Dirt Bikes

Selected Financial Data We have provided a spreadsheet with three worksheets containing Dirt Bikes financial data for you to review [see Dirt Bikes Financial Data. xls]: Income statement and summary balance sheet data from 2007-2009 Annual sales of each Dirt Bikes model between 2005 and 2009 Total domestic vs. international motorcycle sales between 2005 and 2009 The income statement and balance sheet are the primary financial statements used by management to determine how well a firm is performing.The income statement, also called an operating statement or profit and loss statement, shows the income and expenses of a firm over a period of time, such as a year, a quarter, or a month. The gross profit represents the difference between the firm’s revenue (or sales) and the cost of goods sold. The gross margin is calculated by dividing gross profit by revenues (or sales). Net profit (or loss) is calculated by subtracting all other expenses, including operating expenses and income taxes from gross profit.Operating expenses are all business costs (such as expenditures for sales and marketing, general and administrative expenditures, and depreciation) other than those included in the cost of goods sold. Net margins are calculated by dividing net profit (or loss) by revenues (or sales). A balance sheet provides a snapshot of a company’s financial assets and liabilities on a given date, usually the close of an accounting period. It lists what material and intangible assets the business owns and what money the business owes either to its creditors (liabilities) or to its owners (shareholders’ equity, also known as net worth).We have included here are only the most important pieces of balance sheet data for you to review. At any given time a business’s assets equals the sum of its liabilities plus its net worth. Current assets include cash, securities, accounts receivable, or other investments that are likely to be converted into cash within on e year. Current liabilities are debts that are due within one year. Long-term debt consists of liabilities that are not due until after a year or more.If too much debt has been used to finance the firm’s operations, problems may arise in meeting future interest payments and repaying outstanding loans. By examining a series of financial statements one can identify and analyze trends in the financial strength of a business. When examining Dirt Bikes’ income statement and balance sheet data, pay special attention to the company’s three-year trends in revenue (sales), costs of goods sold, gross margins, operating expenses, and net income (or loss). Pay attention to whether the company’s short and long-term liabilities are growing and whether they exceed assets.If a company has more current assets than current liabilities, it is a sign that it probably has enough working capital to fund investments in new equipment or information systems. The two other spreads heets present motorcycle shipment data between 2005 and 2009, which can be used to gauge motorcycle sales. When examining these spreadsheets, pay attention to the trends in sales. This includes the sales trends for each product Dirt Bikes sells, overall sales trends, and the proportion of international to domestic sales.

Martin Luther King Jr and Nonviolent Resistance Essay

Letter from Birmingham Jail, the letter which Martin Luther King Jr. wrote to his fellow members of clergy while he was imprisoned in 1963, is founded on the idea of nonviolent resistance. His campaign to end injustice was not aggressive, but rather it was defensive of the treatment of the African-American people during that time. The only violence that took place was the offensive cruelty of the â€Å"white moderate. † Martin Luther King Jr. and his supporters were nonviolent in their protests, similar to the nonviolent approach Mahatma Gandhi took when there was oppression in India in 1930. In March of 1930, Mahatma Gandhi led the Indian people on a satyagraha. This word has connotations of a â€Å"force contained in truth and love,† and it essentially means a nonviolent resistance (Erickson 23). The Salt March, in which Gandhi and his followers walked two hundred miles to the coast of India, ending in the town of Dandhi. They then waded into the ocean and collected the salt, and Gandhi encouraged the Indian people to make their own salt against government regulations (Erickson 29). This act was not violent, but it did resist the unfair laws of Great Britain forbidding the Indians to harvest and sell their own salt. Gandhi’s love for his homeland and his people led to his fighting for their rights. He recognized the truth in the fact that the Indian people should be able to rule their own land, and it was unfair for them to be under the administration of the British government. This concept of satyagraha, a force contained in truth and love, was the spirit of his nonviolent resistance against injustice. Like Gandhi, Martin Luther King Jr. promoted this idea of nonviolent resistance. His statement, â€Å"Now is the time to lift our national policy from the quicksand of racial injustice to the solid rock of human dignity† clearly states that he was in opposition to the treatment of blacks during that time (Erickson 30). However, his approach to this subject allows us to realize that resistance does not need to take the form of violence. People can get the point across and make changes in the world without resorting to the same inhumane behavior they are fighting to abolish. King describes himself as an extremist, at first being disappointed but then recognizing the merit of this title. He was an extremist for the right reasons, driven by truth and love as Gandhi was. He then makes the statement, â€Å"So the question is not whether we will be extremists, but what kind of extremists we will be. Will we be extremists for hate or for love? (Erickson 32)† He is saying that we all must choose what we will fight for, good or evil, justice or injustice. We all have a choice to stand up for what is right, or to sit back and let things happen. Gandhi also taught the principle of ahisma, which is â€Å"the refusal to do harm and the duty to do good (Erickson 40). This refusal to do harm is the objection to violence, and choosing a more civilized method of resistance. Neither Gandhi nor King upheld violence; they did not wish to harm others. Their only desire was to get rid of the evil prejudices and unjust laws that permeated their societies. Their struggle was to do what they could for the benefit of all human beings. They felt compelled by the duty to do good, the obligation to do what so many others would not. This sense of duty drove them on, reminding them what they stood for and why it was so important. This system of nonviolent resistance paid off in the end for both societies. Mahatma Gandhi’s movement eventually led to the liberation of India from British rule. Martin Luther King Jr. ’s movement led to the end of segregation of blacks and whites in the United States. Their peaceful approaches to their situations were not in vain, and we can learn from them. We must stand up for what is right, not necessarily fighting in a literal sense, but taking into consideration what is the best way to solve the problem. We do not need to resort to violence and aggression to accomplish our goals. We can take the same approach as Gandhi and King, resisting in a nonviolent way.

“On Dumpster Diving” by Lars Eighner Essay

Introduction â€Å"On Dumpster Diving†-by Lars Eighner, is a story of a man discussing his life being homeless and how he came to acquire his livelihood by scavenging through dumpsters, or in the author’s words; Dumpster Diving. The story begins with Eighner telling us, the readers about how he was always fascinated with the word dumpster before being homeless and also while being homeless; how he forged food, beverages, and other miscellaneous items in public dumpsters. Lars Eighner tells us nothing of how he became homeless, but he tells the life of him and his wife (Lizbeth) as Dumpster Divers. In this passage Eighner discusses the topics of shame, and pride. I will write about both of these themes in two separate paragraphs, while showing both are relevant to us as college students. â€Å"Dumpster Diving† talks about many college students and how wasteful they can be; especially when it is unnecessary. Lars Eighner said, â€Å"Students throw food away around breaks becau se they do not know whether it has spoiled or will spoil before they return†. Eighner also says, â€Å"Some students, and others, approach defrosting a freezer by chucking out the whole lot†. (Page 22) The story of this man’s life is and should be humbling, also simultaneously a life lesson for us all to follow as an example of how to be frugal and appreciate all that we possess. Pride The theme of pride was the first topic Eighner discussed when referring to a dumpster diver. â€Å"At first the new scavenger is filled with disgust and self-loathing. He is ashamed of being seen and may lurk around†. Eighner- (Page 23) The scavenger or dumpster diver is showing that he or she has pride, although in need they are conscious of what society might think of them. Eighner also speaks of pride in a different sense as well. He shows us that by the refuse of others, the items being discarded is also pride in the ones that have more than enough. To the readers Eighner shows us their apathy for what they have and how they take it for granted; as if these things will always be available. Pride is a terrible thing to have at times. Society looks at those who ask for assistance or a helping hand as weak; but it takes a strong individual to set pride to the curve and ask for help.  Just as the dumpster diver scavenging through the trash; although it seems disgusting, when in need one must do what one has to. Shame The next theme which was discussed was shame; but in a more subliminal way. Eighner- â€Å"I live from the refuse of others. I am a scavenger. I think it a sound and honorable niche†. (Page 20) Eighner always made the term dumpster diver seem elegant. This word for many would imply filthiness, and impoverished. Eighner subtly edifies the word to hide the shame that was felt from the memories of being homeless and eating out of the trash; one would naturally do the same as Eighner. Shame is something that is felt by all at different points in our lives just as the â€Å"divers† felt. Eighner tells us that â€Å"While Lizbeth and I lived in a shack we began to eat from the dumpsters†. (Page 20) Eighner felt shame and embarrassment from the things he and Lizbeth were doing. While reading about this particular time in Eighner’s life, there is no way that anyone could not be humbled by his words. This way of living is well below modest; it is almost unreal the way he lived. It is impossible to fathom how this can be; and that is what Eighner wants us to realize. Eighner wants us as the readers to not see the trouble of people’s shame but the struggle from the shame, because we should appreciate where we are now, no matter how difficult life is or may seem; because it could always be worse. Pride and Shame As we take a look at both themes Eighner shows how they both coincide in reference to the dumpster diver. In the life of a dumpster diver Eighner explains how he felt pride and a sense of being in a better state of living as opposed to those more fortunate; and he explains how he felt shame as he was reduced to this decadence. In one particular memory Eighner says, â€Å"Every bit of glass may be a diamond, they think, and all that glisters, gold†. (Page 24)Now in this sense Eighner talks about how particular dumpster divers take everything they see of some value and they go over board; but nonetheless they take pride in the things that others call trash. Eighner himself speaks of how he took pride in his vast findings. â€Å"I am grateful, however, for the number of good books and magazines the students throw out†. (Page 26)Although Eighner talks about pride he shows us the shame that lies  in dumpster diving and how they are closely related. Eighner- â€Å"Dumpster diving is outdoor work, often surprisingly pleasant†. (Page 27) â€Å"I have no better place for her than a dumpster. And after all, it is fitting, since for most of her life her livelihood has come from the dumpster†. (Page 26) Now even though Eighner finds joy in his life, he also finds discomfort and embarrassment. Pride and Shame coincide and simultaneously differ; and the two emotions left Eighner ambivalent about him and Lizbeth’s future. Conclusion After reading â€Å"On Dumpster Diving† I am inclined to agree with Eighner, â€Å"Take what you can use and let the rest go†. (Page 27) In life if we use or take more than we truly need, we never learn the value of things nor do we learn to appreciate them. I believe this because I have been given so much in life and used so little, whether it was food, money or time. I believe that us as Americans waste so much that we have forgotten the value of truly living and remembering others less fortunate; I know I have. While reading this passage it has changed my outlook on life and how much I consume and will consume in the future. I believe I will use less and appreciate what I do have, while encouraging others to do the same. Also while reading I felt remorse and sympathy for those less fortunate like Eighner. In conclusion this story is very touching and uplifting. Eighner shows us that no matter what life may throw our way we can survive and beat the odds, no matter how much they are against us.

Why does Shilling describe the body as unfinished Essay

Why does Shilling describe the body as unfinished - Essay Example The self that we come to recognise is an embodied self, and we use the power that is in that body to interact with the world around us. We have to exercise control on that body, but and in so doing we build up an ordered view of our own identity which we then present for others to see and interact with. This explains how and why our view of the world is necessarily bodily centered. The work of Shilling (1999; Shilling and Mellor, 2007) builds on this groundwork and explores the tensions than can exist between the self and the body. Every human being exists in a physical form, that is to say a body, and yet also at the same time is able to conceive of this body as something separate from, but still related to, the actual self. This ability to distinguish mental and physical attributes creates a number of problems for sociologists, because it is not understood and applied in exactly the same way across different cultures and in different historical times. This paper discusses two paper s in which Shilling discusses the body in relation to society, and theorizes that the body is in a fundamental way unfinished. The main points of the two articles are summarized and the reasons which led to the formulation of the â€Å"unfinished body† hypothesis are explored. Finally this paper outlines some of the implications of this important way of understanding the relationship between body, identity and society. In the past the vocabulary of religion would have been used to portray this kind of issue as a contrast between the body and the spirit or even the soul. In modern times different sociologists such as Parsons (1988) and Lockwood (1964) have debated interrelationships between humans and society and there have been many different ways of theorising the body in a social sense. In Shilling’s view, too much attention has been paid to the mind, and not enough to the body, resulting in a view of the individual and of society which is flawed. Concepts such as ag ency and interaction have been too often defined as if they were somehow â€Å"disembodied.† (Shilling, 1999, p. 544) In 1999 and again in 2007, Shilling addresses these problems, and brings out a series of arguments to show that the individual human body is unfinished, because it requires interaction with others before it can achieve integrity and cohesion. This paper considers the arguments of each paper in turn in the light of other scholars who have examined similar issues and explores what Shillings means by the body being â€Å"unfinished† and why, along with implications of this insight for sociology in the twenty first century. In the earlier paper Shilling turns to the work of Goffman (1983) on the individual’s need for a social self, through which interactions with others are lived: â€Å"People are confronted with the necessity of establishing interpersonal relations with others, in order to construct a social self, and remain vulnerable within this domain: interaction occurs within arenas which expose people, physically and mentally, to others (Shilling, 1999, p. 546). According to Shilling, Goffman improves on earlier work on the self and society by taking more account of corporeal and emotional aspects, and this puts the mental, or cognitive, aspect back into its place alongside these other ones, rather above them in a position of pre-eminence. Goffman’s work on embarrassment (Goffman, 1983) clearly describes some of the physical signals that occur when people engage in particular activities, and this causes Shilling to reflect on the supposed interconnection between thoughts, emotions, and bodily experiences. He

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Volunteer work Bonaventure house - Essay Example During the time when most institutions never wanted to associate themselves with HIV/AIDS, Alexian brothers went ahead and committed themselves to promoting care for the HIV/AIDS victims. This was a time when even the most influential institutions such as churches and other religious institutions never wanted to associate with the disease and the populations infected with HIV/AIDS. The Bonaventure house in Chicago is guided by the vision of Alexian brothers to provide care, compassion, dignity and love for people who are marginalized in the society. It is this vision that people with HIV/AIDS are accorded transformed lives within a supportive and compassionate community. Today, the facility has 35 private rooms, a complete food service among other facilities such as a chapel, learning centre, television room, administrative centre and 24 hour staff care. These resources are coupled with family ambiance that affords the clients spiritual and social needs. The location of the facility also ensures that the residents get enough medical and recovery services throughout the year. I decided to volunteer at Bonaventure home after reading its history and the way the facility supported HIV/AIDS patients when stigma was at its peak in the world. The facility has reduced many HIV related deaths because it offers a helping hand to those who are considered outcast by the society. Although a lot of de-stigmatization has been done and awareness has been created, the fact still remains that many people are dying because of lack of love, medical care, and treatment therapies. However, Bonaventure has come in between to solve this problem and its something that need to be appreciated, embraced, emulated and duplicated all over the world. I am sure this can only happen if more people are exposed to the day to day events of Bonaventure home. The other reason was that when I arranged a pre-visit to the centre I found children reading to their

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Treatment of sepsis - Research Paper Example International campaigns to improve outcomes have emerged based upon the efforts of 11 different organizations in the guise of the Surviving Sepsis Campaign. An international effort to increase awareness and improve outcome in severe sepsis. On the agenda are data from hospitals around the world, where the condition has been tackled by decades of dedicated work from a variety of researchers. Sepsis and related disorders are potentially life-threatening syndromes that occur in association with a suspected infections whose signs and symptoms match at least two conditions of a systemic inflammatory response syndrome (SIRS). The major SIRS conditions are an increased heart rate, fever, and rapid respiration; the young and the elderly often exhibit early signs and symptoms of sepsis sometimes before exhibiting the full scope of SIRS criteria. The majority of sepsis cases are the result of bacterial infection. Those hospitalized with sepsis are treated with intravenous antibiotics, and therapy to alleviate organ dysfunction. (Davis & Stà ¶ppler, 2011) Sepsis and systemic inflammation that arises as a result are still responsible for as much as 70% of mortality in some intensive care units. (Reidemann et al. 2003) The mortality rate of severe sepsis includes organ dysfunction as a result of infection or subsequent failure in blood pressure and septic shock. This is in cases where hypotension does not respond to fluid resuscitation and correlates with organ dysfunction or blood pressure issues is too high by the standards of any medical practitioner. (Dellinger et al. 2004) Even before signs of organ failure, the odds of mortality can still reach up to 30%. Prevention of infections in the first place and the expedient diagnosis and treatment of sepsis are the best ways to prevent sepsis and moderate sepsis syndromes. The prognosis depends on severity of sepsis, and can change rapidly unless answered with swift, effective treatment. Also influential is the underlying

Marketing Communications Plan Research Paper Example | Topics and Well Written Essays - 4750 words

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Research Paper (The Impact of Web 2.0) Example | Topics and Well Written Essays - 3000 words

(The Impact of Web 2.0) - Research Paper Example This paper describes the different risks and advantages of Web 2.0 for today’s businesses, identifying several case studies for companies that have tested Web 2.0 functionality to create a better business model and standing among competitors in similar industries. Web 2.0 is considered part of the â€Å"participatory Web† (Decrem, 2006, p.2). It is called participatory because it creates opportunities for internal employees to enhance their communications systems or can even allow customer groups to be more interactive and post various comments or criticisms to help businesses understand their target markets at the marketing and advertising level. Web 2.0, with the assistance of information technology experts, allows current and pre-existing computer and software systems to become inter-linked with many social media sites and interactive forums to build more cost-effective and convenient linkages to the internal and external environment. At the internal level, in terms of operations, businesses are searching for methods to improve their operational processes by â€Å"improving process, performance by leading and controlling processes with a means to measure or improve business function† (Santa, Ferrer, Bretherton and Hyland, 2009, p.156). At the internal level, businesses must be keenly aware of the costs associated with operational elements, all the way from production through the end product delivery, to ensure that they remain within budget and can stay competitive with a highly-evolutionary external business environment. From a critical perspective, Web 2.0 capabilities can improve many different operational components such as improved online advertising or even supply chain by transforming physical distribution to an Internet-based operation of logistics. Web 2.0 also allows business to regain innovation at a time where

The literature on market segmentation and its various aspects Essay

The literature on market segmentation and its various aspects - Essay Example This research will begin with the statement that we are living in a global village. With the advancements in the fields of science and technology, the world is getting closer and closer and this fact is impacting the business world too. As a result of globalization, the customer base of the organizations is also increasing, leading to more diversification, especially in terms of their needs regarding specific products. This situation made the marketers develop a strategy that we call segmentation. The literal meaning of segmentation is to divide into pieces. It is often taken in the context of classifying the things into different groups so that all the objects in one group are identical to one another, sharing a common profile and on the basis of those factors, are different from other segments. This analogy has been borrowed by marketers in the same context. In the field of marketing, market segmentation is the process of dividing the market into similar groups such that individual s/businesses within each group share common characteristics. Used for: Profiling, Trade Area Analysis. Segmentation is the process of partitioning markets into groups of potential customers with similar needs and/or characteristics who are likely to exhibit similar purchase behavior. Market segmentation is a marketing approach that encompasses the identification of different groups of customers with different needs or responses to marketing activity. The market segmentation process also considers which of these segments to target.... egmentation of markets into homogenous groups of customers, each of them reacting differently to promotion, communication, pricing and other variables of the marketing mix. Market segments should be formed in that way that differences between buyers within each segment are as small as possible. Thus, every segment can be addressed with an individually targeted marketing mix. (Bennette 1998) "One of the most important strategic concepts contributed by the marketing discipline to business firms and other types of organizations is that of market segmentation" (Myers, 1996). Market Segmentation is considered and propagated by the marketing gurus as yet another step ahead of the previous ones in order to make the marketing plans and their implementation more effective and efficient in terms of its productivity. It is considered by them as a newer development in the domains of marketing research. Why Segmentation There are a number of reasons to do market segmentation. Few of them, as available in literature, are stated below: Better serving customers needs and wants The foremost advantage of segmentation is that it helps to serve the customers' needs and wants in a more effective manner. .(Aker 1991) Higher Profits As a result of segmentation, due to development of of separate strategies for each of the segment, the organization would be catering greater number of customers in each segment than what it had been serving for each segment without segmentation. This would lead to higher profits. (Asael 1987) Opportunities for Growth The organization can grow in terms of its volume of sales as well as customer base. Sustainable customer relationships in all phases of customer life cycle As a result of the customized strategies for each segment, a Sustainable customer

Dead Poets Society Essay Example for Free

Dead Poets Society Essay Dead Poets Society made a huge impact on how I see things now. I secretly branded Mr. Keating, as the Epitome of teaching, every students dream is to find a teacher like Mr. Keating. Eventhough his teaching style is unconventional, you would really learn something. Hes not like your typical teacher who teaches by the book, because for me, Mr. Keating IS the book. All his lectures are inspirational, he teaches things that would not just help you academically, but also emotionally. He reminds me so much about my Highschool history teacher, a very father-like person, very comical, easy to hang with and lastly he encourages us to pursue our dreams, even though our dreams are impossible. Mr. Keating and my highschool teacher made me realize that there are no limits when we talk about achieving what we want and reaching for our goals, the only hindrance would be ourselves, the fear of not succeeding. So that in the end, we would have little regrets or non at all. I think that its one of the many factors that led me to put Dead Poets Society as one of the must-watch movie list for me. At first thinking outside the box was such a cliche for me, but after watching it, I try to apply that idea to everything I do. This story is very suitable for us, teenagers. Who are currently in that state where we are still confused of what we really want for our future. Add up the nerve wrecking peer pressure, love, parents, homeworks, proffessors, organizations and the like, which contributes to our decisions.

Theory, Design And Specification Essay Example for Free

Theory, Design And Specification Essay The focal point of this paper is to adopt a process centered strategy for a healthcare organization keeping mind that while implementing this strategy the 4 focus points i.e. culture, organization, people and control system and instrument would be taken into account. Culture is the mix of values and shared beliefs that formulates the system of an organization. In general sense the culture of an organization is created by the corporate infrastructure which is dependent on the variables such as strategic thinking ability or depth, dedication level of the personnel and the amount of cooperation involved. This entire mix is compositely known a corporate culture of an organization. While adopting a process centered strategy for a healthcare organization it would be important to keep in mind the basic degree of this culture. Organization on the other hand can be divided into two segments in the field of operations. The first is its structure and the second is its process of decision flow. The structure of the organization is instrumental for the accountabilities that enable the company to achieve its objectives or mission. The process of decision flow is the tool that converts the results into coherent patterns that could be termed as implementation that would help in the controlling decision and implementation. People or the human resource element is the most important factor of management strategies and is a wonderful ingredient of strategy implementation projects. It has been seen that without taking the human factor into consideration has yielded negative results for the ultimate success of the company. Thus this factor is to be taken into account as a vital asset of the organization. One of the most important variables for the success of the implementation process is the control system and instruments. The control system and instruments are those assets where on the organization can take and formulate action with more accurate results. For the hospital industry latest and advanced equipments are the key to better service and result. Therefore if the top management are aware of the ability of the machines available and the there are enough means and abilities to control the machines the management would define their strategies accordingly in terms of formulating the optimum level and outputs. In the practical scenario it should be mentioned that adopting a process centered strategy for a healthcare organization keeping mind that the 4 focus points i.e. culture, organization, people and control system and instrument are well evaluated and analyzed. This because these are the factors that can break or make any laid down planning system that has been prepared with taking into notion these essential components. If these four elements are not considered it is evident that a number of circumstances would presumably arise for with the management would never be ready to handle. It should be looked upon that a perfect mix of these four elements has taken place and a well oiled communication system is in place to juxtapose all these elements together for assumed success. For administrative success controlling processes, motivation, planning and demands discipline are the major factors and to achieve it proper mix of culture, organization, people and control system and instrument are invaluable. Reference: Raps, Andreas;Â   Jun 2004; Strategic Finance. Montvale; Vol.85, Iss 12; pg 48, 6 pgs

Why is Mcdonalds such a successful company? Emphasis on India China

Why is Mcdonalds such a successful company? Emphasis on India China 1. Introduction In the present day we all lead a very hectic lifestyle cramping our lives with endless things to do and accomplish. Gone are the days when meals were cooked and served in households three times a day, instead, the youth live on pre-cooked micro waved meals and fast food. We want food and we want it fast. This was essence for the rise of Mcdonalds From humble beginnings in 1954, when Raymond Kroc who was a salesman had a vision of getting the best food in the shorted possible time to people across America was the birth of the fast-food chain that we know as McDonalds. What he did as a pioneer in the fast food industry is akin to the accomplishment of Henry Ford in the automobile industry. The same concepts of Henry Ford were applied of ensuring timeliness, proper disclipine and production efficiency were utilized. In this instance, to French fries, milkshakes and Hamburgers. Today, McDonalds is a brand that is recognized in every corner of the world. A testament to the accomplishment of this fast-food chain is the endorsement by the economist in the world who compare the official exchange rate with that of the Purchasing Power Parity (PPP) as the Big Mac Index to gauge if the currency is undervalued or overvalued. In this globalised world, how is that McDonalds managed to reach the heights that it has today with 30,000 outlets in 120 different countries spread across the globe in so many different societies with different cultures, different tastes and different economies. What are the factors that have allowed the managers in McDonalds to succeed in these countries? This paper is an attempt to address these issues. 2. International Business (Multi National Corporations) Today the world is a globalised world and increasingly becoming like a single market place. The barriers of international trade are considerably reduced. Businesses are forced to develop effective management teams and policies that can operate in different national environments. â€Å"Globalization is necessary for success and survival in the worldwide market; however, global competition is not easy† (Bateman Scott, 2004). At the onset of the twenty first century, the list of fortune 500 companies century are increasingly companies that are global (Global Capitalism, 2005) and McDonalds is part of this group. This trend gives rise to an important question in a service organisation about service quality how can multinational firms in the service industry obtain a competitive advantage over local industries and succeed? With over 30,000 restaurants operating in 120 countries and with over 1m employees McDonalds is a truly global success. But, what has made the company successful during one of the toughest economic environments for decades? The past 18 months have been a very testing time for companies across the globe. Many have succumbed to the economic turmoil caused in the US housing markets, many have changed their strategy going forward and many have changed their senior management however, McDonalds has seen an astonishing growth in its sales over the past few months. From the study of McDonalds, we identify three key factors: Embracing globalisation Adapting to local culture 3. Strong company core values (culture) The first factor globalization, has allowed between different parts of the world to come closer together, provides opportunities of exchange and expands the consumer base. Among the factors that have allowed these organisations to succeed in the global market place has been their ability to harness the cross-cultural issues and the benefit that a diversity brings to the organisation. The final factor is strong company core values that it disseminates across all aspects of its business across the globe. McDonald Corporations uses these factors to conduct business around the world. 3. Research and Findings (Primary Secondary) To any society, food is an important cultural ingredient. â€Å"Food is the oldest global carrier of culture.† (Britannica 2007). People believe that we become what we eat and impact our behaviour. Changes in its preparation has the potential to alter the traditional beliefs of people, so how could McDonalds succeed even in such an environment? In todays intensely competitive marketplace for fast food services, maintaining a competitive advantage puts a heavy premium on having a highly committed or competent workforce. â€Å"Increasingly it is being recognized that competitive advantage can be obtained with a high quality workforce that enables organisations to compete on the basis of market responsiveness, product and service quality, differentiated products and technological innovation†. (Chew, I. Horwitz, F. Case study findings). The Fast food industry like other service industries has many characteristics. When taken in context of India and China, the following are the main ones; Liberalisation of the economies of China and India Vast population Changing consumer behaviour Highly competitive environment Strong traditional food culture. Looking at these individually, the liberalisation of trade and investment in China and India has allowed for the proliferation of many international fast-food outlets in these countries. As these countries enjoy economic prosperity, a large working population means that the per capita and household disposable incomes have grown. More and more woman now work in these countries hence the fast-food/take-away and home delivery markets have grown phenomenally in India and China. Gone are the days when McDonalds enjoyed competitive advantage simply because of their unique product line. Besides the national restaurants, there are other western fast-food organisations like Burger King and KFC that pose tough competition to McDonalds by offering similar product lines. 3.1 Critical Success Factors Interview sessions were held on a number of consumers across various regions of Hong Kong. Some critical factors of success of McDonald were identified. Product line Lower Prices Sales Promotion Service Quality Adapting to Local taste Convenient Location Seating space Cleanliness The survey results gave the following results that are depicted on the chart below: If one were to look at a threshold of 80%, we find that convenient location, lower prices, service quality, cleanliness and adapting to local taste are the critical factors that consumers rate when walking into a fast food outlet and McDonalds rates high on them. 3.2 SWOT Analysis Porter (1985) suggested that the manner in which a firm puts its strategies into practice will define the sphere that it operates in be it cost leadership, differentiation or focus strategy. According to him, competitive advantage stems from not just one activity that the time does but from many discrete activities. These could be the marketing, designing, delivering or even supporting its product or services. A SWOT analysis is a good starting place in order to identify potential competitive advantages. If a quick SWOT analysis is done on McDonalds the results can be summarised as follows; 3.3 McDonald as an Employer Employees perceptions about McDonalds could be demonstrated by Hewitts â€Å"2009 Best Employers China Study†, according to which, McDonalds(China)company Ltd. has been regarded as the 3rd best employers in China. Hewitt is one of most widespread professional studies which have most impact force and influence. McDonalds figure shows a Employees engagement of 75%, which is about 26% above the average. In general, employees in â€Å"The Best† such as McDonalds speak more positively about the company (Say), more willing to serve the company (Stay) and contribute more to the company (Strive). Engagement Behaviours The Best Employers including McDonalds also shows lower turnover rate than the rest across all levels. Employees Turnover Rate Leaders of McDonalds drive a strong message that employees are highly valued assets of the organization. Employees hold strong positive perceptions of their leaders with respect to range of organizational relationships Employee View of Senior Management  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  The BestTheRest I see strong evidence of effective leadership from senior management  Ã‚  Ã‚  68% 46% Our senior leaders remove barriers to create effective cross-department teams  Ã‚  68% 49% Our senior leaders develop relationships at all levels within the organization  Ã‚  70% 51% Our senior leaders requires continuous improvement from all parts of the organization  77% 57% Our senior leaders create excitement about changes  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  76% 56% Our senior leaders fill me with excitement for the future of this organization  Ã‚  Ã‚  66% 44% Our senior leaders treat employees as this organizations most valued assets  Ã‚  Ã‚  69% 47% Our senior leaders consistently demonstrate the organizations values in all behaviors and actions73% 51% 3.4 Position of McDonalds When we analyse the competing fast-food chains in China, we find that till the end of 2008, KFC opened over 2300 restaurants in China, while McDonalds only has 1100 restaurants. In a questionnaire which investigatesâ€Å" The Most Impressive Restaurant in Guangzhou† shows that Mcdonalds with a proportion of 23.5% is leading other fast-food restaurants including KFC and some other local restaurants. Proportion of Impression of Fast-food restaurants in Guangzhou Research also reflects that McDonalds major consumers are young people aged between 15 and 25. By calculating we can infer that this group of people goes to McDonalds every 2.82 weeks with 60% of them going there because of the fashion image given by McDonalds while 33.3% of them go there because of its conveniences. However, convenience is cited by 53.5% for people aged between 25 and 40 as the reason for going to McDonalds. Proportion of different aged people take a meal at McDonalds at different frequencies consumer aged between 15-25 Consumer aged between 25-40 Motive of consumption During the survey, questions were asked about which promotion method most influences the interviewee the main source that people use to acquire information being 1) TV advertising and 2) friends. These are 74% and 65% respectively. Mean while, when asked about the impact of advertising,75.5% of interviewee express that they are frequently attracted by TV advertising which are quite innovate. 24.5% of interviewees say that they are occasionally interested but no one has ever been attracted nor seen the TV advertising. (diagram) Consumers sensitivity of TV advertising 4. Analysis In spite of being an American firm that is built around the Hamburger model, McDonalds has become a part of the lives of people in Asia. Consumers in countries like China, India, Japan, Indonesia, Malaysia, Singapore, Taiwan and Thailand, where the staple diet is mostly rice or noodles have still embraced this fast food chain. It has even managed to penetrate in India, where cows are considered sacred. 4.1 Globalisation and Glocalisation There have been widespread campaigns about the ill-effects of globlasition there are a few that are pro-globalisation and postulate that globalisation enhances culture rather than adulterate it. Where it not for globalisation, it would have been unlikely that McDonalds would have had developed as a brand. â€Å"Researchers have coined a term, glocalisation, to refer to the interactions between local influences and actors and global forces† (Smith Guarnizo, 1999). Large multinational firms, particularly in the services sector, have taken steps to adapt to local values, traditions and cultures. In some instances, there have been large scale protests when a multinational firms sets up its operation overseas. McDonalds had to bear the brunt of protests when it first started in India. Radley Balko (2003), states that â€Å"In most communities, the McDonalds has conformed to the local culture not the other way around. The McDonalds corporation notes that most of its overseas franchises are locally owned, and thus make efforts to buy from local communities. McDonalds also alters its regional menus to conform to local taste.†. For example, in India, the non-vegetarian menu includes chicken and fish items only. Beef is not on the menu in India because are considered sacred. 4.2 Contribution of Culture to their Success People bring an organisation alive. Using a more diverse description, fish feels the need for water only when it is not in it. Culture is like what water is to fish. It sustains us. We live and breathe through it. â€Å"McDonalds commitment to diversity is established on the foundational belief that diversity is not just a moral and ethical issue, but also a business issue† (McDonalds, 2005). Due to the sheer number of outlets in 120 different countries, McDonalds has no choice but to embrace diversity. What is means is that almost every culture, every ethencity is represented in McDonalds. Internal management policies dictate that local suppliers are promoted. This is an extension of their policy on diversity. the use of local suppliers and based on their policies of diversity. When the individual outlets are examined, at the managerial level, there exists a task/occupational sub- culture.†A task culture is job or project oriented culture and emphasis is placed on completing a specific task†. Coles, M. et al.,(1999). The members have strong recognition for the skills of one another and respect each other. They need each other for the organisational success. Culture is itself not visible, but is made visible by actions or if one does something weird and people will come up and tell you that it is not the done thing. McDonalds realizes that having diversity as an asset greatly enhances the profitability of the company. Diversity is a direct reflection of a companys interpersonal relationships. McDonalds leadership encourages diversity through their policies and programs. McDonalds proven success with leveraging the advantages of diversity can be attributed to their core value of ethics. When I characterise the people of McDonalds on the basis of Herzbergs Motivation hygiene theory, Mullins,L.J.(2002), it is easy to appreciate and seems readily applicable. However when looking at it deeper, certain factors emerge questionable Money is a complicated motivator, it satisfies peoples need in a variety of ways, a set of people in McDonalds, money was important as they needed to fulfil their basic physiological need, there were others who needed money to throw parties (a social need) and the customer relations manager wanted it to buy a house (esteem need). People cut right through the way in which th ey prioritised money. 4.3 Management Practices There is a saying, â€Å"You can take the horse to the water but you cannot make it drink.† It will drink only if it so desires. People will also do what they want to do unless motivated, whether on the shop floor or in the ivory tower. This can be done intrinsically or by external stimulus. Watson (1997) mentioned that â€Å"McDonalds focuses on standardization of its products, as consistency and predictability are important keys to the companys worldwide appeal. It was also indicated that one key to McDonalds success was the constant push to speed up production without sacrificing consistency. McDonalds had created a system that depends upon standardized procedures in everything from sandwich assembly to advanced management training at Hamburger University†. In the 600-page â€Å"Operations and Training Manual† production guide, McDonalds ensured that nothing is left to chance; photo layouts showed where the sauces should be placed on the bun, and the exact thickness of sliced pickles was specified. All equipment at McDonalds restaurants must be purchased from approved suppliers, and the architectural design of both interior and exterior is carefully controlled. It can be said that McDonalds preaches uniformity and consistency with the fervency of a relig ion. 4.4 Core Values bind across cultures A growing belief that one of the major sources of potential competitive advantage for businesses is the effective management and development of people. For example, Sparrow et al covered in their study over 2000 organisations across the globe and their report concluded that â€Å"an organizations people provide the only realistic basis for achieving a sustainable competitive advantage†. A good example of the manner of dissipation of the core values is in the form of bonding at the shop floor. For example, the employees of McDonalds are collectively called the crew of the restaurant. This is the term used at all McDonalds restaurants. It means the same in every country and every outlet of McDonalds all belong to the same family. McDonalds senior team put the companys resilience down to an on-going investment to its customers including improving the restaurant experience and expanding its menu. The company has also maintained a massive commitment to its people and their training, which includes making apprenticeships available to all eligible employees and a cohesive and comprehension management, leadership and coaching programme. David Fairhurst, Senior Vice President People at McDonalds UK said: â€Å"In these challenging economic times, it is more important than ever for employers to invest in their staff.† Carole Williams, Corporate Training Manager for McDonalds UK, said a key component of its success is through strong leadership and communication. 4.5 Managing the Customer Experience In our personal lives, most of us would like to believe that the more someone knows us, the more that person will like us. As the old saying goes, to know me is to love me. Interestingly enough, this is also the essence of customer service. Without product differentiation, its the service that that will develop customer loyalty. Crainer (1995) in his book â€Å"The Real Power of Brands† identified McDonalds as a brilliant international exercise in uniformity. He wrote, â€Å"Wherever you go in Europe or the world, a McDonalds restaurant appears very similar and its products are uncanny reproductions of each other. It is homogeneous, uniform and highly successful. That is a McDonalds formula.† Crainer also mentioned that â€Å"McDonalds restaurants are clean; the food is consistent; the service is good. In effect, the very uniformity of the brand is the crucial differentiating factor.† In today competitive environment, customer service is not merely a means to drive sales. McDonalds has created a a niche for itself by raising the bar of competition by providing customers a unique experience. They have accomplished this is through their employees. As the competitive bar goes up, they ensure that the quality of their employees goes up too. Adapted from Mulins .J â€Å"Employee Relations and business performance† 5. Lessons Learnt In addressing the issues relating to developing effective international management teams it appears that the following areas should be considered: Identifying the nature and implications of national cultural differences within the team. Establishing a basis for building understanding and awareness of cultural differences and how they may be managed. Formulating a framework for developing a high performing team which takes account of cultural differences and leverages the diversity present in an international team. It is useful to identify clear framework for analysing and understanding national cultural differences. Such frameworks have been developed by researchers and consultants such as Hofstede and Trompenaars. While the respective merits and drawbacks of different frameworks are widely discussed and are rather helpful in illustrating the major issues which need to be considered. 6. Conclusion In conclusion, there are no simple answers on how management and management practice drive organisation success. Of all the resources available, in the International arena, the human resource is clearly the most significant, but also the most difficult to manage. The models mentioned earlier are only the basic strategies, though the final mix will vary from situation to situation. The key to competitiveness for Mcdonalds is quality and quality depends more on the commitment of individuals; more on the way these individuals behave; their team spirit than on the passive execution of orders received. People create the future through what they do and dont do. More importantly through what they can and cannot do. The value of companies stems from the people who work there, the skills they possess and their potential to transform.

Euthanasia Essay: Assisted Suicide -- Euthanasia Physician Assisted Su

Euthanasia and Assisted Suicide   Ã‚  Ã‚   In her paper entitled "Euthanasia," Phillipa Foot notes that euthanasia should be thought of as "inducing or otherwise opting for death for the sake of the one who is to die" (MI, 8). In Moral Matters, Jan Narveson argues, successfully I think, that given moral grounds for suicide, voluntary euthanasia is morally acceptable (at least, in principle). Daniel Callahan, on the other hand, in his "When Self-Determination Runs Amok," counters that the traditional pro-(active) euthanasia arguments concerning self-determination, the distinction between killing and allowing to die, and the skepticism about harmful consequences for society, are flawed. I do not think Callahan's reasoning establishes that euthanasia is indeed morally wrong and legally impossible, and I will attempt to show that.    Callahan first goes on to state that euthanasia is different from suicide in that it involves not only the right of a person to self-determination, but the transfer of the right to kill to the acting agent (presumably a physician) as well. This right, however, is temporary and restricted to killing the patient only. It is not clear why this temporary transfer makes euthanasia wrong, for if this is wrong, then letting a patient die (in the case where the patient already has the assistance of life-supporting equipment) is also wrong, if there is no distinction between killing and letting die. So, we must return to this argument after addressing Callahan's claims of a distinction between killing and allowing to die.    The argument for the distinction is based on the cause of death. In the classic example of a doctor unplugging life-sustaining equipment, the cited cause of death is disease or... ... I have brought forward considerations that counter Callahan's reasoning against three types of arguments that support euthanasia: the right to self-determination, the insignificant difference between killing and letting a person die by removing their life-support, and euthanasia's good consequences outweighing the harmful consequences are all positive, relevant and valid factors in the moral evaluation of euthanasia. Callahan's objections against these reasons do not hold.    Works Cited       MI: Narveson, Jan, ed. Moral Issues. Toronto: Oxford, 1983.    EI: Soifer, Eldon, ed. Ethical Issues. Peterborough: Broadview Press, 1997.    MM: Narveson, Jan. Moral Matters. Peterborough: Broadview Press, 1993.    Callahan, Daniel. When Self-Determination Runs Amok, in Hastings Center Report, March-April 1992, pp. 52-55. In EI, pp.409-415.   

Americas Juvenile Justice System Essays -- Crime Criminal Delinquent

The Juvenile Justice system, since its conception over a century ago, has been one at conflict with itself. Originally conceived as a fatherly entity intervening into the lives of the troubled urban youths, it has since been transformed into a rigid and adversarial arena restrained by the demands of personal liberty and due process. The nature of a juvenile's experience within the juvenile justice system has come almost full circle from being treated as an adult, then as an unaccountable child, now almost as an adult once more. Studies and anecdotes have shown that our modern approach, however, is ill-equipped to reduce crime or deal with chronic delinquents while at the same time protecting their due liberties. We now stand on the precipice of decision: How can we strike an appropriate balance in the juvenile justice system? Should we even retain a separate system for children at all? The answers are usually difficult, sometimes subtle, but always possible to attain. This paper will analyze the different theoretical issues pertaining to the modern juvenile court, determine their origin, and suggest a course of action for resolving these issues to the best extent possible. It is important to note, however, that the juvenile justice system alone cannot ever prevent all juvenile crime, respond perfectly to every situation or treat every suspect fairly. Furthermore, an effective antidote to modern juvenile crime would necessitate far broader action, addressing underlying social structure inequalities that breed poverty and social disorganization. The Creation of Childhood and Its Court Prior to modern times, Colonial American children were perceived to be small adults, more or less able to interact with grown-ups and ... ... presence of a competent lawyer, that is an issue for the Supreme Court). Judicial waivers would become obsolete. The offenders left in the juvenile system (under age 16) would hardly present anymore than a handful of cases that might raise questions of fitness. If only 1% of older offenders under today?s system are waived, this problem will be mitigated. It may seem harsh to draw the line at 16 without compromise, but we, as Feld points out, do this with many other societal privileges and duties. The draft age is precisely 18, the driving age in most states is precisely 16 and so forth. Is a person more fit to be drunk a week before their 21st birthday than a week after? Drawing one line is the only way to avoid the problems associated with waiver laws that either provide too much discretion that lends itself to discrimination and to provide consistency.

Mary Shelley’s Frankenstein: Gothic Horror :: Free Frankenstein Essays

Shelly’s ‘’Frankenstein’’ is regarded as the first modern horror novel. It is in fact, a Gothic horror. The story came about mainly from a dream shelly had. The dream was heavily influenced by her background and past personal experiences. These include her visits to galvanism experiments, a visit to the Rock of Franks; a castle which translated gives ‘’Frankenstein’’ and her surroundings at the time, which where the Alps that made up the setting for some of the book. Other issues, which might have affected the outcome of the book, are her failed pregnancy, which could be linked to victors mother dieing. Events of the time had led to a near breakthrough to bring the dead to life and the near full exploration of the Earth leaving only the poles unexplored. Romantic and Gothic styles are used in the book the romantic style is the awe of nature a good example is ‘‘the abrupt sides of vast mountains were before me; the icy wall of the glacier overhung me’’ and the Gothic style is the psychological that encompasses the very personal themes of life and death this is shown by ‘’how delineate the wretch whom with such infinite pains I had endeavoured to form’’. The Story begins with Walton’s letters to his sister, he talks a lot about his ambitions of mapping the arctic and finding a companion who shares his ruthless ambition. After awhile he finds Frankenstein floating on a sheet of ice. After being nursed back to health Frankenstein begins his story. Victor talks about his childhood, how his mother died in childbirth, his younger brother Edward, and how he has read books about philosophy and alchemy most of which have been long disproved. Then he continues about when he was at university and his growing obsession with creating a being from the dead parts of humans also known as galvanism. Then he moves on to how he becomes obsessive and how it is only after he succeeds he realises what he has done and realises the implications of his dream. After being nurse back to health by his friend Henry Cherval Victor realises how badly he has treated his family and decides to return to his family, however before he can do this he receives a letter about his brother being murdered, the killer is presumed to be the family servant Justine and because Victor makes no mention of the monster she is hanged, victors farther also dies short after of a broken heart after losing William. Victor decides to travel to cope with his grief. It is at this point the monster appears and asks for a bride.

Met 101 Ch 5 Focuus

SCI 100 – Meteorology: Chapter 5 Focus Questions and Topics to Study Comprehensively describe the â€Å"adiabatic process†? (Hint: see Fig. 5. 2 on page 119) Explain why the moist adiabatic rate and dry adiabatic rate are different. List and describe the ways, both at the surface and aloft, the atmosphere be made more stable. List and describe the ways, both at the surface and aloft, the atmosphere be made more unstable. Chapter 5 Questions and Topics to Study (cont’d)There are three main classifications of atmospheric stability. Describe the one known as â€Å"conditionally unstable† and relate it to cloud growth. Explain why an inversion represents a very stable atmosphere. What (general) type of clouds would you expect to see†¦ †¦ in a stable atmosphere? †¦ in an unstable atmosphere? List the four primary ways clouds form, hence the four lifting mechanisms, as seen on Fig 5. 10. Chapter 5 Questions and Topics to Study (cont’d) Desc ribe the process of convectional lifting.Describe the process of orographic lifting using the classic â€Å"wind over the mountain† example. Be sure to understand why it is warmer and drier on the leeward side of some mountain ranges. Know the main aspect of the collision & coalescence precipitation process. Know the main premise of the ice-crystal (Bergeron) precipitation process. Chapter 5 Questions and Topics to Study (cont’d) Know the difference between freezing rain and sleet, including the type of lower atmosphere that can produce each of these types of winter precipitation. Hint: See Active Figure 5. 32 on page 139) How does Doppler RADAR measure the intensity of precipitation? Chapter 5 Additional Key Terms and Concepts Accretion (riming) Aggregation (snowflake) Cloud Seeding (main premise) Chapter 5 Additional Key Terms and Concepts (cont’d) Condensation Level (Lifting Condensation Level or LCL) Environmental Lapse Rate Graupel (Snow Pellets) Subsidence Inversion Supercooled (water droplet) Virga

The global environment

The protection of the planetary environment has become one of the cardinal aims of the international community in recent decennaries. The major environmental issues such as clime alteration, ozone depletion, deforestation acid rain and loss of biodiversity are planetary in range. [ 1 ] Climate alteration is a planetary long-run job ( up to several centuries ) that involves complex interactions with environmental, economic, political, institutional, societal and technological procedures. The international community has taken legal stairss to battle clime alteration. The United Nations Framework Convention on Climate Change ; the Kyoto Protocol and other clime related instruments are all legal instruments which target clime alteration extenuation. These legal instruments have created a differentiation in footings of duties and duties between the developed and the development states through the rule of common but differentiated duties. [ 2 ] The rule of common but differentiated duty has developed from the application of equity in general international jurisprudence for the particular demands of developing states which must be taken into history in the development, application and reading of regulations of international environmental jurisprudence. [ 3 ] The Framework Convention on Climate Change ( Climate Convention ) ,1 signed at the 1992 United Nations â€Å" Earth Acme † in Rio de Janeiro, is the first international legal instrument to turn to clime alteration and is arguably the most comprehensive international effort to turn to inauspicious alterations to the planetary environment.Principle 7 [ 4 ]States shall collaborate in a spirit of planetary partnership to conserve, protect and reconstruct the wellness and unity of the Earth ‘s ecosystem. In position of the different parts to planetary environmental debasement, States have common but differentiated duties. The developed states acknowledge the duty that they bear in the international chase of sustainable development in position of the force per unit areas their societies place on the planetary environment and of the engineerings and fiscal resources they command. he overruling end of the Convention is the â€Å" stabilisation of nursery gas concentrations in the ambiance at a degree that would forestall unsafe anthropogenetic intervention ith the clime system. â€Å" [ 5 ] The rule of common but differentiated duties, one of the cardinal constructs of sustainable development, has double foundation ; the force per unit areas developed states topographic point on the planetary environment ; and the engineerings and fiscal resources they command. Though the developed states are loath to acknowledge the first foundation, the developing states have a strong purchase to bring on the former to accept differentiated intervention in their favour. [ 7 ] The contemplation of this rule takes two signifiers: one is â€Å" dual criterions † in environmental protection criterions every bit good as their execution in favour of developing states ; and the other is assistance by developed states for sustainable development of developing states. The impression of common but differentiated duty is comprised of two distinguishable yet mutualist constituents: ( 1 ) common duty and ; ( 2 ) differentiated duty. The first represents the shared duties of two or more States when the inquiry of protection of a specific environmental resource is raised. [ 8 ] The 2nd relates to distinguish environmental criterions which are articulated around legion factors such as particular demands and fortunes, future economic development of states, and the historic part of a state or group of states to the creative activity of an environmental job.Article 10 Kyoto protocol [ 9 ]All Parties, taking into account their common but differentiated duties and their specific national and regional development precedences, aims and fortunes, without presenting any new committednesss for Parties non included in Annex I, but reaffirming bing committednesss under Article 4, paragraph 1, of the Convention, and go oning to progress the execution of these committ ednesss in order to accomplish sustainable development, taking into history Article 4, paragraphs 3, 5 and 7, of the Convention, shall:Formulate, where relevant and to the extent possible, cost-efficient national and, where appropriate, regional programmes to better the quality of local emanation factors, activity informations and/or theoretical accounts which reflect the socio-economic conditions of each Party for the readying and periodic updating of national stock lists of anthropogenetic emanations by beginnings and remotions by sinks of all nursery gases non controlled by the Montreal Protocol, utilizing comparable methodological analysiss to be agreed upon by the Conference of the Parties, and consistent with the guidelines for the readying of national communications adopted by the Conference of the Parties ;F CDBR is illustration of emerging perceptual experiences of equity.Duncan French ( 2000 ) . Developing States and International Environmental Law: The Importance of Diffe rentiated Responsibilities.International & A ; Comparative Law Quarterly,49, pp 35-60 doi:10.1017/S0020589300063958Mustapher, Ntale, Rethinking the Application of the Principle of ‘Common but Differentiated Responsibilities ‘ in the International Climate Legal Framework ( December 6, 2008 ) . Available at SSRN: hypertext transfer protocol: //ssrn.com/abstract=1312282Bharat Agarwal, The Principle Of Common But Differentiated Responsibility In Environmental LawRio Declaration on Environment and Development 1992 United Nations ( UN )United Nations Conference on Environment and Development: Framework Convention on Climate Change, May 9, 1992, art. 2, 31 I.L.M. at 854.Duncan French ( 2000 ) . Developing States and International Environmental Law: The Importance of Differentiated Responsibilities.International & A ; Comparative Law Quarterly,49, pp 35-60 doi:10.1017/S0020589300063958International Environmental Agreements: Politicss, Law and Economics, Springer Netherlands, Vol ume 2, Number 2 / June, 2002, pg. 151-170 www.springerlink.comP. Sands, Principles of International Environmental Law: Models, Standards and Implementation, 1st edn. ( Manchester: Manchester University Press, 1996 ) at 217.KYOTO PROTOCOL TO THE UNITED NATIONS FRAMEWORK CONVENTION ON CLIMATE CHANGE

Trainspotting: Addiction and Familiar Environment

I chose not to choose life; I chose something else. And the reasons? There are no reasons. Who needs reasons when you've got heroin? Mark ‘Rent Boy' Renton is a young Scot that suffers from heroin addiction and is on a downward spiral of drugs and crime. He repeatedly wants to quit and tries to do so, but always seems to succumb to just one more hit in order to cope with his life. With his friends, he is trapped in a seedy urban underworld in spite of the efforts of his family to get him clean.However, Mark has a secret desire to make more of his life, and finds himself facing a choice; staying with his friends in his familiar environment or starting his life over. ‘Trainspotting’ is a very controversial film, which touches upon quite a bit of themes, though drug abuse is certainly the main issue dealt with; Mark and his friends are all addicted to heroin and the film explores the causes of drug abuse and its dangerous aftermath – which in this particular ca se is death; Mark’s friend, Tommy, dies from an overdose and even a little baby girl dies, presumably from living in the intoxicating atmosphere of 4 drug addicts’ flat.Beyond drug abuse, another concurrent theme in the film is redemption – and how unattainable it is; we follow Mark making his way out of drugs, on his journey to redeem himself. He struggles to break out of the vicious circle he is stuck in but lastly succeeds, finds redemption and forgives himself. Trainspotting’ deals with national identity as well, in this case the lack of a true Scottish identity; Mark sees Scotland as nation ‘colonized by wankers’ and feels as though the stereotypical Scottish identity (with connotations of valour and honour) is false heritage. He escapes from Scotland hence his Scottish identity when he moves to London and isolates himself, though he can’t abandon his ‘Scottishness’ completely.

Importance of Training in Catering Industry

Introduction The title of the research is â€Å"A study on Training and Development of Work Force in Catering Industry in Wrexham Area†. Training is one of the most important elements in each and every organisation for the betterment of its employees. The aim of the research is to study the Training programmes conducted for the staffs or employees of an organisation to improve the company’s performance and productivity. The research aim is mainly to identify the importance of training requirements in catering industry and to identify the benefits of it. Research Question aims to find what all successful training and development programmes or schemes are adopted by the management in catering industry to motivate the employees of a company and also to improve the performance of the overall organisation with the help of total work force employed. The three important research questions will be: 1. What are the benefits obtained by a company after providing trainings to their staffs? 2. What costs are involved in training? 3. How will a company ensure that the training is successful? Research Objective is to conduct an investigation through qualitative analysis by interviewing the managers and the staffs by distributing printed questionnaire containing open and closed end questionnaires. Also collecting details provided by the interviewed persons orally. A detailed investigation on the topic will help to give more ideas to the management to implement more training courses to develop the skills of the employees working in the company and also will be able to judge how effective productivity can be made with less cost and wastage. Also the research would be helpful to understand whether the employees are happy towards the current training programmes and how helpful is it for the employees or staffs. Limitations of the study: While conducting the research there may arise many limitations with respect to sampling and also due to the non – random sampling. The research which is to be conducted will have managers and employees who works in a catering industry. Literature review Human resource management plays an important role in an organisation providing various characteristics of employment in catering industry. The success of catering industry depends on its manpower. Training and development plays an important role in human resource management. Training is essential in every work environment and has become everyday aspect of human life. The government has taken certain initiatives to improve the catering industry’s standard. One of the important establishments in the field is the Hotel and Catering Board (HCTB). In most of the organisation, training is provided on: Computing studies Supervisory skills Food and Beverage management House keeping The reason to provide training is to avoid; The failure to attain the targets like gross or net profit on food or liquor. †¢ Dissatisfied customers. †¢ Slow service. †¢ High labour turn over and low morale. †¢ Unhealthy relationship between two departments. Types of Training There are two types of training; 1. On the job training: As most of the staffs working on catering industry will have direct contact with the customers , so new staffs are given training ‘on the job’ to experience dealing with customers. 2. Of the job training: This type of training takes place away from the actual work place. Real working environment will be crated to train the new staffs. Training need and Analysis The need for training should be considered from employer’s point of view and employees. There will be always a person assigned to provide training to staffs whenever required in consultation with the line managers. The line managers will identify, analyse the requirements of training or problems or opportunities and exploit training with assistance. Benefits of training The benefits of training to the organisation will be short term or long term and it includes: †¢ Increased customer satisfaction †¢ Help to develop relationship between staffs and departments. Increased customer demand †¢ Safe working mode †¢ Wastage reduction †¢ Less staff turnover Process involved in training Before the actual training process it is to be considered ‘who is to do the training, what is to be taught, how to train and evaluating the success of training. The actual process of training includes: †¢ Identify the training and development needs. †¢ Design training and development strategies and plans. †¢ Providing learning opportunities, resources and support. †¢ Evaluate the effectiveness of training and development. †¢ Support training and development advances and practice. Development Development is the main part of any training session. Development may be defined as those activities designed to provide the organisation with competent work force which is able to meet the target in short, medium or long term objectives. In development stage the trainer’s knowledge and skills are transferred to the trainees. The other concepts of development includes: recruitment, induction and appraisal. Some of the examples of development programmes are: Trainee management programme, junior supervisory position, new project department, trainee officer, and assistant to area manager. The main objective of training and development will be to ‘Develop human potential and assist organisations and individuals to achieve their objectives’. Health and Safety training Accidents and healthy problems in places of work occur very frequently and so health and safety training will have to be provided to all the individuals working in an organisation. There are two laws which have to be followed in hotel or catering industry and they are the Health and Safety at Work Act 1974 (the HASAW Act) and the Control of Substances Hazardous to Health (COSHH). Health and Safety Training at work includes -preventing accidents and dealing with accidents; the ways in which accidents happen and what all ways to prevent such accidents. It is the objective of Health and safety training to identify the health problems and accidents happening in work life and to take important steps to minimise them. Research Methodology Types of data employed There will be different types of data employed in a research. Primary data: Collection of Primary data includes Interviews and Questionnaires. Secondary data: Secondary data will be collected from the staff training record sheets. Sampling Technique: Sampling Techniques includes Non Random Sampling and other techniques. Methods of Data collection Primary data: face to face interaction, questionnaire, telephonic interviews. Secondary data: books, training records, internet Data analysis The method of qualitative analysis and qualitative analysis will be employed in the research study. Qualitative analysis will be helpful to analyse the interview outputs. To analyse the interview questionnaires qualitative analysis will be employed. To analyse the research questionnaires, quantitative analysis will be employed. Primary data will be collected through face to face interviews. Face to face method of interviews was taken to overcome any communicative difficulties if arises. Closed and open – ended questions will be used to implement the survey questionnaire. The aim of using open – ended questionnaire is that the respondent will be free to give up his ideas or opinions. The closed ended questions will be analysed by using regression technique which is a quantitative approach and the interviews will be analysed by using qualitative approach. Conclusion The time period for the research to be conducted is estimated to be three months and the samples taken for the research will include the managers and his subordinates working in a hotel or in a catering sector. Survey questionnaire will be made before starting actual research. A detailed analysis will be conducted with respect to literature review. References Literature Review Training and development One of the major anxieties in an organisation is about the training. It may be due to more staffs or because of the labour turnover. For an effective training programme there should be sufficient funds allocated for it in an organisation. There will be more benefits for an effective training scheme. The benefits of a training programme include: ? Less wastage and speedy work performance by the trained worker. ? Less mistakes or accidents in the organisation. ? Less damage of machines and equipments. ? The complaints from the customers will be reduced. ? Another important benefit is that the trained staffs require less supervision and guidance. ? The trained staff will be more resourceful when other staffs go for holidays or any absence problems arise. Training will improve the job satisfaction and confidence in employees and will let them perform well in the organisation. ? Another benefit is that the potential to work and personal benefits of working efficiently and safe. Training needs analysis To design the training method, it is required to identify the training needs. It will be the responsibility of the trai ner or the line manager. He should attempt to identify the problems and opportunities which could be made better with the help of training. For this the training needs of individuals has to be studied through the appraisal reports and detailed discussion with the manager. Identification of individuals training needs will lead to corporate training needs. For example, if a catering company wishes to expand its business in a limited time, it is important to identify the staffs that are to be transferred or promoted to the new unit and the kind of training required for them to adapt with the new business unit. This may range from preparing some assistant managers and trainee chefs or stewards to do more responsible job like cooking food for the customers. The availability of sufficient trained persons in the organisation will give a successful growth to the company. The training needs arise from unexpected circumstances or conditions. For example if a restaurant makes new menu launch, the waiters or waitresses has to give training about the new products, service and selling techniques which plays a big role in sales and profits of the company. Training is considered as one of the vital tools of management. It helps the management to increase the efficiency of the company. Different skills and knowledge and attitude could be developed with training to achieve company’s objective. Training enables an individual to go through increased competences and confidence and to gain promotions. Methods to identify training requirements Job Analysis Job analysis is one of the major roles of Human Resource Management. Job analysis is conducted to check the efficiency and effectiveness of a job. Job analysis highlights the needs of training to be conducted for the job or activity to be performed. The trainee’s actual work inside the organisation is evaluated and more training will be given to improve their performance up to company’s standard. Job Evaluation Job evaluation is another method to identify the requirements of training. It is essential that a person such as chef should be well trained to acquire knowledge and skill. The type of factors assessed for training in job evaluation is: Knowledge, skill, responsibility, social skills and working conditions. Performance appraisal Performance Appraisal is one of the methods to identify the training needs. Performance appraisal is conducted in every six months or annually. It is actually a review of performance of each staff by the manager. It usually compares the actual performance of the person with the set standards of performance, company’s objective, consent job objective, specific core competencies. Performance Appraisal helps the employees to identify whether they require more training to achieve their objectives as compared to the present performance. Self Assessment Self assessment can be formal or informal. Formal assessment methods suggest the employee to asses or rate their performance against the performance standard set and will be provided if they ask for more training if they feel training would benefit. Informal assessment is method is up to the employees. The employee can ask for training if they feel would be useful. It depends upon the organisations training policy and training budget. Direct Observation Direct Observation is another method to identify the training requirements in an organisation. Observation may be with or without the knowledge of the employee. For example, in a call centre, the line manger would spend time to listen to calls attended by the staffs to find how many of them are following the prescribed standard. Otherwise a mystery caller would make a call from outside the organisation where he pretends as a customer to find the outcome. Different methods of training The two main approaches are: †¢ On the job training †¢ Off the job training On the job training in hotel or in catering industry In a hotel or a catering industry most of the staffs will have direct contact with the customers. So on the job training will be beneficial for the trainees to acquire knowledge about how to deal with the customer. On the job training plays a vital role in catering industry. If the trainer is talented in training techniques and if the objectives are clear then on the job training is the best possible way to teach the trainee the manual and social skills. In some companies new employees are put together with experienced employees who are not capable of training others. If the experienced employees are interested to train the new comers, then it will good for the company that they could save the expenses paid for specialist trainer and also the experienced employees will be able to train the new staffs in the work place along with them. They will be able to share their knowledge with the new staffs. The experienced employees should be given apt training before they are asked to train the new employees. In off the job training the progress of employees according to the training has to be checked from time to time by the person who trains. For example, the training for barmen include: bar preparation and cleanliness. The benefits of on the job training are: †¢ Training is provided in the same working environment itself. The trainee will quickly understand the nature or the standard of the job that he has to be followed. †¢ Training could be provided in exact timing. No pre-determined schedules need to be followed. †¢ There may be fewer requirements for special equipments as it is possible to use the operational resources. Off the job training in hotel and catering industry Off the job training takes place away from the actual work place. In off the job training a variety of methods and techniques are applied. The main methods used are: †¢ Talks- talks are the methods used to share knowledge regarding the nature and policies of the company, rules and regulations and other legal matters. There should be question and answer session to check the progress. †¢ Case studies, projects and business games are the best ways of off the job training techniques. Role plays are identified as the best ways to develop skills to interact with customer, how to handle customer complaints, up selling and interviewing. †¢ Some time visual aids such as films on different hotel and catering industry are used to train the new staffs of the company. †¢ Other techniques of off the job training include Programmed texts and teaching machines which could be helpful for the individual to learn at his convenient time. It does not require the presence of any instructor. The disadvantage of this method is that sometimes it could be expensive to design and the training can not give on manual skills. Staff induction Staff induction is one of the training methods. The term induction training means process by which the new staffs are given ideas about the nature of business, its structure, rules and regulations of the company, conditions of employment and duties to be performed. Induction training is not compulsory as per legal Acts. But for the welfare of the new employees or staffs, companies would indent to have staff induction when they employ new staffs. The important information concerned under the staff induction is: 1. Contract or Terms and conditions of employment. . The condition to perform a job and to whom the person is accountable to. 3. Grievance procedures, Disciplinary rules and procedures. 4. Policies regarding promotion and training. 5. Health and safety rules 6. Other social and welfare benefits The new employees should be given formal induction training to avoid unhealthy or malfunctions inside the organisation and to develop attitudes, norms and practises. The role of training agencies In developing countries importance is given for quality and standards rather than individual productivity. In Britain Industrial Training Act was established in the year 1964 to maintain the quality and supply of skilled labour so it led to establishment of Hotel and Catering Industry Training Board (HCITB). The main aims of the Board are: ? To provide advise to the companies, how to implement effective training. ? To conduct research and to develop new methods of training and materials and practises. ? To allocate sufficient funds for training needs and to aid companies to conduct approved training. To co-ordinate the supply of labour to hotel and catering industry, the Manpower Service Commission was established in 1973. It provides funds for training young people and retraining schemes for those who are unemployed. There are plenty of colleges which has department of hotel and catering. Organising training Each aspects of training have its advantages and disadvantages. One of the advantages of On the job training is that it is cheap as compared to the other methods of training. The trainee will be able to learn from the actual work place the standards or procedures of work that he has to be followed. On the job training is flexible and can adapt to any pressures of the work environment. Just like the advantages, there are disadvantages also. The trainer may find it difficult if he has had no instructional training. And so he will not be able to adopt the work pressure and will withheld training considering it as less important. Inexperienced trainers will not be able to provide effective training. On the job trainer would be able to share only those knowledge which he possessed when he was trained. The advantage of off the job training is that the expense involved in training can be measured already and the company can allocate budget and control for the off the job training programme. There will be a well trained instructor to provide training. The training will be conducted in a planned environment with good equipments. Another advantage is that training can be conducted in logical way after preplanning. The disadvantage of off the job training is that the trainee will find difficulty while facing actual work environment. The principles which he learned from off the job training have to apply in actual work place. The existing workers may feel uncomfortable to attend off the job training programmes. Systematic training Systematic training is the process of actual implication of training in a system. Systematic training is divided into three phases and it operates as a cycle. The three phases are : planning, implementing and reviewing. Planning The different stages of planning include: 1. Formulation of policy 2. Identifying training needs 3. Decision on priorities 4. Preparing a plan Formulation of policy: formulation of training policy should be given importance as like the other policies of the company. A training policy should include company’s attitudes to training and the place it will occupy in its activities. It should point out the budget allocated for training requirements. Should have specific responsibility for the implementation of training policies and it should be communicated to all staffs and management. Identifying training needs: training need can be identified if there is a clear standard which is followed in a company. Sometimes the departmental managers will make assessment whether the employees is performing up to the company’s standard. Job analysis and job evaluation are two methods to identify the training requirements. Decision on priorities: because of economic and practical reasons an employer will not be immediately be able to undertake all the training needs. And so the employer will have to set a priority. Managers in developing countries need to take staffs with more training on western style. Preparing training plan: a training plans may originate from two sources. One is the man power requirements and the other is the detailed analysis of training requirements. A training plan will make plan about the methods of training, who to conduct the training and the responsible person to implement the training. It also plans the costs involves in training and other financial considerations. Implementation Implementation involves three areas: attitude training, knowledge training and skills training. In hotel and catering industry attitude training plays an important role as the customers expect a pleasant and active service. Attitude training is important as some jobs can not be supervised closely, so the person carrying out the job should have a well attitude. For any kind of skill knowledge is required. Most skills are based on the foundation of knowledge. There should be knowledge about application of tools and equipments, methods and procedures, knowledge about the menus and recipes, food, hygiene, health and fire safety, cost control standards and onditions of employment. Those who are in higher post require more knowledge. Knowledge training may include the following: †¢ Talks and lectures †¢ Handbooks and instruction manual †¢ Posters and charts †¢ Video tapes or CD’s †¢ Programmed training packs Knowledge training is not expensive. The materials used for this kind of training can be re-used. With the help of relevant and realistic and in a very attractive manner the training can be made effective. Skills training are very important in a hotel and catering industry in order to maintain the accuracy, consistency and speed. It therefore helps to reduce the wastage and helps to produce the standards required. The skilled person always is able to work fast without mistakes or less mistakes. The two general types of skills are: social skills and physical skills. Physical skills Physical skills include movement of hands, the fingers, the eyes and other senses. Examples of the use of senses in carry out of skills include flavour for wine specialist, touch for pastry cooks, to gauge the consistency of dough, etc. Social skills training Social skills are being used as motivational technique and as a method to control a work group inside an organisation. Social skills are always attached to attitudes. A social skill is a trained ability to perform with apt behaviour in different situations. Methods of skills training There are four methods of skills training: Informal training: the informal method includes observation and hearing. It is not possible to plan and control in this method. It totally depends on the experienced worker, who performs correctly and he should be helpful. Training within the industry: this method is well organised and involves demonstrations and copying. The task will be broken down to different stages. This method requires mental thinking and judgement. The discovery method: this method enables the trainee to perform correctly through his own deductive process. This method requires great amount of preparation and careful monitoring. The skills analysis method: this method involves explanation of principles in different stages and also requires comprehension and active participation of trainee. The trainee should establish some sort of interest in this method. The training objective should be clear and the trainee has to be confident about what he has to perform. Supervisory training Supervisor is a part of management and has the responsibility to direct and control the work of others. A supervisor in an organisation is expected to maintain loyalty and reduce conflict. As supervisor’s job vary it is difficult for them to provide only general training. They would need specialised training. First the job of internal supervisor has to be analysed to asses the training requirements for a supervisor. The special areas include: †¢ Maintaining staff relationship by encouraging staff motivation and group performance development. Ensure disciplinary actions are being taken to correct and improve the performance of the employees. †¢ Industrial relationship in consideration with use of procedures. †¢ Health and safety A high proportion of training should be given to supervisors in order to enable them to face problems and different situations. Group work will help to identify each other and to solve the problems of each department. Supervisor plays an important role in the industry and good supervisory training would be an asset to the organisation. Development of personnel in catering industry The word personnel imply a particular activity which is conducted by a qualified person or a trained staff. There will many factors which will help the development of personnel in a catering industry. The five major factors which influence the development of staffs in hotel and catering industry are: 1. The growth or prosperity of catering industry on world wide basis. 2. The growth of the medium sized hotels. New traditional approaches were taken into consideration to manage the large work force. 3. The number of labour turn over is another factor concerning the catering industry. . Large number of unskilled or part time workers or casual workers creates more stress on the skilled labour. This could be avoided by creating a separate training squad in the company. 5. Lack of personnel practises and standards within the industry and among the management level will influence the development of staffs in catering industry. Management development Management development may be defined as process of providing organisation with capable and competent management team which is able to meet its short, medium and long term objectives. Most of the managers develop their knowledge, skills and attitude by continuous practise of managing others at work. A management development programme must have a balance between the formal training and work experience. Management development Management development is the process by which the young active talented staffs are trained to supervisory or management positions. It describes how a staff’s performance can be improved effectively and also makes them adapt to changes in the organisation. MINTZBERG studied managerial work and stated that in an organisation compared to other post managerial posts should be given foremost importance. He identified the roles of manager as: interpersonal, information and decision maker. Interpersonal Role Interpersonal roles include manager acting as a Leader and the Liaison. He will be responsible for team integration and motivation. As a Liaison, he will maintain a good relationship with the outside parties who are involved in the business and with the internal parties. Information Role Manager act as a Monitor, who analyses and collects information about the competitors, change of trends, internal and external factors. He will act as a Spokesperson who transmits information to outside parties. Decision Role As an Entrepreneur, manager will make decisions on any changes in the organisation. A manager will act as negotiator representing the organisation. Also, he will play the role of Resource allocator by scheduling, organising and programming subordinates work. Trainee management courses Trainee management course has a very important role in young manager’s career. In order to be a successful manager, a manager should posse’s knowledge and skills about other departments. Trainees must be given departmental training objectives in written form. Regular objectives should be held to check whether the trainees achieved their objectives. Methods of staff development †¢ General management training programmes which are of for a short period of time with theories and practises. It would be conducted in detached centres so that the manager doesn’t have the work pressure and will be free to actively participate in the training programme. †¢ Comprehensive programmes, such as a Diploma course. It requires an extended commitment from the company. †¢ Technical workshops for short term covering the use of new equipment. Job enlargement and Job rotation is another method of staff development. This method is cheap and is within the company’s control. †¢ Informal method including the process of consultation and senior management. In this method, improvement includes individual and specialized standards, expressive resilience, understanding, elasticity, assurance and inspired initiative. Systematic approache s to training Systems approach can be recognized as a rational connection between different stages in the course of examining training needs, designing, delivering and authenticating training. The illustrative image of a logical approach is a effective tool and as such it should be accepted that trainers will sketch up a model which is comfortable for them to utilize as members of a training division who must to observe the advancement of their training projects. Training Objective Training objective is to clearly state as likely what the apprentice are expected to be able to do at the end of their training, the circumstances under which they will exhibit their knowledge and the standards that must be reached to substantiate their level of competence. Written training objectives provide the trainer to decide the methods f training and contents of training and also it provide the trainees a clear target. Too much training is expensive and if inappropriate materials are integrated, then it will be confusing. Training objective act as the foundation for determining the success of training in terms of knowledge, skills and attitude expected of the trainees, the lowest acceptable standards of performance and the situation under which the performance is calculated. Also training objectives can be used to validate the link between the training needs and the actual training provided. It also considered as the first point of reference for any investigation or review in relation to training. Actions by the trainer Depending upon the nature of training to be conducted, the trainer may use different actions to make the training effective. Some of the actions used are: Setting up sub goal In order to lead the trainees towards the organisational goal, the trainer will sub divide the goals and provides motivation and support for the employees. This will help the trainer to monitor the progress of trainee’s achievement. Directing attention While conducting the training the trainer has to ensure that the trainee’s concentration is fully on training programme. They may do this through verbal, pictorial or any other means. The trainer should be aware of the different ways in which ‘to give selective emphasis to stimulus presentations for learning’ (Gagne, 1977). Humor Implementing humour in an effective way will help to stimulate and maintain the trainee’s attention towards training. Use of humour will keep away stress and will provide a relaxed situation. It will improve the communication between the trainer and the trainees. Humour may make the training session more enjoyable and will be a kind of motivation to the trainees. Pictures and demonstrations. Pictures or demonstrations will help the trainees to identify the methods or actions to be followed. It also will help to develop manual skills. Verbal instructions Language is a meditational process which can be used in training to provide information, ideas which could fit into the learning context. Also it could provide explanation about context, rules, principle and theories for acquiring basic intellectual, social and manual skills. Conclusion There are lots of benefits for the employees and the company through an effective and well planned training. With the job effective job training, individual may feel great job satisfaction. And the benefits of training towards the organisation include improved employee work performance and productivity, less wastage, less absenteeism, fewer accidents, and low labour turn over and greater customer satisfaction. Training will also have an indirect impact on the culture of the organisation.