How Sugar Had Become A Dominant Product Of Sugar Production

In the late 17th and 18th centuries, sugar had become a dominant product in numerous plantations in the Caribbean. The French and British continually competed over the dominance in these particular sites. The British sugar industry finally took hold in 1655, and lasted up until the mid-19th century (Background Essay). Due to the ideal land masses for sugar production (Doc. 1, 2, 6, 7), a large slave work force (Doc. 8, 9, 10, 11), high consumer demand (Doc. 3, 5), and competition in the trading industry (Doc. 4, 12), the sugar trade was able to flourish and remained a part of the global economy. As shown in documents 1, 2, 6 and 7, one driving force of the success of the sugar trade was finding the perfect area to establish sugar†¦show more content†¦However, it was undeniable that these conditions were significant in the success of producing this export. In document 6, Belgrove demonstrated that owning a plantation was a big deal, requiring the owner to obtain possessi on of a plethora of supplies and items, such as windmills, a boiling house, and the amount of slaves and animals necessary. All of these things were needed in order to run a fully-functioning plantation. The date that this document was made, 1755, indicates that it could be a credible source, for it was created in the middle of the diffusion of the sugar trading business. In document 7, Mintz states that mainly wealthy English families owned plantations. Men like Robert Hibbert and John Gladstone collected a great amount of wealth through the ownership of the large areas of land and through the amount of sugar produced by the African slaves (Doc. 7). This denotes the view that an effective way to gain wealth was through the ownership of the sugar plantations, thus encouraging others to do so as well; ultimately the desire for more wealth leads to an increase in the production of sugar and boosts the development of the sugar trade. However, Williams failed to mention how long it too k these plantation owners to acquire that much wealth, which can cause the readers of this excerpt to think that these owners had instant success.

Italian Idioms and Sayings Using the Verb Fare

If essere is the Swiss army knife of verbs, then fare is the all-in-one, handy-dandy kitchen appliance. The verb fare expresses the basic idea of doing or making, as in fare gli esercizi (to do the exercises) and fare il letto (to make the bed), but it is also used in many idioms. Note that the infinitive fare is frequently abbreviated to far before a consonant. For example, you may say far colazione, far male, far torto. Fare is also used in many expressions relating to the weather (note that in the following translations, it is an impersonal subject and does not have an equivalent in Italian): Che tempo fa? (How is the weather?)Fa bel tempo. (The weather is nice.)Fa cattivo tempo. (The weather is bad.)Ha fatto caldo. (It has been warm.)Qui fa sempre freddo. (Its always cold here.)In primavera fa sempre fresco. (In spring its always cool.) Besides idiomatic expressions, and expressions relating to the weather, the verb fare is used in a number of proverbs: Fare e disfare à ¨ tuttun lavorare. (Its all go, its a hard life.)Chi la fa laspetti. (You will get as good as you gave.)Chi fa da sà © fa per tre. (If you want something done, do it yourself.)Non fare agli altri cià ² che non vorresti fosse fatto a te. (Do as you would be done by.)Tutto fa brodo. (Every little bit helps.)Chi non sa fare, non sa comandare. (A bad worker is a bad master.) Idiomatic Expressions with Fare   fare i compiti to do ones homework fare il biglietto to purchase a ticket fare la fila / la coda stand on line / wait on line fare la spesa to go grocery shopping fare le spese to go shopping fare forca to play hooky fare vedere to show someone something fare una domanda to ask a question fare una fotografia to take a picture fare una passeggiata to take a walk fare colazione to have breakfast fare un viaggio to take a trip fare un capello in quattro to split hairs farsi la barba to shave farsi coraggio to take heart fare castelli in aria to daydream fare fingere to pretend, make believe fare male to be painful, to ache farsi in la to step to one side fare di tutto to do everything possible fare del proprio meglio to do ones best farsi degli amici to make friends fare alla romana to split the check fare il pieno to fill up the gas tank fare passare to let through

Companies within the Same Group Free Essay Example, 4250 words

Business legal structures are crucial in determining how particular business entities carry out their activities. Companies within the same group tend to carry out their activities in similar ways. Most businesses use a group of companies as the medium through which they carry out their activities. Businesses use this medium because it enables them to comply with legal requirements within specific jurisdictions. For example, a business may open a new business abroad and conduct it through a subsidiary in order to comply with the legal requirements of those particular countries. Additionally, there may be other advantages that arise as a result of conducting business through a group of companies. Tax advantages and reduced risk exposure are the most notable advantages that benefit the parent company in the long- run. Based on Salomon entity concept, English law continues to treat all companies within the same group as separate legal entities, thus implying that these companies are n ot their controlling shareholders agents. It should be noted that companies within the same group are arranged in such a manner that they have separate liabilities for the group s diverse activities. We will write a custom essay sample on Companies within the Same Group or any topic specifically for you Only $17.96 $11.86/page Strict use of Salomon approach in the English company law may be inappropriate in the modern business world where the economic connection between companies within the same group is increasing and becoming inextricably linked.

Effects Of Overpopulation - 923 Words

With the fast-paced and growing world that we live in today, we are overpopulating, over consuming and a significant amount of our resources are being used up. Malthusian focuses on bringing importance to the issue of overpopulation and how it strains many aspects of our lives such as the environment, and economy. Therefore, Thomas Robert Malthus’ theory of overpopulation is a prime example of the dangers overpopulation can have on our planet if there are no measures taken to ensure that there will be a sustainable future. For instance, we are going through a crisis in many parts of the world where overpopulation is an issue and is resulting in poverty. Additionally, many countries are suffering economically due to the very limited†¦show more content†¦This is also present in Kenya since AIDS and HIV are a critical issue in the country and it doesn’t help when families are having a lot of children that they cannot provide for. Northern India is an example needs help controlling their population since the negative aspects are going to continue to increase overtime if it continues to grow at the current rates. China and the one child policy is an example of how population control helped keep the country more sustainable. It’s crucial to keep in mind that the more people that there are, the more resources are needed and is very difficult to create a sustainable society when the members are having many children that they cannot provide for. Furthermore, there are inconsistent population to food growth in many countries and this can be very damaging to the economy. For instance, there has been a rapid growing population in India but agricultural production has slowed down. Which means that there is a scramble for increasingly scarce resources. This does not only affect the economy exports but it also negatively impacts the citizen of the country since it can get more expensive for large families to provide food for their children. This is very similar to Thomas Robert Malthus’ theory of overpopulation since he stated that there would be a gap between population and food sources since population would significantly outweigh food sources. In addition to that, many developingShow MoreRelatedOverpopulation And Its Effects On Human Overpopulation1103 Words   |  5 PagesPopulation growth is another negative factor linked to the disruption of natural selection from medical advancements that causes problems both social ly and environmentally. Overpopulation happens when there are too many people and not enough resources. The key to solving overpopulation is to find and retain the perfect size for the population before it is too late and all the natural resources are consumed or ruined. The world population is rapidly increasing†¦ â€Å"[w]ith over 7 billion people livingRead MoreOverpopulation And Its Effects On The World1136 Words   |  5 Pagesthe problem that is growing amongst us. In some places on our planet earth overpopulation is already in effect, and the world’s population continues to increase. So what will happen when the world becomes over populated? Well, no animal species can survive without enough food, water, shelter and certain other resources, human being requirements are no different. However, a world where lives have been affected by overpopulation already exists in third world countries. So how do we stop this from happeningRead MoreOverpopulation And Its Effect s On The Environment1428 Words   |  6 PagesOverpopulation is often Times argued as one of the most severe, if not the most severe, environmental problem. This past year world population exceeded 7.3 billion and continues to grow at an alarming rate. By the year 2050 it is projected that world population will exceed over nine billion. Overpopulation puts a serious strain on the world and its resources and is a root cause of many environmental issues. Issues such as, climate change, diminishing biodiversity, and pollution, are all just someRead MoreCauses and Effects of Overpopulation3400 Words   |  14 Pagescountries during 1994. 12 However, most experts agree that there is no shortage of food, and that equitable distribution should be sufficient to meet all needs for the future. Lack of money to buy food is the problem of malnourishment. Pov-erty, in effect translates the world adequacy into national and local shortages. Within households, men and boys have priority for whate ver food is available, while women and children, especially girl children are the first to suffer malnu-trition. Few resourcesRead MoreThe Negative Effects Of Overpopulation1285 Words   |  6 PagesOverpopulation Essay Overpopulation is a world problem which is when the number of people exceeds the carrying capacity of Earth. It is a very prevalent issue because it is causing many issues for the environment. Primarily, it is harming other species. Second of all, many energy sources are curtailing due to overpopulation. Finally, overpopulation is causing death in the environment. Environmentally, overpopulation is degrading the environment in a negative way and needs to stop. Due to overpopulationRead MoreCauses And Effects Of Overpopulation1073 Words   |  5 PagesWhat are the effects of overpopulation? Overpopulation is an undesirable condition where the number of existing people on earth exceeds the carrying capacity of the earth. However, overpopulation has not always been a problem. At the dawn of agriculture, 8000 B.C., the population was approximately 5 million. 8000 years later, 1 A.D., the number of people existing on earth was between 200-300 million. That’s a growth rate under 0,05% per year. A tremendous change occurred with the industrial revolutionRead MoreEffects Of Overpopulation Essay1123 Words   |  5 Pagestime moves forward, the human population also grows along with it. And as the population steadily increases, the environment also deteriorates and becomes heavily impacted by the negative effects of overpopulation. Humans are the main cause behind every damage inflicted upon the world. With the rise of overpopulation, along with the countless number of humans already existing, the world will inevitably suffer severe damages. The world, without a doubt, w ould be so much better off with a limited numberRead MoreNegative Effect of Overpopulation.1365 Words   |  6 PagesTHE ADVERSE EFFECTS OF POPULATION GROWTH Some observers attribute nearly all of the world s maladies to excessive population growth. They claim that rapid population growth has at least three adverse effects on human well-being. First, it increases poverty--the number of people that are impoverished, the proportion of the community that is impoverished, and the severity of the impoverishment. Second, it increases environmental degradation--the misuse of natural resources--with adverse consequencesRead MoreThe Effects Of Overpopulation On The Environment1400 Words   |  6 Pagespopulations are multiplying globally. Overpopulation is a major issue, affecting both the earth and it’s inhabitants. The exponential rise of the human race directly affects the exponential downfall of the environment it rises over. Water is becoming polluted and scarce, land is shrinking, and extensive use of fuel is contaminating the atmosphere. Deforestation and global climate change are causing a downfall in biodiversity around the world. One can argue that overpopulation is the cause of all these phenomenaRead MoreOverpopulation And Its Effects On Our Environment Essay2266 Words   |  10 PagesAccording to, Overpopulation ‘is main threat to planet’, the population is said to reach 9 billion by 2050. The overpopulation of humans is causing destructive impacts on our environment and a high demand for resources. One destructive impact would be climate change because of the exceeding rate of humans causing pollution in the air. While the earth is having a tough time sustaining particular resources, the high demand causes the earth to force to get its nonrenewable resources. Overpopulation can lead

Hrm- Evaluation of Training Free Essays

string(76) " it enhances the efficiency of the employees and develops their capacities\." International Research Journal of Finance and Economics ISSN 1450-2887 Issue 37 (2010)  © EuroJournals Publishing, Inc. 2010 http://www. eurojournals. We will write a custom essay sample on Hrm- Evaluation of Training or any similar topic only for you Order Now com/finance. htm Methods of Evaluation: Training Techniques Mahmoud M. AL-Ajlouni Assistant Professor, Deptt. of Business Administration Irbid National University, Irbid Jordan E-mail: ajlouni_mahmoud@hotmail. com Salah M. H Athamneh Assistant Professor, Deptt. Humanities Jordan University of Science and technology Irbid, Jordan Abdulnaser A.Jaradat Assistant Professor, Deptt. of Marketing Irbid National University, Irbid, Jordan Abstract The Evaluation of any training programme has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure. Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved.The analysis of the information is the concluding part of any evaluation programme. The analysis of data should be summarized and then compared with the data of other training programmes similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in this future training programmes, to stop short of completion of the training systems design methodology, by avoiding the evaluation,our training effectiveness is reneging on our commitment to our students.The future requires more precise, reliable evaluation strategies, we like to think of training effectiveness evaluation in the same way that we think of surveillance tests in the plant, we perform training effectiveness evaluations to ensure our programmes work effectively. Keywords: Training Programme, On –the-Job-Training, Off-the-Job-Training, Training Techniques,Evaluation Methods. IntroductionIn the modern computer era training has gained the reputation of dynamic concept which needs to be understood in that perspective most of the modern organi zation which do not respond to the dynamic change that are seen in changed environment may well fail to respond to the needs of organization and people. Hence organization virtually needs to aspire to respond to the change in the environment. International Research Journal of Finance and Economics – Issue 37 (2010) 57 These changes may be concerned with organizational or individual behavior may be concerned with the structural change. Training is one of most important and effective means of bringing about change in an organization. Training is system which feed the needs. Skills. And knowledge of the people working in the organization†¦ these skills and knowledge are acquired to fulfill a specify purpose or goal. Concept of Training Training has been defined by a number of scholars and trainers like Change agents. Some of the definitions are as follows: According to Fllippo:† the act of increasing the skills of an employee for doing a particular Job† can be termed as training. Similarly Steinmetz has observed. â€Å"Training is a term process utilizing a systematic and organized procedure by which non-personnel learns technical knowledge and skills for a definite purpose†. 2 From the above definitions it can asserted training is a technique concerned with the development of skills and knowledge in particular actor discipline. Training enhances and improves person’s skills. Imparts knowledge to change person’s attitudes and values towards a particular direction. William G. Torpey has defined training as â€Å"the process of developing skills. Habits.Knowledge and attitudes in employees for the purpose of increasing effectiveness of employees in their present government positions as well as preparing employees for future government positions†. 3 The above definition of training is based on assumption that all training is not necessary and all training is not beneficial. Training is a technique which properly focuses and direct towards the achievement of particular goals and objectives of the organization. Hence identification of training needs is first and probably the most important step towards the identification of training techniques. The process of identifying training needs is carefully thought out programme that needs to be carried out with sensitivity because success of a training programme may be crucial for the survival of the organization. Objectives of training must be determined to pave way for the assertion of proper techniques of training. Training is imparted to people in organization with certain defined objectives and goals. However it must be remembered that the goals and objectives of organization differ to a great extent. Hence the defined objectives of a training programme should be assessed in the light of the goals of that organization.In 1944. Assheton Committee stated the objectives of training in the following manner: 4 (a) It endeavors to produce a civil servant whose precision and clarity in the transaction of business can be taken for granted. (b) It helps attuning the civil servant to the task he is called upon to perform in a changing world. It in other words helps him to adjust his outlook and methods to the changing needs of new times. (c) It saves the civil servant from becoming a robot like mechanically perfect civil servant. He is made aware of his work and the service that he is required to render to his community. d) It not only enables an individual to perform his current work more efficiently but also fits him for other duties. It develops in him capacity for higher work and greater responsibilities. (e) It pays substantial regard to staff moral as latter have to perform tasks of a routine character throughout their lives. Bhagwan and Bhushan have also identified the following objectives of training: 5 (a) For the performance certain peculiar activities pertaining to the government training plays a significant part. 58International Research Journal of Finance and Economics – Issue 37 (2010) (b) Training helps the employees to become people oriented and inculcates in them respect and regard for general public. (c) It broadens the vision and widens the outlook of the employees by explaining to them to make substantial contribution towards realization. (d) It is vital to a career service. It lists them for advancement which is assured to the employees when they join the government service at young age. (e) It improves the lone and adds to the quality of organization.Since it enhances the efficiency of the employees and develops their capacities. You read "Hrm- Evaluation of Training" in category "Papers" The efficiency and prestige of the department goes up. (f) It fosters homogeneity of out look and esprit de crops in the employees. Identification of Training Needs Training is a specialized function. Hence trainer must know exactly what is required from the training programme in accordance to the identified tools framework techniques processes are identified in designing and implementing efficient effective timely and productive training programmes for those who require it.Training needs also determine the nature of training program. Formulation of training program includes those factors that are related to the evaluation of the program in terms of techniques and skills can be properly considered. Any training program must take into consideration three fundamental behavioral aspects:Organization, people, and environment as far as organization are concerned their survival rests on a certain minimum achievement of goals and objectives which are pre defined to customers owners. Employees. etc. ll these factors are continuously interacting with the organization whose objectives and goals have been formulated so to benefit the members of the organization intermittently The second assumption that needs to taken into consideration is the fact that these objectives can be achieved only through harnessing the abilities of its people. Releasing potential and maximizing opportunities for development. In others words. The achievement of objectives and goals can be effectively and effectively achieved only if people within the organization possess adequate skills and abilities.If they do not possess the skills and abilities required. the objectives and goals cannot be achieved effectively and effectively achieved only if they do not possess the skills and abilities. if they do not possess the skills and abilities required. The objectives and goals cannot be achieved effectively and efficiently. Hence proper assessment of the abilities and skills of the employees must be considered before any training programme is be formulated . The third assumption is to assess the capability potential of the employees. The people who are engaged in the accomplishment of goals and objectives.In the new perspective, are capable of new learning. If the employees do not possess the required potential to adapt themselves to the new environment. The chances of training programs being a success will be doubtful. The fourth assumption about people is concernd with the level of ability and the desire to learn. Training is all about learning. learning organization basically involves people who make or break organization. the organization should be able to provide adequate opportunities and resources where people are able to learn through training new concepts. nd techniques of management. the assumption is also concerned with matching of achieving organizational goals on one hand and on the other providing attractive learning opportunities. the third assumption basically requires that the programmers of training should be so designed so as to provide learning opportunities that are effective and efficient. the objective of training is fulfill the individual needs of the employees and that of the organization as well . The fifth assumption is concerned with the environment variable. In a dynamic situation.Environment continues to put new pressures and demands upon the system even if it is for survival only. Because of liberalization, competition has become severe and public sector as well private sector has to compete with each other in order to stay a viable entity. Hence changes in the environment can International Research Journal of Finance and Economics – Issue 37 (2010) 59 no more be overlooked but need to understood and adapted to. The need for training, therefore, becomes inevitable. Once it is established that need for training is a necessity. The question arises what type of training is required to meet the three challenges.Another important question that comes to mind is whether the training programmed is able to change the pattern of behavior for which it was trained and how effectiveness is will be measured. Before discussing venous types of techniques of evaluation. A close look at various types of training methods will be locked into. With regard to people working in the organization needs and aspiration of the people must be properly evaluated. Specification of training needs means translating the needs of people into specific needs and achieving those aspirations by training programmers.Basic idea behind this evaluation is to make organization learning organization. According to Senge. Where people continually expand their capacity to create results they truly desire. Where new and expansive paupers are nurtured. Where collective aspiration is set free. And where people are continually learning how to learn together. 6 Factors Influencing Training Needs Organizations are complex and dynamic in nature and their effectiveness depends on number of factors. Complexity of organization is again a multifaceted implication of various factors being determined by various environmental factors.Hence the nature of complexity of a given organization needs to be evaluated before determining its training needs. Some of the factors that increase complexity are being discussed keeping in view that all are not determinants of complexity for all organization. Technology in the computer age is being upgraded frequently and hence is the most important factors in increasing the complexity of an organization .. structurally as well as behaviorally. According of Frances and Bee. Technology is changing an ever increasing rate. Today’s state –of-the-art computer is tomorrows junk. Robot assembly pants.Laser printers. â€Å"Transplant and genetic surgery— wherever the workplace— whatever the task. There appears to be a technological solution for everything†. 7 The technological changes are influencing the basic settings of organization. The technological changes are not only concerned with the structure or gadgets of an organization but these changes also influence the behavioral aspect of the very people who are working in the organization. However people do not usually change in technology and its environment. Change can be brought about in a smooth manner only through training techniques.Another important factor that needs to be taken into consideration is concerned with social changes that are taking place in the new social environment. For most organization internal compilations are bound to change in the computer age. People from different backgrounds, women. People from diverse nations will from the workforce of modern organizations. With increasing diversity in the culture. The organizations are bound to receive culture shock. Organization with their exiting format will not be in position to absorb this culture shock.The change agent will be playing an important role in providing appropriate training to absorb culture shock. The third factor that has influenced training needs is related the new role that the government are being asked to play. The governments are being asked to play sensitive role of controlling the business ethical activities on one hand and safeguarding the interests of consumer on the other. In the era of privatization and globalization. The governments are formulating legislation to facilitate business activity both public and private as well as safeguarding the consumer interest.Thus managers and CEOs need to be acquainted to the new legislation that are being enacted from time to time. The fourth factor that has influenced the training needs is the emerging competitive market Conditions. It may be asserted that the public and private sector, even in monopolistic conditions. Have to face competition. The pertinent question is whether the new market situation will force the 60 International Research Journal of Finance and Economics – Issue 37 (2010) organization to go in for training as they are going to face new marketing situations in the times to come.Will the new emerging conditions give rise to pressure groups that have henceforth not been seen in the business world. Basically organizations are going to face situations that are the result of competitive markets and development of consumerism. Many of the managers in the public and private sector could not possibly have been oriented towards these new situations. Hence need f training is unavoidable. The fifth factor influencing the training needs related to internal management of an organization. Internally organizations are going to face new dilemmas and problems. Business needs are fulfilled by the human resources that exist within the framework of internal structure. Any strategic plan which does not take this fact into account is bound to face numerous problems. There will be a continuous pressure on the organization to improve performance. Human resources, like managers, workers, staff, and others, have to be kept up to date in expertise and at the same times need to be motivated to perform better. This is a difficult task which cannot be handled by the staff of the organization. Experts called change agents are required to fulfill the task.Training needs cannot be overlooked because it is an on going process. In addition. Training is now considered a specialized function to be performed by the experts. Techniques of Training The object of this paper is not to discuss various techniques of training. Hence training techniques are being short listed for the purpose of their identification for evaluation purpose. However we would like to throw light on some of modern techniques of training. Some of the training techniques that are often used for reeducation purpose are: 1. On –the-job- training. 2. Demonstration. 3. Job instruction training. 4. Vestibule training. 5. Apprenticeship. 6. Coaching –Understudy. 7. Job rotation. 8. Lectures and conferences. 9. Syndicate. 10. Simulation training. 11. Role playing. 12. In-basket exercise. 13. Management game. 14. Sensitivity training. 15. Transactional analysis. 16. Organization development. A detailed discussion of these techniques can be referred to many text books. 8 Here we would like to discuss some of the training techniques that are considered by the experts as essential for improving the performance of organization in competitive situations. Diversity training is becoming extremely important for the organizations that are complex in nature.The work force of these enterprises is divers in nature. Various diverse group from different cultural and social background join one institution and thus submerging various cultural into one. The diverse work force has to be trained so as to provide some from of commonality. Various methods are adopted to provide diversity training. According to Fred Luthans one method of divers training involves putting trainees into groups based on ethnic origin. Then each group is asked to describe the others and listen to the way its own group is described. 9 Another methods of diversity training has been stated in the following manner.International Research Journal of Finance and Economics – Issue 37 (2010) 61 Another widely used approach is diversity board games. Which require the participants to answer questions related to areas such as gender. Race cultural differences. Age issues. Sexual orientation. And disabilities. On the basis of the response, the games players are able to advance on the board or are forced to back up. 10 The objectives of theses types of games are to acquaint the players in a non threatening manner with legal rules and restrictions regarding how to manage members of the diverse groups.The third method of divers training concerned with participant focus on cultural issues such how to interact with personal from other countries. It may be added that many of the training programmers related to diver’s work force also use other training programmes. 11 Methods of Evaluation of Training Programmes It is extremely important to assess the result of any training programme. The participant must be made aware of the goals and objectives of the training program and on completion of the training program, they should be asked about the impact of the concerned training programme.Evaluation of any program is a difficult task and more so of a training program. The first step toward evaluation of a training program is to define the goals and objectives of the training program. These goals and objectives should be stated in such format so that they can be measured statistically. Also both the trainer and the trainees most be well acquainted with there role in the training programme. In the evaluation of any training program. The first requirement is to collect valid and reliable data. The required data can be collected by using the fowling techniques. 2 1. Self assessments answer sheets. 2. Question confronted by the trainees. 3. Assessing the collected information and observation. 4. Final result based on earlier information plus the new data Each method of data collection has its advantages and disadvantages. Which need to taken into consideration. The merits and demerits of each method are as follows. Merits of Self Assessment 1. 2. 3. 4. 5. 6. The cost factor is quite low. Data can easily collected. Time consumption of the trainer and trainee is negligible. Outside interference is completely avoided.Effective relationships develop between the trainee. Well designed answer sheet can produce healthy results . Demerits of Self Assessment 1. Self assessment is basically self evaluation which can be based of biased responses. The assessment must have enough reliability so as to draw right conclusion in regard to individual assessment. 2. The responses given by the trainees can be based on misrepresentation or misinterpretation of the questions asked. Thus self assessment questions should be small and easy to understand . in addition . no information should be sleeked which will embarrass the trainees. . The information provided by the trainees cannot be evaluated in terms of their correctness. All the trainees do not prefer to give the required information lest it may be used against at any point of time. All these problems can be easily solved. Self assessment is basically adhered to by all the training programs. However what is important to consider is to make proper effective use of this 62 International Research Journal of Finance and Economics – Issue 37 (2010) technique as the trainees provide valuable information which the trainer can use to formulate training strategy.The second requirement for evaluating a training programme is concerned with the evaluation of the training programme when part of the training programme has been completed. The time factor must be decided before the programme is initiated and the evaluation criteria must be determined before the training programme begins. The first evaluation will give adequate information to the trainers whither the programme moving toward write direction. At the same time trainees will be able to assess the value of the program in terms of its needs and usefulness.It is extremely important to realize whether the trainees have understood the need and importance of the training programme. As this stage adequate data should be collected from the trainees to make proper evaluation of the training programme. The collect data, interview and questionnaire methods can be most effective. Interviews can be conducted by seeking information face to face, by means of telephone, or by other strategies like group discussions etc. Each of these methods has its own merits and demerits. Merits of Interviews 1. Face to face interviews ensures some response. If any responses need to be clarified.The trainer can do so instantly. Similarly if the trainees want any clarification, the same can do immediately. This helps in ensuring correct information. 2. As far telephone interviews are concerned though there is lack of personnel touch. The trainee does not feel the pressure of the interviewer to give answers that suit the trainer. The trainer can answer all those question that are complex in nature. These answers have far more validity as the responses are without any pressure. Demerits of Interviews 1. The interview is a lengthy and costly process as it requires trained and skilled personal to get results that are reliable. . Another important drawback is the possibility of the trainer being involved in the interview. 3. Data collected through interview methods may be out of date and hence difficult to interpret. Merits and Demerits of Questionnaire Questionnaires in one form or another do appear in all kinds of research and surveys. Hence it is extremely vital that the questionnaire is framed with utmost care so that it measures the variable in exactly the way it has been designed for. Once the initial design has been properly framed, a pre _ test must be conducted to find out whether the questions mean the same thing to the trainer and the trainee.If found inappropriate, the questionnaire should be redesigned and a pilot survey should be conducted. If found appropriate. Full survey should be conducted and if found inappropriate the questionnaire should be redesigned again. The reliability and validity of the questionnaire should be properly evaluated before going in for full survey. In regard to collection of data. It may be observed,â€Å"As with any method of data collection it is vital to plan how the data is to be collected. However with this method, since it does not usually involve the design of some sort of formal survey instrument such as questionnaire.It is all to easy to leap straight in without a plan. This can lead to a considerable waste of time and without a plan. This can lead to a considerable waste of time and even worse the wrong data being collected-so the message is plan and design your desk research in the same way as you would any more formal survey. † 13 Thus whatever technique or method we adopt, the validity and reliability of data must be determined. As a matter of fact the trainer must look at three factors to determine the reliability and validity of the collected data. According to Frances and bee, three key aspects must be considered in any evaluation study.These key aspects are as follows. International Research Journal of Finance and Economics – Issue 37 (2010) 63 The first factor is concerned with the internal stability of an evaluation study. It is concerned with how well the study measures what we want or are aiming to find out. This usually involves the adequacy and appropriateness of the measuring tool. The instrument, used. What needs to be considered is that whatever instruments we use for the purpose of collecting data, we must make sure that the terminology being used actually measures the variable that we intend to measure.Whether the instrument be interview or questionnaire, the terms must elicit the kind of information that is required. The second factor is concerned with the external validity. It is concerned with the extent that the findings can be applied bevond the group involved in the study. The conclusions drawn on the basis of collocated should not be applicable only to the group that was the basis of collection of data. On the contrary, the collected data should have the reliability and validity to the extent that its conclusions are applicable to other similar situations. 4 The third factor that needs to be considered is concerned with reliability. The reliability of an evaluation study is the extent to which the results can be replicated, i. e. if the study was repeated the results would be the same. The obvious approach to dealing with this issue is to repeat tests and observations. Also techniques, such as including the same question but in different forms, using multiple observes, etc. can be helpful. 15 The fourth factor that needs to be taken to evaluate training programme is to conduct and determine reaction level of the trainees in respect of the training programme.The reaction criteria is to be determined in terms of open discussion between the trainers, the trainees, and the management. This will give ample opportunity to the management to ascertain whether or not the training programme is achieving the objectives for which it was organized. This evaluation should be conducted half way of the training period. The reaction criteria tends to inform the trainers whether the training programme is achieving the goals as perceived by the trainers. In other words the trainers come to know the level of happiness and satisfaction of the trainees in regard to the training programme. To ascertain and collect this kind of information, the trainees may be asked to fill a self-complete questionnaire in which the trainees have to choose between a range of alternatives and answer some of the open ended questions. The self-fulfilled questionnaire seeks information in regard to entry briefing; whether the objectives of the training programme were achievable and how far have they been useful; whether the trainers performance has been satisfactory; and the training methods utility; the mid term evaluation clears the way of the trainers to reframe the training methodology and cater according to the needs of the trainees.Two fundamental problem need to be assessed in this evaluation process. The first problem is whether information seeked should or should not be collected in the name of trainee. The evaluation as far as possible be anonymous could give, probably, more accurate information than the information collected in the name of the participant. The second related issu e is concerned with the venue where the information questionnaire is filled up by the trainee. It is indeed desirable that the trainee provide information away from the course environment. This mid evaluation can be very helpful in providing a lot of information that is reliable and valid. As a matter of fact mid term evaluation can be very helpful and the cost of collecting such information is not only very low but it also helps the trainees to reframe their training programs accordingly the approach of mid term evaluation allows the trainer to make comparisons between different training programs that were conducted in other organization or that were conducted by the trainer himself.However reaction criteria of mid term evaluation does generate an enormous amount of data analysis. How much of this data is used by the trainer for readjusting the structure of the training program depends on the management, trainer, and the participants. The final step in respect of evaluation of training programmes is to assess whether the basic objectives of the training programme have been achieved or not. In this step cost-effectiveness and cost-benefit techniques need to be utilized to measure the performance.This assessment will demonstrate whether the expected learning that was determined before the training programme was conduced has taken place after the conclusion of the training programme or not. 64 International Research Journal of Finance and Economics – Issue 37 (2010) Some of the scholars suggest that before going in for final evaluation, if feasible, one or two, in between, evaluation, can also be conducted. However too many evaluation questionnaires can disrupt the training program and can create doubts in the minds of trainees towards the effectiveness of the program in the minds of the trainees can be created.Evaluation of the training programme should be undertaken only for the purpose of feedback and restructuring of the programmes to fulfill the goals and objectives of the training program. me. The basic purpose of any training programme is to improve organizational performance i. e. to assess whether the training program has been able to achieve change that it desired from the training program. The final evaluation program must take into factors that might have affected the final outcome, for example, competitor initiatives, general economic conditions. Etc. erformance of an organization must be evaluative in terms of the whole unit and not parts of it. Hence any evaluation of the training programme may not result in perfect achievement of the goals. We should identify the key factors and indicators that can influence the final results of the training programme. The assessment of these factors will help in the analysis of the needs of the concerned organization. In this respect a comparative study should be made in regard to the information collected before the training programme was initiated and after the training program where changes need to be visualized and thereupon assessed. If possible a comparative study can also be made of the similar training programme conducted in other organization and analyzes the differences in the final results. At the time of collecting the final data, proper monitoring should be assured. All the required data should be collected to make elaborate analysis. 16 In the final analysis it can be stated that the final evaluation is the most important aspect of the training programme aspect of the training programme in order to find and determine the effectiveness of the training programme.This assessment gives a clear picture of the impact of the training program. As indicated earlier, a clear cut indicators of organizational performance determined before the start of the program will make measurement of desired change in terms of evaluation much easier to measure. Conclusion The Evaluation of any training programme has certain aims to fulfill. These are concerned with the determination of change in the organizational behavior and the change needed in the organizational structure.Hence evaluation of any training program must inform us whether the training programme has been able to deliver the goals and objectives in terms of cost incurred and benefits achieved . The analysis of the information is the concluding part of any evaluation programme. The analysis of data should be summarized and then compared with the data of other training programmes similar nature. On the basis of these comparisons, problems and strength should be identified which would help the trainer in his future training programmes. International Research Journal of Finance and Economics – Issue 37 (2010) How to cite Hrm- Evaluation of Training, Papers

Economic Analysis of Solar Photovoltaic in New Zealand - Samples

Question: Discuss about the Economic Analysis of Solar Photovoltaic in New Zealand. Answer: Introduction The use of solar power in New Zealand in the current days contributes to more than 0.1% of the overall electricity generation in the country. With the current increasing demand for the PV solar power, the country will have to undergo economic changes. The content of this paper therefore analyses the photovoltaic energy generation in New Zealand. PV Technical Characteristics The solar energy use in New Zealand has increased since the year 2014 based on its sustainable characteristics. The most solar energy used in New Zealand is solar photovoltaic known as PV. The generation of PV has various technical characteristics which has resulted into the increased use of solar energy in New Zealand. The main technical characteristic which has made generation of PV more effective is its environmental effect (UMR-MEC Conference on Energy, Morgan Missouri, 2007). According to the report revealed by the parliamentary commissioner indicates that generation of PV in the country reduces carbon footprint in New Zealand even though the rate is low. Moreover, the photovoltaic panels have no mechanical moving part thus very easy to use to generate electricity, the generation of PV also occurs in one way thus direct and easy to maintain.. Another main characteristic of PV generation is its zero carbon emission ability during the all process thus most countries are investing in the solar power to reduce the carbon footprint. In New Zealand the carbon footprint is too low thus reduced use of the solar power (Ogach et.al 2011). Generation of PV during the winter is too low affective. The PV panels are made in a way not to store the converted solar power into PV for a long time and this affects the users during the seasons. This can be improved through manufacture of powerful batteries which can help with the storage of power generated by the solar photovoltaic panels (Ogach et.al 2011). PV Economic Characteristics and NZEM There are variouseconomic characteristics of the PV and the NZEM less or more effective and suitable for the users in New Zealand. Photovoltaic generation iseconomic friendly as the process involves no use of mechanically moving machines apart from the case of sun-tracking mechanical bases. This makes this suitable and sustainable based on the low cost of production involve (Ogach et.al 2011). Another feature making the use of photovoltaic generationeconomic friendly is the low cost of solar panels in New Zealand many people are therefore able to acquire the panels and use the panels for the household purposes. On the other hand PV generation has other economic characteristics which makes it use not suitable in New Zealand. The use of PV generated energy comes with an additional burden where for one to use the PV panels, an individual installing the panels is required to purchase inverters. Inverters are equipment which are used to directly convert direct electricity DC to an alternative electricity AC which can be used on the power networks. Photovoltaic panels does not function effectively without the use of storage batteries which also increases the cost of solar PV panels (UMR-MEC Conference on Energy, Morgan Missouri, 2007). Concrete Economic Scenarios for PV The use of solar PV energy has been witnessed in most areas in New Zealand in the recent days. This is as a result of the low solar energy panel prices, however, the solar PV energy remain one of the major renewable energy system that is promoted through government subsidy funding in NZ. Solar PV energy has become most attractive investment which is likely to make more income in terms of revenues (Renewable Energy Resources Information Center, 2012). The use of solar PV energy has resulted into new economic benefits and new investments. New technologies are being developed for solar PV which include organic PV cells, perovskite PVs as well as inorganic quantum dot solar energy cells. Several ways are being used by various household to acquire the PV, however, the widely used economic way is the net present value. Most households in NZ and other parts of the world are resolving to the use of solar due its economic advantage. In near future, most of the world nations will adopt solar P V energy use. Conclusion It is clear that the solar photovoltaic energy has various economic advantages as well as environmental benefits. The future of the industry is great as this has resulted into various investments in cell production. The Solar PV energy has both economic advantages and disadvantages which makes the usage sustainable. References Ogach, V. S., Cabraal, R. A., Exel, J., Pham, N. A., World Bank. (2011). Vietnam: Renewable Energy Action Plan. Hanoi: Vietnam Development Information Center. Renewable Energy Resources Information Center, (2012). RERIC holdings list: An occasional publication of RERIC.NZ: Renewable Energy Resources Information Center, Asian Institute of Technology. UMR-MEC Conference on Energy, Morgan, J. D., Missouri. (2007). Third Annual UMR-MEC Conference on Energy, October 12-14, 1976: Theme--energy crisis, an evaluation of our resource potential. Rolla: University of Missouri-Rolla.

Interpersonal and E-Communication Professional Business

Question: Discuss about the Interpersonal and E-Communicationfor Professional Business. Answer: Introduction Communication is important when it comes to achieving the goals of any business. With easy flow of information among the staff and between the managers and employees then the set visions can be reached with less struggle. Augment human capabilities are well facilitated through contemporary telecommunication (Wood, p. 22). The scale and rhythm of our lives have been affected by such issues which have now become essential to the global economy that we all depend on. Just like any other business running an educational institution requires one to embrace contemporary issues related to communication among staff, students and parents. When one has effective communication skills then their businesses are made to flourish in many ways. It often provides room for opportunities which influence trends, perceptions and conversations. It also ensures close ties with important stakeholders in the business like teachers, parents, support staff and students (McLean, p. 10). Effective communication e nsures faster problem solving and proper decision making which is based on reliable information. It increases steadier work flow as well as productivity. It also ensures employees engage well with their work thus leading to improved job satisfaction and lowers the turnover of employees. Communication Communication: There is need to extend our personal capabilities to various stakeholders when running a school business. Technical means are used to augment and also extend the natural capabilities of writing, speaking, drawing as well as counting so as to provide a diversity that is rich in all ways of communicating (Fulk and Boyd, p. 408). This results to an impressive number of mass communication facilities and intercommunication. A school business is well run on telecommunication capabilities among all the stakeholders. Therefore, there is need to understand the application of television, telephone, facsimile and electronic mails as means of communicating. The distribution and exchange of information is what is termed as communication. In a school business this is crucial because there is a lot of information that needs to be shared between the school management, students and parents/guardians (Habermas, p. 100). Communication in such a setup could be one way for example if its an announcement or two ways where we have interactive exchange where the information is transmitted in one way at a particular time. It could also be simultaneous where data is exchanged at once in two directions between machines. This has been evident in a school set up where teachers may be required to submit in students results online to a common exam control centre thus simultaneous communication (Gray and Robertson pg 26-28). This kind of communication has its own merits and demerits. For instance such a system may be compromised by some staff that could hack into the system and tamper with students results. But on a larger picture its quite convenient and ensures faster transactions and efficient running of the institution. A lot of information can be shared among departments in a school without having to set up a physical meeting which could be time and resource consuming (Fulk and Boyd, p. 436). Telecommunication Telecommunication: This form of communication facilitates distance exchange of information. This can include different forms of communication like the use of newspapers, telephone and letters. However, it has customarily been associated with electronic communication only which includes communication via radio, television, telephone and data exchange (Kalla, p. 308). This can be done between people, people and machines as well as between machines to achieve distribution or exchange of information separated by some distance. Its the most convenient means of passing information in a school business. However, it has its own limits like there is limited understanding of the information for instance if an advert has been placed in a newspaper some parents may fail to understand the information therein and may require explanation from the school (McLean, p. 10). It is also not convenient to all stakeholders; not all parents are literate and therefore may not easily get to know what the comm unication is all about. Communication via radio, television or telephone could be quite expensive to the institution unlike calling for a one on one meeting with the stakeholders. However, that notwithstanding, telecommunication is the way of doing business in the current economy (Barry and Fulmer, p. 274). Its the easiest way to attract more clientele by the institution, its also faster and the information reaches the intended recipient on time. Telecommunication is achieved in different ways such as Intercommunication This is where information flows between two sites which could involve computers or persons. If computers are involved then the intercommunication is done on demand, happening between units which are authorized for communication. For example, there could be a command to send student registration from administration offices to various faculties to facilitate processing of examination materials (Gaines-Ross, p. 9). There may be miscommunication if the person in charge of commands makes a mistake and the right information could be send to the wrong department. Also in case of power shortage data may be lost if there was no backup within the system. In cases where people are involved this works on mutual agreement between the concerned parties and with continuous communication they format the contents of the information to meet the necessary requirements (Barry and Fulmer, p. 274). Intercommunication services at times become congested especially during peak periods thus denying potential users some services. It therefore limits the number of people that can be served at a particular time with certain equipment. Mass Communication This is where information is sent from a single transmitter to a big number of recipients without needed response from those receiving the information. Such kind of communication rarely suffers limitations in capacity i.e. there is no limit on the number of sites that can get some certain services (Wood, p. 22). This is quite convenient when running an academic institution which has got parents from different regions. Through mass communication information such as parents, teachers association meeting dates can easily be communicated. It has however a limited number of originators that can carry out operations simultaneously. For example, for the radio only a certain number of frequency is usually available while for the television a limit to the number of channels used is set by the different characteristics of the cable used in distributing the signals (Pearson and Nelson, p. 6). Mass communication can also be achieved through use of electronic mails where some information is written and copied to different recipients. This has made communication faster and cheaper compared to the usual way of writing and posting letters (Markus, p. 517). For example to call for a staff meeting, what the principal needs to do is simply write a mail to their deputies and then copy the same to his staff. This however has its own limits in the sense that not all staff members can have access to their mails on a daily basis and some are likely to miss out on the meeting dates. Also internet use is prone to hacking and confidential information or data is likely to leak out to the wrong recipient (Burleson and Planalp, p. 223). Impact of Language on Communication We often use words to represent some aspects of our environment and therefore they play some important roles in communication. The words use may be to describe an important concept or idea and therefore one should assess the audience first. All in all using language to communicate ideas should be done in the simplest way possible. For example, the kind of words used to address children in a nursery class within a school should be different from the ones used while addressing senor staff at school (Pearson and Nelson, p. 6). Its advisable to avoid the use of slang and jargon while communicating some official information. The ability of simplifying a concept makes it easier to communicate. However, in some cases it makes people lose track of the meaning of what one is trying to convey through summary (Pandey and Garnett, p. 47). All in all for effective communication keep it simple but official depending with the recipient or audience. Conclusion For any profession to be successful there is need for the managers and employees to communicate effectively with one another, with those outside their organization and with people from different cultures. The need for communication is sharing information and it happens in different ways like a simple but successful transfer of information and negotiation between sender and receiver where they reach an agreed meaning. In some situations the receiver could create a different message from the one conveyed by the sender but finally they have to reach a consensus. (Cronen and Pearce, p. 68). Communication skills are essential in all the career paths that people pursue. Someone may have great ideas that can contribute to their career growth but if they cannot express them clearly then they are as good as nothing. For instance if one wants a school to grow and attract more students, then good communication is key. The person dealing with recruiting students should be convincing enough to th e visiting parents as to why they should consider enrolling their children into the school. The school head should also develop good communication with their staff because they cannot run the institution minus teaching staff. To maintain all these staff then good communication is necessary. The world is full of good entrepreneurs but lacks good communicators (Pearson and Nelson, p. 6). Therefore having good communication skills should be taken as an opportunity to stand out from the high competition in the business world. References Pearson, J., Nelson, P. (2000). An introduction to human communication: understanding and sharing (p. 6). Boston, MA: McGraw-Hill. McLean, S. (2005). The basics of interpersonal communication (p. 10). Boston, MA: Allyn Bacon. Cronen, V., Pearce, W. B. (1982). The coordinated management of meaning: A theory of communication. In F. E. Dance (Ed.), Human communication theory (pp. 6189). New York, NY: Harper Row. Wood, J. (1997). Communication in our lives (p. 22). Boston, MA: Wadsworth. Habermas, J. (1984). The theory of communicative action (Vol. 1, p. 100). Boston, MA: Beacon Press. Barry, B., Fulmer, I. S. (2004). The medium and the message: The adaptive use of communication media in dyadic influence. Academy of Management Review,29, 272- 292. Burleson, B. R., Planalp, S. (2000). Producing emotion(al) messages. Communication theory, 10, 221-250. Fulk, J., Boyd, B. (1991). Emerging theories of communication in organizations. Journal of Management, 17, 407-446. Pandey, S. and Garnett, J. (2006). Exploring Public Sector Communication Performance: Testing a Model and Drawing Implications. Public Administration Review, 66 (1), p. 37-51. Markus, L. (1994). Electronic Mail as the Medium of Managerial Choice. Organization Science, 5 (4), p. 502-527. Gaines-Ross, L. (2003). How To Build A Great CEO Reputation. Strategic Communication Management, 7 (5), p. 9. Gray, R. and Robertson, L. (2005). Effective Internal Communication Starts at the Top.Communication World (July-August), p. 26-28. Kalla, H. (2005). Integrated Internal Communications: A Multidisciplinary Perspective.Corporate Communications: An International Journal, 10 (4), p. 302-314.