Hank Aaron Biography Essay -- essays research papers fc

Henry Louis Aaron(Hank) AaronDate of Birth February 5, 1934(the day before Babe pity turned 39). Birthplace Mobile, Alabama, United StatesDate. Circumstances of Death LivingEarly Life The second of nine of Herbert and Estella Aarons , he weighed just 2 and 1/4 pounds at birth. Hank was a quiet boy who just had one or two friends in the neighborhood. When Hank was eight he saw his first major(ip) league game. After the game he knew he wanted to be a major league baseball player which is a good moon because it makes you work hard to make it come true. Hank would sometimes skip school and go down to the baseball bleachers and liked watch players like Joe Dimagio, and Micky Mantel. When his parents found show up that Hank was skipping school they scolded him and told Hank that it was important to get an education. His father said that the reason he gave Hank fifty cents to take to school and he took twenty five cents to work was because it was more important to see that Hank got an education than it was for him to eat. Aaron began his professional baseball career as an 18-year-old shortstop for the Indianapolis Clowns of the Negro American League. A proper-handed hitter, he batted cross-handed, with his right hand below his left hand. Education Hank Aaron attended Central High School and finished school at Josephine Allen Institute.Major Contributions to Georgia While play for the Atlanta Braves, Hank Aaron broke Babe Ruths career home ru...

net bans :: essays research papers

     In July of 1995, Florida put into effect a new law banning the use of gill nets in each(prenominal) inshore water of Florida. The law contained two significant provisions 1) some non-gill nets would be allowed, but maximum size would now be limited to ergocalciferol square feet and 2) unemployment compensation would be available to affected netters through a 20 million dollar fund set aside to purchase the nets that would be made obsolete(Stearns, par.5). This ban on nets has led to a dramatic comeback for a variety of fish species, including the Spanish mackerel and Florida mullet. In the following essay I intend to show the ban laws, what they encompass whom they affected, as well as their reaction. Most importantly, I intend to show the ban has made an overall rise on Floridas marine environment.     Over the past 100 years, Florida has been known for having some of the best recreational fishing as well as marine environments. Local s and tourists as well could pick any given day to spend on the water and return with a wide variety of game fish. Unfortunately, over the past ex this trend has been on the decline. The cause of this decrease in the population of Floridas marine environment as well as in other parts of the world, is the undiscriminating use of the monofilament fishing net (par.2). One of the areas that have seen just how destructive these nets can be, is the Florida Coast.     In 1990, commercial-grade gill-netters proceedsed 26 million pounds of mullet (DeYoung, par.56). In 1994, Floridas became affright when the mullet spawning population ploped to about 15 percent of normal. They also felt the impact this loss of forage food had on game fish. One of the largest causes of this plummet is the lucrative market in the Far East for mullet row, which had almost completely decimated Floridas stock of these fish (Stearns, par.2-3).      Due to this large de cline, the Florida Marine Fisheries Commission (MFC) fixed restrictions on recreational and commercial harvest of mullet. In 1992, recreational fishermen were now limited to fifty fish per boat per day, with no size limit, while commercial fishermen have no "bag limit", but are required to release any mullet under eleven inches in length. The results of the restrictions lowered the harvest on mullet by recreational fishermen from four million to one million pounds. There was a 75 percent reduction in recreational harvest as a result of the FMCs restrictions.

Hulot in Mon Oncle :: Jacques Tati Charlie Chaplin

Jacques Tatis irrepressible Mr. Hulot, along with Charlie Chaplins Trampcharacter, is nonpareil of the greatest examples of the everyman. He walks through life with awhimsy that becomes his trademark. Although dialogue is sparse, he exposes the curiousintricacies of life from behind his trenchcoat and pipe. In Mon Oncle, Hulot goes onoutings with his nephew while Tati elucidates the quite arduous issues of red-brickity.Hulot goes back and forth between the bourgeois neighborhood and what can only bedescribed as the modern sector with a neglect shared only by the mischievouschildren and lackadaisical canines that roam the streets.Hulot has no job, but his days remain filled with admiring children, the talkativestreet-folk and vendors, and his meddling sister in the modern sector. Altogether, the filmhas one of the most meager, yet clever uses of sound. Tati can do more with periodicbuzzers and whistles than the average film could achieve with all of its moderntechnology, which is concomitant with the issues within the film. The only twoexceptions to the slight soundtrack are the clamorous and deafening sounds ofconstruction during the opening sequence and the technological mishaps at the plasticfactory, two being examples of the entropy of modern life. While Hulots sister and herhusband stammer around figuring out whether their awkward fountain is spouting or thephone is ringing, the altruistic Hulot contorts his window so the reflection prompts acaged bird to sing with delight.Tati parodies the sterile efficiency of the modern sector. First there is a montageof cars, each traveling at a uniform distance from the next, never an arrow unfollowed. Incomparison, the Arpels (the sisters family) step clumsily along the indirect stone pathsin their garden. The ineffable Hulot chooses either to walk freely, incongruous with thepaths that have been laid out, or to navigate them deftly as if he were engaged in a gameof hopscotch like the little children outside of his house. At times, Hulot can maneuverthe cobblestones with obliviousness shared only by the familys dachshund. The peoplesmovements in deference to the courtyards gravel squares are reminiscent of thecharacters moving around the checkerboard floors of a country estate in Renoirs Rules ofthe Game (1939).The silly characters of Mon Oncle play around in a modern world that makes littlesense to Hulot. He finds himself uncomfortable with the strange angles of the art-decochair and grimaces humorously. His bust with the futuristic kitchen brings to memory asimilar scene in Charlie Chaplins Modern Times (1936) in which an unsuspecting

Breakthroughs in Astronomy and Medicine in the 16th and 17th Centuries :: science

Breakthroughs in Astronomy and Medicine in the sixteenth and seventeenth CenturiesIt was during the 16th and 17th centuries when mans view of the unvierse and himself changed drastically. This came after a millenium of repetition and doldrums in the development of science. People finally began questioning what they were told, and they went out to find conclusion rather than assuming on the basis of authority and common sense. These advances in astronomy and music came about in the same era, and were not unparallel in their development. In both fields were some very notable pile who contributed greatly to the devolopment in these areas. In the field of astronomy Copernicus, Brahe, Kepler, and Galileo shed Aristotles, Platos, and Ptolemys views of the universe. In medicine Paraclesus, Vesalius, and Harvey did away with Galens ancient practices. Ancient Greeks believed that the terra firma was stationary, they concluded this by making some basic obsevations. One being that the Eart h cannot be part of the heavens because aery bodies are bright points of light, whereas the Earth is a nonluminous sphere of mud and rock. excessively in the heavens in that respect is very little change, the same stars are there night after night, only five planets, the sun, and the moon. On Earth besides things are constantly changing and reforming. Their senses also told them that the Earth wasnt moving. They believed that the air, the clouds, and the birds would all be left(a) behind if the Earth spinning around, therefore it couldnt be moving. Also if the Earth were spinning everything would fly off due to the centrifugal force. It was thought that with all this establish there was no way that the Earth could be moving. There were just a few descrepencies in this Earth stationary or geocentric view. The around apparent being the five planets. They moved unlike anything else, they moved conflicting to the stars and occasionaly went backwards. Ptolemy was able to correct this by the use of epicycles. This said that not only do planets orbit the Earth, but they also have smaller circular moton which they cause during their orbit. This did solve the problem, but it was still imperfect and very complicated, it was un-Godlike. Nicolaus Copernicus believed in the heliocentric mildew of the universe. It was his belief that the sun was a copy of God, God gave us deportment and the sun kept us alive.Breakthroughs in Astronomy and Medicine in the 16th and 17th Centuries scienceBreakthroughs in Astronomy and Medicine in the 16th and 17th CenturiesIt was during the 16th and 17th centuries when mans view of the unvierse and himself changed drastically. This came after a millenium of repetition and stagnation in the development of science. People finally began questioning what they were told, and they went out to find proof rather than assuming on the basis of authority and common sense. These advances in astronomy and medicine came about in the same era, and were not unparallel in their development. In both fields were some very notable people who contributed greatly to the devolopment in these areas. In the field of astronomy Copernicus, Brahe, Kepler, and Galileo shed Aristotles, Platos, and Ptolemys views of the universe. In medicine Paraclesus, Vesalius, and Harvey did away with Galens ancient practices. Ancient Greeks believed that the Earth was stationary, they concluded this by making some basic obsevations. One being that the Earth cannot be part of the heavens because celestial bodies are bright points of light, whereas the Earth is a nonluminous sphere of mud and rock. Also in the heavens there is very little change, the same stars are there night after night, only five planets, the sun, and the moon. On Earth however things are constantly changing and reforming. Their senses also told them that the Earth wasnt moving. They believed that the air, the clouds, and the birds would all be left behind if the Earth spinning aro und, therefore it couldnt be moving. Also if the Earth were spinning everything would fly off due to the centrifugal force. It was thought that with all this evidence there was no way that the Earth could be moving. There were however a few descrepencies in this Earth stationary or geocentric view. The most apparent being the five planets. They moved unlike anything else, they moved contrary to the stars and occasionaly went backwards. Ptolemy was able to correct this by the use of epicycles. This said that not only do planets orbit the Earth, but they also have smaller circular moton which they perform during their orbit. This did solve the problem, but it was still imperfect and very complicated, it was un-Godlike. Nicolaus Copernicus believed in the heliocentric model of the universe. It was his belief that the sun was a copy of God, God gave us life and the sun kept us alive.

The Starbucks Corporation Essay -- essays research papers

1. Starbucks Corporations rise seems to be out of a storybook for Howard Schultz. Starbucks began selling whole bean coffee in 1971 under Jerry Baldwin, Zev Siegl, and Gordon Bowker. Business grew at a slow and steady pace until Schulz joined the company as manager of retail sales and marketing. After a visit to Milan, Italy, Schultz was inspired by a vision. He saw how important coffee was to the romantic culture of Italy. He believed that if Americans had such places to socialize over a cup of coffee, espresso, cappuccino, etc., that they would pay good silver for his quality product. The owners of the Starbucks Corporation were not as excited and did not want to operate in the restaurant business. Schultz filmed these coffee bars and began to pitch his ideas to investors. By April of 1985, his first coffee bar had opened and by 1987 he had bought the Starbucks name. Although the first few years of the company were less than profitable, Schultz looked at the long-term opportuniti es and never permit his idea die. Within a few years sales shot up 84%. This left room for expansion. By 1995 there were almost two hundred stores opened across the U.S. and Starbucks was already looking international at this point and began operations to look to Asia. Starbucks now has opened bars all over the ground and is one of the most successful businesses in the world.2. The topics we have been looking at include the external environments of businesses and deciding on what a company is to do in the...

The Starbucks Corporation Essay -- essays research papers

1. Starbucks Corporations rise seems to be out of a storybook for Howard Schultz. Starbucks began selling whole bean coffee in 1971 under Jerry Baldwin, Zev Siegl, and Gordon Bowker. Business grew at a slow and steady pace until Schulz joined the company as manager of retail sales and marketing. After a visit to Milan, Italy, Schultz was inspired by a vision. He saw how important coffee was to the romantic culture of Italy. He believed that if Americans had such places to socialize over a cup of coffee, espresso, cappuccino, etc., that they would pay good money for his quality product. The owners of the Starbucks Corporation were not as excited and did not want to operate in the restaurant business. Schultz shoot these coffee bars and began to pitch his ideas to investors. By April of 1985, his first coffee bar had heart-to-heart and by 1987 he had bought the Starbucks name. Although the first few years of the company were little than profitable, Schultz looked at the long-term o pportunities and never let his idea die. Within a few years sales shot up 84%. This left populate for expansion. By 1995 there were almost 200 stores opened across the U.S. and Starbucks was already looking international at this point and began operations to look to Asia. Starbucks now has opened bars all over the world and is one of the most successful businesses in the world.2. The topics we have been looking at include the external environments of businesses and deciding on what a company is to do in the...

Syllabus Planning

course Design Syllabus A programme is an expression of opinion on the nature of lyric and study it acts as a guide for both teacher and scholarly person by providing some goals to be attained. Hutchinson and Waters (198780) define plan as follows At its simplest level a broadcast poop be described as a statement of what is to be elatet. It reflects lecture and linguistic surgical operation. This is a rather traditional interpretation of broadcast focusing on forthcomes rather than process. However, a political program can also be seen as a summary of the content to which learners will be unresolved (Yalden. 1987).It is seen as an approximation of what will be taught and that it cannot accurately predict what will be learnt A language teaching syllabus involves the integration of subject discipline and linguistic matter. Difference between Syllabus and Curriculum Curriculum is wider term as compargond with syllabus. Curriculum covers all the activities and arrangements m ade by the institution through out the academic year to facilitate the learners and the instructors. W present as Syllabus is limited to particular subject of a particular class. Syllabus Design To human body a syllabus is to decide what gets taught and in what order.For this reason, the theory of language underlying the language teaching method will play a major(ip) role in ascertain what syllabus should be adopted. Theory of schooling also plays an important part in determining the affable of syllabus apply. For example, a syllabus based on the theory of learning evolved by cognitive code teaching would emphasize language forms and whatever explicit descriptive know leadge about those forms. A syllabus based on an acquisition theory of learning, however, would emphasize unanalyzed and c befully selected experiences of the new language.The choice of a syllabus is a major decision in language teaching, and it should be made as consciously and with as much information as possibl e. at that place has been much confusion over the years as to what different events of content are possible in language teaching syllabi and as to whether the differences are in syllabus or method. Several distinct causes of language teaching syllabi exist, and these different types may be implemented in various teaching situations. TYPES OF SYLLABI Although cardinal different types of language teaching syllabi are treated here as though each leadred purely, but in practice, these types rarely occur independently.Al well-nigh all actual language teaching syllabi are combinations of two or more than of the types defined here. For a given course, one type of syllabus usually dominates, while other types of content may be combined with it. Furthermore, the six types of syllabi are not entirely distinct from each other. For example, the distinction between skill-based and task-based syllabi may be minimal. In such cases, the distinguishing factor is often the way in which the inst ructional content is used in the actual teaching procedure.The characteristics, differences, strengths, and weaknesses of individual syllabi are defined as follows 1- Product-Oriented Syllabus This kind of syllabuses emphasizes the product of language learning and is prone to approval from an authority. There are three types of syllabus described in the following (i) The Structural Syllabus Historically, the most prevalent of syllabus type is perhaps the structural or grammatical syllabus in which the selection and grading of the content is based on the complexity and simplicity of grammatical items.The learner is expected to master each structural step and add it to her grammar collection. As such the focus is on the outcomes or the product. One problem facing the syllabus designer pursuing a grammatical order to sequencing input is that the ties connecting the structural items may be rather weak. A more fundamental criticism is that the grammatical syllabus focuses on only one as pect of language, namely grammar, whereas in truth at that place exist many more aspects of language. Finally, recent research suggests there is a isagreement between the grammar of the spoken and of the written language raising complications for the grading of content in grammar based syllabuses. (ii) The Situational Syllabus The limitations found in structural progression led to an alternative approach where situational needs are emphasized rather than grammatical units. Here, the principal organizing characteristic is a list of situations which reflects the way language is used in everyday life i. e. extracurricular the classroom.Thus, by linking structural theory to situations the learner is able to grasp the meaning in relevant context. One wages of the situational Syllabus is that motivation will be heightened since it is learner- rather than subject-centered (Wilkins. 1976). However, a situational syllabus will be limited for students whose needs were not encompassed by t he situations in the syllabus. This dissatisfaction led Wilkins to describe notional and communicative categories which had a significant impact on syllabus design. (iii) The Notional/Functional SyllabusWilkins criticism of structural and situational approaches lies in the fact that they effect only the how or when and where of language use (Brumfit and Johnson. 197984). Instead, he enquires what it is they communicate through language Thus, the start blossom for a syllabus is the communicative purpose and conceptual meaning of language i. e. notions and functions, as opposed to only the grammatical items and situational elements. In order to establish objectives of such a syllabus, the needs of the learners will have to be analyzed on the base of communication need.Consequently, needs analysis has an association with notional/functional syllabuses. White (198877) claims that language functions do not usually occur in isolation and there are also difficulties of selecting and gra ding function and form. The above approaches belong to the product-oriented category of syllabuses. An alternative path to Syllabus Design would be to adopt process oriented principles, which assume that language can be learnt experientially as opposed to the step-by-step procedure of the synthetic approach. 2- Process-Oriented SyllabusesProcess-Oriented Syllabuses are highly-developed as a result of a sense of failure in product-oriented courses to enhance communicative language skills. Syllabus is a process rather than a product. That is, focus is not on what the student will have accomplished on completion of the program, but on the specification of learning tasks and activities that s/he will undertake during the course. (i)Procedural/Task-Based Syllabus Prabhus (1979) Bangalore Project is a classic example of a procedural syllabus. Here, the question concerning what becomes subordinate to the question concerning how.The focus shifts from the linguistic element to the educationa l, with an tenseness on learning or learner. Within such a role model the selection, ordering and grading of content is no longer wholly significant for the syllabus designer. Arranging the Syllabus around tasks such as information- and opinion-gap activities, it was hoped that the learner would perceive the language subconsciously whilst consciously concentrating on solving the meaning behind the tasks. There appears to be an indistinct boundary between this approach and that of language teaching methodology.A task-based syllabus assumes that speaking a language is a skill best ameliorate through practice and interaction, and uses tasks and activities to encourage learners to use the language communicatively in order to achieve a purpose. Tasks must be relevant to the real world language needs of the student. That is, the underlying learning theory of task based and communicative language teaching seems to suggest that activities in which language is employed to complete meaning (prenominal) tasks, enhances learning. (ii)Learner-Led SyllabusThe notion of basing a syllabus on how learners learn language was proposed by Breen and Candlin (1984). Here the emphasis lies on the learner, who it is hoped will be involved in the instruction execution of the syllabus design. By being fully aware of the course they are studying, it is believed that their interest and motivation will increase, coupled with the positive effect of nurturing the skills required to learn. However, as suggested earlier, a pre square offd syllabus provides support and guidance for the teacher and should not be so easily dismissed.Critics have suggested that a learner-led syllabus seems radical and utopian in that it will be difficult to follow as the direction of the syllabus will be largely the office of the learners. This leads to the final syllabus design to be examined the proportional syllabus as suggested by Yalden (1987). (iii)The Proportional Syllabus The proportional syllabus ba sically attempts to develop an overall competence. It consists of a lean of elements within the main theme playing a linking role through the units.This theme is designated by the learners. It is expected initially that form will be of aboriginal value, but later, the focus will turn towards interactional components. The syllabus is designed to be dynamic, not static, with sufficient opportunity for feedback and flexibility. The shift from form to interaction can occur at any time and is not limited to a particular stratum of learners. As Yalden observes, it is important for a syllabus to indicate explicitly what will be taught, not what will be learned.This hardheaded approach with its focus on flexibility and spiral method of language sequencing direct to the recycling of language, seems relevant for learners who lack exposure to the target language beyond the classroom. Practical Guidelines to Syllabus Choice and Design It is clear that no single type of content is appropriat e for all teaching settings, and the needs and conditions of each setting are so particular that specific recommendations for combination are not possible. However, a set of guidelines for the process is provided below. Steps in preparing a practical language teaching Syllabus Choice 1.Determine, to the extent possible, what outcomes are desired for the students in the instructional program i. e. what the students should be able to do as a result of the instruction. 2. Rank the syllabus types presented here as to their likelihood of leading to the outcomes desired. Arrange the six types with preference you going to give to each type. 3. Evaluate available resources for teaching, needs analysis, materials choice and production and in training for teachers. 4. Rank the syllabi relative to available resources. That is, determine what syllabus types would be the easiest to implement within available resources. . Compare the lists made under Nos. 2 and 4. Making as few adjustments to the earlier list as possible, produce a new list of ranking based on the availability of resources. 6. Designate one or two syllabus types as ascendant and one or two as secondary. 7. Review the question of combination or integration of syllabus types and determine how combinations will be achieved and in what proportion. In making practical decisions about syllabus design, one must take into consideration all the possible factors that might affect the teachability of a particular syllabus.By starting with an examination of each syllabus type, tailoring the choice and integration of the different types according to local needs, one may find a principled and practical solution to the problem of appropriateness and effectiveness in syllabus design. Suggested Steps for Planning Syllabus Develop a well-grounded rationale for your course. Decide what you requirement students to be able to do as a result of taking your course, and how their work will be appropriately assessed. Define and d elimit course content. mental synthesis your students active involvement in learning. Identify and develop resources. Compose your syllabus with a focus on student learning. Suggested Principles for Designing a Syllabus that Fosters lively Thinking Critical thinking is a learnable skill the instructor and class fellows are resources in developing critical thinking skills. Problems, questions, or issues are the point of entry into the subject and a source of motivation for nonstop inquiry. Successful courses balance the challenge to think critically with supporting studentsdevelopmental needs. line of reasonings should be identification centered rather than text and lecture centered.Goals, methods and evaluation emphasize using content rather than simply acquiring it. Students are required to formulate their ideas in writing or other appropriate means. Students should collaborate to learn and to stretch their thinking, for example, in pair problem solving and small group work. Co urses that teach problem-solving skills cheer students metacognitive abilities. The developmental needs of students are acknowledged and used as information in the design of the course. Teachers in these courses make standards explicit and then help students learn how to achieve them. Syllabus Functions Establishes an early point of contact and connection between student and instructor Describes your beliefs about educational purposes Acquaints students with the logistics of the syllabus Contains collected handouts Defines student responsibilities for happy course work Describes active learning Helps students to assess their readiness for your syllabus Sets the course in a broader context for learning Provides a conceptual framework Describes available learning resources Communicates the role of technology in the course Can improve the effectiveness of student note-taking Can include material that supports learning outside the classroom Can serve as a learning contract Checklist S yllabus Design Title Page Table of Contents Instructor learning Letter to the Student Purpose of the Course Course Description Course and Unit Objectives Resources Readings Course Calendar Course Requirements Evaluation Grading Procedures How to Use the Syllabus How to excogitate for This Course Content Information eruditeness Tools Course Objectives What will the students know and be able to do as a result of having taken this course? What levels of cognitive thinking are required from students to engage in? What learning skills will the students develop in the course? Instructional Approaches Given the kind of learning Id like to encourage and foster, what kinds of instructional interactions need to occur? Teacher-student, student-student, student-peer tutor? What kinds of instructional approaches are most conducive to helping students accomplish set learning objectives? How will classroom interactions be facilitated? In-class? Out-of-class? Online? Electronic discussion? News groups? Chatroom?Course Requirements, Assignments What will students be expected to do in the course? What kinds of assignments, quizs do most appropriately reflect the course objectives? Do assignments and tests bring forth the kind of learning I want to foster? Assignments (frequency, timing, sequence)? Tests? Quizzes? Exams? Papers? Special projects? Laboratories? Field trips? Learning logs? Journals? Oral presentations? Research on the web? Web publishing? Electronic databases? What kinds of skills do the students need to have in order to be successful in the course? Computer literacy?Research skills? Writing skills? Communication skills? Conflict resolution skills? Familiarity with software? Course Policies What is expected of the student? Attendance? Participation? Student responsibility in their learning? Contribution to group work? Missed assignments? Late work? Extra credit? Academic dishonesty? Makeup policy? schoolroom management issues? Laboratory safety? Grading, Eval uation How will the students work be graded and evaluated? Number of tests? In-class? Take-home? Point value? Proportion of each test toward final grade? Grading scale? How is the final grade determined? Drop lowest grade? How do students receive timely feedback on their performance? Instructor? Self-assessment? Peer review? Peer tutors? Opportunities for improvement? Ungraded assignments? Texts/Resources/Readings/Supplies What kinds of materials will be used during the course? Electronic databases? Electronic Course Reserve? Course Webpage? Software? Simulations? Laboratory equipment? What kinds of instructional technologies will be used? Course Calendar In what sequence will the content be taught? When are major assignments due?Fieldtrips? Guestspeaker? Schedule for Term Examination? Result? Vacations? Study Tips/Learning Resources How will the student be most successful in the course? What resources are available? Online quiz generator? Study guides? Lecture notes online? Lecture notes on reserve in library? Guestspeaker to explain/demonstrate online resources? TA? Peer tutors? Study groups? Academic Services Center? Writing Center? Evaluation of online resources? Citation of web resources? Student Feedback on Instruction Anonymous suggestion box on the web and E-mail. Student feedback at midterm for instructional improvement purposes. End-of-term student feedback. Supplement to departmental student feedback form. Bibliography 1. Brumfit, C. J. and Johnson, K. (1979) The Communicative Approach To Language Teaching. Oxford University Press. 2. Hutchinson, T. and Waters, A. (1987) English For particularised Purposes A Learning Centred Approach. Cambridge University Press. 3. Long, R. W. and Russell, G. (1999) Student Attitudinal Change over an Academic Year. The Language Teacher. Cambridge University Press. 4. Nunan, D. (1988) Syllabus Design.Oxford University Press. 5. Prabhu, N. S. (1987) Second Language Pedagogy. Oxford University Press. 6. Richards, J. C . and Rodgers, T. S. (1986) Approaches And Methods In Language Teaching. Cambridge University Press. 7. White, R. V. (1988) The ELT Curriculum Design, intent And Management. Blackwell Publishers Ltd. 8. Widdowson, H. G. (1978) Teaching Language As Communication. Oxford University Press.. 9. Wilkins, D. A. (1976) Notional Syllabuses. Oxford University Press. 10. Yalden, J. (1987) Principles of Course Design for Language Teaching. Cambridge University Press.

Different World Markets Essay

It is commonly accepted that marketing strategies play very principal(prenominal) roles in most international organizations. Some believe that a company which plans to expand its business and want to be a successful international firm should have very effective marketing strategies. As a number of writers (John, Letto-Gillies, Cox and Grimwade 1997, Ketelhohn 1993, Johnson and Scholes 2002) have pointed come out of the closet, international marketing strategy is concerned with making important policy decisions affecting the long-time direction of the company. This paper first proposes the greatness of international companys marketing strategy, and then considers how to make a combative marketing strategy and carry out it in a effective way. After that, it will look at how to understand change in business surround and what organizations should pay attention to in a changeable market. In the final occasion, it will focus on a specific international companys global marketing strat egy.Importance of international marketing strategy. over the years, many definitions of marketing strategy have been made and developed, a typical definition was made by Quinn (cited in John, Letto-Gillies, Cox and Grimwade, 1997) who describes marketing strategy as the pattern or plan that integrates an make-ups major goals, policies and work on sequences into a cohesive whole. A well-formulated marketing strategy helps to marshal and allocate an organisations resources into a unique and viable posture based on its relative internal competencies and shortcomings, anticipated changes in the environment and contingent moves by wakeless opponents.(Quinn 1980pp3)According to John, Letto-Gillies, Cox and Grimwade (1997), although there were many definitions closely marketing strategy, most of them emphasize the same direction in which the organization is developing, where the organization is going, where the organization is or where it should be. In fact, problems mentioned by them are the biggest headache and trouble maker for most international enterprises, thus marketing strategies enablecompanies to queue out how and where to develop. As pitchers mound (2005) sees the marketing strategy in international business, nowadays, process of the global economy and liberalization of investment environment result in many global markets comely extremely competitive, in order to get more profit in such an international environment, a company should have a very wakeful marketing strategy which cares a lot about its position.In all models of marketing strategies, international marketing strategy is a very large part and it affects other part of strategies to a international company in a certain degree. As Manu (1992) has pointed out, more and more organizations take the whole world as their market with the quickening process of globalization in the past decades, the role and effective marketing strategies in different geographic market-places become a great need for them to analyse caused by the growth in the globalization of business and markets. All these indicate that marketing strategies do have important influence on international enterprises performance therefore an effective marketing strategy cannot be ignored when companies plan to expand their business.How to make a competitive marketing strategy.From the very start, how to make a competitive marketing strategy is always the problem which international companies have to face. As Ketelhohn (1993) has pointed out, a strategic abstract is the most important of all it starts by setting the generic strategies which are hypotheses in the industry and finding out the main success factors which are cogitate to each strategy. Then consulting teams in the company should check their understanding of those marketing strategies by comparing them with documented facts. Once they are satisfied with those marketing strategies which they bet fit their enterprises capabilities, they are able to cho ose consultants and build strengths in key success factors in which the firm is weak by recommending investment projects.All these lucubrate should be considered into companies marketing strategies, after planning and making marketing strategies, the next important step is taking those marketing strategies into action and managing them in a just way, good strategic management is not only associate to one department, but theresponsibility of the whole company, as Johnson and Scholes (2002) see it, marketing strategy is about how organizations perform overall. Since very few individuals sit at the very top of organizations, their experience of, and contribution to, strategic success is from below. They will operate in parts of an organization where their day-to-day work is dominated by issues about that function. According to them, enabling the success of marketing strategy in action should from the very top managers to individuals lower down as resources and competences which are crucial in this process are controlled by them. tack in business environment.Change is accepted widely in our modern life, it also exists in the business environment all the time, according to the research of Drummond, Ensor and Ashford (2003), the phrase change is the only demonstration has become something of a business mantra. All organizations are subject to increasing levels of change. Actually, every change exists in the market has the original factor which concerned with the environment where international organizations carry out their marketing strategies, Carter (2002) identifies those factors as political factors, economic factors, technological factors, social or cultural factors, legal factors and competitive factors. It is very important for international companies to full understand these various factors and identify the most important kinds of factors which may influence the company and its consumers relationship when they carrying out foreign marketing strategies.Pe ugeot alliance was established in France in 1890 and now it has become one of the ten biggest car manufactures in the world. In order to explore the market, Peugeot invested in Guangzhou, mainland China, in 1985, it failed and left wing China in 1997. The main reason is lack of competitiveness of its products. On the other hand, Dongfeng Peugeot was created in China. From the external environment, four pieces of information are very calorie-free firstly, China entered into WTO and then cut its tariffs on auto imports. Secondly, Chinas car market is booming.Thirdly, personal incomes are increasing. Finally, more competitors are entering into Chinas market. By analysing andsummarising Peugeots marketing strategies, there are four main marketing strategies related to its operations firstly, Peugeot tries to improve the quality and design and find out the acceptance of Chinese marketplace. Secondly, it cuts prices to boost sales. Thirdly, it offers an effective on-line sale channel. Finally, it tries to improve customer service all the time.In conclusion, there is no question that marketing strategy plays a crucial role in international enterprises. Making an effective global marketing strategy is a good beginning, carrying out the marketing strategy in a proper way is very essential in the globalization process, understanding the markets change and identifying problems which is related to a company are also very important in carrying out the marketing strategy. All these steps are linked with one other they are key points relating to the marketing strategy which is really necessary in international organization.ReferencesCater, S (2002) International marketing strategy. London Elsevier Science Ltd.Drummond, G., Ensor, J,. and Ashford, R (2003) strategic Marketing Planning and Control. London Butterworth-Heinemann Publications.Hill, C.W.L (2005) International Business. New York The McGraw-Hill Companies.John, R., Letto-Gillies, G., Cox, H., and Grimwade, N. ( 1997) Global Business Strategy. London International Thomson Business Press.Johnson, G. and Scholes, K (2002) Exploring Corporate Strategy. Edinburgh Pearson Education Limited.Ketelhohn,W(1993)International Business Strategy.London Butterworth-Heinemann Ltd.Lasserre, P (2003) Global Strategic Management. New York Palgrave Macmillan Houndmills.Manu, F.A. (1992), Innovation Orientation, Environment and Performance A Comparison of U.S. and European Markets, Journal of International Business Studies, 23 (2), 332-59.

Denver International Airport Baggage Handling System Essay

1. Evaluate the implementation of Denver International Airport Baggage manipulation System. What are the top 3 factors that lead to the strays failure? Who is most at fault?The DIA automated baggage-handling system had its uncertainties and risks like in any other advise but the ch wholeenges faced were mainly repayable to the poor planning, 1st of its kind in terms of size of the draw and underestimation of complexity of the whole project. in that respect are many problems encountered by the project and the top 3 factors that lead to the project failure were1. Scope, time-schedule and budget commitments Planning. The master plan for DIA was developed by the assorted experts in the respective fields but there was a fundamental strategic error as DIA had adopted the build-design project meaning building the aerodrome while designing it. The aerodromes Project charge team had assumed that individual airlines would make their own baggage handling arrangements. In 1991, the airp orts Project Management team changed their strategy and realized that if an integrated system was to be built, they needed to take responsibility back from the individual airlines and pass on the project themselves.This change in strategy came a little more than two years prior to the airports planned opening check and the timing of the decision was in large part the trigger behind the excessive schedule pressure the project was exposed to. BAE and the airport Project Management team made another major mistake during the negotiations. Although the airlines were the key stakeholders in the system they were excluded from the discussions during the project defining and planning stage. When the stakeholders are fin all in ally engaged, they demand for fundamental changes on the project that required modifications as the project went along.2. LeadershipThe project was oversold by political leaders who used the airport initiative as a platform to revive their economy. Pena won the elec tion and committed by the public promise. There was a transfer of authority to from Pena to Wellington Webb as the new mayor, who followed the trumpeteradministrations emphasis and also didnt ensure the commitment of the major carriers. The City of Denver and a consultant team shared the leaders of the DIA project. It quickly became clear that shared leadership was doing duplicate duties and not efficient. The project was financed by many sources where all wanted to have a say, making it progressively more difficult to coordinate and accommodate different administrative, political and social interests. On top of that, the management had no experience of building automated baggage systems, but it assumed the responsibilities any way without making necessary changes in the management team. The respective teams were working of silos and the leader failed to enforce structure for collaboration and feasibility of the overall project monitoring. One month after BAE was awarded the cont ract, the head of DIA project resigned.3. Communication difficulties.The channels to communicate among the city, the project management team, the consultant, DAE and airlines were never well defined. Everyone had their own tracking systems for the activities and there were several copies of everything. They tried to merge them into one central database and it took 3 years to get it to work. BAE felt being restricted to access anyplace they wanted which was granted in the initial negotiation and other construction works were hindering BAE progress, there were no clear communication channel to ski lift their predicament. The large number of airport entities involved increased the complexity in effective communication and everyone had its unique requirements and timeline to meet.2. As Gene Di Fonso, what would you have done otherwise to avoid the problems faced at the end of the case?If I am Gene Di Fonso, I would use the project life cycle as the stand for managing this project. I will make sure that all the stages of Defining, Planning, Executing and Closing are thought through and discussed with the experts thoroughly. Especially, when comes to dealing with the hyped up City of Denver project which has government, social, economic influences and timeline to meet for DBO repayments. The product life cycle would have enforced a structure to think critically before accepting or negotiating the contract. twain the defining and the planning stage would have provided a good assessment whether to pursue such a complex with limited timeline even though the receipts and BAE compute of doing such big project is overwhelming. The downside of project failure and inability to complete the project on time would be a blow to BAE image in the public eye. Before entering into the executing stage, both the defining and planning stage would ensure the contract entails the terms and conditions and also include all the limitations, all the technical requirements in the build ing infrastructure stated with the realistic timeline and the deliverables stated upfront.All major stakeholders have to be involved in the project defining stage for actual feedback and requirements to be clearly stated that no changes allowed after signing of contract and should be enforedMinimally, all these stages have to be followed through as a project manager. The more complex the project, more time needed to tackle uncertainties to complete the project and it is also necessary to form a highly skilled project management team in order to complete the project successfully.I feel that Di Fonso knowing the tight timeline with lots of outside(a) influences such as the political, economical and social factors, it would be a best decision to stay focused as initially planned and commitment with unite Airlines unless all the contractual terms determined after going through the detailed defining and planning can be accepted by all the stakeholders.3. How should Di Fonso respond to Mayor Webbs decision to impose a $12,000 per day penalty and the requirement that BAE assume the $50 million cost of building a conventional tug-and-cart baggage system?I feel that it is not entirely BAE fault for the failure of the automated baggage system project. There were other external factors involved that worked against the whole project. So, Di Fonso is not entirely at fault and should fall back on his contract with the City and negotiate the legal terms. There were victual and requirements, especially permanent power requirement, were made explicit and in addition unrestricted access for BAE equipment and priority in any areas to install the system due to tight timeline were agreed and accepted by the Denver officials. Definitely, the contract was not adhered to and Di Fonso has high chance to sue the City for the breach of contract.

Leadership in organizations Essay

Leadership is a term with a variety of definitions depending on the context that its been defined. One common definition of leadership is the conduct of an individual directing the activities of a group toward a shared goal. The following paragraphs would elaborate on one major approach of studying leadership, its strengths and weakness, and an fashion model in which it was used in an organization. (Yukl, 2010) Participative Leadership style Participative Leadership is the most common leadership style in business settings such as hospitality. Participative Leadership involves alone members of a team in identifying essential goals and developing procedures or strategies to reach those goals. It is also known as democratic leadership. In which the leaders often ply guidance to the group. on that point is active involvement on the part of everyone on the team. It also expands the range of possibilities for the team. (Yukl, 2010)Strengths of Participative LeadershipSome advantages of participative leadership involve acceptance, morale, creativity and retention. Participative leadership allows employees to readily accept policies because they were involved the policy change, development one way, or the other. Morale of employees remains high because they feel that they are part of the team. It also helps arrive a lot of creativity and creative ideas to the team. (Yukl, 2010) Weaknesses of Participative Leadership One potential disadvantage of participate leadership is the time factor. This leadership style does often involve the need for more time before action is taken. The disadvantages or weaknesses of participative leaderships are fewer than its advantages. Mostly employees are confused, with too much responsibilities and little guidance from management. There is room for major errors that can affect the organization at large. Thisleads to lower performance, high employee turnover, customer dissatisfaction and decreased profitability. (Yukl, 2010)Organiza tion ExampleArizona Biltmore One event of participative leadership is at the front desk department of the Arizona Biltmore. Front Desk Agents are often involved in policies that pertain to the front desk. For example agents are disposed authority to resolve guest issues by rewarding them with dollar amount credit up to $100.00 based on the issue. Anything over $100.00 needs to be canonic by a manager. In addition, employees are encouraged with incentives on room up sells. Thus, this motivates employee morale, brings about creativity with new ideas to improve their performance. On busy years the front office manager is at the front desk working with employees to assist guests.There is active involvement with everyone on the team. One disadvantage that applies to this organization example is there are too many responsibilities for employees and little guidance. Sometimes when agents need a manager to be around with an unresolved guest issue, the manager is non around. Therefore, this type of behavior motivates guests to give negative ratings on line about service or give positive rating if their problems are resolved. Participative Leadership has its advantages and disadvantages, and would settle down an organizations improvement or downfall if used wisely. (Yukl, 2010)ReferencesYukl, G. (2010). Leadership in Organization (7th Ed.). Upper Saddle River, New Jersey Pearson Education.

Animal Farm Language as a Tool of Control Essay

animal advance is a short novel, published in 1945 and written by George Orwell. The novel tells the story of a group of farm animals who, in an attempt to cr tiree an idealistic state, overthrow their human master. However, their leaders, the pigs, progressively become more corrupt and the other animals realise that their goal, to lay out a utopia, has become a mere, receding whisper. The pigs intention verbal and semantic techniques to operate on and manipulate their nave minions, including through the mathematical function of persuasive words, the alteration of rules and use of hymns and poems.In the novella, propaganda is used to manipulate the other animals on the farm. boar, the silver-tongued propagandist, exploits the power of language in an effort to defend Napoleons wicked actions. some techniques used by Napoleon and Squealer to two-time the proletariat comprise the use of drastically simplifying language into memorable verses, to limit the terms of debate. An cha racter of this is when the sheep are taught by him to bleat four legs good, two legs better (pg. 89, Chapter 10).This is an ironic twist to the original maxim four legs good, two legs bad (pg. 22, Chapter 3) quoted by the sheep, which was used to commingle the animals against the human enemy. Squealer also chooses to overcomplicate language, to strike intimidation and confusion among the uneducated animals.Where he says to the birds, a birds wing is an organ of propulsion and not of exercise, the birds are confused as to what Squealer means here. On top of these language techniques, Squealer also employs perplexing false statistics, m whatsoever lies and a boasting vocabulary, to bring about a sense of hopelessness and self-doubt within the other animals. Deceptive practices are used tenfold by Squealer in his speeches to the other animals, and in the novel we are told of his misleading abilities. We are told that he can turn black into white and that he has a pipe voice and twi nkling eyes these are his assets of manipulation. His first of all example of deceit in the novel is when the pigs have taken the milk and apples for themselves, and Squealer cuckolds the ignorant animals with lies much(prenominal) as Many of us actually dislike milk and apples (pg. 23, Chapter 3). On top of that Squealer also uses false statistics in this speech to support his arguments, an example includes Milk and apples (this has been proven by Science, comrades) contains substances absolutely necessary to the wellbeing of a pig (pg. 23, Chapter 3). Squealer uses these lies to justify the pigs evil means, and to convince the other animals that the pigs only eat the milk and apples for the other animals benefit. The larceny of the milk and apples ages from the very first moments after the Rebellion, and thus shows how early the pigs wicked and unscrupulous intentions manifest themselves.As events unfold, on Animal Farm, we see small privileges quickly evolve into complete corru ption, and we begin to see the pig resemble those who they usurped. The power of language can take many forms, including the manipulation of the written word. Old Majors ideas of equality are taken on board from the very start and after the occupation of Animal Farm by the animals, the Seven Commandments are written. These Commandments bind the animals to one another in harmony against the humans and keep order within Animal Farm. We see the first example of alteration on the Fourth Commandment which states No animal shall sleep in a bed.After the pigs move into the farmhouse and sleep in the beds, the embargo on sleeping in beds is altered, by the addition of the words with sheets on the Commandment. However, this is a minor crime compared to what happens after the fiascos of winter. Snowball is incriminated for the collapse of the wind generator and in turn, trials are held in which animals confess to crimes that were motivated by him. In direct contradiction with the Sixth Comman dment which states No animal shall kill any other animal, the executions that follow are a horrific event. However, when the Commandments are checked, without cause has been added to the Sixth Commandment.Squealer was employed to make these changes to the Seven Commandments to justify the pigs humanisation and also to exercise control of the proletariat beliefs about themselves and the society. Ironically, the revision of the Commandments allows the pigs to commit human behaviour, when the original purpose of the Commandments was to prevent the animals from following the humans evil habits. Orwell demonstrates how barely a philosophical code of belief can be turned into propaganda, with the revision of the commandments.Animal Farm is filled with many songs, poems and mottos, including Old Majors rabble-rousing overcome of England, Minimuss odes, and even the sheeps chants. Serving as propaganda, each of these songs, poems and slogans, are one of the pigs major tools of control ove r the animals. Most notably, Beats of England was used to stir the rebellious side of the animals and was a symbol of revolution. The pigs used Beats of England to grind down the animals sense of individuality and keep them inspired and linked to work for their freedom. However, when the chant is used by Clover to criticise the direction of Animal Farm, Napoleon argues that Beasts of England is no longer needed as the rebellion has been achieved. Replaced by Animal Farm and gent Napoleon, Beasts of England is outlawed (pg. 59, Chapter 7).The principles of the rebellion are distorted by Napoleon and are demonstrated by the replacement of Beasts of England. Comrade Napoleon, written by Minimus, is used by Napoleon to glorify himself. The poem generates a happy feeling towards his rule and, even though he had minimal role in the success of animal farm, Comrade Napoleon, attributes many of the events to Napoleon reinforcing his position as leader (pg. 63, Chapter 8). This demonstrates how language, in this case in the form of songs, chants and poems can be used to distort and manipulate a religious or political code of belief to benefit the bourgeoisie.In conclusion, as seen in the novel, language is a major tool of control used by the pigs. In the novel, Orwell tries to demonstrate the danger of a nave working class, and the use of propaganda to control others. Orwell warns us of the many dangers if we believe everything we see and hear and draws attention to the way certain leaders, such as the pigs, gain and maintain power and control using language as a tool of repression and manipulation.

Samskara: Evolution of Self

Samskara Evolution of Self The novel Samskara A Rite for a Dead Man, by U. R. Anatha Murthy, tells the story of a Brahmin settlement community, an agrahara, and the revered Brahmin man Praneshacharya who lives there. Central to the novel is its namesake, the concept of samskara. Adjacent to the title page, the author supplies the m all definitions of the samskara, including making perfect, refinement, the realizing of knightly perceptions, and any rite or ceremony just to name a few.Throughout the novel, these various understandings of samskara play into the lives of the Brahmins living in the agrahara of the protagonist. Particularly for Praneshacharya, he goes through with(predicate) a single out of rite of passage throughout the novel, in a way his own samskara. The novel begins immediately with the devastation of Naranappa, a Brahmin member of the agrahara who had long cast out his Jewish-Orthodox Brahmin dharma. Naranappa, though deceased at the outset of the novel, is a major character, who acts as a polar opposite to Praneshacharya.Naranappa breaks all tradition from the Brahmins of the agrahara. He eats meat, he drinks alcohol, and he even disregards the caste system, sleeping with Chandri, a lowcaste woman. In his life, Naranappa defied the rigid moral code of the Brahmins, and then in death through his samskara, his death rites, he challenges the traditions of the agrahara, and in doing so exposes the samskara of the local Brahmins, or lack thereof. Naranappas death triggers a comical confusion of Brahmin traditional funeral rites.Having fundamentally renounced his brahminhood through his conduct and going so far as threatening to become muslim, Naranappa could well have been excommunicated from the Brahmin community however, since he was non, it was understood that he must be cremated by Brahmins, lest any pollution enter upon the ceremony. This was problematic for two men, Lakshmana and Garuda, who wanted to acquire the gold jewelry donated by Naranappas wife Chandri towards the death rites. In this way, the samskara, or refinement, of these Brahmin men is called into question through Naranappas samskara.Praneshacharya is affected in a very different way by Naranappas death. Having lived the life of an orthodox Brahmin all his life, studying the scriptures and such, Praneshacharya deals only of the ascetic life-style of purity, avoiding pollution at all times, learned from scriptures and tradition. His samskara, his perfecting, involved not lived experience but recitations of scripture. He even reads erotic scriptural passages yet understands not of the sexual compulsions they relate to.However, through his stressful dealings with Naranappas death rites, he has a sudden reversal moment of his intellection in his experience with Chandri. This moment is the beginning of his samskara, which takes his through various stages of self-reflection, thinking through his past (samskara), until he ultimately decides to return to the village, yet it is unclear what he plans to do once there. By the end of the novel, Praneshacharya does not entirely change his way of thinking to that of Naranappas. Indeed, he is still very different in personality, however there are many overlaps.Praneshacharya does many things which are strictly forbidden by his orthodox Brahmin Mahdva background. He sleeps with a lowcaste woman, Chandri, also the widowed wife of Naranappa, herein lying one major connection between the two men. He also frinks coffee in town with Putta, and even eats food at the temple during the time he should be fasting after his wifes death. Praneshacharya seems to accept these violations as his decisions, and therefore his identity. By identifying with these experiences, he is confirming his experience as samskara, a rite of passage.He does however still fear many aspects of his anti-brahmin lifestyle as reflected through his experiences with Putta in the town. He fears the cock-fighting ring and the demoniac attitudes of those involved. He also still cannot bear the pollution of his unwashed hands after sledding the temple meal. Clearly, Praneshacharya is in a state of transition in the novel, and indeed it is part of his samskara. The final line of the novel suggests even he does not know where he stands, just that it isnt as before.

Effect of Change in an Organisation

www. MA- oratorys. com Dissertation Writing Service Even though the confident(p) and phenomeno perspicuous approaches seem to completely contradict peerless another, Bryman and Bell (2004) maintain that a tec should not select one or the other but, instead, should weave the two together.In other words, for those aspects of the look for problem which piece of tail be better served if explored through a scientific approach, the positivist methodology should be employed whereas those which require the research workers more active interlock or an analysis of the social environment, the phenomenological approach should be calld. The implication here is that the two approaches quarter coexist within a single analyze and can be used to explore different aspects of the research problem (Bryman and Bell, 2004).Rather than select the one approach over the other, the selected research approach shall combine between the two. As such, the researcher shall engage in the objective analysis of tardiness behaviour through the analysis of attendance records while, at the corresponding time, monitoring 20 students for a degree of 12 weeks for the purpose of closer and more critical observation of the dimensions of the defined problem and the behavioural and situational variables which induce it. The effects of the corrective strategies which shall be deployed vis-avis these 12 students shall alike be observed.To this extent, the research unfolds within a phenomenological framework. The research, however, is not restricted to the phenomenological approach as a thorough investigation of the problem also necessitates the adoption of positivist approach. Therefore, for a better understanding of the social and environmental factors influencing tardiness, the researcher will survey faculty members and homeroom teachers and interview the two school administrators responsible for the control of the problem.The researcher shall, in other words, explore the socio-environmental factors influencing tardiness. 16 www. MA-Dissertations. com Dissertation Writing Service 3. 2. 2 vicenary versus Qualitative The information gathered shall be analysed from both the qualitative and quantitative approaches. As Punch (2000) emphasises, within the context of social science research, both approaches must be used in order to arrive at both an objective, measurable understanding of the phenomenon and a humanistic comprehension of its socio-environmental dimensions.While attendance records and the effects of the corrective strategies on the twenty students under observation shall be qualitatively analysed, the variables which influence tardiness rates, both increase and decrease, shall be qualitatively analysed as a strategy for uncovering the socioenvironmental factors influencing tardiness rates. In other words, both qualitative and quantitative information analysis approaches shall be used for the purposes of arriving at a more holistic understanding of the phenomen on. 3. 2. 3 Deductive versus Inductive Marcoulides (1998) defines the deductive approach as a probeing of theories.The researcher proceeds with a set of theories and conceptual precepts in mind and formulates the studys hypotheses on their basis. Following from that, the research proceeds to test the proposed hypotheses. The inductive approach, on the other hand, follows from the collected empirical selective information and proceeds to formulae concepts and theories in accordance with that data (Marcoulides, 1998). While not disputing the value of the inductive approach, the research opted for the deductive approach, or the top-down, as opposed to the bottom-up method. 3. 3 Data Sources and Data Collection MethodsFor the purposes of this research and given that both primary and secondary data are needed, three data collection methods will be used. Apart from the desk-based data collection method traditionally associated with secondary data collection, primary data will be collecte d 17 www. MA-Dissertations. com Dissertation Writing Service through the archival records (attendance sheets), interviews with two school administrators, a survey of faculty opinion, and the researchers own observations.. 3. 4 Credibility of Research Findings Ultimately, the data collected is used to inform the research findings.If the data is not verifiable, the implication is that the findings are potentially suspect. incumbent upon the researcher to validate his/her findings (Sekaran, 2003). Accordingly, it is 3. 4. 1 Reliability A study is reliable only if another researcher, using the same procedure and studying the same phenomenon, arrives at similar, or comparable, findings (Sekaran, 2003). Accordingly, it is important that the researcher maintain a comprehensive protocol of his study, in case others may be interested in checking its dependableness (Sekaran, 2003).Even with the best of intentions in mind, the researcher is often confronted with a variety of variables which m ay impinge upon the reliability of his findings. Quite simply stated, if he is partly drawing conclusions on the basis of questionnaire and interview data, it could very well be that respondents were biased or, simply not in the mood to answer the questions with any degree of interest. It is not at all uncommon for respondents to simply tick of response options with away reading or considering them (Sekaran, 2003).Accordingly, research scholars advise researchers to carefully select their respondents, ensure that they are, indeed, willing participants in the study and will answer the questions with the minimum degree of bias (Hair et al. , 2005). To ensure that this, indeed, is the case, when in-putting the questionnaire data, the researcher should carefully read through them to ensure that there are no logical flaws and that the responses given by any one respondent are not contradictory (Hair et al. , 2005).In addition, and to better ensure reliability, the researcher should sched ule interviews at the respondents convenience and, 18 www. MA-Dissertations. com Dissertation Writing Service further, when distributing questionnaires, should give participants several days to answer. By pursuing this advice, the researcher would, at least, be minimising the chances that the interview be rushed and the questionnaires blindly answered (Hair et al. , 2005). To enhance the reliability of the current research, the cited advice shall be considered and meticulously applied. 3. 4. 2 ValiditySaunders et al. (2000) contends that a research is valid only if it actually studies what it set out to study and only if the findings are verifiable. There are three methods for establishing validity. As Saunders et al. (2000) explains, construct validity entails the establishment of accurate operational measurements for the researchs warmheartedness concept. This is done by establishing a chain of evidence throughout the data collection process by verifying key information through t he use of multiple sources of information and by presented informants with a draft of the study for review.Besides establishing construct validity, social science researches need also establish external validity by testing the applicability of the findings to external case studies (Yin, 1989). While conceding to the importance of external validation methods, they are beyond the scope of the current research. Consequently, the research shall taste the verification of its findings through construct validation. 3. 5 Conclusion As may have been deduced from the above, the research shall adopt a mixed methodological approach. The selection of the said(prenominal) and above explained ethodology was imposed upon the research by the nature of the phenomenon under investigation, the multi-layered nature of the research problem and the imperatives of satisfying the studys diverse, but interrelated, objectives. 19 www. MA-Dissertations. com Dissertation Writing Service 4. 0 References Battis ch, V. and Hom, A. (1997) The relationship between students sense of their school as a community and their elaborateness in problem behaviors. American ledger of Public Health, 87(12), 1997-2001. Booth, A. and Dunn, J. F. (1996) Family-School Links How Do They Affect Educational Outcomes?NY Erlbaum. Bryman, A. and Bell, E. (2004) Business Research Methods. Oxford Oxford University Press. Chaker, A. M. (2005) Schools get tough on tardy students. The Wall Street Journal. Retrieved on 10 Jan. 2007, from http//www. post-gazette. com/pg/05321/607996. stm Conaway, H. W. (2006) Collaboration for Kids Early Intervention Tools for Schools and Communities. Highland Aha Process Inc. Cooper, D. R. (2003) Business Research Methods. London McGraw-Hill. Cooper, D. R. and Schindler, P. S. (2005) Business Research Methods. London McGraw-Hill. Creswell, J. W. 2003) Research Design Qualitative, Quantitative and Mixed Method Approaches. California Sage Publications. Crosnoe, R. (2000) Friendships in childhood and adolescence The life course and new directions. Social Psychology Quarterly, 63, 377-371. ___ (2001) Academic orientation and parental involvement in education during high school. Sociology of Education, 74, 210-230. Dane, F. C. (1990) Research Methods. Cambridge Thomas brooks. Fassett, D. L. and Warren, J. T. (2004) You get pushed back The strategic rhetoric of educational success and failure in higher education. communication Education, 53(1), 21-39. 20

A Critical Analysis of Sir Patrick Spens, The Ballad Essay

Sir Patrick Spens is, for the most part, an archetypal early on ballad being composed in quatrains, with the typical alternating four-stress and three-stress lines and the second and fourth line of from each one stanza rhyming. The poem is set in medias res, telling certainly of a tragedy, possibly based on two voyages in the thirteenth-century on which Scottish noblemen transported princesses to royal marriages, with many members of Alexander IIIs daughter Margarets escort drowning on the journey home. The theme of tragedy and having a plot based on local anaesthetic history are both elements often seen in the ballad form. However, the poem does also defy characteristics of the traditional ballad it includes a third person narrative voice that is not necessarily impartial, which contradicts the typically im person-to-person, distanced recitation commonly found in this genre of poetry. There is an example of a satirical placement of the high classes, mocking the kings decision to not withhold the voyage and also mocking the fact that the nobles boarded the ship, for if they had not, then the tragedy would have been avoided.The dark humour found in the personification of their hats that swam aboon(line 32) exemplifies a view not particularly sympathetic with the drowning victims, which coupled with the conceit that the play were played(line 31) suggests the inevitability that this would be the situation, all the way signifying a mockery of the decisions made by the higher classes. Early ballads often contain substantive regional dialect as they were originally orally transmitted. This particular dialect gives the reader a strong idea of the origins of the ballad and lends a sense of authenticity to the text, reaffirming the typicality of this particular ballad, being a further reference to its foundations in local history.The dialect can also be used as a incision to highlight sections of the ballad, for example, when it is used to describe the King drinking blood-red wine or blude-reid wine (line 2). This strong image is prefigurative of the tragic ending of the poem and echoes the previously displayed idea that the narrator feels the king is obligated for this misfortune. The narrators view reflects the idea of power without responsibility which makes this ballad somewhatahead of its time. It was elevated that royalty were questioned when the ballad form flourished in Scotland from the fifteenth century onward. This notion that the poem is quite a ahead of its time implies that at least this ballad negates the view of Ben Johnsons dictum a poet should detest a ballad maker1 as clearly here the early ballad demonstrates a brilliant use in its ability to convey a persons personal political view in a rather active way, passing on their message by word of mouth and challenging the accepted.

NFL Concussions and Their Long-Term Effects Essay

On May 2, 2012, the National Football League lost bingle of its elite players to suicide Junior Seau. Seau contend for the Chargers, Dolphins, and the Patriots during his schoolmaster football c atomic number 18r and was a 12-time Pro Bowler before retiring in 2009. three years later his retirement however, Seau committed suicide by shooting himself in the chest with a gun. This greatly shocked the football world and its image of Junior Seau as a person, but it before long realized the cause for his action. Shortly after Seaus death, questioners examined Seaus brain and assemble that it assumeed a sickness know as chronic traumatic encephalopathy which is formed by iterate blows to the headman a very common malady among antecedent football players (Football Brains). The Seau family then filed a lawsuit against the NFL claiming that the union held foul in formation from the players nigh the danger of continuous blows to the head (Seaus Death on Brain Injuries). Sinc e the formation of the National Football League in 1920, the popularity of the sport has gr admit tremendously over the years. It seems nowadays that to a greater extent than and more people are getting interested in the NFL, whether it is talking about their favorite team at work or at school or watching them play on plucky day. However, on the flip side of all the amazing catches and touchdowns, there is a dark side to the NFL cognize as the concussion problem.This problem has grown so much over the years that there imbibe been more than 4200 lawsuits by occasion and current players against the NFL stating that the NFL has been trying to cover up the detrimental long enclosure effects of concussions and also relied on NFL doctors to feed them the schooling they wanted to hear while do away withing the studies done by researches showing the long term effects concussions deplete on the brain (Junior Seaus Death Keeps glare on Brain Injuries). In order for the NFL to keep t hriving the way it is right now, the league had to reject the information shown by researchers which showed the harmful effects of concussions in the long run and instead had to hire their own doctors to say that concussions are minor and cause no detrimental long run effects. I suppose that repetitive concussions do causehealth problems in the future for NFL players and that the NFL covered up the truth about concussions.Being that I watch the NFL regularly, it seems like it is almost guaranteed that at least one or more players will interpret a concussion during the game with all the physical contact taking place. whatever of the concussions these players experience are obvious in that they are motionless on the ground and some are not so obvious in that they are hitherto able to make it to the bench. According to Jennifer machine of BrainFacts.org, a concussion is caused when the head is struck violently which then leads to a truncated disruption in brain activity. When the head is struck suddenly, the brain is set in motion and bangs the skulls rough and plague inside which causes the brain cells to stretch and sometimes even split (Mild Brain Injury and Concussion).Michael Collins, a clinical psychologist at the University of Pittsburgh Medical Center who specializes in sports-related concussions, states that a concussion is basically an energy crisis to the brain cells and he also states that the brain has to work much harder to perform tasks (Hard Knocks The science of Concussions). This disruption can cause an man-to-man to experience a variety of different symptoms in the following minutes and hours. The range of symptoms includes the following nausea, vomiting, brief loss of consciousness, and dizziness (Hard Knocks The skill of Concussions). Later symptoms include lightheadedness, depression, anxiety, ringing in the ears, constant migraine headaches, and ugly concentration or attention (Mild Brain Injury and Concussion).The symptoms mentio ned in the previous paragraph may live on a couple days to a few weeks at most a few months. Those who experience these types of symptoms usually receive a concussion maybe once or twice in their lifetimes. However, those professional athletes competing in sports with a good deal of physical contact are in harms way of experiencing multiple concussions during their career as an athlete. According to recent research, scientists have discovered a neurodegenerative disease also known as chronic traumatic encephalopathy or CTE (Hard Knocks The Science of Concussions). This disease was found in the brains of former athletes who have died mainly boxers and football players (What is CTE?). These athletes were those whohave received continuous concussions or played in positions where they were vulnerable to experience a good amount of physical impact (Hard Knocks The Science of Concussions). The retell banging of the brain against the skull causes a gradual degeneration of the brain tissu e, and also the forming of an unusual protein known as tau (What is CTE?). These activities in the brain can take place months or even years after the last concussion or retirement from the sport. Some of the symptoms associated with CTE include memory loss, confusion, depression, aggression, hindered judgment, and dementia (What is CTE?).There is unimpeachably distinguish of the symptoms of CTE among former NFL players. There are many fashion models of former NFL players who have suffered from CTE and have killed themselves and/or those around them including the Junior Seau suicide event that was mentioned in the opening paragraph. The first example is John Grimsley, who was a former Houston Oilers linebacker. Grimsley shot himself by accident while he was cleaning his gun one day (Football Brains). The former NFL player was a skilled outdoorsman and should have easily performed the task of cleaning his gun. A second example is Justin Strzelczyk, who was a former offensive line man for the Pittsburgh Steelers. Strzelczyk was involved in a high-speed hit-and-run dog with the police which turned into a fiery crash where he eventually died (Football Brains). Another example is former Canadian professional wrestler Chris Benoit who murdered his wife and child and then took his own life (Football Brains).The net example is Tom McHale, who was a former Tampa Bay Buccaneer. He died at the age of 45 from a drug overdose (Football Brains). All the brains of these former professional athletes were taken for study and all their brains were found to contain the brain disease CTE in them (Football Brains). Another study was done on the affects of repeated concussions causing CTE by Ann McKee. According to Ann McKee, who is a neuropathologist at Bedford VA Medical Center, brains of patients with CTE have unique patterns of abnormal protein tangles and cell loss (Hard Knocks The Science of Concussions). Her study analyzed the brains of former athletes and war veterans who have experienced multiple brain injuries. McKees research showed that out of the 85 brains she has studied, 68 of the brains contained the brain disease CTE (Hard Knocks The Science ofConcussions). There is extensive research still being done by scientists in the area of CTE and if there is a confederacy between repeated blows to the head and the formation of CTE in the brain. In fact the National Football League has decided to give $30 million to the National Institutes of Healths Neurology Institute to help further studies on concussions among football players and military troops (NFL Donates $30 Million To Concussion Research).More and more research and evidence on concussions is being brought to the fore front, as well as the numerous tragedies that occurred among former NFL players stemming from repeated concussions. Because of this, the NFL league and the NFL Mild Traumatic Brain Injury committee secretly decided to cover up and coiffure down all the extensive studies a nd findings that have been recently popping up by scientists outside the NFL. In the PBS TV documentary League of Denial, the NFL is portrayed as a greedy money-driven industry that would do anything to keep the league from falling apart, even to the extent of withholding information from players about the long-term consequences from repeated blows to the head. In this film, the spotlight is cast on Dr. Bennett Omalu who was the first scientist to discover CTE (NFL Concussion cut through). His findings of CTE came from the brains of former Pittsburgh Steeler microphone Webster and his teammate Terry Long. Dr. Omalus findings were tremendously influential because it was the spark for the connection between repetitive blows to the head and CTE. However, as Dr. Omalu began publishing his findings about CTE in the brains of Webster and Long, the NFL soon noticed his findings and took action.Dr. Omalu recalled a conversion he had with a NFL doctor in which the NFL doctor said, Dr. Omalu , do you know the consequences of what you are doing? If 10 percent of mothers in the States started to view football as a dangerous sport, it would be the end of football (NFL Concussion Cover-up). This obviously shows that NFL doctors realize that the findings between multiple concussions and CTE are true, but they are reluctant to admit to it because they are afraid that the NFL will dissolve into nothing if the truth is discovered. The NFL realized that the league was in jeopardy so they decided to publicly denounce the findings of Dr. Omalu by saying that his work was flawed. However, this was not the only attempt that the NFL make it trying to putdown the findings from scientists on the connection between repetitive concussions and CTE. In a 2007 coming upon with the NFLs Mild Traumatic Brain Injury committee, Julian Bailes who is the top neurosurgeon at the Northshore neurological Institute, displayed several pictures of CTE that was almost certainly caused by frequent concu ssions.However, the chairman of the committee downplayed all the evidence that was shown to them by Julian Bailes even though the evidence was pretty clear. The Commissioner of the NFL, Roger Goodell, decided that it was best for the league to conduct its own study about concussions. He released the following statements regarding the evidence being shown to the league by outside doctors and researchers, You have to look at their full medical history. To look at something that is isolated without looking at their entire medical history I think is irresponsible (NFL Covering Up Research?). From just this one instance, we can definitely see that the NFL is trying its best to ignore the clear-cut evidence about the connection between repetitive concussions and CTE. It seems as though the Commissioner and the head of the NFL Brain Injury committee realize that the information and the research that was showed to them was true so they had to make sure it did not leak out to the players an d also to the media.

Business Management Personal Statement Sample

I have interest in studying business management. I send word the programme content and structure because of its flexibility that I can specialize in certain closeness areas such as Accountancy and Finance. Also, the policy of assimilator-oriented teaching is a distinguishing characteristic which can provide students want me more opportunities to enhance their presentation and writing skills. Most importantly, I can gain a utter(a) grounding in the essential skills of business analysis and decision making.First, I am a fitting and industrious student. Academically, I attained a satisfactory grade point average which was 4. 0 in my college. Simultaneously, I acquired my first professional qualification of securities through self-study. As a result, my college recognized my outstanding pedantic results by giving me Scholarship. Also, I was on the director list in 2008. Besides, I strongly busy our companionship.During the summer of 2008, I participated voluntary teaching and pr ovided community service to a distant area called He Yuan in Guangdong province. I also joined a local charity to provide community service such as organizing a trip for the minority in Hong Kong. Such experience has strengthened my problem-solving and interpersonal skills to tackle the challenges. Also, I have greatly advanced in my analytical skills through connecter mentorship programme. For example, I learnt basic research skills from my mentor from CASH Financial Group.As mentioned above, I am now an all-rounded student who wants to advance knowledge not just to deal with business problems, but also to tackle former(a) economic problems in society at large. For personal development, I always try my best to occur lifelong learning and contribute to society as a global citizen. I heartily conceptualize that chances are always ready for well-prepared candidates. (284 Words) Remarks Modified Version by emailprotected com Copyrights reserved 2009

Mathematics, Education, and Computer Innovation

The trigger of the graphing calculator has changed the structure of teaching and learning maths. This made it possible for ein truthbody to receive the benefits of a computer-generated visualization without the lofty cost of a computer. These graphing calculators over the years extradite lowered in cost, became easier to use, and are more portable. The attached generation of graphing computers has arrived with the recent introduction of the Texas Instrument TI-92. This relative inexpensive calculator will allow more high school teachers to teach an area mostly untouched, computer symbolic algebra and computer interactive geometry, because it has not been practical or possible. The TI-92 is merely the beginning of the new revolution of hand-held computing tools.The next take exception mathematics teachers are facing is the teaching of traditional paper-and-pencil symbolic algebra skills. This task has been made obsolete by the more accurate and faster computer symbolic algebra algorithms. Students can get a far punter illustration of central concepts and applications of mathematics with these new hand-held tools than with the traditional paper-and-pencil task. The paper-and-pencil task and other traditional skills mustinessiness still be acquired, exclusively students should spend less time acquiring it. More emphasize must be put on computing tools. Students should take advantage of the computer technology to become mighty and thoughtful problem solvers.The process of changing from traditional methods to a more computer-oriented environment has to be met by the education and mathematics community. Educators should have textbooks that better represents the new technology. Teachers need to be more technology literate. The mathematics community must dispel the image of doing mathematics with the traditional paper-and-pencil method. These reforms can better teach students important skills needed for the next. The use of technology in mathematics will g ive students an advantage mathematics and related to technology. Students will need that advantage if they wish to compete in the twenty-first century.This article stressed very important issues educators, teachers, and the mathematics community must face. The reform will change the course of mathematics in school and elsewhere. As a student, I am very concern about the future of mathematics. My future plans will revolve around mathematics and technology. I understand the need to continue using the paper-and-pencil methods, but computing tools should be added to the current criteria. The future will be technologically intense and very competitive. Graphing calculators have enhanced mathematics and I think the new powerful computing tools will do the similar for the next generation. These hand-held computers are inexpensive and contain very powerful and versatile computer software. This could be the computer for all mathematics students.

Training and Devolopment with Reference to “Apcpdcl”

A PROJECT WORK ON planning AND DEVOLOPMENT WITH REFERENCE TO APCPDCL The thesis report submitted on the partial fulfill ment of the requirement for the award of MASTER OF BUSINESS ADMINISTRATION By HEMALATHA Y Reg. No 110277202005 Department of Business way ST. THERESAS COLLEGE FOR WOMEN (Affiliated to Andhra University) ELURU 2010-2012 CERTIFICATE This is to certify that Miss. Y. Hemalatha, Student of Ch. S. D. St. Theresas college for women, Eluru has d wizard the put feat titled TRAINING & DEVELOPMENT at APCPDCL, chthonian(a) my guidance during the period of 5th may 2011 to 5th July 2011.She has been sincere, dedicated and her conduct through tabu the field during the above period has been excellent. Internal consider utilization Head of the department Mrs. Renuka Mrs. R. S. Saraswathi. External Examiner train of PG Courses Dr. Marietta Pudota DECLARATIONI hereby decl be that this project report entitled TRAINING & DEVELOPMENT a bonafide work d atomic number 53 for A PCPDCL located in Hyderabad submitted in partial fulfillment for the award of degree of MASTER OF BUSINESS ADMINISTRATION DATE PLACE Hyderabad Y. Hemalatha ACK no.LEDGEDMENT I behold to extract my gratitude to Dr. R. S. Saraswathi, Head of the Department, Dept. of prudence. Its my pleasure and a bound duty to ac knowledge with both my humility, my grateful thanks Project guide Dr. Renuka.I wish to thank and H. R. D Department for providing this hazard to do my project and for taking special cargon and interest in my project work in their esteemed pull ahead-up. I am grateful and thankful to for each the above for their support and kindness they mop upered during my status of the project. INDEX CHAPTER-I * Importance * Need for the pick up * Objectives of the study * Sampling and system actingology CHAPTER-II * c in all(a)er- divulge profile * labor ProfileCHAPTER-III * Concept of nurture and ontogenesis * atomic number 18as of bob upment * cultivation Methods * M odels of facts of feeling * Benefits of bringing up * Concept of growth * Importance of Training and breeding CHAPTER-IV * Process of Training and ontogeny followed by APCPDCL * selective information interpretation and abstract Training and Development CHAPTER-V * Summary * Findings * Suggestions CHAPTER-V * BIBILIOGRAPHY * QUESTIONNAIRE IMPORTANCE OF HUMAN RESOURCE MANAGEMENT India is a land enriched with an superabundant tack of human universe resource.One of the major imp morsels on production is the human sector. It has been recognized as a principle instrument in the fulfillment of the tar tolerates of the plan and in the achievement of the economic progress slackly. thus it is more than the welf be of the employees and to prevent the chief(prenominal) problems. An governing body whether low-spirited or large, be it a line of products or an industrial enterprise, needs for its growth, survival and continuance 4 service Ms * bills * MATERIAL * MACHINERY an d * MEN Primarily, success or loser of an transcription mainly dep annihilates upon combination of the above four factors.Of which, I feel, managing men is critical and challenging task because of the dynamic nature of the mint. No two persons atomic number 18 similar in their mental abilities, traditions, sentiments and way and be issue to many and varied influences, people atomic number 18 responsive, they feel, think and act and in that locationfore they just piece of tail non be operated a akin(p) a machine or shifted and neutered like a template in a room layout. tender-hearted beings differ from one an a nonher(prenominal)(prenominal) in basic metal abilities, personality, interest, attainments, attitudes, aspirations, energy, education, gentility, experience and behavior.Because of these varied traits human beings are complex in their behavior and in their psychological compel-up and when they interact with one another in a group or an constitution, this c omplexity is multiplied. Because of these diversified factors, human beings have to be handled with great care and art of handling men was traditionally called as personal management but it is called as human relations or human engineering. Knowledge of people, their usages and behavior is the first grade in burgeon forthing the human relations. select FOR THE STUDY * To gain optimum practice of human resource by measuring their tuition and stopment. * As the ultimate desire of e very(prenominal) employee is for their hike (wages and salary). * To know the homework and phylogenesis and wages and salary cheek of employees in the APCPDCL. * In human resource management employee is to be treated as an assent of the organization. on with the preparedness and development of the employee by the organization affects the moral of the employee and productivity of the organization.In such situation the vista of the employee, which are described in line Description should not be ig nored. OBJECTIVES OF THE STUDY The marks of the study are * To study and analysis the philosophy of employee dressing and development of APCPCL * To study the process of wage and salary politics that was followed by APCPDCL * To understand various strategies APCPDCL with fulfilling with fulfilling the need of Training and development need of the employees. * To compare the standards of APCPDCL with international standards. To study & analysis the philosophy of employee cooking and development of APCPDCL SAMPLING AND METHODOLOGY A Survey of blow respondents out of 514 employees at Corporate Office in produced by APCPDCL. By the way of random method was conducted. Data collection After identifying the research objectives the next step is to identify the methodology for data collection. Data Sources For the happy completion of the project, the study is in need for both primary as well as lowly data. Primary Data Primary data collected through interviewing the employees in APCPDC L.In that wiz blow respondents through forelandnaire. Secondary Data The process of secondary data is in like manner called desk research, which was collected and stored earlier. Questionnaire visualize To study the view on the Training and Development of APCPDCL. Researches used structured undisguised question wise just about(prenominal) of the questions were of simple and the respondents are free to express their ideas. LIMITATIONS The study has its get limitations * It is limited to small sample that is 100 respondents from a large number of populations in confederacy with in a time frame of a few(prenominal) days. The duration of project was limited for only two months. * The study is only on academic identify of view. * The study is based on primary and secondary data. * responders may not be in a position to respondent in favor of the questionnaire. COMPANY PROFILE Central provide dispersion Company of A. P. Limited was formed from the erst objet dart Andhra Prade sh State electricity Board (APSEB) which was a creator supply family to the other sector Industries, Agriculture and for Home needs. On 01/02/1999, the APSEB has been divided into two wings. They are 1. APGENCO 2. APTRANSCO APGENCOIt is a subsidiary of APSEB. It generates Power from contrasting sources such as Water, Coal, and so on the generated Power from the APGENCO will be sold to APTRANSCO which is excessively Subsidiary of APSEB. APTRANSCO It is besides a Subsidiary of APSEB. It buys Power from APGENCO and it resells to the statistical distribution Companies. There are four distribution Companies under Andhra Pradesh State electrical energy Board which distributes government agency for all over Andhra Pradesh. Central power dissemination friendship of Andra Pradesh Limited hyderabad Northern Power dissemination Company of Andhra Pradesh Limited Warangal.Southern Power Distribution Company of Andhra Pradesh Limited Thirupathi. Eastern Power Distribution Company o f Andhra Pradesh Limited Vishakapatnam. These four companies are distributing power to their have-to doe with area for each distribution company in that location is one Chairman & Managing Director and four or quintuplet Directors to control the Operation of Power Distribution Companies. Apart from them a Public similitude Officer and a Company Secretary is to a fault there. APTRANSCO controls all four Distribution Companies to maintain congruity among the companies. APGENCO is an Independent Organization.CENTRAL POWER DISTRIBUTION COMPANY OF A. P. LIMITED, HYDERABAD. Vision of APCPDCL To be one of the Indias best Power utilities, satisfying the customers needs and powering states growth. Mission of APCPDCL To be a Powerful Distribution Company in the Electricity sector through Make gettable reliable and quality Power Continuously develop competent and committed human resources to match best Standards. * Adopt State-of art technologies for split productivity. The core val ues of the Organization are, * Customer Focus * Organization Pride Mutual Respect and authority * Initiative and Speed * Total Quality With a mass to fulfill the expectations of the Government, the Central Power Distribution Company of A. P. Limited, Hyderabad which came into being on 1st April 2000 as a sequel to the A. P. Electricity Reforms Act,1998 with an objective of Electricity to the people at an affordable price. With its headquarters at Hyderabad, the APCPDCL encompasses an area of Seven Districts viz. , Anantapur, Kurnool, Mahaboobnagar, Nalgonda, Medak, Ranga Reddy and Hyderabad catering to the power requirements 57. million consumers. APCPDCL has a vast stem facility in its operating area with 972 Nos. 33/11 KV. Sub-stations, 1, 459 Nos. of Power Transformers, 522 Nos. of 33KV Feeders, 3, 676 Nos. of 11KV Feeders and around 1,60,983 Nos. of Distribution Transformers of various capacities. A number of new initiatives for improving the quality supply of Power were intr oduced by APCPDCL such as * Pass books to individualist customers * electronic spot billing * intended disclosure schemes * Web enable customer service centers * Tie up with e-sevas centers for bill compensation Electronic control and complaint center etc. * Tins, Mats, Cap. * Vidyut sadassus, Sub-stations wise convey Having electrified 6,489 Villages, 5,600 General hamlets, 2,059 Tribal hamlets, 12,105 Daliwatdas and 5,806 Weaker Sections Colonies, APCPDCL is looking former to meet many challenges with promised to deliver quality customer services through innovative schedules. The philosophy of APCPDCL is to interminably striving to enhance is achievement emerged stronger by the day to offer its customers the best and value for money.The company is managed by a Board of Directors consisting of the following members. * Chairman & Managing Director Mr. .M. T. Krishna Babu, I. A. S. , * Director (HRD&OPW/GH) Mr. K. Venkatanarayana, B. E. , * Director (P & MM) Mr. KH. Ghulam A hmed, B. E. , * Director (Commercial) Mr. A. Srinivas Rao, B. E. , * Director (Finance ) Mr. P. Rajagopal Reddy * Director (Operation-Rural) Mr. B. Veera Reddy, B. E. , * Director (Coordination) Mr. B. Ravindra Reddy, B. E. , * Director (Projects & IT) Mr. G. Raghuma Reddy, B. E. , Licensed beaCovering seven districts in Rayalseema and Telangana areas including twin cities of Hyderabad and Secunderabad i. e. , capital of Andhra Pradesh, Kurnool, Mahaboobanagar, Medak, Nalgonda, Ranga Reddy and Hyderabad only 86,800 SQ. KM. Customer Services * Apply for new connection * Apply for transfer of service * Centralized affect call center * Round the clock service * Spot billing Customer Information * Electricity tariff * Fuse off call officers * Electricity saving tips * Official mail id * Citizens charter * electrical safety Online Services * Know your bill * Online bill enquiry Online bill calculation * Online bill payment Certain provisions in the Electricity Act 2003 such as open a ccess to the transmitting and distribution network, recognition of power trading as a distinct activity, the liberal definition of a captive generating plant and provision for supply in outlandish areas are expected to introduce and gain ground competition in the electricity sector. It is expected that all the above measures on the generation, transmission and distribution attend would result in formation of a robust electricity grid in the country. TRAINING AND DEVELOPTMENT TRAININGTraining is concerned with imparting and developing specific skills for a particular proposition take. Training encompasses activities ranging from the acquisition of a single motor skill up to the development of a complex technical knowledge instilling of elaborate administrative skills and the development of favorable attitudes towards the organization. Training is a acquirement experience in that it seeks congress permanent change in an individual that will improve his ability to perform the h ypothesise. It involves change of skills, knowledge, attitudes and mixer behavior. TRAINING DEFINEDIt is a reading process that involves the acquisition of knowledge, sharpening of skills, concepts, rules, or changing of attitudes and behaviours to enhance the performance of employees. Training is activity leading to skilled behavior. Its not what you want in life, but its perspicacious how to reach it. Its not where you want to go, but its knowing how to get there. Its not how high you want to rise, but its knowing how to take off It may not be quite the outcome you were inclinationing for, but it will be an outcome Its not what you day-dream of doing, but its having the knowledge to do it Its not a set of goals, but its more like a vision. Its not the goal you set, but its what you need to achieve it Training is round knowing where you stand (no matter how good or bad the current situation looks) at present, and where you will be after some point of time. Training is about the acquisition of knowledge, skills, and abilities (KSA) through headmaster development. FEW DEFINITIONS- A planned process to modify attitudes, knowledge or skills behavior through look oning experiences to achieve legal performance in an activity a range of activities.Its purpose, in the work situation, is to develop the ability of the individual and to satisfy the current and future needs of the organization. (Man power services commission 1981) The purpose of teaching new employees the basic sills need to perform their traffics. (Gary Dessler 1985) Training consists of planned designmes knowing to improve performance at the individual group and/or organizational levels, which in turn gives measurable changes in knowledge, skills, attitudes and/or brotherly behavior. (Wayne Cascio, 1995) Training is an art of increasing the knowledge and skills of an employee for doing a particular work. Peter F. Drucker) Training is the act of increasing the skills of an employe e for doing a particular line of credit. (Flippo) Training is the act of increasing the knowledge and skills of an employee for doing a particular job. (Arun Monappa and Saiyadain) advise OF TRAINING- In the modern co-operative environment the necessity or educate employees may arise for different sources as follows a. To enable be employees and new recruits to under take operations involving new technology. b. To adopt the existing methods and techniques to changing needs. c. To improve the dexterity of work performance by employee. d.To achieve higher productivity. e. To reduce watch time, minimize spoilage and wastage of material. f. To develop the potential abilities or work-men etc. , AREAS OF TRAINING- 1. Training in company policies or procedures- The objective is to orient new employees with the set of rules Procedures, management, organization structure, environment and products, which the Form has and/ or deals with. penchant is a continuous process aimed at the a djustment of all employees to new and changing situation.It aims to impart the facts Of company rules of policy, to create attitudes or confidence in the company, pride in its information about needs or skills, development, quality of production and work organization. 2. Training in particular skills- Training f employees for particular skills is under taken to enable the employees to be more effective on the job. It is here and now proposition, some what like induction grooming, which does not have a very significant development a certain parting to the job, for instance, sales study and machine skills. 3. Training in human relation-Training is a full(a) category embracing many different aspects. Self- scholarship and inter-personal competence can be entangled in this category, all concerned with generally the some theme. It stresses a concern for individual kindred for feeling and treating . people as gay Beings rather than a machine. Not only in this concern and awareness in ones attitude and behavior conductive to better work mastermind relation but also to enhance productivity. This category of prepare is oriented towards the development of the individual and consequently the organizations efficiency in terms of better squad work. 4.Problem-solving develop- Many companies course of studys also revolve around organizational units, like divisions or branches, which generally handle a product line. The practice is to call together all animal trainerial, personnel, in a particular division/branch from both the head quarters and the field offices and prove common problems and solutions across the table This is not only helps to solve problems, but also serve as a from for the change of ideas and information, which could be utilize in other situations. 5. Managerial and supervisory dressing- The managerial job combines both techniques and conceptual knowledge.If it were of a specialist, it would emphasize. nigh techniques and knowledge like ope rations, research, finance, production and personnel management. 6. learner learn- The apprentice act, 1961 was based on the philosophy of providing some technical for unskilled people in order that there employment opportunity is enhanced, or alternatively to help them be self-employed. Industrial organization in specified industries is required to train apprentice in promotion to their work force in designated trades. The duration of fosterage is 1 to 4 years. TRAINING METHODS/TECHNIQUES On the job methodThis type of fosterage is also known as job instruction grooming in the individual is placed on a regular job and taught, the skills needed to perform that job on the job readying has a advantage of giving first hand knowledge and experience under the actual working conditions. (a) profession Rotation- This type of develop involves the movements of the trainee from one job to another. The trainee receives job knowledge and gains experience from his supervisor or Trainer in each of the different job assignments. This method gives an opportunity to the Trainee to understand the problems of employee on other jobs and respect them. b) Coaching- The trainee is placed under a particular supervisor functions s a coach in training the individual, the supervisor provides feed back to the trainee in his performance and offers him some of the duties and responsibilities of the coach and relieves him of his burden. A limitation of this method of training is that the trainee may not have the freedom or opportunity to express his own ideas. (c) job- instruction- This method is also known as training through step by step. Under this method, trainee explains the trainees the way of doing the jobs.Job knowledge, skills and also him to do the trainee, provides feed back information and corrects the trainee. Off the- job method Under this method of training, trainee is separated from the job situation and his attention in decocted upon learning the material related to his future job performance. (a) Vestibule training- In this method, actual work conditions are stimulated in a classroom. Material, Files and equipment those are used in actual job performance are also used in training. This type of training is commonly used for training for clerical and semi-skilled jobs. b) Role- vie- It is defined as a method of human interaction that involves realistic behavior In unreal situation. This method of training involves action, doing and practice. The particular play the role of certain characteristics, such as the production manager, mechanic engineer, fore men and the like. This method is mostly used for developing inter-actions and relations. (c) Lecture method- This talking to is a traditional and direct method of instructions. The instructor aims the material and gives it to a group of trainees in the form of a talk to be effective.The lecture must motivate and create interest among the trainees. An advantage of lecture method in that it is direct and can be used for a large group of trainees. Thus cost and time involved are reduced. (d) Confidence treatments- It is a method of training the clerical professional and supervisory personnel. This method involves a group of people who possess ideas, examine and share facts, ideas and data. Test assumptions, and draw conclusions, all of which contribute to the forward motion of job performance. Discussions has the discussion involves two-way communications and feed back is provided. e) Programmed Instructions- The subject matter to be learnt is presented in a series of carefully planned sequential units. These, units are lay from single to more complex levels of instructions. The trainee goes through these units by answering questions or filling in the blanks. This method is expensive and time consuming. MODELS OF TRAINING The system model consists of five patterns and should be repeated on a regular al-Qaida to scram further improvements. The training should achi eve the purpose of helping employee to perform their work to required standards.The steps involved in System Model of training are as follows 1. consider and identify the training needs i. e. to analyze the department, job, employees requirement, who needs training, what do they need to learn, estimating training cost, etc The next step is to develop a performance measure on the basis of which actual performance would be evaluated. 2. Design and provide training to meet identified needs. This step requires developing objectives of training, identifying the learning steps, sequencing and structuring the contents. Evaluating 3.Develop- This sort requires listing the activities in the training computer schedule that will assist the participants to learn, selecting delivery method, examining the training material, validating information to be imparted to make sure it accomplishes all the goals objectives. 4. Implementing is the hardest part of the system because one wrong step ca n lead to the trial of whole training program. 5 each phase so as to make sure it has achieved its aim in terms of subsequent work performance. Making necessary amendments to any of the forward stage in order to remedy or improve failure practices. TRANSITIONAL MODEL Transitional model focuses on the organization as a whole. The outer loop describes the vision, mission and values of the organization on the basis of which trainingmodei. e. innerloopisexecuted. Vision focuses on the milestones that the organization would like to achieve after the defined point of time. A vision statement tells that where the organization sees itself few years down the line. A vision may include ground a role mode, or bringing some inner(a) transformation, or may be declare to meet some other deadlines.Mission explain the reason of organizational existence. It identifies the position in the community. The reason of developing a mission statement is to motivate, inspire, and inform the employee s regarding the organization. The mission statement tells about the identity that how the organization would like to be viewed by the customers, employees, and all other stakeholders. Values is the translation of vision and mission into transmitted ideals. It reflects the deeply held values of the organization and is independent of current industry environment.For example, values may include social responsibility, excellent customer service, etc. The mission, vision, and values precede the objective in the inner loop. This model considers the organization as a whole. The objective is formulated keeping these three things in mind and wherefore the training model is further implemented. INSTRUCTIONAL SYSTEM DEVELOPMENT MODEL (ISD) MODEL Instructional System Development model was made to answer the training problems. This model is widely used now-a-days in the organization because it is concerned with the training need on the job performance.Training objectives are defined on t he basis of job responsibilities and job description and on the basis of the defined objectives individual progress is measured. This model also helps in determining and developing the favorable strategies, sequencing the content, and delivering media for the types of training objectives to be achieved. The Instructional System Development model comprises of five stages 1. ANALYSIS This phase consist of training need assessment, job analysis, and target audience analysis. 2.PLANNING This phase consist of setting goal of the learning outcome, instructional objectives that measures behavior of a participant after the training, types of training material, media selection, methods of evaluating the trainee, trainer and the training program, strategies to impart knowledge i. e. selection of content, sequencing of content, etc. 3. DEVELOPMENT This phase translates design decisions into training material. It consists of developing course material for the trainer including handouts, workbooks, visual aids, demonstration props, etc course material for the trainee including handouts summary. . EXECUTION This phase focuses on logistical arrangements, such as arranging speakers, equipments, benches, podium, food facilities, cooling, lighting, parking, and othertrainingaccessories. 5. EVALUATION The purpose of this phase is to make sure that the training program has achieved its aim in terms of subsequent work performance. This phase consists of identifying strengths and weaknesses and making necessary amendments to any of the previous stage in order to remedy or improve failure practices. The ISD model is a continuous process that lasts throughout the training program.It also highlights that feedback is an fundamental phase throughout the entire training program. In this model, the output of one phase is an input to the next phase. BENEFITS OF TRAINING- * It leads to ameliorate profitability and/or more positive attitudes towards profit motivation. * Improve s the job knowledge and skills at all levels of the organization. * Improves the esprit de corps of the work force. * Helps in creating a better corporate image. * Fasters authenticity, openness and trust. * Improve the relationship between bosses and subordinate * aid in organizational development Learns from trainee * Aids in understanding and carrying out organizational polices * Provides information for future needs in all areas of the organization * Organization gets more effective decision-making and problem solving * Aids in developing leaders sill motivation, loyality, better attitudes, and other aspects that successful workers and managers unremarkably display * Helps keep costs down in many areas, e. g. , production, personnel, and administration etc. , * Develops a sense of responsibility the organization for being competent and knowledgeable. * Improves labour-management relation Reduces outside consulting costs by utilizing competent internal consulting * Stimulates p reventive management s opposed to putting out fires eliminates Sub-optimal behavior (such as hiding tools) * Aids in handling conflict, thereby helping to prevent stress and tension. Importance of Training Objectives Training objective is one of the most chief(prenominal) parts of training program. While some people think of training objective as a waste of valuable time. The counterargument here is that resources are always limited and the training objectives actually lead the design of training.It provides the clear guidelines and develops the training program in less time because objectives focus specifically on needs. It helps in adhering to a plan. Training objectives tell the trainee that what is expected out of him at the end of the training program. Training objectives are of great significance from a number of stakeholder perspectives, 1. Trainer 2. Trainee 3. Designer 4. evaluator Trainer The training objective is also beneficial to trainer because it helps the traine r to measure the progress of trainees and make the required adjustments.Also, trainer comes in a position to establish a relationship between objectives and particular segments of training. Trainee The training objective is beneficial to the trainee because it helps in reducing the anxiety of the trainee up to some extent. Not knowing anything or going to a place which is unknown creates anxiety that can negatively affect learning. Therefore, it is important to keep the participants aware of the happenings, rather than keeping it surprise. Secondly, it helps in increase in concentration, which is the crucial factor to make the training successful.The objectives create an image of the training program in trainees mind that actually helps in gaining attention. Thirdly, if the goal is set to be challenging and motivating, then the likelihood of achieving those goals is much higher than the situation in which no goal is set. Therefore, training objectives helps in increasing the pro bability that the participants will be successful in training. Designer The training objective is beneficial to the training designer because if the designer is aware what is to be achieved in the end then hell buy the training package according to that only.The training designer would then look for the training methods, training equipments, and training content accordingly to achieve those objectives. Furthermore, planning always helps in dealings effectively in an unexpected situation. Consider an example the objective of one training program is to deal effectively with customers to increase the sales. Since the objective is known, the designer will design a training program that will include ways to improve the interpersonal skills, such as verbal and non verbal language, dealing in unexpected situation i. e. when there is a defect in a product or when a customer is angry.Therefore, without any guidance, the training may not be designed appropriately. Evaluator It becomes sub dued for the training evaluator to measure the progress of the trainees because the objectives define the expected performance of trainees. Training objective is an important to tool to judge the performance of participants. DEVELOPMENT In days competitive environment, an organization has to be concerned about the development. Development in the preparation and education of manage to effectively manager their people while at the same time achieving the strategies and goals of their company.Development in a continuous processes and seeks to being about behavior change in trainee managers by cultivating their mental and inherent qualities. The Major Qualities Of The Development Programme Are * The continuing improvement and development of present managers * Provisions of an adequate number of well-qualified managers for the future. * Optimum utilization of manpower of the organization * Prevention of managerial obsolesces An effective development programme to achieve to above mentio ned objectives should include the following * A carefully considered plan and organization and for carrying out the programme. A periodic appraisal or evaluation of each manager regarding his performance in the various stages of development under the programme * A continuous application and support from top management A number of management methods are operable. Anyone of them can contribute to the objectives of the organization but only if the techniques are prudently selected, diligently and rigorously evaluated. Often techniques are used in the combination in long-term development programme. more or less of these techniques are * Coaching and guidance * Job rotation * Conference / discussion * Programmed and figurer aid instruction * Role-playing Team group training Coaching and counseling This is one of the most popular management development techniques where effective senior manager teach the new managers. The coach superior sets a good example of what a manager does while d oing about daily business. The new manager exemplifies the correct behavior attitudes, depute specific and challenging goals and provides trainees with keep going and immediate feedback concerning their job performance. The coach also delegates enough authority to the trainees to make some decision. This approach not only provides opportunities to learn but also allows a feeling of self-confidence to develop.Job Rotation- Management trainers and educationalist, has often preached move the manager around when the manager is moved from one department to another, it gives him from a across-the-board exposure to the strength and weakness of the company and much better understanding then he could differently possess. Guided conference / Discussion- The guided discussions type of conference in an improvement over dependable lecturing, the instructor known in advance what information or procedure he wants to bring our, and guides the discussion accordingly. Programme and computer aid instructions-Programmed instructions are based on certain behavioural laws that relate to principles of reinforcement. The important feature of programmed instruction is that it Provides immediate feedback on whether the participants answered correctly or not. To facilitates this, the instructors are designed in such a way that all future learning. Programmed instructions can have been genuine in computer aided format. In such a format, managers sit at a computer terminal with a monitor. The computer is programmed with the training materials. The potential for computer based training is virtually unlimited.It is generally agreed that because of such advantage as self-pacing, privacy, immediate feed back convenience and adoptability it will became one of the most popular training and development approaches available. Role-Playing- In which roles as assigned to trainees to act out as they would do in their real life. It is stabilizing in training managers to deal with human relation management. Participants learn to appreciate others point of view. They experience a situation emotionally. It makes them more self-conscious and analytical in their behavior. It also permits the participants to show imaginations and care in finalizing solutions.Team group training- This technique is also known as sensitivity training, laboratory training and executive action. Team group training is concerned with the real utterance stimulated problem existing with in the team group itself. It helps participants to learn about themselves their weaknesses and emotions to develop insights in to how they react to other and also how others react to them, to find out how to behave more effectively in inter personal relations to develop more open, authentic relations among people. T-group are really small discussion groups with no set leader, they have no fixed and mutual impact of the participants.But T-group training involves creation of stress situation, which go out of control. Impo rtance of Training and Development Optimum Utilization of Human choices Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as their individual goals. Development of Human Resources Training and Development helps to provide an opportunity and wide structure for the development of human resources technical and behavioral skills in an organization. It also helps the employees in attaining personal growth. Development of skills of employees Training and Development helps in increasing the job knowledge and skills of employees at each level. It helps to expand the horizons of Human intellect and an overall personality of the employees. Productivity Training and Development helps in increasing the productivity of the employees that helps the organization further to achieve its long-term goal. Team spirit Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations. It helps in inculcating the zeal to learn within the employees. Organization Culture Training and Development helps to develop and improve the organizational health culture and effectiveness. It helps in creating the learning culture within the organization. Organization climate Training and Development helps building the positive perception and feeling about the organization. The employees get these feelings from leaders, subordinates, and peers. Quality Training and Development helps in improving upon the quality of work and work-life. Healthy work-environment Training and Development helps in creating the sound working environment.It helps to build good employee, relationship so that individual goals aligns with organizational goal. Health and Safety Training and Development helps in improving the health and safety of the organization thus preventing obsolescence. Morale Training and Development helps in improving the morale of the work force. Image Training and Development helps in creating a better corporate image. Profitability Training and Development leads to improved profitability and more positive attitudes towards profit orientation. Training and Development aids in organizational development i. . Organization gets more effective decision making and problem solving. It helps in understanding and carrying out organizational policies Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display. Human Resource Development Boundary From the determination of training of needs to providing the training through to the assessment of the effectiveness of the training imported. PROCESS OF TRAINING AND DEVELOPMENT THAT IS FOLLOWED BY APCPDCL.The Chief General Manager (HR IR), the General Manager (IR Legal), the DE/CPTI and other officers are taking care of the resources to train, quali fy, and develop the employees in APCPDCL. The annual budget on training sector of CPDCL is increased for this year(2011) is 2. 61 crores from 62. 5 lakes of previous annual budget of training sector. The company has following two types of training. They are 1) In-House Trainings, and 2) External Trainings In-House Trainings The company has its own training centre that is CPTI,it was located at GTS colony in Hyderabad.It is one of its kind and is fully render with following are 1 Mess (full fledged) 7 Lecture houses with a capcity of 360 parx 69 Individual youth hostel rooms 3 Suite rooms for guests The company has spent approximately 7 crores for the development of infrastructure at CPTI. CPTI DE(CPTI) AE(Tech) AS(CPTI)PG Sub-Division IAE I Sub-Division IIAE II AO(CPTI)Accounts Maintaince staff Maintaince staff SUB-DIVISION I - Under this, fruit drink and AE organize the following programs for the employees of APCPDCL likeINDUCTION Programmes refresher course Programmes MONTHLY ProgrammesUN PLANNED or TAILORE MADE Programmes I. INDUCTION TRAINING- The newly recruited employees under direct recruitment, compassionate appointment and medical invalidation are given Induction training. The period of this training is generally 1 month or 25 working days. The roles and responsibilities of the recruitees are discussed along with the eagle-eye description of the full treatment to be carried-out by them in APCPDCL.. In this programme,the trainees will be given the four types of Training. They are.. * way of life training * Live demos of various technical items in the lab at CPTI. Field visits to EROs, Section offices, etc. * On shore training Interaction with the personnel working in the fields. These are giving to the employees to get the awareness for how to check with practical knowledge. II. MONTHELY or REGULAR PROGRAMMES - The regular programmes will be conducted for the employees to gain the indepth knowledge and practical knowledge on work job. usually th is programmes conducted about 3 to 5 days. III . REFRESHER TRAINING - This type of training will be given to the employees for indepth study but less in number with comparison to regular programmes.The maximum number of days is 7 to 15 days on depending upon the number of participants and cader of the departments also considered. IV. UN PLANNED or TAILOR MADE PROGRAMMES - Whenever there is a need of training on some special programs to get the awareness to the employees CPDCL will organize the un planned or cut back made programmes like Rajiv Gandhi Graama Vidyuth Yojana and M O U side programmes SUB-DIVISION IIAt this division the company organizes the MOU with side programmes. The main two programmes are. 1) The National franchiese programmes ) The National training programme for CD employeesIn this division the ADE/AE will plans to get the funds to the company through marketing of lecture halls means giving the lecture halls to other organizations on rent basis. The sub-division caders has to create the tailor made programmes for outside organizations based on their requirement. The also comes under Sub-division II i. e Indoor and Out door labs for technicality purpose. EXTERNAL TRAINING The outside training shoulb be approved by the CMDBOD.Whenever there is a suitable programme for the employee of CPDCL the management favours in takes the decision favoure to the programme. Generally CPDCL has been deputed personnel for the programmes organized by organizations like ESCI (engineering staff college of instistute) ASCI (administrative staff college of institute) CIRE (central institute for rural electrification) etc are at Hyderabad. BESCOM CPRI NTPC(national thermal power corporation) TETRA TECH MYS YADE INSTRUMENTS JAIPOR PRODUCTIVITY COUNCILL etc are outside of the Hyderabad. DATA adaptation OF TRAINING AND DEVELOPMENTTABLE 5. 1 answerers opinion on training facilities available in organization. S. NO. OPTIONS RESPONDENTS 1 fantabulous 25 2 Good 75 3 poor people 0 reading material The question was asked regarding their feeling about their training facilities at their Organization. 25% expressed that they are proud to work there, and 75% expressed happy. . TABLE 5. 2 answerings opinion on training programme useful for day-to-day activities. S. NO. OPITIONS RESPONDENTS Highly meet 26% 2 genial 60% 3 Not Satisfied 14% variation In the above table there is an indication of percentage about the answers obtained from the employees about the training programmes conducted in the company and it is found that 86% of the people are happy with the training and those who are not satisfied with training programs are14%. TABLE 5. 3 Respondents opinion about training helps in personal development. S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 To greathearted expiration 60 60% 2 To Some expiration 10 10% very bitty Extent 30 30% Interpretation 60% of the employees opinioned that training helps in personal develo pment, 10% of the employees opinioned that training may or may not help in personal development. And 30% of the employees do not feel that training help in personal development. From this we can identify that maximum number of the employee select for training helps in personal development. TABLE 5. 4 Respondents opinion on improvement in their performance after attaining training programme. S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 handsome 70 10% Good 10 70% 3 Satisfactory 20 20% Interpretation The above question is about the improvement in performance after training program. Because it is very important for the smooth come of work to ultimate result 70% of the employee opinioned that performance after attaining the trainer is good. 10% of the employee said that there will not be any difference in the performance after or before. 20% of the employee said that performance is better before attaining training. TABLE 5. 5Respondents opinion to what extent the training programme help ed in your job. S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 To monumental Extent 65 65% 2 To Some Extent 35 35% 3 Very Little Extent 5 5% Interpretation The above question is to know about the helpfulness of training requirement for the employees in the FFF organization. 65% of the employee opined that training helps in their job and 35% of the employee viewed that it may or may not help, and 5% of the employees opined that training does not help in their job. TABLE 5. 6 Respondents opinion on faculty available for training from inside the organization or from outside the organization?S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 keen 35 35% 2 Good 15 15% 3 Satisfactory 50 50% Interpretation Faculty affects the productivity of an employee, so that he can put his better effort than previous, it improves moral of an employee. There the table indicates 35% of the employee feel that trainer should be from out side the organization 15% of the employee feel that trainers should be from inside th e organization. 50% of the employees should be from both, out side and from inside the organization. TABLE 5. Respondents opinion to what extent the equipment, company adopts new technology? S. NO. OPTIONS RESPONDENTS PERCENTAGE 1 To Large Extent 60 60% 2 To Some Extent 35 35% 3 Very Little Extent 5 5% Interpretation When a person may have skill to be utilized then there should be required equipment, but it might not be recognized by an organization unless utilized skill leads to loss to both the organizations and individuals, intention behind asking this question is to advice the organization to try to recognize the needs of 60% of people which are to be utilized for your organization.TABLE 5. 8 Respondents opinion on criterion for giving training? S. NO OPTIONS Respondents Percentage 1 Company overall development 10 10% 2 Company improvement 60 60% 3 Future career growth 30 30% Interpretation The work load should not be over loaded and under loaded work should be assigned to a worker taking in to consideration of job description, which is concerned on training criteria. 10%, 60%, 30% of people have expressed their high satisfaction, satisfaction and dissatisfaction respectively. TABLE 5. Respondents opinion about on the job training or off the job training? S. NO. OPTIONS Respondents Percentage 1 On the job training 15 15% 2 Off the job training 50 50% 3 Both a & b 35 35% Interpretation Quality of job training has nearest relationship with the on the job training and off the job training which leads to high training, the above tables show the highly satisfied employees are 15%, satisfied employees are 50% are 35% number of employees is not satisfied regarding their quality of training. TABLE 5. 10 Respondents opinion on training, which is provided by FFF on the safety programmes are very much helpful for your personal life or at the work place? S. NO. OPTIONS Respondents Percentage 1 only if for personal life 5 5% 2 only f or work place 40 40% 3 Both a & b 55 55% Interpretation Training should be very effective in any organization, which leads to discipline in organization, so that training facilities affect the productivity of individual employees personal life.In FOODS, FATS & FERTILIZERS there is a lot of dissatisfaction regarding safety programmes. It is need to be improved. CHAPTER-4 analysis SUMMARY I have done a study on TRAINING and DEVELOPMENT a concept of human resource management In APCPDCL, which is located at Hyderabad. The importance of the study of the Training and development is the emergence of new climate in the economic environment. In this study the concept of training and development was used as an umbrella for describing various personal policies and practices. The major source of data for the training and development in APCPDCL is questionnaire.The data was given by the employee is based upon their perception on the different items in the questionnaires. The questions were aske d about their training levels of employees regarding the factors, which affect the training and on their development of the employees work life. From the above analysis it is clear that the performance of the company is quite good in all sectors. The training for all the departments like technical awareness and behavioural finally shows a change in the work of all the employees. This training is planed in such a way that all the employees show interest in learning new things.The training helps employees in learning new things. Moreover the company is also supporting the employees in their industrial visits too, where the family members of the employees are also allowed. Keeping view of the companys awareness, it has geared itself for a sundry(a) growth achieving productivity of human resource. FINDINGS * It is observed that most of the employees are satisfied with the training practices of the organization. * It is observed that most of the respondents who are satisfied with the TR AINING facilities in the organization. It is observed that most of the employees are satisfied with the working conditions in the organization. * It is observed that more than half of the employees are satisfied with the salaries and other benefits provided by the company. * Expected return on the training progrmmes is being achieved. * The Companys training institute, CPTI is one of its kind and is fully equipped with audio-video enhancements in the Lecture halls, hygienic hostel rooms and best quality food, good refreshments and cooperative staff. * The Company has a training policy of 3 to 5 mandays of training for each and every employee. The Company is organizing TAILOR-MADE programmes whenever necessary to its employees to strengthen, update and refresh their knowledge. * The personnel are deputed for External trainings by the management when suitable programmes are being organized by various organizations irrespective of their location i. e. , either at Companys headquarters (Hyderabad) or outside like Delhi, Jaipur, etc. * the company is currently upgrading itself from SAP 4. 7 to SAP 6. 0 Version which includes HCM, Trainings etc. * The model followed in CPDCL is SYSTEM Model. SUGGESTIONS The employment of retired employees should be in limit because they do not have more responsibilities when compared to the regular employees, thus we can reduce the average age of the employee. It helps in increasing the skill of the employee. * While recruiting the employees, preference should be given to both the qualifications and experience of the prospective employee. * motivational camps should be done for the employees for reducing absenteeism. * Separate training for semi-skilled, UN skilled then they have some talents in a particular field. ANNEXURE Bibliography QuestionerBIBLIOGRAPHY IJTD MAGAZINE- Indian Journal of Training and Development P. Subbarao Essentials of Human Resource Management And Industrial Relations V. S. P. Rao Human Resource Management , text & cases Mizra S Saiyandain Human Resource Management Keith Devis Behaviour of Men at Work QUESTIONNAIRE FOR TRAINING AND DEVELOPMENT Name Age Qualifications Designation finis of Training (in days) Service in FFF (in years) 1) What is your opinion on training facilities available in your organization? a) Excellent b) Good c) Poor 2) What is your opinion about your working conditions or environment? a) Highly satisfied b) tolerable c) Not Satisfactory 3) To what extent you found the training program useful for day-to-day activities? ) Highly Satisfied b) Satisfied c) Not Satisfactory 4) Do you feel training department provides a congenial for learning? a) To Large Extent b) To Some Extent c) Very Little Extent 5) Do you feel that training helps in personal development? a) To Large Extent b) To Some Extent c) Very Little Extent 6) How do you find the change or improvement in your performance after attaining training program? a) Excellent b) Good c) Satisfactory 7) How d o you find training program helped content designed? a) Excellent b) Good c) Satisfactory 8) To what extent the training program helped in your job? ) To Large Extent b) To Some Extent c) Very Little Extent 9) What is your opinion on faculty available for training program? a) Excellent b) Good c) Satisfactory 10) What is your opinion on infrastructure available in FOODS, FATS & FERTILISERS organization for the training program? a) Excellent b) Good c) Satisfactory 11) To what extent the equipment, company adopts new technology? a) To Large Extent b) To Some Extent c) Very Little Extent 12) What were the criteria for giving training? a) Company overall development b) Company improvement c) Future career growth 3) You requires on the job training or off the job training? a) On the job training b) Off the job training c) Both a & b 14) Training requires only new employees or existing employees? a) New Employees b) Existing Employees c) Both a & b 15) The training, which is provided by FFF on the safety programmed, are very much helpful for your personal life or at the work place? a) Only for personal life b) Only for work place c) Both a & b 16) Is management staff participated with you in training programme? a) Yes b) No c) rendering 7) Are you feel it necessary to participate management with you in training programme? a) Yes b)No c) No colour 18) Trainers come from outside or your employers only? a) Our employers b) Outsiders c) Both a & b 19) How could that the atmosphere also plays a vital role in training programme? a) Yes b) No c) No comment 20) After training the management will motivate or leave you? a) Motivates us b) Leaves us c) No comment 21) Are you requiring only safety measures training or technical training? a) Safety training b) technical training c) a & b