Erasmus and Machiavelli Essay Example | Topics and Well Written Essays - 1750 words

Erasmus and Machiavelli - Essay Example l prince in following the will of God: â€Å"though following Him is hard, not following Him is a sin.† Taking the Christian perspective, since God was the creator of the universe, he was then accordingly the source of all power. Since God was the source of all power, following the will of God would most assuredly brought his concept of a prince the most power. For surely, if a person were to ignore the will of God, then God would not protect that prince, or to the more extreme aspect of the situation, God would remove immoral princes from power. In the Christian view, since there was no way to avoid God or to avoid the consequences of ignoring the will of God, this would make the most appropriate way to gain power and to keep this power by merely following the will of God. According to Richard F. Hardin, â€Å"Erasmus thought it possible to dissuade kings and their subjects from the idolatry of power†1 Richard F. Hardin, â€Å"The Literary Conventions of Erasmusâ€⠄¢ Education of a Christian Prince,† Renaissance Quarterly, vol. 35, no. 2, (Summer 1982) p. 152.. They were to hold their power not for their own gains, but they were to try to improve upon the condition of mankind. Anyone in a position of power should attempt to do this, from a Christian perspective, and those who didn’t were guilty of â€Å"unmitigated tyranny.† Erasmus was not concerned with how useful this document turned out to be in the real world. What he hoped to accomplish in the end was to shape the way that the real world functioned. To many, though, this was viewed as â€Å"primitive and simplistic†2

The Abuse of Alcohol Essay Example for Free

The Abuse of Alcohol Essay A large part of the population in the United States abuse or used to abuse alcohol. The health and social problems are enormous, leading to an increase in unemployment, homelessness and even death. Alcoholism can cause a lonely and poor life style. Many people use certain excuses to drink such as; â€Å"it is just one party†; or even â€Å"I will just have a couple† of drinks, but the fact is that they are addicted to alcohol. The Doctors claim that fifty percent of alcoholism is due to genetic inheritance, but drinking habits also are influenced by their environment and lifestyle, such as group of friends or stress levels. There are a signs that we can use to identify alcohol abuse, like problems at school or work (including being late or not showing up) due to drinking. Also, when you cannot control how much you drink, make excuses for your drinking, wake-up in the morning drinking or drink alone and many others signs. Alcohol is a psychologically addictive drug that can provide a new world for some people, a world where they are important and happy. When the alcohol wears off they find they are no different so they need to drink more to again became happy. The reality is, that people drink to forget their problems or to relieve their stress, not realizing that drinking causes more problems than it can solve, but unfortunately it is a legal drug that the society does not discriminate against.

Lamuel Gulliver Essay -- essays research papers

Lamuel Gulliver   Ã‚  Ã‚  Ã‚  Ã‚  Jonathan Swift is one of the best known satirists in the history of literature. When one reads his works, especially something like Gulliver’s Travels, it is easy for one to spot the misanthropic themes, which emerge within his characterization. Lamuel Gulliver is an excellent protagonist: a keen observer, and a good representative of his native England, but one who loses faith in mankind as his story progresses. He ends up in remote areas of the world all by accidents in his voyages. In each trip, he is shipwrecked and mysteriously arrives to lands never before seen by men. This forms an interesting rhythm in the novel: as Gulliver is given more and more responsibility, he tends to be less and less in control.   Ã‚  Ã‚  Ã‚  Ã‚  In his encounter with the Lilliputians, Gulliver shows himself to be kind, honorable, and generous. Despite the Lilliputians are prideful, greedy, and cruel in response to him; he always manages to be peaceful with them. For example, when the Lilliputians and the people of Blefuscu (the British and the French in reality) go to war, Gulliver ties a knot to each of the Blefuscan ships and brings them together to the Lilliputian king. Then both of the countries negotiate and settle peace. Thus, Gulliver stops the friction between the two countries and establishes everlasting peace. This marks a characteristic of wisdom within Gulliver and the apple on his shield signifies this quality.   &n...

Tested in Every Way Essay -- Christopher Ruddy

Tested in Every Way: the Catholic Priesthood in Today’s Church, written by Christopher Ruddy, is a report and at the same time a reflection on the Seventh Annual Cardinal Bernardin Conference which was held in the Oblate School of Theology in San Antonio, TX in 2003 . Ruddy reports the voices of academic and pastoral expertise sharing about the challenges and the identity of being a priest. Besides of giving a report, the book opens up and finishes with the Ruddy’s insightful reflections. Ruddy opens up with an â€Å"examination of the cultural and ecclesiological contexts of the priesthood in today’s church (13)†. In the first chapter of the book Ruddy mentions three challenges the church and priest are facing today: popular skepticism, erosion of biblical and theological literacy, and the impossibility of a genuine diverse but unified moral and religious community. He states that the rise of skepticism contributes to a hermeneutics of suspicion. That type of hermeneutics lead to a construction of narratives of progress and redemption, but sometimes those narratives are held to twist the reality (19) creating divisions among other groups (20). To face the mentioned challenges, Ruddy says: â€Å"the priest are called to model catholicity in the face of pluralism, defend objective truth against skepticism, and to speak about the obstacles to hope†. Finally, Ruddy mentions that there have been many contextual and demographical changes in society tha t have shaped the identity of the priest, but as John Paul II puts it, â€Å" the priest receives his identity and his ministry from the communion he shares with Christ, his bishop, brother priests, his fellows baptized, and the entire human community (48). In the chapters two, three and four... ... see a priest witnessing what he preaches, and a priest that takes into account the gifts, talents and knowledge of all the member of the community. Bevan’s image of the conductor of an orchestra is what people want to see. In other word a priest as a person that leads the community to work in harmony and through that community work lead people to Christ. Tested in Every Way is a book that needs to be read by priests, seminarians and those who are in training for future ministry. The book opens our mind to a broader perspective of what the priest is today and what is expected of him in the future. I see the book as an invitation to reflect on my own image of the priesthood and at the same time to work toward a vision that embraces me in a community which is sustained by the relationship with God and all the members of the faithful community.

The Attack on Pearl Harbor

To better understand the attack on Pearl Harbor we must first go to the origin of the problem. Japan had little resources and they depended on trade, trade was the only thing keeping them going as a nation. According to Conroy, author of Pearl Harbor reexamined: Prologue to the Pacific War, â€Å"The fundamental causes of the pacific war go back to the turn of the century. International relations were then characterized by politics, aggressive nationalism, and western colonialism. These forces worked to enlarge the empires, glory, and wealth of the individual nation-state. Japan wanted to expand into Indochina so that they could salvage the oil resources from Southeast Asia and make their nation more powerful. One very important trade resource that Japan relied on was oil. Without oil Japan’s army would be useless. Japan wanted to expand because they wanted a more powerful united Asia. When the U. S. found out Japans plans to expand they wanted to take action and put an end t o it, but they didn’t want to start another war. So the U. S. peacefully asked Japan to stop trying to expand themselves into Indochina.But, Japan didn’t want to because they were desperate and needed these resources to make their nation greater. The U. S. , Britain, and the Netherlands then took action and restricted Japan from being able to buy oil and other resources which would make Japans army and navy weak and meaningless. Japan was furious about this restriction and so they only saw two options one to try and get the oil restriction lifted and still allow them to take what territory they wanted or two they were going to go to war. Japan knew that if they were to go to war with the United States that they would lose so they made one last attempt with the U.S. Japans Prime Minister, General Tojo Hideki made one last attempt to negotiate a settlement without resorting to war on November 29, 1941, but the U. S. felt that Japans attempt to dominate other territories to make their nation stronger and more resourceful was cruel, so they kept the embargo on Japans oil and other resources. Now Japan started making preparations for war. Hideki knew the attack on Pearl Harbor would cripple the U. S. Pacific fleet and make it possible for Japanese to carry on with their plans of creating a stronger empire and expanding into China and other nations.Hideki and other leaders of Japan sought out the perfect plan to attack Pearl Harbor. Their Plan was to sneak attack Pearl Harbor on a beautiful morning with clear weather. Zuber expresses Japans urge to move in on Pearl Harbor he says,† Yamamoto’s Pearl Harbor attack was at cross-purposes with years of Japanese strategic planning and preparation, and was so illogical that if it succeeded in delaying the US counter-attack by six months, it would force the US to adopt the long-war strategy that spelled certain Japanese defeat.Readers will be astounded to learn that Yamamoto was so intent on sinki ng obsolete American battleships, estimating that this would fatally demoralize (! ) the United States, that he was willing to sacrifice a large part of his carrier force and strike aircraft to achieve that objective, indeed was willing to conduct the attack even if the Japanese were detected 24 hours out. † Canfield states† By 6 December 1941, warnings of war in the Pacific had been, percolating, and Japanese Ambassadors Kichisaburo Nomura and Saburo Kurusu were still negotiating in Washington ,†so if they were to attack now the U.S. wouldn’t detect them. On November 26, 1941 Japanese set sail for Hawaii with a fleet of 33 warships, an auxiliary craft, and 6 aircraft carriers. They took a northern route and cut off their radio so that they wouldn’t be detected by the U. S. Hanyok says, â€Å"Japanese radio intelligence discovered that the British monitoring site in Hong Kong had identified and tracked the large ships. (It is not known if the Japanes e realized that American naval radio intelligence had done so as well. Alerted to the vulnerability of its communications to foreign RI, the Japanese naval command was compelled to devise a counter plan. † On December 7, 1941, The Japanese fleet had reached their destination. The first wave of fighters, bombers, and torpedo planes had departed at 6 a. m. to the entrance of Pearl Harbor. They even made preparations for five mini submarines to abide submerged below Pearl Harbor until the attack took place. Burlingame states, â€Å"At first, Yamamoto banned their use, because he feared that they would be spotted by American patrols prior to the attack.The designers and crews of the midget submarines, however, devised an underwater method of launching the midget submarines from the backs of â€Å"mother† submarines, and Yamamoto reluctantly approved  their use. † Then they were instructed to do as much damage as possible from below with their torpedoes. A little be fore 7 a. m. Opana point detected a signal of massive air flight heading their way from the north. But they were assumed to be aircraft flights from the carrierEnterprise or a scheduled flight of the B-17s from mainland, so no actions were taken.Vice Admiral Nagumo  was given orders to attack Pearl Harbor by Yamamoto at 7:55 a. m. It is said that the attack lasted for almost three hours but it is hard to define the actual length of the attack because Japanese attacked many different airfields of the base. The locations included Hickam, Wheeler, and Bellows airfields, Ewa Marine Corps Air Station and many more. The ending results of the attack on Pearl Harbor included four U. S. Navy battleships sunk, caused another to capsize and severe damage to four more.Japan also sank and damaged three cruisers and destroyers, one minelayer, and 188 aircrafts. The attack injured 1,282 and killed 2,402 U. S. servicemen. America tried to fight back but only little damage was done to the Japanese . The Japanese only loss four midget subs and 29 aircrafts, with about 65 Japanese men killed or severely injured. In the end Japan came out of the attack on Pearl Harbor victorious. They crippled the U. S. Pacific fleet like they planned and crushed America’s pride.Although Japan came out victorious things only got worse for them, little did they know that the attack on Pearl Harbor was only opening the door to their own self-destruction. ——————————————– [ 1 ]. Conroy, Hilary. 1990. Pearl Harbor Reexamined : Prologue to the Pacific War. n. p. : University of Hawaii Press, 1990. eBook Collection (EBSCOhost), EBSCOhost  (accessed September 30 , 2012). [ 2 ]. Zuber, Terence. 2012. â€Å"Book Review: Attack on Pearl Harbor: Strategy, Combat, Myths, Deceptions By Alan D. †Ã‚  War In History  19, no. : 257-258. History Reference Center, EBSCOhost  (accessed Septemb er 29, 2012). [ 3 ]. Canfield, Eugene B. 2004. â€Å"ALL SIGNS POINTED TO PEARL HARBOR. †Ã‚  Naval History  18, no. 6: 42-46. History Reference Center, EBSCOhost  (accessed September 30, 2012). [ 4 ]. Hanyok, Robert J. 2009. â€Å"How the Japanese Did It. †Ã‚  Naval History  23, no. 6: 44-50. History Reference Center, EBSCOhost  (accessed September 26, 2012). [ 5 ]. Burlingame, Burl. 2011. â€Å"Setting a Trap. †Ã‚  Cobblestone  32, no. 9: 20-22. History Reference Center, EBSCOhost  (accessed September 26, 2012).

the unknown essays

the unknown essays Hate, black and thick, blinds and engulfs the mind. Shame pushes him back to the hole from which he crawled. Fear inhibits the mind, body, and soul, rendering the three capable of only bad decisions. In the novel Native Son, by Richard Wright, hate, shame, and fear engulf the livelihood of the main character, Bigger Thomas. Using Bigger and his surroundings, Wright depicts how living under such conditions leads to seeking excesses of sex, religion, violence, and drugs. Furthermore, this lifestyle and its accompanying excesses make it impossible for one to see the sunrise of hope, struggling to break through the black sky. Although Wrights story depicts the life of one man in a very specific time period over fifty years ago, his philosophy of hate, shame, and fear proves equally true in the real world of the past, and in the real world of the present. Fear inhibits the mind, body, and soul like no other emotion can. The study of fear in relation to psychology defines it as the emotional state of the anticipation of danger. How can one lead a healthy life when perpetually anticipating danger? As exemplified in Native Son, and as is true in real life, leading a healthy life while in a constant state of fear proves impossible. Fear paralyzes the mind, rendering it unable to think properly. Bigger makes crucial decisions while paralyzed by fear, and these decisions prove exceedingly illogical. When the reporters discover the remnants of Marys bones in the furnace, Bigger decides in a whirlwind of fear to flee the house, confirming his guilt in the process. However, Bigger could have done a number of things differently and more intelligently to reassure his innocence. Fear inhibited his ability to make a rational decision, and this exemplifies only a single occurrence of Biggers problem with fear- it has been a part of his life since the day he was born. Living in a perpetual state of hate, shame, and fear drives one...

U.S. Elections-Prejudices in Journalism essays

U.S. Elections-Prejudices in Journalism essays The articles used to form our class research project on the U.S. Elections were based on News finding from many different countries. The basis of most of the articles was how President Bush and Senator John Kerry were viewed upon in relations with those countries. A few other things covered were senator elections and voting. I feel that language plays a huge role in Newspaper Articles or any type of journalism for that matter. Several articles never directly take sides on the election but by the writing of certain statements leads the reader to believe in one direction. For example, in the Mexico and NAFTA report it was stated, All the major countries in the region opposed the decision by the US and Britain to attack Iraq without a second UN resolution. Kerry supported this policy, though Democrats are now trying to argue that he did so out of loyalty to servicemen about to go into action rather than because he agreed with President Bush. As the article started to put down carry, they rebutted with a comment to make Kerry appear as if he were making his decisions for the people. This continued throughout the article, continuous support of Kerry and not much recognition of Bush. Most of the articles clearing appeared to be trashing both candidates for our Presidency. The article from the Toronto Star reported in one sentence, Bushs policy, it wont work since he is, indeed, performing like a recruiting sergeant for Al Qaeda. A few paragraphs later they stated, Kerry cannot tell his voters the truth, he tells them only part of the truth, when he says it, he doesnt sound like he really believes it. Which is why Americans-as yet-dont believe in him. Another article from the Middle East reported Dr. Mohammad TabatabaI as saying, As far as Iran is concerned, both candidates in the next United States presidential elections have views which are rath ...

Logophile Definition, Etymology, and Use

Logophile Definition, Etymology, and Use A logophile is a lover of words. Also called a  word lover or philologos.  A related term is logomaniac, defined by the Oxford English Dictionary as a person who is obsessively interested in words. EtymologyFrom the Greek, word love Examples and Observations I am a lifelong logophile if not an out-and-out verbivore. I have a good ear and a good memory for words, its just a kind of tic or trick, the way some lucky people can play a song by ear after hearing it once or count cards at blackjack or spot four-leaf clovers. Unusual and specialized words tend to lodge in my mind, where they hang around, often for years, until I need them. American English has an astonishingly rich vocabulary and we typically use so little of it; I think thats a shame, or maybe it would be better to say I think of it as an invitation.I write with two dictionaries right at my elbow . . .. I look forward to visiting my dictionaries anew every time I sit down to write. The same goes for when Im reading and I come across an unknown word: Quaternions? Yahoo! I get to go to the dictionary!I know thats probably kind of freakish. I guess I am counting on the readership of freaks.(Michael Chabon, Questions for Michael Chabon. The New York Times, Feb. 8, 2007)I am a medic al logophile, and in using words, I will often go to the Greek or Latin roots; doing so helps me use words more precisely.(Robert B. Taylor, Medical Writing: A Guide for Clinicians, Educators, and Researchers, 2nd ed. Springer, 2011) Vocabulary Building[The] suspicion of new words, a distaste of verbal novelty, is acquired in school from dreary English teachers still in thrall to Hemingwayesque simplicities. You know their chief cliche from your own school days: always use the simple word, class! Never seek out a synonym or exotic foreign term. Thank goodness I had a father who taught the very opposite: always discover the rarest yet still correct word. By doing that, a young student accomplishes two things. You expand your vocabulary and you flummox ordained pedagogical authority, namely the dull teacher.(  Bill Casselman,  Where a Dobdob Meets a Dikdik: A Word Lovers Guide to the Weirdest, Wackiest, and Wonkiest Lexical Gems. Adams Media, 2010)The Sweetest-Sounding Words in English (1950)While most of the words that [columnist Frank] Colby discusses are suggested by his readers, Colby turned the tables in 1942 by asking them: What are the most euphonious English words? The top ten by popular vote: mother, m emory, Cellophane, bellboy, melancholy, belladonna, flamingo, wilderness, tambourine, lavender. Last week Logophile Colby reported the results of a new readers poll. Mother had slipped a bit, but was still listed among the top ten. There were eight new favorites. The 1950 hit parade: melody, lullaby, mimosa, memory, mellow, mother, moonbeam, murmuring, beautiful, lanolin.(The Press: Mimosa, Moonbeams Memory. Time magazine, Jan. 30, 1950) Creating KingdomsA love of words comes from the work of playing around with language. We learn words by hearing them, rolling them around on our tongues and in our minds like a small child does as she learns language. A person who loves language plays with ithears words and links them with other sounds, other meanings, and other words. The patterns and sounds of language are fascinating to the lover of words. From these connections, many poets find poems. Poetry comes as Harry Behn writes (1968) from falling in love with language. Rebecca Kai Dotlich says in A Kingdom of Words, that a word may seem to be just a word, but a poet can create a kingdom around it.(Barbara Chatton, Using Poetry Across the Curriculum: Learning to Love Language. Greenwood, 2010) Also Known As: word lover, philologos

Petrochemical Industry of Saudi Arabia Dissertation

Petrochemical Industry of Saudi Arabia - Dissertation Example The petrochemical industry is regarded as one of the most important of all sectors in the economy of Saudi Arabia owing to the volume and proportion of revenue that it contributes to the national income of the nation. The records of the year 2005 state that Saudi Arabia consists of almost 250 petrochemical firms of diverse sizes which invest a gross yearly amount of US$ 29 billion in the industry. In addition, the nation is accountable for exporting petrochemical products worth US$ 3.2 billion. The nation is also home to the Saudi Arabian Basic Industries Corporation (SABIC), which is the world’s 11th largest producer of petroleum and also one of the world’s fastest growing companies (Shoult, 2006). At present, Saudi Arabia is the largest producer of oil in the world accounting for producing 10.5 million barrels per day annually, which serves the needs of one-tenth of the global population. The nation’s potential capacity is believed to be 262 billion barrels per day (Falola & Genova, 2005). The objectives of the present research paper could be stated as follows – †¢ Factors which enhance investment in a sector, i.e., what are the aspects that investors generally examine prior to making investments in a particular sector? †¢ Importance of investment behind the economic development of a nation. †¢ Petrochemical industry, being one of the pillaring sectors, deserves much of the government’s attention. This necessitates the purpose of the paper and the conclusion to be reached hence. Research aims will be – Figure out the extent to which petrochemical industry will be affected by market fluctuations Reach a conclusion regarding the appropriate step to be adopted by potential investors. Forecast the possible trend that the Saudi Arabian petrochemical industry is likely to adopt over the span of another quarter. This forecast could help the national

Critically discuss the use of covert human information sources within Essay - 1

Critically discuss the use of covert human information sources within an investigation - Essay Example lance† and the technology involves the deployment of cameras by public authorities for detecting and preventing criminal activities in designated areas (Carli, 2008). These cameras are connected to TV monitors where the people manning the surveillance can monitor the activities. Besides, the images can also be â€Å"recorded in a control room† for later viewing (Carli, 2008). Such recordings can also be admitted as evidence in a court of law for the purpose of prosecuting the offenders. The system is also being used by private parties such as organizational entities as well as individuals for monitoring their premises. The use of CCTV enables the authorities as well as private parties to monitor and exercise surveillance on the activities within and around their premises and other sensitive areas that are vulnerable to the threat of attack by criminals. The equipment is easy to operate and is comparatively cost effective. Thus, evidence suggests that the use of CCTV for the purpose of crime detection and prevention has â€Å"greatly increased over the last decade† and estimates show that â€Å"4.2 million† units are currently in use (Woodhouse, 2010). The installation of CCTVs in specific settings can dissuade prospective criminals from committing a crime for fear of detection and prosecution. Thus, it transpires that the use of CCTV not only prevents crime but also is a valuable tool in the prosecution of criminals. The concept of video surveillance came into being with an intention to detect and prevent criminal activities such as â€Å"burglary, assault and car theft† and subsequently its use was extended to monitor antisocial behaviour like â€Å"littering, urinating in public, traffic violations† etc (Isnard, 2001). This system, unlike human resources, has the ability to facilitate break free surveillance at all times and the recordings of such surveillance can become irrefutable evidence in the court of law. Therefore, law enforcement authorities have been

Evolution Process of Writing Essay Example | Topics and Well Written Essays - 250 words - 3

Evolution Process of Writing - Essay Example The various subjects I took part in and as well jotted various concepts greatly influenced my thinking ability. The writing courses, in the beginning, demoralize a lot, but after a while, it brings the enthusiasm and determination in individuals thus qualifying it as one of the most adorable processes in the education system. The various subjects I took part in and as well jotted various concepts greatly influenced my thinking ability. The writing courses, in the beginning, demoralizes a lot, but after a while, it brings the enthusiasm and determination in individuals thus qualifying it as one of the most adorable processes in the education system. The grammar and punctuation skills are the best aspects of writing. They paved way for my understanding of my writing activity as well as knowing the center of focus in relation to my writing. Through the grammar, I have become an expert in the punctuation and observant in every single word I write in my work. Over the eight weeks period o f my writing lessons, I have learned to proofread as a writing technique. This has helped me a lot in making sure my written materials make sense for anyone who views it. Lastly, writing helps in the SQ3R strategies where every learned aspect is kept in the mind after a long period of time when it is put in writing.  On the first essay, I agree with my fellow colleague because being nervous is so normal while learning various aspects of writing. The second essay points out that there is a significant difference between high school writing and college education writing hence I also agree with the post.

English should be the official language of the United States Essay

English should be the official language of the United States - Essay Example Making English the official language would inspire new immigrants to learn the language of their adopted country. It is impossible to argue against the unifying power of having an official language. Many wealthy and powerful countries (France, Germany, Russia, Portugal, Spain, Italy) have one official language, and this puts them in very good stead when it comes to rallying people to a cause. In addition to unity, finances would be saved because making English the official language would eliminate the direct costs of bilingual education and translators. Such costs often run into billions of dollars, and the majority of it is drawn from local governments’ budgets. For instance, in 2002 in Los Angeles, $15 million, or 15% of the election budget was set aside for the printing of ballots in 7 languages and recruiting bilingual election personnel (Adams & Brink 12). The formation of organizations like U.S English, whose main goal is to push for the adoption of English as the official language of the United States, also shows that the issue needs to be seriously considered (King 495). In addition, there are groups opposed to making English the official language of the United States. It is also worth noting that the undercurrents surrounding the calls for English to be made the official language of the United States have been far much stronger than those opposing it. All those who have supported and tried to vindicate this cause have done so out of worry for the direction the country is headed. Theodore Roosevelt expressed the muted American linguistic-melting-pot theory when he said, â€Å"We have room for but one language here, and that is the English language, for we intended to see that the crucible turns our people out as Americans, of American nationality, and not as dwellers in a polyglot boarding house.† And: â€Å"We must have but one flag. We must have but one language. That must be the language of the Declaration of

Global Climate Change in Australia Essay Example | Topics and Well Written Essays - 1250 words

Global Climate Change in Australia - Essay Example The author of the paper "Global Climate Change in Australia" considers that climate change has obvious and glaring effects on Australia today. They are supported by empirical evidence and scientific studies. The ecological, economic and social impacts of these effects are the most threatening and that they perhaps outweigh the rationale for the current policy’s indifference to the global climate change accord. The Australian government through its climate change policy may be only exercising its right to support the country’s economic competitiveness and thereafter the general welfare of its people. However, in the long-run, failing to address climate change would have a more devastating effect on the Australian economy in comparison with the sacrifices it has to make in joining the current climate change accords. The issue about climate change involves the prioritizing the eradication of the global practices that are harmful to the environment. This entails a great dea l of sacrifice from each country and requires cooperation and compromise. It is, for example, imperative for any country, such as Australia to help forge a global policymaking environment that promotes the ratification as well as the implementation of multilateral accords about climate change. No single nation could address the problem alone. Not only because today is the so-called age of interdependence. Rather, in global climate change every nation has each own culpability and so each must shoulder the burden in addressing the problem.

English should be the official language of the United States Essay

English should be the official language of the United States - Essay Example Making English the official language would inspire new immigrants to learn the language of their adopted country. It is impossible to argue against the unifying power of having an official language. Many wealthy and powerful countries (France, Germany, Russia, Portugal, Spain, Italy) have one official language, and this puts them in very good stead when it comes to rallying people to a cause. In addition to unity, finances would be saved because making English the official language would eliminate the direct costs of bilingual education and translators. Such costs often run into billions of dollars, and the majority of it is drawn from local governments’ budgets. For instance, in 2002 in Los Angeles, $15 million, or 15% of the election budget was set aside for the printing of ballots in 7 languages and recruiting bilingual election personnel (Adams & Brink 12). The formation of organizations like U.S English, whose main goal is to push for the adoption of English as the official language of the United States, also shows that the issue needs to be seriously considered (King 495). In addition, there are groups opposed to making English the official language of the United States. It is also worth noting that the undercurrents surrounding the calls for English to be made the official language of the United States have been far much stronger than those opposing it. All those who have supported and tried to vindicate this cause have done so out of worry for the direction the country is headed. Theodore Roosevelt expressed the muted American linguistic-melting-pot theory when he said, â€Å"We have room for but one language here, and that is the English language, for we intended to see that the crucible turns our people out as Americans, of American nationality, and not as dwellers in a polyglot boarding house.† And: â€Å"We must have but one flag. We must have but one language. That must be the language of the Declaration of

Gangs Assignment Example | Topics and Well Written Essays - 1000 words

Gangs - Assignment Example Membership to a gang is based upon many criteria, the most important being, socio-economic status, religion, race and culture. Gangs tend to cluster in high-crime, socially disadvantaged neighborhoods (Thornberry et al., 2003) In the sub-urban and rural areas there has been a spurt in gang membership. Gangs began to take root as many immigrants could not cope up with the culture of their adopted homeland and thereby could not assimilate themselves within the new society. These immigrants formed gangs to forge an identity for themselves and took up the role of alternative family providing support to the members. Such gangs also provided its male and female members protection. One of the very distinctive characteristics of gang members are that most of them come from the male minority groups such as Hispanic, African and Asian countries. Other distinctive characteristics are that such members come from poverty stricken areas, those who depend on welfare or those coming from single pare nt backgrounds. Qs. 2. Specific groups of youth and gangs Gang memberships are not a product of several specific risk factors, but the result of the accumulation of many varied kinds of risk factors (Krohn and Thornberry, 2008). One of the specific groups is the youth that are delinquent, are most likely to join gangs. Various environmental and personal factors lead to the joining of gangs. Initially delinquent youth join â€Å"starter gangs† and at a later point in time they graduate to joining serious gangs. Youth experiencing racism, find themselves being denied of resources and privileges. The absence of purchasing power and inability to fulfill basic needs leads to feelings of hopelessness and diminished self worth. Adolescents belonging to this category often form their own establishments. Exposure to anti-social influences and poor performance in school increases the risk of a person joining a gang. Socially maladjusted youths tend to join gangs. Qs. 3 Membership in re lation to age Most of the gang members are very young children between the ages of 10 to 18 years. They are at an impressionable age and thus peer pressure makes them gravitate towards gang membership. Gender is not an issue in relation to age. Both male and female gang members fell mostly within this age group and were expected to carry out their activities as required. Every gang has two or three leaders who head the gang and give out orders to assault, harass or steal from people. However, in Chinese gangs the ages range between 13 to 37 years. (New York City Police Department, 1983) Though some of the youth join voluntarily, others are forced by threatening and other crude methods. Qs. 4 Benefits and dangers of Gang membership Gangs provide psychological support to youth which most of the members do not get from traditional support system like family, religion and school. They are a closely -knit    cohesive structure which provide the members with a sense of belonging, more e specially in the case of immigrants. Lure of easy money entices many to join drug gangs. Gang members are benefited in more ways than one. For example, they are provided with an apartment and food in addition to ammunition to carry out their nefarious work. However, they face the danger of losing their lives in case an operation fails or when conflicts arise among the members themselves. Most of them do not have freedom to do as they want and they live in fear because they have to

A summer in Canada Essay Example for Free

A summer in Canada Essay All my life I have chosen to experience as much as possible to enrich myself, but the most memorable experience in my childhood was the summer following seventh grade in school. I went to a summer camp in Vancouver, Canada where I spent half the day immersed in cultural studies and the other half involved in outside activities. Then I went to my aunt’s house in Toronto for two weeks. That was the first time I had traveled abroad. I was very excited about this trip and learned a lot from it, including the benefits of teachers directly interacting with students, the rewards of trying new things, and having the time to appreciate nature’s beauty and urban life. I noticed several ways the culture of Canada differed from Chinese culture. First, unlike in China, Western people place heavy emphasis on interacting. For example, when I had a class in Canada, the teachers were more likely to communicate with the students instead of just teaching. We were not just listeners. I really admire this kind of education because it helped me better become involved in my studies. Second, the teachers often pushed students to go outside to do research. For instance, I went to the market to make a statistical comparison of the price for every kind of product. It forced me to communicate with the staff in the market. As a matter of fact, I improved my English. In addition, people in Western countries liked to try new things. In China, I spent most of my time indoors studying; I didn’t know the wisdom to be found in engaging nature and its environment. For instance, I went camping on a big mountain and spent a night there. I came across many new experiences such as making a fire or erecting the tent and conquering them both. After I experienced these activities, I not only captured the Canadian culture, but also learned many skills from it. Furthermore, as I was living in a homestay the first two weeks, I became more independent. I was forced to deal with my living conditions by myself. I learned to wash my own clothes, cook some simple dishes, clean my room, and do some housework. This helped me a lot on my future life. Apart from having some new ideas when I traveled in Canada, I saw many amazing views both in nature and in the city. I went to a place called Butchart Garden, which is near Vancouver with beautiful scenery. I took many pictures of flowers and trees. It was the most beautiful garden I had ever seen. What is more, I was attracted by the atmosphere on a street in the downtown of Toronto. When I was sitting in a chair near the street, I saw many people in the cafà © enjoying the moment. They were just drinking and talking. That suddenly reminded me that I should never stop looking around to what is happening right now. When I was in China, I was always concentrated with taking one exam after another exam, and never stopped to reflect on what was around me. Having time to think about myself and my needs now seemed to be necessary in my life. In conclusion, this experience in Canada taught me how to live a more balanced life and how to communicate more effectively with others. This trip changed me and made my childhood more meaningful as well as improving my abilities in both studying and living.

Human Resource Development at Pizza Hut

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