Malcolm Baldrige

Malcolm Baldrige Malcolm Baldrige was a native of Nebraska. He did not come from a poor family but he was born and raised in Omaha. It means that he grew up far away from the major urban centers of the United States and yet he became the U.S. Secretary of Commerce. However, being a part of the Reagan cabinet was not the most important achievement of his life. His legacy also includes the Malcolm Baldrige Quality Award (â€Å"MBQA†), a prize named in his honor.Advertising We will write a custom essay sample on Malcolm Baldrige specifically for you for only $16.05 $11/page Learn More The MBQA is considered the most prestigious award-giving body when it comes to excellence in the marketplace. The fact that it was named in honor of Malcolm Baldrige is not only a testament to his character but also to his passion to see an America that is great once again and maintain its status as an economic powerhouse. The following is an overview of Malcolm Baldrige life in Omaha, his stint in the U.S. Army, and then his contributions to the world of business and politics. From Omaha to Washington, D.C. Malcolm Baldrige was born in Omaha, Nebraska on October 4, 1922 (Sobel, p.16). It is important to understand his personal background to appreciate his success story. He grew up far-away from the commercial noise of New York and the intense political dealings that characterized Washington, D.C. It was in the slow-paced lifestyle of Omaha wherein Malcolm developed the leadership qualities that would serve him well in World War II and beyond. He was the son of a lawyer named Howard Malcolm Baldgridge and Regina Conell Baldrige. On March 31, 1951 he married Margaret Trowbridge Murray. She bore him two daughters named Megan Brewster and Mary Trowbridge. But before all that, Malcolm decided to finish his studies first. He prepared for college studying at Hotchkiss School in Connecticut. Afterwards he graduated from Yale University in 1944 with a degree in B.A. in Englis h. However, before he graduated he had to take time-off from college because he volunteered to go join the U.S. Army in 1943 and as a private he was sent to the Pacific theater of war (Sobel, p.16). When he finally gave up his army life in favor of civilian life 1946, he was honorably discharged with the rank of captain. In 1947 he entered the corporate world and started near the bottom. He joned the Eastern Malleable Iron Company in Naugatuck, Connecticut and his first job was to be the foundry foreman in the said company. But a little over four years later, he became the managing director of the Frazer and Jones division of the company. In 1957, ten years after joining Eastern Malleable Iron Company, Malcolm was the newly appointed executive vice president. Three years later he would assume the position of president. He did not get to enjoy the top leadership position for a very long time because in 1962 he was recruited to work at Scovill Manufacturing Company in Waterbury, Conne cticut . He became their new executive vice-president. A year later he was promoted once again and became the CEO of the said company.Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More In 1969 he became the Chairman of the Board. He turned the company around. In the ten years time that he worked at Scovill, he was able to quadruple the companys earnings by successfully creating an international market for this brass-manufacturing firm (Levy, p.30). Malcolm Baldriges reputation as an excellent leader was evident to everyone who knew him and the offers began to come in. While he was still Chairman of the Board at Scovill, Malcolm also held directorships in the following organizations: AMF, Inc.; White Plains, N.Y.; Connecticut Mutual Life Insurance Company of Hartford; Bendix Corporation; IBM, Inc.; Eastern Company; and Uniroyal Inc. (Sobel, p.16). He was also a trustee for the Swiss reinsuranc e Company and member of the Business Council and the Council on Foreign relations. He did not always work for profit though, in 1968 he was the chairman and director of the Red Cross fund drive and he was also the trustee of the Waterbury Hospital and even found a way to help establish the Waterbury Non-Profit Development Corporation, an organization responsible for â€Å"promoting low-income housing and developing employment and recreational facilities for blacks† (Sobel, p.16). He was not only good at running profitable companies he was also interested in politics. It can be argued that Baldrige always wanted to be business and politics at the same time. His father was not only a lawyer but also served in the Nebraska state legislature. His father also served as a Congressman from 1930 to 1932 (Levy, p.30). When Malcolm Baldrige was in his early forties he started to become active in the Republican Party and from 1964 to 1980 he served as a delegate to the Republican conven tion. He began to get noticed in the Republican circle and so at one point he â€Å"headed President Richard Nixons Connecticut campaign in 1968 and George Bushs unsuccessful campaign in 1980† (Levy, p.31). He may have suffered a setback with George Bushs campaign but he was able to bounce back when he raised funds for the Ronald Reagan campaign (Levy, p.31). After Reagan took the White House the new president remembered the people who helped him get elected as president. One month after Reagan assumed the presidency in 1981, he chose Baldrige to become the 26th secretary of Commerce of the United States of America and he also easily won the confirmation for the said cabinet post (Levy, p.31). When he was the secretary of commerce he â€Å"advocated free trade and deregulation† and he also understood the need for America to maintain superiority when it comes to excellence in producing products and services (Levy, p.31). He sat on the Council on Commerce and Trade, Coun cil on Economic Affairs as well as the Council on Natural Resources (Sobel, p.17). He succeeded in convincing Japan to accept â€Å"voluntary restraints on its exports† because he saw that the aggressive Japanese businesses were hurting the U.S. economy (Sobel, p.17). Later on his passion to improve the the level of competence of business leaders and their organizations was the main reason why his name is well-remembered even to this day.Advertising We will write a custom essay sample on Malcolm Baldrige specifically for you for only $16.05 $11/page Learn More Aside from his business and political dealings, Baldrige was also interested in a host of different things and one of which is the rodeo. In his private life, away from the spotlight, Baldrige was a professional steer roper. On July 25, 1987 while practicing for a rodeo competition, in Walnut Creek, California, he fell from a horse and died a tragic death (Sobel, p.17). But this was not the end of his story. Legacy In the mid-1980s it was apparent to many U.S. leaders that American companies were no longer at par with their foreign counterparts in the international market. One of them was Malcolm Baldrige and when he was the Secretary of Commerce he was the â€Å"advocate of quality management as a key to U.S. prosperity and sustainability† (Spechler, p.1). Less than a month after his death â€Å"the U.S. Congress passed Public Law 100-107, the National Quality Improvement Act, which established the Malcolm Baldgridge Quality Award (MBQA) for quality achievements in American manufacturing and services† (Milakovich, p.112). The main purpose of this law is to encourage American businesses, educational institutions and health care organizations to aim for excellence in the creation of goods and in the provision of services. Behind this need for an award is the growing alarm that foreign competition was slowly overtaking the United States. The quality of foreign imports is slowly eclipsing American products. The award was an incentive to push US companies to increase their capability to become a global leader in their chosen industry by improving their manufacturing systems and quality control (Sallis, p.54). It easily became a much-coveted prize in the business world. The former President Ronald Reagan was the first to hand out the award in 1988 (Milakovich, p. 112). In the first decade here the following were a few of the winners: Motorola, 1988 (Large manufacturing); Cadillac, 1990 (Large manufacturing); Texas Instruments, 1992 (Large manufacturing); ATT, 1994 (Service); Wainwright Industries, Inc., 1994 (Small business). These are trusted brands. The products and services that these companies offer are well-known and well-respected in their respective industries. The MBQA is a measuring rod that organizations and business leaders can use to gauge their performance. The MBQA is govern by strict standards. There was a year, for instance, when the no one from the manufacturing sector won the award. This was explained by one commentator who wrote, â€Å"The Malcolm Baldrige Award is the highest honor any business can receive, and after 18 years has remained very difficult to win. As the criteria have changed over the years, the Baldrige has become an award for overall effectiveness of an organization, as opposed to an organization that simply has high quality products/services† (Brown, p. 2).Advertising Looking for essay on biography? Let's see if we can help you! Get your first paper with 15% OFF Learn More He also added that aside from a high-quality product and excellent service the MBQA examiners take a closer look at the quality of the business leaders, strategic planning; customer and market focus; human resources focus; process management; and results. It is difficult to win this award. An organization must be able to take a long hard look at their current system and them improve in accordance to the standards of the MBQA. This is a good thing because they will be able to gauge where they are at and can further develop their capabilities. If not for the MBQA then the quality of products and services in the United States will continue to decline because there is no incentive that can encourage businessmen to go on to the next level. Conclusion Malcolm Baldrige demonstrated his passion for excellent service. It all started when he was a student, soldier and employee. His character and leadership skills became evident early on and so he was promoted several times until he became the CEO and then Chairman of the Board for a large corporation. He could have easily rested on his laurels. However, he went on to test the political waters. He was successful as a member of the Republican Party until finally he became the 26th U.S. Secretary of Commerce. It was a tremendous achievement for him but it was not after his tragic death in 1987 that his name was immortalized in the business world. The Malcolm Baldrige Quality Award is a symbol of excellence and it was just fitting that it was named after a man of noble character and great work ethic. Brown, Mark. Baldrige Award Winning Quality: How to Interpret the baldrige  Critieria for Performance Excellence. 5th ed. New York: Productivity Press, 2006. Levy, Peter. Encyclopedia of the Reagan-Bush Years. Westport, CT: Greenwood Press, 1996. Milakovich, Michael. Improving Service Quality: Achieving High Performance  in the Public and Private Sectors. Florida: CRC Press, 1995. Sallis, Edward. Total Quality Management i n Education. 3rd ed.Sterling, VA: Stylus Publishing Inc., 2002. Sobel, Robert. Biographical Directory of the United States Executive Branch,  1774-1989. Westport, CT: Greenwood Press, 1990. Spechler, Jay. Managing Quality in Americas Most Admired Companies. San Francisco, CA: Berrett-Koehler Publishers, Inc., 1993.

Basic Concepts Coursework Example | Topics and Well Written Essays - 250 words

Basic Concepts - Coursework Example For example, when â€Å"what you did† was done, it meant letting go of his girl, so he has to think twice if he cheats (â€Å"what you did†) because it would entail his girl leaving him. Beyonce Knowles Single Ladies also explains the basic transaction of exchange in economics. That if you want something, a good or service or in this case, the girl, you should pay or put a ring on it. This is present in the lyrics â€Å"Cause if you liked it, then you should have put a ring on it/ If you liked it, then you shoulda put a ring on it†. Johnny Cash’s I Walk the Line is a little complex because it explains the concepts of inelastic demand. That is, the demand remains constant regardless of price. In the lyrics, it present in these lines that reads â€Å"Youve got a way to keep me on your side/ You give me cause for love that I cant hide†. In this music, the other person which the music pertains to gives the singer â€Å"to keep me on your side†. The me is the â€Å"service† in this lyrics of which the other person is willing to pay or give at any price just to keep â€Å"me on your

Cardiac Rehabilitation Essay Example | Topics and Well Written Essays - 3000 words

Cardiac Rehabilitation - Essay Example The procedure, however convenient it may seem, results to back pain and discomfort due to the length of immobile bed rest so that complications such as bleeding may be prevented. There have been many efforts to improve the situation and many nurse researchers have come up with studies that testify to the possibility of shorter length of immobility and methods that further shorten hospital stay. Other concerns were also investigated including the personal side of the issue as viewed from the eyes of the patient. In this literature review, we present almost a timeline of published studies and see the many developments in cardiac rehabilitation with regards to post procedure care and treatment. The types of scholarship included here maybe empirical, theoretical, critical/analytic, or methodological in nature. This literature review seeks to describe, summarize, evaluate, clarify or integrate the content of primary reports. When we are dealing with the care of those who have experienced Percutaneous Corornary Intervention (PCI) and other cardiac rehabilitation procedures, we find it necessary to discuss how much bed rest is needed as to ensure the path to recovery and health of the patient. The main disadvantage of PTCA as compared to open heart surgery... and the associated post-procedure anticoagulation therapy require remaining in a supine position and long bed rest which took almost 24 hours post procedure. A study by Gulanick and colleagues (1997) detailed the angioplasty experience of patients. By conducting focus-group interviews on 45 patients, they were able to determine the feedback regarding hospital experience, home recovery process, restenosis concerns, need for health information, facilitators/barriers for reductions of risk factors and suggestions for nursing interventions to facilitate recovery. What they found out to be the most pressing concern was the back and leg discomfort from remaining in a supine position for too long. The participants suggested many nursing interventions such as bed exercise, use of an air mattress, back rubs and early walking. 2.3 Length of Bed Rest There have been several studies conducted on how to lessen the discomforts regarding bed rest. Vaught and Ostrow (2000) provided a thorough overview of past studies regarding this concern in their article "Bed rest after percutaneous transluminal coronary angioplasty: How much is enough" As this is the case, we mention some of the studies that were discussed in the article. The reader is made aware of the fact that the studies to be mentioned are not the work of the author per se but a collection of studies by different researchers. With regards to how much time is needed for bed rest after PTCA, the mailed cross sectional survey of Peet and colleagues (1995) of 35 hospitals in Canada (30 responded) indicated that almost 75% of the hospitals were practicing a maximum of 8 hours of length of bed rest. Fowlow and colleagues (1995) conducted a research study to determine whether their institution's standard 8 hours of bed rest could

Value and importance of training and development of employees

Value and importance of training and development of employees Chapter 1: Introduction 1.1 Introduction: Organisations get established, businesses survive and thrive because they sell products and services to customers and earn revenue. Globalization and increased competition have increased the demand for organizations to continually provide excellent products and services. Business performance depends largely upon how well the product or service is. Only satisfied, motivated and trained employees can produce quality products or provide quality service. 1.2 Research question: Determine how training can improve the skills of employees which in turn help in increasing employee and customer satisfaction, productivity and eventually business performance. 1.3 Background: Research Significance and Problem Identification: Although many organisations provide their employees training opportunities to progress within the organisation structure, little has been focused upon employee training for organisations efficiency and performance. Performance oriented market; constantly changing environment and globalisation are influencing the workplace structure and leading to increased reliance on employee skills for providing better products and services. Employees not trained to deal with the advanced management methods and techniques cannot work towards the better business performance. This issue is one of the most important topics in business management studies. This concept is now well established and is increasingly affecting the field of management. It has proved particularly valuable for those organisations who seek better performance. 1.4 Aims and objectives: The main aim of this paper is to study the value and importance of training and development of employees in terms of overall organisation performance. Determine how training can improve the skills of employees. Analyse published data/existing literature on human resource management and related subject areas. Identify training related issues such as environmental factors and their effect. Examine current organisational structure and working practises (such as procedures, policies, and standards followed by the company for its human resource/ workforce) in the company. Explore training methods available for the organisations. Access the impact of training on workforce satisfaction. Summarize the main themes of the findings and place them in the context of business performance. Provide recommendations. 1.5 Hypothesis: The organisations can increase their performance and productivity by providing their staff with appropriate skills through training and continuous development. If suitable training and proper care is given to development of employees, they can prove beneficial by working more effectively and efficiently. 1.6 Rationale: Organisations tend to apply those outdated and inadequate techniques and methods which although have been proven successful, those cannot work on their business situations. While doing so, they often ignore more advanced procedures and their business environmental and cultural requirements. In order to improve or increase their business performance, organisations will need to adapt new ways that can impact training and development of employees efficiently and successfully. 1.7 Theoretical Framework: The main purpose of this dissertation was to find out the effect of training on organisation performance. This dissertation discussed and critically analysed training and development of employees, its demand in changing nature of the organisation and impact of environmental and other important factors on training and development. Detailed explanations on training methods and types of skills (hard and soft) are also considered. The final section focused on training evaluation and its need. The writer has also taken several authors views on training and development of employees and linked them with organisation performance and other related factors, and evaluated all the data gathered. The writer has also debated and provided arguments and counter arguments on above mentioned issues argued by professionals. 1.8 Limitations: As the researcher progressed through this research project, limitation arose that included bias, unavailability of relevant data, resource and time allocation, etc. Chapter 2: Literature Review 2.1 Introduction: In order to survive and compete in the ever growing competitive and changing environment, it is critical for any organisation to perform better by satisfying the needs of the customers (Mullins, 2007). Globalization has increased the demand for organizations to provide excellent products and services as business performance depends largely upon it. Only satisfied, motivated and trained employees can produce quality products or provide quality services. Increased competition and changing nature of technical jobs and services made employee training very crucial for the survival of any business. The requirements of skills development of employees differs from business to business and industry to industry (Bratton and Gold, 2001). This issue is one of the most important topics in business management studies. This concept is now well established and is increasingly affecting the field of management. It has proved particularly valuable for those organisations who seek better performance. 2.2 Training and Development: In Bramleys (2003) words, training involves learning and educating employee to do something to result in things being done differently. He explains that training is a process that is planned to facilitate learning so that people can become more effective in carrying out aspects of their work. According to the CIPD, Training is expected to equip employees to help them become ‘strategically unique, in addition to the provision of skills, knowledge and attitudes needed to achieve operational efficiency. ‘Training is a planned process to modify attitude, knowledge or skill behaviour through learning experience to achieve effective performance (Wilson, 2006). ‘Employee Development is a process for preparing employees for future job responsibilities. This may include formal and informal training, education, mentoring, coaching etc (Armstrong, 2008). Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. It deals with the design and delivery of learning to improve organization performance. On the other hand, development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Armstrong, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but helping them to become more confident and capable in their jobs as well as in their lives (Wilson, 2006). The significance and value of training has long been recognized. The need for training is more prominent given todays business climate and the growth in technology which affects the economy and society at large. Employee is trained to assure that current or future needs of the organisation are met. 2.3 Hard vs. Soft Skills Training: There are two basic categories of skills training: hard and soft skills (Armstrong, 2008). Hard skills are technical or administrative procedures related to an organizations core business while soft skills are attitudes and behaviours exhibited by employees while interacting, which affect the outcomes of such interactions. It is easy to train and identify the need for hard skills training, while soft skills relate to personal, individual development and are most difficult to define and measure. Some types of training have both hard and soft skills components. Sales training for example, may encompass hard skills such as product knowledge and price negotiation, and soft skills such as empathy and listening (Smith and Mazin, 2004). The best way to develop skills is to practice doing the thing what an employee is trying to do, under the expert guidance of someone who knows how (Redman and Wilkinson, 2006) (Muir, 2004) (Beardwell et al, 2007). 2.4 Reasons for Training: There are many motives for training and developing employees. It can be initiated for a variety of reasons e.g. it can be carried out as part of an overall professional development program or performance improvement (Rae, 1999). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 1996) (Pont, 2003). 2.5 Training Benefits: Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Keep (1989 cited by Redman and Wilkinson, 2006) describes training and development as litmus test against which other characteristics of management practice can be measured. Advantages of training and development include: increased job satisfaction and morale among employees, employee motivation, increased efficiency and effectiveness, increased capacity to adopt new technologies and methods, increased innovation in strategies and products, reduced employee turnover, enhanced company image, risk management. The right employee training at the right time provides big pay offs for the employer in increased productivity, knowledge, loyalty, and contribution (Web 1). Training allows the organisation to develop and promote its own culture. Training also allows organisations to adapt to changes in the business environment and can be used as a change agent to change organisation al culture (Wilkinson et al. 2006). Training is a tool that can improve organisational effectiveness, especially in fiercely competitive markets. Training and development helps in optimizing the development of human resource that helps the employee to achieve the individual as well as organisational goals (Benson, 2006). It increases the job skills and knowledge of employees at all levels and expands the horizons of their intellect and their personality. Training and development helps in indicating the sense of team work, team spirit, and inter team collaborations. It also aids the organisations to get more effective in decision making and problem solving. It also helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers usually display (Armstrong, 2008) (Bratton and Gold, 2003) (Pont, 2003) (Price, 2007). 2.6 Training Process: Training process takes place within the context of the internal and the external environment of the organization. The basis for most training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training need analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Armstrong (2008) places a great importance on the design of training policy because of its significance of effects on the business. It is an important issue and requires close attention to the organisations mission, ethical stance and strategic visio n. All the policies should be aligned to the companys mission and objectives. 2.7 Training Methods: Learning and development can focus on different components of employees as proposed by Lee (1996). Organisations can adapt different techniques of training for their businesses and according to their requirement. Some techniques consist purely on acquisition of knowledge, some focus on skills development of its staff, some even focus on sentimental aspects of the employees and their relationships with others. Few activities seek to integrate all the above. Staff training can be conducted on the job, which is carried out at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Training methods include observing, questioning, interpreting, reviewing, coaching, e-learning, workshop, induction, job-shadowing, mentoring, seminars, classes, open learning, project work, workshop and simulation. 2.8 Why Training Fails Training is not always the answer to performance problems. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. Training is indeed a waste of money when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There could be many other reasons for the failure but most common are (Web 2): Training is often implemented for the wrong reasons and seldom aligns to a business measure. It fails because of lack of objectives to provide direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Other important reason for failure is lack of management reinforcement and support (Mullins, 2007). Some businesses invest little in training because they dont have enough funds. 2.9 Role of a Training Manager: It is the role and responsibility of the HR manager to develop and implement training strategies and policies. The HR manager has responsibility for training and development and performance management. Human Resource Managers need to understand the nature and process of training and development in order to be able to facilitate learning and development within the organisation (Watson, 2006). HR managers are involved in planning and implementing programs designed to improve the performance of their employees in order to improve the effectiveness of the organization. Its their responsibility to group together employees activities during training process in such a way that encourages integration and cooperation (Armstrong, 2008). 2.10 Trainee Employees: Organizations performance largely depends upon the employees that work in it (Watson, 2006). They are the key resource and considered as capital for any organization. HR scholars agree that an organisation is only as good as the people in. Training is worthless if employees are not involved properly (Armstrong, 2008). Company can achieve and maintain the competitive advantage by regularly upgrading the workforce skills. The development of employee skills is one of the most important tasks in which an organisation can engage (Armstrong, 2006). Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. 2.11 Training Evaluation: Employees need feedback. It is important for their progress and advancement (Armstrong, 2006). Evaluation is a process of establishing the worth or value of something (Rae, 1999). Evaluation of training is a process of gathering information with which to make decisions about training activities (Sloman, 1999). Organizations apply performance appraisal evaluation to measure employee work performance and effectiveness, which can help in defining and developing training needs for the organisations. Having a well-structured measuring system in place can help determine where the problem lies (Mullins, 2007). Training evaluation may also help in improving quality of training activities which in turn results in greater benefits. 2.12 Other Issues: While providing training, the manager needs to understand the importance and effects organization structure and design because these define tasks and responsibilities, work, roles and relationships, and channels of communication (Mullins, 2007). The two factors that determine how the organization functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It helps in producing high level of business performance. Training according to structure and culture provides organizations flexibility, adaptability and durability required for growth and survival(Redman and Wilkinson, 2006). 2.13 Conclusion: Scholars and writers have emphasised on the importance of training and development of the employees for the better performance of any organisation. It is a main factor of human resource management within organization. It not only benefits organisation by providing them with skilled force, but employees individually as well by increasing their effectiveness and efficiency (apart from other benefits discussed above). Organisations have to take into account all the internal and external environmental and cultural factors and should provide feedback on training. To be successful, organisations have to adapt an appropriate training process with best available training method and professional guidance/management. Chapter 3: Research Methodology Research is any type of systematic and arranged study to systematize facts or collect data, and is generally linked to a problem that has to be solved (Zikmund, 2000). Johnson and Scholes (2008) define methodology as ‘A focused and systematic investigation that goes beyond generally available knowledge to acquire specialised and detailed information, providing a basis for analysis and elucidatory comment on the topic of enquiry. 3.1 Introduction Research methodology section also clarifies why the researcher has chosen certain research methods, techniques and approaches, justifying the writers approach and line of action; and why other methods are not included for this project with detailed reasons and explanations. Arguments and benefits for selected methods are also given. Sampling, research tools and other related issues are also explained in this section. This area ends with discussion of limitations and constraints faced by the writer. 3.2 Background As part of dissertation, the researcher was expected to undertake research into business and management field which should meet the criteria set out by the college and must have enough empirical data for investigation (Quinton and Smallbone, 2006). Searching past dissertation and thesis aadded ideas and assisted in formulating the dissertation design and overall structure that provides a framework for the collection and analysis of data (Quinton and Smallbone, 2006). After organising the ideas, research time scale was set which was focused on targets to meet deadlines for completion of the paper. The researcher has applied Gantt chart (Saunders et al 2007) to help in keeping track of the research. It also assisted in planning and coordinating specific tasks during the research work by providing graphical illustrations of the timetable and key tasks involved in it. Its help in keeping the data sought throughout the research within the scope of the project, proved beneficial (Saunders et al 2007). With the amount of literature, it was time consuming to sort out relevant material to the research. Bells (2005 cited in Bryman and Bell, 2007) six points parameters method was applied to narrow down the search materials that were time consuming. 3.3 Data Collection Methods and Approaches The researcher decided to use fast but cheap methods to obtain maximum information in little time. The researcher also tried to focus on specific but relevant research material to minimize collecting irrelevant data and save time. For these purposes, the research resources were divided into ‘Internal and ‘External. In internal research, companies own business data, records and reports, and previous research studies were analysed. External research consisted of collection of data from other sources like magazines, newspapers, publications, reports, journals and websites. In research there are two broad methods of reasoning often referred as ‘Deductive and ‘Inductive approaches. As the social/management research generally necessitates the deductive approach rather than inductive research, the researcher chose this method of reasoning. In deductive approach particular instances were deduced from general inferences. In this type of theory conclusion followed logic ally from premises or available facts. This approach helped the researcher for collecting the data that defined the problem area (foreground theories). Research was conducted utilizing both ‘Primary and ‘Secondary methods. Primary data was collected with a focused plan and gathered specifically for this research (Saunders et al. 2007). Secondary data (which was collected from other sources or published data) was used in ‘Descriptive and ‘Explanatory research. Examples of primary data that the writer collected were interviews and questionnaires. Primary data was collected specifically for data analysis but secondary data collected was for both literature review and data analysis sections. Both primary and secondary research included ‘Qualitative and ‘Quantitative data. As per the requirements of the research, the researcher collected both qualitative and quantitative forms of data and integrated the information in the interpretation of the overall results. Quantitative research involved the use of structured questionnaire where the response options were predetermined by the researcher. Measurement was objective and statistically valid. Qualitative research was subjective in nature and involved collecting and analysing data by interviewing people. Some of the qualitative research was coded quantitatively for the purpose of reaching the conclusion by assigning meaningful scales and numerical values. Interview is one of the best ways for getting behind the story of the participants experiences. It is very easy way to gather primary qualitative as found by the researcher during the research process. Interviews were conducted to collect valid and reliable information (Saunders et al 2007). The researcher was aware that questionnaire is the most popular method of conducting scholarly research. It provides a convenient way of gathering information, easy to analyse, and most statistical analysis software can process it easily. It is also cost effective method of collecting data and is familiar to most people. Questionnaire can be circulated easily and response rate is fast (Saunders et al 2007). The writer chose ‘Closed ended Questions in formulating the questionnaire for timely response. The concept of mixing different methods originates in the realisation that all methods have limitations. Using a multi-method approach reduces bias and increases validity (Saunders et al. 2007) . The findings from the research were then tested on theories for reliability and validity (Saunders et al 2007). Good practice is only possible if the research data is valid, reliable, and sensitive (Johnson and Scholes, 2002). The researcher ensured that appropriate variables, techniques, scales, and assumptions were used. Proper measures were taken while gathering secondary data and information was checked for its validity and reliability while maintaining sensitivity in order to keep facts as original as possible. 3.4 Sampling It wasnt possible to collect data from all the sources and all the population. Therefore sampling was applied. The accuracy of research depends upon the way the sample is selected. The researcher conducted interviews from managers. Questionnaire was distributed to randomly selected employees. 3.5 Limitations and Constraints Researcher realized that not all the processes and methods could be used and dropped few methods (like focus groups) of secondary choice due to time limit and minimum resources. The major limitation of the study lies in its relatively small sample size of customers and the limited coverage. This was mainly attributable to the limited time and other resources available for the study. 3.6 Data Analysis Tools Internet has become the most used method of communication due to its comparative ease and effectiveness. The writer utilized this method to stay in touch with the managers. Spreadsheet program was used to process the data from the questionnaires. This information was quantitative, easily converted to percentages and proved easy to evaluate. Microsoft Word is used as design tool due to its versatility, speed, and accuracy of work along with wide range of pictorial and graphical alternatives to research findings. Chapter 4: Research Findings and Data Analysis 4.1 Introduction The company chosen for this research study in order to find out how the training and development of employees can effect the business performance, is †¦Ã¢â‚¬ ¦ clothing which is a small and medium size company that deals in manufacturing clothes in small factory and selling these through its small store. Some employees are involved in production while the rest deals in serving customers. The company has recently undergone through organisational changes and trained all its employees in their respective roles. Interviews were conducted to collect valid and reliable information. The researcher conducted interviews from management and distributed questionnaires among its employees to determine the extent how development has effected the companys efficiency. Survey conducted from employees for satisfaction is a self assessment by staff. Its results explain how well the expectations are met and/or how to improve further. The researcher conducted this survey to study the employees views about the company performance. This research also explained the reasons behind the findings. 4.2 Analysis: Interviews There was no formal training for employees before. Growing competition and market demand forced the company to amend its policies and include training in its mission and vision. Training was conducted to raise skills levels and productivity of employees and to offer the hope of increased competitiveness within business environment. The company successfully conducted the training with positive response from employees. The training process was internal and staffs were provided on the job training by the employer. The employees were empowered and felt motivated and passionate in the involvement in training process. The management felt that employee as well as customer satisfaction and relation has improved a lot after employees training based on the customer/employee responses and companys financial results. The company is quite satisfied of its evaluation process and feedback procedure. The company trained its employees in whole range of skills It boosted confidence and morale of an em ployee who now is doing the job more efficiently and effectively. It paid off well for the company as its productivity increased and new customers were attracted. 4.3 Analysis: Questionnaire

life or death :: essays research papers

Sculpture of the Old Kingdom of Ancient Egypt Introduction Egypt is situated in the north-eastern corner of the African continent. It is composed of two very different regions--Upper Egypt and Lower Egypt. Lower Egypt--the Black Land as it was also called by the ancient Egyptians--with its fertile soil strip along the Nile River makes up the northern part of the country. The Red Land--the Upper Egypt--is a desertous southern part with the red, sun-baked soil. The history of ancient Egypt starts around 3000 B.C. when, according to the tradition, Menes Narmer unified the two lands and founded the first dynasty. That was the beginning of the Old Kingdom--the period of stability of the state that lasted until 2263 B.C. and included the dynasties Ist to VIth. Old Kingdom is known as the Golden Age of Egyptian art: during this period the famous pyramids of Giza and the legendary Sphinx were built and the canon that lasted for two millenniums was established. Influences Even though Egyptians were the first to build a civilization they weren't the first artists. Obviously the first artists on Earth were the cavemen who produced the beautiful cave paintings found all over the world. However, the artworks that date tens of thousands of years back had little influence--or at least little direct influence--on the Egyptian art. The characteristic features of the art of the Old Kingdom were derived almost exclusively from the works of the Bronze Age (4500-3000 B.C.). Made in that period, there were sculptures of animals that were the predecessors of the statues of Egyptian gods and goddesses in the shape of animals. There were terra-cotta figures of women--probably the slaves from the African tribes--which probably were to represent the Mother Goddesses. However the art of the Old Kingdom had much more to borrow from that prehistoric period than just bits and pieces of ideas here and there. Probably the most important thing that the Bronze Age s hould be noted for in this context is the development of the canon of Egyptian sculpture. Here is quite long, but very complete and precise definition of the word 'canon' given by the Polish Egyptologist Kazimierz Michalowski in his book called Great Sculpture of Ancient Egypt: 1) The canon is a historically conditioned element of indigenous character. 2) It is a result of a mass of observations and experiences that lead to the fixing in art of the most typical forms found in nature but brought down to specific and constant proportions.

American Identity Paper

Occurred an American Is a person who doesn't have much compared to the people in Europe. There are no kings, lords, or bishops that have all the power. In America every person works for himself and finds a way to travel to where is needed. Coming through America there isn't castles or fancy mansions everywhere compared to Europe. People live in huts made out of clay and cabins where men and cattle lay to keep warm.When a person comes to America they are considered free and are able to be equal among others. There isn't one person who is in charge like a prince or princess that controls all of the people. Every person Is able to make their own decision on whatever they choose to do In America. America Is a mixture of people with different cultures that come together as one community who do not Judge one another or look down upon. There Is no rich or poor community, every person Is considered to be equal among one another.America Is now considered the most perfect society In the world today. Living in the British Society, many people were belittled and frowned upon because they were poor or didn't meet certain standards of others. As Occurred says, â€Å"The rich and the poor are not so far removed from each other as they are in Europe† meaning that being poor led to being a slave and lived in horrible areas. Many people that were poor didn't want to continue living that way. There was one ruler who may have been the king, lord or bishop that was In control of everyone and told the people what to do.As man started traveling out of Europe and moved towards America, It was realized that they didn't have to continue living the way they were. People were not being controlled In American and told what to do as In Europe. As America was being discovered the people saw what is was like to be free and equal among the other people and decided to move there. Any race or culture is accepted and will not be judged or criticized. Not one person is considered to be poor or rich and also every person was free and didn't have to live under one person as a ruler.Every person was able to make their own decisions on what they chose to do. By libertarian's According to Cry ©voucher an American is a person who doesn't have much equal among others. There isn't one person who is in charge like a prince or princess that controls all of the people. Every person is able to make their own decision on whatever they choose to do in America. America is a mixture of people with different down upon. There is no rich or poor community, every person is considered to be equal among one another.America is now considered the most perfect society in the because they were poor or didn't meet certain standards of others. As Occurred Many people that were poor didn't want to continue living that way. There was one ruler who may have been the king, lord or bishop that was in control of everyone and towards America, it was realized that they didn't have to continue living t he way they People were not being controlled in American and told what to do as in Europe. As and will not be Judged or criticized. Not one person is considered to be poor or rich

Racial Diversity - 705 Words

Racial Diversity: Historical Worksheet Donald K. Morgan Building Organizational Capacity Juancho A. Lim June 5, 2013 Throughout most of U.S. history, in most locations, what race has been in the majority? What is the common ancestral background of most members of this group? According to The Changing Racial And Ethnic Composition Of The Us Population In the nineteenth and early twentieth centuries, the classification by race expanded to include the measurement of â€Å"mulattos†Ã¢â‚¬â€persons of mixed black and white ancestry—and the â€Å"blood quantum† (percent of white ancestry) of American Indians. By 1890, the census racial classification reflected a growing preoccupation with†¦show more content†¦Another law that was put in place due to some loopholes in the Civil Rights Act of 1964 was the Civil Rights Act of 1991. (Racial Discrimination Law Legal Definition, ). This was particularly put in place because of the Civil War-era statute known as 42 U.S.C. Section 1981. There was racial discrimination that occurred once the individual was in the workplace. This act helps resolve this issue in the workplace. References The Changing Racial and Ethnic Composition of the US Population (). Retrieved from http://www.ncbi.nlm.nih.gov/pmc/articles/PMC2882688/ Laws Enforced by EEOC. (). Retrieved from http://www.eeoc.gov/laws/statutes/ Racial Discrimination Law Legal Definition. (). Retrieved fromShow MoreRelatedAnnotated Bibliography on Racial Diversity 1924 Words   |  8 Pages(2009). Racial Diversity Matters: The Impact of Diversity-Related Student Engagement and Institutional Context. American Educational Research Journal, 46, 322-353. This article discusses the different forms of racial diversity contribution to students’ educational and learning experiences and the autonomous positive effects on students who adopt these diversity opportunities. The author demonstrates how the quality of higher education is substantially heightened by diversity-connectedRead MoreRacial Diversity And The School System1769 Words   |  8 Pagesbe separated by race. Segregation in urban areas of North Carolina schools could be a concern, and the recent expansion of charter schools has brought up new fears with regard to the district’s desegregation efforts. Does school choice impact racial diversity and the achievement gap in North Carolina schools? Residential segregation has been a large focal point in education policies since Brown v. Board of Education overturned the â€Å"separate but equal† act for blacks and whites in 1954. This helpedRead MoreRacial And Ethnic Diversity971 Words   |  4 Pagesenvision the racial and ethnic diversity of the United States thirty years from now? Explain thoroughly. In today society, racial and ethnic diversity is an everyday thing in the United States. Racial diversity can be seen in workplace, schools, and etc. When it comes to the future of America people say immigrants are it. The percentage of immigrants that has entered the United States has continued to rise everyday now. Immigrants has begun to premaster English as their second language. Racial DiversityRead MoreRacial Diversity In Chamblea1686 Words   |  7 Pagesfrom low income families a greater degree of racial diversity. This process of areas with strong tax bases breaking off into their own cities resulted in incr eased segregation along racial and socioeconomic lines that reinforce cycles of privilege and poverty. Additionally, magnet school programs, while beneficial for those who gain access to them, recreate a system of privilege and often division along class lines. The uniqueness of Chamblee’s racial demographics relative to its surrounding areasRead MoreRacial Diversity in Jury Selection687 Words   |  3 PagesRacial Diversity in Jury Selection Barbara Sigler Unit 3 American Intercontinental University Abstract The selection process of juries was designed to select citizens that were equal peers of the person involved in the trial. However, many disparities exist and the selection process at times seems to be disproportionate relating to race or ethnicity. Reform of the legislature would benefit those that are not being properly served. It is the right of every citizen in this nationRead MoreRacial Diversity by Nancy Devan1417 Words   |  6 PagesRacial Diversity by Nancy DeVan Racial Diversity: Historical Worksheet Racial Diversity ETH/125 Nancy DeVan March 1, 2013 Associate Program Material Racial Diversity: Historical Worksheet Answer the following questions in 100 to 250 words each. Provide citations for all the sources you use. †¢ Throughout most of U.S. history, in most locations, what race has been in the majority? What is the common ancestral background of most members of this group? The  United States  isRead MoreDiversity, Racial, And Cultural Factors1277 Words   |  6 Pageswithin the desired population and community. Not only will this enable the clinician to work effectively in interpersonal situation but also in their professional and personal lives. It is a therapist responsibility to acknowledge and recognize ethnic, racial, and cultural factors, which are significant to the therapeutic relationship. By keeping in mind and considering the importance and the impact of the supportive community in which the client may be involved with. The purpose of this paper is to addressRead MoreLack Of Racial Diversity And Reverse Racism1754 Words   |  8 PagesThe focus of this paper is on lack of racial diversity and reverse racism in the workplace. My aim is to design a racial justice professional development program for the Department of Juvenile Justice (DJJ), an agency that I was employed in as a juvenile probation parole specialist (probation officer). T he mission and goals of this agency are to provide appropriate services to juveniles who have been placed on probation by juvenile court or are committed to the department. At-risk youths who haveRead MoreThe Effects Of Racial Diversity On College Campuses859 Words   |  4 PagesRacial diversity is something that is often discussed on college campuses. As a student who self-identifies as a minority in more ways than one I often feel like I have a pretty good understanding of the subject of racism and race. However, often times when these issue are discussed I learn something new; this was the case when reading the articles this week. This week’s articles examined the issue of race from different perspectives. This allowed me to re-examine the issue in a fuller manner; itRead MoreThe Impact Of Workplace Diversity On The Workplace997 Words   |  4 Pages Workplace diversity is a term which describes the inclusion of people in the workplace regardless of their cultural differences such as gender, race and sexuality. Rather than disregarding them, diverse workplaces utilise these differences to widen the range of experiences and skills among their employees as stated by the Australian Breastfeeding Association (2012). Some professions, however, are more diverse than others. According to the Diversity Inclusion: Unlocking Global Potential - Global