Compostion article Essay Example | Topics and Well Written Essays - 1000 words

Compostion article - Essay Example 547). With rapid advancements of and in technology, many fields have incorporated the Internet and its vast possibilities in their development. For instance, SOCR is an evidence of statistics utilizing online applications, programs, et cetera, to be a resource center for individuals interested with the field, wherever they may be. Because of the emergence of various tools in the integration of science, technology, and education, it is not impossible to have information technology (IT) methods of instruction. As a matter of fact, many academic institutions have provided online courses and programs in their curriculum. Statistics may be difficult for some students, and having options for education other than the traditional methods may have the possibility of facilitating easier learning and comprehension in the subject matter. The methods, results, and conclusions of the study will be discussed in this paper, as well as an analysis of the endeavor, looking into its strengths and weakn esses, including recommendations and implications for future researches. Review and Analysis I. Methods The researchers utilized â€Å"SOCR resources as instruments for IT-blended instruction in several courses,† where these courses included quizzes at the beginning of the quarter, Index of Learning Styles (ILS) assessment, standard quarter-wide learning evaluation quantitative measures through exams, quizzes, and homework, and beginning and ending attitude towards the subject surveys (p. 548). The design of the study is seen to gather both quantitative and qualitative data and is briefly described in the methodology portion of the paper, but one could notice that specific design traits are presented with the results, and in their corresponding statistical courses. The total number of subjects was not mentioned, but a portion in the paper states that there were 90 students involved in each section. Several variables were measured, including an assessment of background knowled ge on the first day of classes, learning styles, exam scores, pre- and post-attitude surveys, and satisfaction surveys at the end of the quarter. The setting for research conduction was not specified, but probably took place in statistics classes of UCLA. II. Results and Conclusions Outcomes of the study confirm gathered results of a previous study that indeed there is â€Å"technology-driven improvement of the quantitative performance in probability and statistics courses† (p. 557). In addition, findings suggest that learning styles and attitudes of students towards a discipline are important factors in their quantitative performance. The SOCR-treatment group shows a tendency in the increase of student satisfaction according to post-surveys, and standard assessment instruments revealed that there was quantitative performance improvement. Researchers thus conclude that complementing pedagogical methods with information technology positively affects the students’ academ ic performance and attitudes. With the use of technology-based instructional tools, students are able to understand and comprehend statistical concepts that are difficult to do so in the sole use of traditional classroom approaches. III. Strengths

Ethical guidelines and sales standards Assignment

Ethical guidelines and sales standards - Assignment Example Thirdly, Marketing Research Association (2013) posits that no respondent or participant should be manipulated in the process of marketing the product particularly in the Help us Help you promotion involving a free makeover. In other words, the choice and opinion of the respondents must be respected. In this respect, the project participants in marketing Beauty Control must conform to this ethical principle. Fourthly, all information relating to the respondents or participants must be treated with utmost confidentiality (Marketing Research Association, 2013). This is in line to the fact that participants personal information such as credit card numbers may be used by third parties to commit a crime. In line with the United States sales standards outlined by Baxter Healthcare Corporation (2002), the Beauty Control product must be marketed in a fair and candid manner. For instance, the information given to the respondents or customers must conform with the information outlined on the label. Conversely, the marketers must not deliberately give false information to the customer or respondent in regards to all the relevant terms of sale such as pricing. It should also be unlawful for the marker to expect or request any kickbacks or bribes from the customers. All free promotions must be clearly outlined in the sales guidelines and effectively communicated to the markers in order to facilitate

Project size and effectiveness Essay Example | Topics and Well Written Essays - 500 words

Project size and effectiveness - Essay Example The failure of a project is never affected by a single factor but a blend of factors that cripple the whole project. The statement â€Å"the larger the project is, the easier it fails. Nothing can change this trend† contains traces of truth in it. The last part of the statement is very wrong; the pattern can be broken by effective management principles and skilled personnel. It is a fact that bigger projects come with many responsibilities and tasks that should be effectively managed to succeed (Nicholas & Steyn, 2012). It demands collaboration, planning and control to make sure all team members are working towards the achievement of the project goals. Therefore, if an inexperienced project manager is given a chance to leader a big project the chances of failure increase significantly. Handling smaller projects can be relatively easy because very few people and activities are involved. Therefore, managing people and tasks is relatively easy. Regardless, it is very hard to find a project that cites the only reason for failure as its enormous size. Projects fail due to poor governance, poor implementation, lack of focus, and environmental changes. Poor governance is characterized by the provision of project sponsor who cannot inspire project members to work hard. The absence of passion and extensive knowledge on the project only serve to discourage other people (Nicholas & Steyn, 2012). The practical implementation of a project provides a positive start for the project, which is likely to lead to a definite finish. The lack of focus breeds complacency, which can certainly lead to project failure. It is very hard to keep the large teams that come with large projects motivated. A project manager can find it challenging to keep all project team members focused on achieving organizational goals and objectives. It is a fact that a project manager has to delegate duties when dealing with a massive project. As a result, direct

Abnormal Psych DQ Questions Essay Example | Topics and Well Written Essays - 500 words

Abnormal Psych DQ Questions - Essay Example The low functional levels due to the profound mental retardation makes it difficult to assess for the key characteristics of autism and so diagnostic instruments are likely to throw up spurious results. This makes diagnosis of autism a challenge and calls for clinical experience (Brasic, 2006). Autism was initially believed to be associated with higher social classes, but is now known to afflict all social classes in an equal manner. Motion abnormalities are a striking feature of autism and may provide the means for the identification of autism in early infancy, prior to the other manifestations. In children the motion anomalies demonstrated are also highly characteristic and can be easily identified. An example of such an abnormal motion typical to autism is the placing of the hand with fingers outstretched by the child before the eyes, with rapid back and forth movement. This action of the child is considered as self-stimulation, as it produces a visual sensation. Many of such abnormal motions typical to autism appear like attempts to provide sensory input to the self in barren environments (Brasic, 2006). The cause of autism still remains unknown, but there are several hypotheses that include exposure to toxic agents and infections, and possibly vaccinations for diseases like measles, mumps and rubella. The treatment of autism is essentially directed towards the associated behavioral problems and so includes intensive behavioral, educational, and psychological components. The use of serotonin in the treatment of autism is under investigation. The earlier the diagnosis and use of intervention strategies the more favorable the outcome and so regular screening of infants and toddlers for signs and symptoms of the disorder is useful (Brasic, 2006). The definition of oppositional defiant disorder (ODD) provided by the American Psychiatric Association’s Diagnostic and Statistical Manual, Fourth Edition (DSM IV) is that it is â€Å"a recurrent

Gender Politics and Roles in a Horror Film Essay Example for Free

Gender Politics and Roles in a Horror Film Essay Gender politics in horror films are not all that difficult to comprehend mainly because they devise a specific role for the various genders. That is the gender politics are little more than a variant on class roles in society. In fact, even an individual who has a passing interest in horror films can see that the heroes and villains are male and the victims are predominantly women. This is the common, tried and true cliched method of cranking out horror movies on an assembly line basis. There are, of course, some excellent horror films that alter the generic methodology of producing horror films that prescribe to a single minded of opinions of what are the proper gender roles that are found in horror movies. Often, we see men as the hero and women as either the victim or the hero. In reality, when it comes to gender roles in horror films there really are no differences because these different roles are based on human interpretations deriving from external opinion; in the film itself it is the monster that defines the role and the monster invariably defines the role of all human – regardless of gender – as prey. When it comes to drive in theater/direct to DVD releases, serious study is often difficult. Films that are cranked out to cash in on a niche market are generally not works of art. Those horror films that do rise to a higher level of art, however, can provide a brilliant insight into the multitude of variances of gender roles that exist. In examining gender roles in horror films, one could split the genre into two halves: the pre-ALIEN era and the post-ALIEN era. In the era prior to 1979s landmark film ALIEN, the perceived role of women was that of the unwilling victim who was Gender Roles in Horror Films – Page 2 menaced by the vampire, werewolf, artificial construct et al and needed a hero to save her. This is referred to as a perceived appearance because the role of the female character was actually much stronger then that in certain films. (In the more B grade films the role of the victim was a cardboard one lacking in any depth) With the release of ALIEN, a female character was presented as a strong adversary of the monster. Instead of needing to be saved, the female heroine defeats the monster quite handily. This would become the more common female role in horror movies. Unfortunately, this more active role would be perverted into the last victim stereotype crafted in the slasher films of the 1980s; a role that still exists for many female characters to this very day. Of course, not all female gender roles are heroines or victims. The recent release of SAW III brought back the lesser used concept of the female villain. The most famous example could be found in 1932s underrated DRACULAS DAUGHTER. While the role of the female vampire was effective, there was little interest in continuing to use females in horror movie heavy roles. The usage of a female in a horror role was limited although it was not without precedent. A female werewolf debuted in lost werewolf film unimaginatively titled THE WEREWOLF. (Female werewolves would return in such films as SHE WOLF OF LONDON and CRY OF THE WEREWOLF) But, this particular role was limited. Further roles of females in the monster role range from the exploitative (THE VAMPIRE LOVERS) to the downright silly (FRANKENSTEINS DAUGHTER) to the brilliant (THE EXORCIST) While this particular gender role of Gender Roles in Horror Films – Page 3 villainess is limited it is not without precedent and it does occasionally appear. In rare instances, it is done effectively as seen in films such as the aforementioned SAW III and THE DEVILS REJECTS. There are questions that need to be raised in terms of how a womans role vs. a male role in a horror film is devised. While some may look for a profound answer to this the real answer is somewhat mundane. That is to say, the roles presented in many of these films are simply reflections of common themes. Consider the following assessment: In a world ordered by sexual imbalance, please in looking has been split between active/male and passive/female. The determining male gaze projects a fantasy onto the female figure, which is styled accordingly. In their traditional exhibitionist role women are simultaneously looked at and displayed with their appearance coded for strong visual and erotic impact (Mulvey 203) In other words, the gender roles prevalent in most horror films was simply what the audience had grown accustom to expecting. If the audiences of the 1930s sat down in a dark theater in the 1930s and were treated to a female hero in DRACULA or KING KONG the films would have been radically different in their narrative. Audiences generally expected a common role for men and women in horror films and any departure from these roles may run the risk of being rejected. Well, they will not be rejected if they are scripted well. In the 1976 KING KONG remake, Jessica Langs dopey dialogue to Kong did change her role from the frightened Fay Wray of the original film, but not in a good way. Screaming at the top of your lungs at the sight of a monstrous ape makes sense. Looking at a gigantic amorous Gender Roles in Horror Films – Page 4 ape and saying This isnt going to work out is just outright silly. It simply is not the role people expect in a situation of grave terror. But traditional roles do not always exhibit passivity. In a way, Fay Wrays fear and terror is not so much submission or passivity as much as it is obstinate. She rejects Kong and stands up for herself. Her screams are screams of defiance and such defiance throws Kong off his game plan. As such, her role is really not as passive as one would assume. She does stand up to the creature, but unlike Jessica Langes obtuse reaction Wrays reaction is believable. This is what makes her defiance believable. In a way, gender roles in horror films really more blurred than most would initially assume. Consider the following conclusion: From its beginning gothic writing entwined culture and economy as well as blurring sexual boundaries and disturbing aesthetic and moral categories. (Botting 135) On the surface, many would be disinclined to agree with such a statement. After all, what blurring of gender roles are there to be found in a horror film? Prior to ALIEN, the roles of men and women were starkly contrasted. In the post ALIEN world, women take on a more active role. This is hardly blurring. In fact, the roles are fairly obvious and pronounced. Again, this is what might appear to be the fact on the surface because on the surface we are looking at the actual action of the characters. The roles of the characters do not change regardless of the decade the film was produced. That is to say, humans – whether they are male or female – remain victims in horror films. Gender Roles in Horror Films – Page 5 That is, Ripley may be active in ALIEN but she is the prey of the alien no different from the role of Fay Wray in KING KONG. Even in 1942s THE WOLFMAN we can see a variant of this. Consider Evelyn Ankers role in the film: her character Gwen is far from a weak female. She is a very independent and strong character. At the films climax, she goes out in the woods by herself looking for her boyfriend even though she knows a werewolf is prowling. Of course, the werewolf attacks her because that is what werewolves do. The werewolf – like aliens, vampires and giant monsters – only sees humans as prey. The creature often does not see gender roles. The role to the creature is irrelevant beyond seeing humans as victims. Victims are essentially the repressed regardless of their gender role. What is primal Repression? Let us call it the ability of the speaking being always already haunted by the other, to divide, reject and repeat. Without one division, one separation one subject/object having been constituted why? Perhaps because of the maternal anguish, unable to be satisfied within the encompassing symbolic. (Kristeva 12) As such, the gender role of the active male or active/passive female never really changes. The role they play is always reactive to the creature and this makes them perfect for the role of a victim. This may seem like a odd way of looking at the roles because it deviates from the commonality of what we are grown to expect in horror films. This is because Cinema is at once a form of perception and a material perceived, a new way of encountering reality Gender Roles in Horror Films – Page 6 and a part of reality thereby discovered for the first time. (Shaviro 40) That is, one of the benefits to enjoying a film is watching how humans are presented. Even in fantastic films such as the horror genre there is a unique insight into reality present and that particular reality is both the different roles genders play (passive/active) based on human perception and then there is the monsters perception: prey. As such, there are different roles and singular roles occurring at the same time. As Barker illustrates: If she had been taciturn in the street, Anne-Marie was anything but in the privacy of her own kitchen. Gone was the guarded curiosity, to be replaced by a stream of lively chatter and constant scurrying between a half dozen minor domestic tasks, like a juggler keeping several states spinning at once. (Barker 74) That is, a singular person can play many roles based on varying perceptions. While there are many different types of horror films, all horror films center on the common theme of predator and prey. While sometimes there may be variants to the role ( a sympathetic monster, a flawed human hero, etc) the end result always returns to the original theme: predators seek their prey. Sometimes, the prey is passive and sometimes the prey remains passive. Of course, prey can be both male and female and, unfortunately, the gender roles of the prey often follow common stereotypes. However, to the classic monster gender roles are irrelevant: to the monster all humans are prey and that trumps gender roles completely. This is not to say that there are no nuances found in the various gender roles. But, as far as the creature is concerned all humans are prey no matter how they act or react through the course of the film. Bibliography Barker, Clive. The Forbidde. In IN THE FLESH: TALES OF TERROR. New York: Poseidon Press, 1986. 67 108. Botting, F. Candy Gothic. In GOTHIC CAMBRIDGE: Boydell Brewer, 2001. 133 151. Kristeva, Julia. Powers of Horror: A Study in Abjection. New York: Columbia University Press, 1982. Mulvey, Laura. Visual Pleasure and Narrative cinema. Shaviro, Steven. Film Theory and Visual Fascination. In THE CINEMATIC BODY. Minneapolis: University of Minneapolis Press, 1993. 1 65.

Training And Development In Oil Companies Management Essay

Training And Development In Oil Companies Management Essay The results obtained from the surveyed oil and gas companies provide a rich source of qualitative data and insights into the companies perspectives on training and development. This chapter contains recommendations of the TD systems components, determinants and successful training development approaches as they may apply to firms () in the Yemen oil industry. This chapter also presents the conclusions review and concludes with suggested recommendations for future research. Conclusion Implication: In conclusion, it appears that oil gas companies, as represented by Yemen, are found to be committed to training developing their workforces. They are more or less implementing the training development process along with modern TD theory and practice. They have sufficient budgets allocated for their training development activates and many are in the process of reassessing and systematically improving their approaches to advanced and long term skill and competency development. The great majority of companies recognizes that the skill levels of their employees are fundamental to the success of the business, and that they need to invest and develop these skills in the same way that they maintained improve their infrastructure. While most companies are aware of the training development functions and processes, they arent much familiar with many of the specific components details and structure of what constitutes a training development system. Although the companies aim to have a well-trained staff and are, in general terms, aware of the functions and process stages of training development, they dont attach great importance to systematic training and development structures and they arent aware of the specific components of the TD system framework. For example, the organizational determinants that impact training development activities, such as à ¢Ã¢â€š ¬Ã‚ ¦andà ¢Ã¢â€š ¬Ã‚ ¦ are never considered. Although most of the TD process stages are followed two phases of the TD process are highly deficient, namely, the training needs assessment and program evaluation phases. Ad hoc needs assessments and evaluation practices may have served in the past but the new economic and social realities of Yemen, make these practices vulnerable. The researcher believes that this is partially due to the fact that the training focus has more or less linearly followed the short term planning of the the day-to-day needs and operations of the businesses, and that it served the direct needs only to ensure that the Oil Gas companies would remain sustainable in the Oil Gas industry. In fact, the training has so far been mainly reactive, where existing employees were trained as identified specific needs arise. Not having clear TD objectives, nor defining or stating specifically the required outcomes has caused some frustrations among the Human Resources or Training Specialists in the oil companies. In some cases their objectives were to only demonstrate to the Ministry of Oil that they are spending significant amounts of money in training and developing their Yemeni workforce. In spite of this, most companies claim that the currently applied TD systems are satisfactory. I believe this satisfaction is mainly due to the sufficient amounts of TD budgets they are currently spending and to the fact that they have an expatriate workforce ready to intervene whenever a Yemeni employee isnt performing as per required standards. So, the effectiveness of their TD activities isnt really a major problem till so far. Companies often consider training as a stand alone process with no ties or links to the major features of their business strategy nor to other parts of the total training development system, such as the surrounding environment of its different components, methods selection procedures (?), or the various burdens affecting employee training. Linking employee Training Development activities with other activities (e.g. career pathing, performance appraisal and reward systems and management by objectives) would put training in a perspective and give the trainee an incentive to learn and apply learned norms. While there is evidence that a considerable amount of existing employee Training Development is undertaken by the Oil Gas companies and their commitment to the continuous training development of their staff at all levels of the workplace (Sentence is not clear). The companies approach to the continuous training development of their existing workforce is unsystematic and dependent on the initiation and enthusiasm of employees and on the government requirements. Training opportunities, both formal and less formal, are open to all staff, but the company does not put pressure on employees to engage in training and development. When companies dont have TD qualified specialists as found by at least two companies, they (= higher management?) rely on the personality, and existing skills and knowledge of its workforce to address these issues. Due to the absence of awareness for restructuring their TD activities in a systematic manner, it is expected that long term development and career plans may not be possible in the Oil Gas companies.. Short-term plans (1-3 years), however that focus on the next promotion may be possible (Muna, 1987). This research has led the researcher to conclude that the Yemen Oil Gas sector is not fully aware of the importance of having a systematic training development system. However, external (Yeminization) and internal (call for promotions) pressure forces the companies to reassess the present practice and to introduce TD systems to link the modern and complex Oil Gas infrastructure with a highly qualified workforce. The potential is there. Recommendations The findings of this study shed light on the training development structures and practices in the oil gas industry in Yemen; and the issues raised in this research may be of value to practitioners in other industries and multinational companies operating in Yemen. On the basis of the result findings and conclusions of this research the following recommendations are made. General company recommendations The findings regarding the considerable amount of existing employee Training Development suggest a growing commitment to employee training in the Yemen oil industry. However, the deficient in not considering the organizational factors that impact the effectiveness of the TD activities needs to be reconsidered. Similarly, TD needs assessment and evaluation systems need to be remedied. It is important that a link is made between the application of systematic TD approaches with proper selection criteria and the required TD outcomes including effective Yemenization. Only through effectively and continuously developing and training their employees are the companies in the Oil industry able to acquire the core competencies needed to sustain their operations and to be flexible or ready to cope with changes. Training Development that is built around action rather than theory and characterized by encouraging a work habit of reflection and learning and self-development is what companies in the Oil Gas industry in Yemen in particular and in all industries in general should be looking at. It is suggested that systematic thinking should guide the planning, analysis, implementation and follow-up of employee development efforts in these companies. Perhaps the clearest messages from this study is with serious effort on their part these companies may be able to define the TD (input output) determinants that have most impacts on the outputs they value most. The cooperation between HR or training departments and all units in the company will enhance the training efficiency in planning and developing employee TD programs. HR, training and all units in the respective companies can work together to find out more about why each one approaches rules the way they do, and work out some compromises. People in various departments should understand what is really required and HR and training should also translate needs in training programmes and figure out how legitimate exceptions can be made to make things work for companys business. The research findings suggest that department managers who are not aligned with HR and training often fail to communicate or implement critical policies that help improve employee engagement. Without cooperation between HR and the various units in the company, both spend too much energy putting out fires, like recruiting new people because the good people leave the company. When HR and other departments leaders work together effectively, the results often include: Clear business roles that ensure the right people are doing the right jobs Performance management processes that relate the core competencies of each departments roles and enable ongoing development of employees Incentive plans that pay for performance and align with business strategy. Previous research (Schimel, 1979) has emphasized the importance of dual roles to be played simultaneously by management of companies and the government, namely, passivity and support. The acquiescence of Yemeni nevertheless at the managerial level and their willingness to permit experimentation and failure is a good approach for the success of Yemeni development (Comment: What do you want to say here? Is the management lenient to the support of the Government?). Moreover, the findings suggest increasing the role of the top management and government involvement in setting the training development strategies, objectives, proper budget allocation of what is spent on training which is short-term and more spending on development which ensures continuity of operations once the international oil companies leave Yemen. Company specific recommendations To enhance training and development effectiveness, it is suggested that the following feature be incorporated in the five Oil Gas companies Training Development functions: Supported by key strategies, objectives, systems, structures, policies, and practices: to ensure a true return on companies TD investments, it is suggested that Training Development in the five companies are aligned with and directly supported by key areas such as organizational structures, lines of authority, decision making, values, planning, budgeting, career development, performance management, rewards and recognition, staffing, recruiting, and succession planning. Specifically, the TD strategies in all five companies should be aimed at knowledge retention and transfer to the workplace, enabling employees to be more effective and to acquire more skills. In addition, there should be explicit alignment between programs, learning objectives, and business objectives. These direct links will help to both set boundaries and reinforce desired results. Best companies now realize that many Training and Development initiatives take years to fully achieve their goals. Consequently, the las t suggestion in this point would be that companies identify these timeframes up front, where possible, and the TD programs evaluated at those points. Companies must seek mutual benefit that is reflected, on the one hand through the employee in the development of his career and achieving personal goals, and , on the other hand, through the leader of these companies in achieving the set of business goals and a more effective management of his subordinate employees. In this way, appropriate staff will be trained and able to contribute to the success of the company. Driven through many Methods and Approaches: companies are encouraged to further investigate and utilize multiple modalities such as the classroom, workplace, blended learning, eLearning, technology support tools, however in a systematic manner to ensure that people get the right skills at the right time, in the right way, and at the right cost to succeed. Modalities are suggested to be selected to match specific learning styles, business issues, budgets, and required training development outputs. Employees are usually keen to participate in programs that add to their current and future work effectiveness and that will contribute to their companys success. Therefore, Training Development programs should be relevant to both the company and to the employees work requirements. All selected Oil Gas companies, and in particular (Companies 3 and 4), are encouraged to train their employees through real tasks and/or assignments in their international branches rather than teaching theory, so that after training employees are able to apply what they have learned in their own work. Also training in projects type of work, is suggested, however, because of the value placed on job rotation discussed in the literature review, the Yemeni government should encourage Oil and Gas companies to establish permanent training slots in major departments, ensuring ongoing exposure of Yemeni employees to new tasks and responsibilities, nevertheless at the management level.(Comment: reword sentence) Yemeni employees identified for management positions may be given the opportunity to test his or her skills in a number of different roles (positions?) such as in finance, operations, and exploration, before settling on a full-time management role within the company. Additionally, companies should encourage their employees to identify their own needs, create individual learning plans, and to seek learning opportunities. Relevant software packages that facilitate such employee interaction was only found in company 2 and therefore the other four companies are strongly recommended to use similar TD information systems. (Comments: but should also be given the opportunity to follow the programs as was mentioned in chapter 4) Participative approach in the application of their TD Processes: Training Development is best when conducted by line managers supported by the TD specialists experience and employee feedback. Line managers set performance objectives, and also perform evaluations. Even where the training is designed and delivered by (= for?) a specific function or department, TD programs should respond not only to organizational needs, but also to individual needs as identified through appraisals, counseling meetings, assessments, and career development plans. One of the most important elements of best practice training and development is that it should be easily transferred back to the workplace. The five Companies can achieve this through the timing of the training, the quality of the content, and the quality and appropriateness of the delivery method. Another crucial element to this transferability is the role of line managers (effective management of subordinate employees) in the maintenance of t he new skill or knowledge once training has been completed. All companies should remember that skills and knowledge that are not used constantly will quickly atrophy (= disappear? forgotten?). Consequently, to bring about lasting change in behaviors and habits, all Companies are encouraged to have a continuous learning process. To achieve this, the Companies should ensure that learning occurs before, during, and after scheduled TD events. The process of doing, reflecting, learning, and doing again should never cease. Another way to achieve this transferability is in the 2nd TD process phase, when designing the training materials. Companies could consider the Performance-Based Training Design method which teaches employees job performance that enables them to go back to work and do the job, not just know how to do the job. TD Input, Process and Output elements: It is no longer feasible to address the complex needs and requirements of Training and Development activities in the contemporary organization in a less than comprehensive approach. Today, the five selected Companies are operating in a surrounding organizational environment where several Input, Process Output indicators impact the quality of the organizational Training and Development function. It is suggested (= recommended?) that all of the five companies TD systems are structured based on the TD basic systems framework as used in this research; such that: TD Input consisting of: Clear TD objectives and strategies Participative environment Sufficient budget and resources Strong support from companies management: Management support is empirical to the success of training programs for resources and support, including time, money and motivation. When the companys top management does not take responsibility for TD policy rather imposed by the HR or training department, can lead to potentially spread the gap between training development and organizational requirements. Clear support from government, through establishing laws and regulations that monitor and sets minimum TD activities that are required to be implemented. TD Process: To ensure a successful Training and Development system, Oil Gas companies need to effectively go through the entire Training and Development process, such that there is: Assessment: assessing the needs for training and the area of improvement, setting training objectives, and determining the budget. In addition, keep track of available inventory of skills and competencies that will assist in proper planning of gaps. Involvement: participation of individual, departments, HR and top management should be involved in designing or selection of the training programs, including the training topics, training methods, place, and the trainers. Personalized: using real world issues and ease studies Interactive: employee training programs will involve open dialogue, role-playing and small-group sessions to increase team building and excitement. Evaluation and Control: the shallow reactive mode governing the program evaluation process should be replaced by a comprehensive evaluation system which focuses on the results of training and transference of knowledge to the workplace. This recommendation is consistent with the suggestions of Kirkpatrick (Kirkpatrick, 1979) who stated that the best evaluation system focused on the effects of the application of information and learned concepts on the organization. Establish follow up procedure that properly measures the TD effectiveness, Employee change and satisfaction, etc. TD Output: Have clear training and development outcomes that include: It isnt enough to evaluate what employees have learned rather what learning have they applied on the job: Standard measurement of productivity and profitability: Yemenization: is an important aspect that requires proper planning, measurement and regular monitoring. Correlation between training development determinants: The literature (Al-Khayyat, et al., 1997) shows that for each output indicator there is a unique set of input and process indicators that have significant effects over it. For example, the adequacy of resources allocated for Training and Development have significant effect on all output indicators such as (application of learning, performance improvement, productivity profitability). Similarly, clearly stated long-term policies of HRD have a significant effect on productivity and profitability. The logical inference of this is that companies should clearly identify and focus on the set of (input and process) indicators that are related to the output they value most, or the desired output in a given time. The view of output-related indicators is much differentiated; each has a somewhat unique path to achieve. Finally, Both the literature review for this research and the data analyzed from the surveyed companies informed ( = contributed to?) the development of a comprehensive TD Determinants model that includes: all relevant TD determinant indicators as well as the full TD process cycle. This improved model is depicted in the following figure that gives an overall picture or model that is suggested to be followed: Comprehensiveness of HRD Perspectives Resources Allocation Strategic Planning Long-term HRD Policies, HRD Objectives Senior Management Gov. Support and Involvement invlovement Employee and Customer Satisfaction Learning Application Yemenization. Productivity Profitability Productivity Work output Input Process Output Needs Assessment Implementation Method Selection Evaluation Control TD Process Change TD Environment TD Model Oil Gas Companies One of the particularly admirable features of the industry is the way that, once a person is accepted into the these surveyed companies industry, the educational sector from which the person emerged fades into insignificance as companies take care of developing their own people. Several directions for further research There are several directions for future research to consider, these include: The degree of agreement between the various oil companies needs to be investigated further. The future studies analysis should be at the organizational level (analysing the data for each organization separately) instead of doing it at the aggregate level (all subjects working in different companies together, as was done in this study). The issue of the differences between effective and less effective companies should be explored further. The analysis should be at the organizational level, that is, identify specific effective and less effective companies and then explore the differences between them with respect to input and process indicators. Identify the elements which contribute to successful training in the Oil Gas companies and factors that influence implementation of training and learning in the workplace (Ridoutt et al. 2002). And how do firms measure the success of their training practices Nonetheless, the major determinats uncovered are significant and gave an indication of the broad brush of what impacts training and skill development in the Yemen oil gas industry. It would be beneficial to test these determinants in other industries. Maybe a statement about making further study on ways the Government could speed up the Yemenization process using TD system.

Electronic Voting Essay examples -- Essays Papers

Electronic Voting Gunmen on the grassy knoll, AIDS, landing on the moon, chemtrails, UFO’s, CIA mind control and Waco are some of the well-known conspiracies. But what about George W. Bush’s re-election? This cynicism goes beyond political rhetoric and focuses on our ability to participate in a representative democracy. Developed by the ancient Greeks, one of the first voting systems involved dropping bronze disks into barrels. As technology progressed, the advancements in voting systems surrendered an unacceptable system that lacks accuracy despite public outcry for a paper-verified trail. A voting system has four characteristics: accuracy, anonymity, scalability, and speed. Current electronic voting machines claim to posses these qualities, but to whose standards? Perfection is not reality and human errors are inevitable. Therefore, elimination of controllable errors becomes top priority. Each state must burden this task without national standards resulting in computer technology as a quick fix to a problem. Maryland primarily uses Diebold Direct Electronic Votin...