the first sentence is very confusing. Try breaking the ideas down into different sentences. Being successful is very easy when the product is well known and has a significant place in the market, while it could be very difficult if there is no major a little difference between the products. Therefore the succeed of firm’s positioning efforts is really very important. ( tree book , 193,) , This is similar to what is mentioned in to Trout & Al Ries book ( The Battle for your mind) , which is the easiest way to get into the consumer’s mind is to be the first , while being the second is nowhere.( The battle for your mind /19,21) Positioning Steps There are several steps to be followed in order to use Positioning strategy , which is mainly not about create new product , but its about manipulate with what’s already up there in the mind.( The battle for your mind , 5). But positioning steps can differ from author to author, as a result of that positioning step for two different authors will be explained below in order to came up with the summitries and difference: Walker & Boys Positioning Steps Walker and Boyd subtract the main steps from Ries and Trout books, articles. So any company who wants to reach the required position for its products and evaluating the new strategies for positioning a new entry, there are 8 steps outlined should be follow. These steps can be followed are very applicable as it can be use for product and service in any area. Here are the steps below: Identify a relevant set of competitive products: In this stage, marketers should make a positioning analysis, which means knowing the customer‘s opinion about certain products that can satisfy their basic needs and knowing our product’s competitors. But in order to know the products position in the market, marketer should use the positioning map (It called sometimes the perceptual map, its an excellent tool to know the brand position very well, it shows the position of new product with its competitors) which was the idea of Richard A. D’Aveni that came up several years ago. The market research is very necessary in this stage in order to get customer perception of the new product concept comparing with the same produce that have the same attributes. http://www.hbsp.harvard.edu/hbsp/hbr/articles/article.jsp?articleID=R0711G&ml_action=get-article&print=true Here is the example of positioning map: Two suggested criteria are used in order to make the judgment and the criteria are Fast delivery, limited or wide choice and comfortable environment. Then several brands are used in the map regarding how it position in the consumers’ mind considering the criteria. For example of that MacDonald is position as the fastest delivery service but limited choice unlike Caff Nero. This doesn’t mean that certain brand is better than another, it’s just that each brand is different and has special attributes. http://media3.bournemouth.ac.uk/marketing/10branding/05position.html Identify determinant attributes: Basically, positioning is really based on several attributes .But theoretically the consumer’ choice can be influenced by a small amount of features or benefits, because the greater number of features use for positioning a product, the greater the chance of confusion or even disbelief will be according to Trout & Al Ries (if you try to be all things to all people, you wind up with nothing). So, narrowing the focus of your expertise would be better in order to establish a unique position as specialist. (Battle for your mind, 195) However, using one or more features for position a product would really make the consumer recognize to attach that features with the product .So, the main attributes are: Features: It’s mainly used for physical product like the fastest or quietest product. Benefits: It’s the same as features which means it related to the product in direct way such as Volvo’s known on its safety and durability. Price/Quality: as Wal-Mart position itself as the lowest price seller of quality product and it has been very successful with that. Country or Geographic area: which means the product name include the name of country producer such as French wines and Russian Vodka. Determine consumers’ perceptions: In order to create perceptual map, marketers use several tools to collect and analyze customer’s perceptions about competitive positioning of alternative products used as Multidimensional scaling (MDS) which refer to several statistical techniques that are usually used in data visualization in order to identity the similarities and differences in data. While the Discriminate analysis it’s a statistical technique that used in marketing when there is only one dependent variable but several independent variables, it looks at the responses to the questions asked about the product attributes and underlining dimensions. http://www.indopedia.org/Discriminant_analysis_(in_marketing).html http://en.wikipedia.org/wiki/Multidimensional_scaling In this stage, the attributes should be identify by analyst in order the consumers use it to evaluate the product and service in the same category. Then, determine the best attributes that have been chosen by the consumer among all the brands. Therefore, this stage basically is about how the consumer’s positions the competitors in the market. Analyze the intensity of a product’s current position: Some brands might be recognize by consumers , while the others are not exits in the consumer’s mind .As a result, unknown brand would defiantly not occupy a position in the consumer’s mind. So, in order to acquiring an intense position, the first thing to do is building a brand awareness which must be associated with some concepts relating to the purchase decision strongly. But to reach an intense position, you should develop the relationship between the brand and few numbers of attributes. However, there are some chances that brand can gain a positioning intensity like when there are limited brands control certain a product in the market and consumer’s minds, so it’s not wise to competing head –on against the leaders on the basis of attributes by competitors because it’s not effective regarding Al Ries & Trout in their book (If you proposed position calls for head-to head approach against a marketing leader, forget it. Its better to go around an obstacle rather than over it . Back up .try to select a position that no one else has a firm grip on). A better option is to focus an attribute prized by member of given market segment such as targeted women and young families by Ford Windsatr minivan, as it has been introduce since 1994 with a successful advertising campaign which really helped to compete the leading minivan seller Dodge Caravan.( The Battle for your mind , 195) Analyze the product’s current position: In order to know if the brand occupies a strong position on particular attributes, marketer should make a lot of marketing researches and analyze by using some techniques such as Multidimensional scaling, discriminate analysis and perceptual positioning map. The perceptual positioning map would really help (see appendix 1) as a small distance between two brands shows that brands are considerable alike while the greater distance refer shows brands are being very different. So, the intensity of competition between the brands alike is much greater than the others. But always try to position your product in an empty space, being the first is the easiest way to get into a person’s mind due to Ries & Trout. (The battle for your mind, 19) In addition, the perceptual positioning map provides great information about position opportunities such as launching new brand or repositioning. It could be done by finding an empty space in the map which shows no store is exiting or located currently. But finding space or gap empty might be regarding couple reasons like technical constraints which will be impossible for any brand to attain. Determine consumers’ preferred combination of attributes: This stage is mainly about what are the most important attributes for consumers, so there are many different ways the analyst can be use to measure the customer preferences and make them involve in the positioning analysis. For example of that survey which can be answer by the consumer to know their opinion of the ideal product or brands within a product category. So, respondents can know what consumer wants by rating the ideal product and exiting products on number of attributes. Other option is not only to rate the similarity between couple of brands available in the market but also explain their degree of preference for each. For both cases the analyst, who use the suitable statistical techniques, will defiantly know where to locate the respondents, ideal point relative to the position for different available brands on the product space map. Define market positioning and market segmentation: To well define the market segmentation, the difference in the seeking benefits by different kind of consumer should be considered. Because regarding the difference of ideal point by consumer, reflects different benefits they seek. So, the market positioning analysis can defiantly classify the differences between the market segments and the unique position for different brands. If the consumer’s ideal point divided in two or more location on the product space map, it considerably defines each as different market segment. According to the analyst is that each cluster represent by circle the induce most of the ideal points for the segment and the size of the circle shows the relative proportion of customer within a particular segment. So, by knowing the customer preference in different segments together with the awareness of the existing brands, analyst can figure out three things like how strong is the competitive between different brands in different segments, the intensity of the competition between brands in a given segment and the great chance for getting a differentiated position within known target segment. Select a positioning strategy : In the final stage, where it comes to answer the question where should certain company position a new brand or repositioning, so there are two things should be based one choosing the strategies which are market target analysis and result of market positioning analysis. When choosing the position, it should match the preferences of specific market segment and considered the positions of current competing brands. Other aspects should be considered also such as the attractiveness for target market, strengths and weakness of competitors as well as the required cost to maintain these positions. There are seven different positioning strategies, which can be chosen based on how to reach its marketing objectives: Monosegment positioning: It’s about produce a product and makes a special marketing program to the preference of a single market segment. This strategy considered as an advantage for the brand within the target market, but it won’t gain a lot of sales in other segment. The best use of this strategy with mass marketing. Multisegment positioning: This strategy produces a product that attract different consumer from different segments. The features of this strategy are very attractive as its offer higher economies of scale ,smaller investment requirements, avoid dispersion of managerial attention .The best use of this strategy when the individual segment are small. Standby positioning: it’s not a wise to switch of using Monosegment and Multisegment, so using several brands that each one positioned to serve only one segment’ needs, although if it increase the total market share. So, there is a possibility to use Monosegment strategy when they have to do so. Therefore, standby strategy is prepared plan that include product specifications, product attributes as well as details for the marketing program which will be used for new product position   . Imitative positioning: It’s the same as the head on strategy, where a new brand position itself the same as or slimier of it competitors. Using this strategy can be suitable sometimes, when a new brand’s firm has distinctive advantages beyond positioning such as better access to channels of distribution. Anticipatory positioning: It’s considered as evolution strategy that can match the segments’ need. Its appropriate when new brand doesn’t not expect a fast acceptance and popularity. Adaptive positioning: It can be used in certain period in order to reposition the brand to satisfy the new segment’s needs. Defensive positioning: when a company occur strong positioning in the market with a single brand , it uses its completive   strategies and introduce a new additional brand in the same position and segment. David & Aaker Positioning steps: Regarding David A. Aaker & J. Gary Shansby , professors of marketing at the University of   California , they have introduced six steps for developing a positioning strategy : Identify the competitors : List the competitors in number of ways in order to have primary and secondary groups of competitors. For example of that grouping other diet cola drinks, all cola drinks, all soft drinks, nonalcoholic beverages, all beverages. Another way is the development of associations of product with use situations, such as asked about the appropriate beverage for the snack, then asked more specific question in order to have a list of use beverage resulted. Also, the other group will be asked which beverage is suitable for which situation, and the beverage that ranked as for the snack, it will be compete primarily with the appropriate beverage for the snack. This would really help in knowing and identifying the competitors although the market research is not used. Determine how the competitors are Perceived and Evaluated: In this step the buyers are the main resources as they are the target market, so for example the first question will be to identify the two most similar brands from a set of three competing brands and the reasons for being this two similar and different from the other .Next, respondents would be asked which of the tow you prefer and why. After that, using logic, judgment or factor analysis in order to remove all the extra points from the list. The final step is to identify which brand is the most important to respondents. Determine the competitors’ portions: In this stage, we are going to know how each competitor include our entry position itself in the market with the respect for each other. Multidimensional scaling can be used because its purpose is to scale objects on several dimensions. So, simply to ask a group of our target market to scale the various objects on the product association dimensions. This is the same as the perceptual map, even though it has some major disadvantages such as unfamiliarity with some brands, difference among respondent. Analyzing the customers: Understand the customer and know how the market is segmented would really help I knowing how to choose the best positioning strategy. Of course there are many questions should be asked in our mind such as what is the behavior of our target , how the product’s role play in the customer’s lifestyle †¦etc. A very important approach for segmentation is benefit segmentation which refers to the benefits of product or the product association that customer believes how it’s important. So, in order to know the rate of product association, customer can be asked to know their judgments or their point of view about the ideal brands which will be combination of the entire customer’s preferred product association. Customers are then will be divided as group defined by product association. However, having different group would really help to ask each group what they like about it the brand and how they can describe it. Then , the result will show if it need an improve for the brand’s image by more understating for the lifestyle of segmentations, behavior, income and many other things in order to target the segmentation well. Making the Positioning Decision: There are four steps should be considered before taking the actual positioning decision: Positioning usually implies a segmentation commitment: which means that before the decision is made, the commitment in focusing on certain segments should be made in order not to turn back on to seek potential buyers as well as not be constrained by the reaction of other segments. An economic analysis should guide the decision: basically, there is tow factors should be depending on the potential market size X the penetration probability. Attracted a sizeable segment by a positing strategy is considered as one implication for the structure. In addition if group of customers are attracted to there brand, it should have worthwhile market share to begin with. Also, if new buyers attracted to the product class, an assessment should be done to the potential size of that growth area. If the advertising is working stick with it: having a good advertisement campaign that can represent or reflect the brand image as it required is the key of good advertising , no matter how long it has been shown because the value of consistency through time cant be overestimated. Don’t try to be something you are not: sometimes it’s tempting to decide on a positioning strategy that exploit a market need or opportunity, but assume your product is something its So, test the product in order to ensure it deliver what it promises and compatible with a proposed image. Monitoring the Position: the positioning objective should be measurable like any marketing objectives, therefore in order to evaluate the positioning and get information about future positioning strategies, it’s very essential to monitor the position consistency. For example of that Hamburger Helper used personality test. Compare between 2 authors Even though Trout & Al Ries are the main founders or creators of Positioning, they did not write about specific steps for Positioning, but others professors and authors extract the steps from their articles, books and lectures among the years. So, there are different number of steps are mentioned by different authors, but overall they aiming for the same purpose. So, a comparison will be made between Walker and Boyed (W &B) & A. Aaker and J. Gary Shansby (A & J) in order to clarify the similarities and differences. First of all, as can be seen from the report above that W &B mentioned or talked about 8 steps for using Positioning strategy, while A &J summarize their steps into 6. Both W & B and A & J talked about Identifying the competitors, which A &J mentioned it in both step 1 and 2, the first step is where to list the competitors while in the second step knowing the consumers opinion about the competitors’ products. But, W & B instead of that recommend to use the perceptual map in the first step as it in order to know the product’s position regarding its competitors. In addition, W & B recommended to use the perceptual map in the first step to know the consumer’s opinion about certain product that similar to yours based on two suggested criteria. Using the perceptual map is very informative as it shows our competitors, beside that the consumers’ opinions about them by rank them in different places. Both if them W & B and A & J talked about the same point in the step three which is Knowing the competitors position in the market, although each one talked about using different tools as A & J recommend to use Multidimensional scaling and W & B recommended to use Multidimensional scaling and Discriminate analysis to create the perceptual map. They recommend to use the Discriminate analysis when there is only one dependent variable but several independent variables. However, step 4 for A & J is about Analyzing the customers, while for the   W & B they talked about it in steps two, six and seven. Al though their are different in title but it has the same purpose which is knowing what customer preferred attributes for the product in order to provide it in the product. A & J not only use this step to know customer’s preferred product association but also use the consumer’ answers or result to improve the product’s image. The same thing for W & B but they use the result for getting better differentiated position within known target segment .Also, W& B recommend to use different tools to be involve in the positioning analysis such as surveys in order to know the consumer’s ideal brand attributes. As for the step four according to W & B its Analyze the intensity of a product’s current position, this is also mentioned by A & J in step six but not in details because they focus more in monitoring the position in the future. Both of them talked about evaluate the position of our product and how strong the position is regarding the competitors. In addition W & B gave some solutions in order to acquiring an intense position. On the other hand, the final steps for both of them are quite different as W & B talked about several different strategies that should be chosen from based on how to reach its marketing objectives, while step 5 for A & J is giving the process for how to take the positioning decision considering many other aspect in order to choose the right and most suitable strategy as they don’t consider choosing the strategy as a step because I think following all the steps they mentioned would make the strategy choice much easier. Hotel Positioning    Hotel considered as any product or company that aims to attract customers, by position itself in the right place. Having a unique market position would boost the market share. Therefore, the argument here is how to make the travelers to book our hotel rather than other’s properties, which is known as market position. The Hotel position must provides several attributes that guests needs and wants. There are two perspectives can be evaluated the hotel brand’s position which are the brand’s management and guest. First the brand’s management should have several concept or plan of the hotel’s intended position and what it will offer to be different than its competitors. As for the guest, the hotel should provide what it does promise. http://www.allbusiness.com/marketing-advertising/segmentation-targeting/537095-1.html However, to establish new hotel brand there are many questions should be answer such as what position you already own due to overcrowded society with very strong hotel brand like Sheraton, Hilton†¦etc. So, it’s very easy to work with other brands out there during the positioning strategy according to Trout & Ries (The battle for your mind, 193). This means, knowing how people in the UAE see Al Dar and try to apply it in the hotel rather than taking other places because it would be very hard especially who has a very long history in the hospitality industry. Review Don’t use â€Å"So† to start a sentence. Check your subject-verb agreements. Your sentences are mostly too long. Although you clearly have a good grasp of the content, the presentation is confusing. Don’t try to cram all your ideas into one sentence. The citations are not MLA style. Check for missing articles and for misplaced articles. Some wordings are awkward and need to be revised. Although the outline and the flow is clearly well thought out, you need to be more academic in your writing. Don’t shorten your words. Use â€Å"It is† instead of â€Å"It’s†. Where you are more comfortable using simpler words, do so. Avoid double negatives such as â€Å"doesn’t not† Grammar is badly in need of editing. There are a lot of unnecessary words that just make the lengthy sentences confusing. Instead of using â€Å"For example of that† why not â€Å"An example of that is†¦Ã¢â‚¬  Say â€Å"with respect to† not â€Å"with respect for†. An â€Å" ‘s† indicates possession or ownership while simply adding an â€Å"s† indicates plurality. There are a lot of instances wherein the two are confused for each other. Check the verbs. Know when to use gerunds and know when not to. â€Å"Cant† is different from â€Å"can’t† There are instances where â€Å"there† is used when it should be â€Å"their†. Also check for missing linking verbs. The paper gives the reader the idea that the author understands the concepts very well. However, it does not give the reader much insight as to what those concepts are. One can easily get lost in the long sentences. The grammar and tense problems also add to the confusion.