Burger King & Television advertisements for its products

A decent advancement can help in expanding the deals and awful advancements diminish the piece of the pie. The message methodology of Burger King ought to be to make a buzz among the adolescent with keen advertising strategies. The prime quality of Burger King is to give a modified burger, anyway strange it may be. This can be the greatest influence point as various clients may have various requests with not many or nobody to take into account them. They ought not go for the standard advancement, for example, Television ads for its products.Among the adolescent the way of life of staying in contact is by means of webmail. So utilizing this mode would demonstrate increasingly compelling considering the way that young contains the greater purchaser piece. Crispin probably won't have a simple and going great excursion while building up this message and in guaranteeing that purchasers comprehend the message accurately. So as to make buzz Crispin needs to build up a picture for Burger Kin g which represents the young. Thus the message ought to be with the end goal that it doesn't appear to be excessively business and â€Å"uncool.† They have to prevail with regards to amazing the crowd which would make the buzz prompting presentation. Crispin is required to make a message that can ‘gain consideration, hold intrigue, stir want and evoke activity. ’ BK should utilize a representative which speaks to the young and they can without much of a stretch distinguish themselves with MTV characters or people from well known Rock Bands can be utilized as representative for BK as MTV is one of the most watched channels among the adolescent and they additionally love to tune in to Rock Bands.BK ought to spend the cash on an Integrated Advertising Campaign. By not legitimately advancing BK’s item they made a buzz which prompts more advancement than straightforwardly advancing the item which is excessively evident and doesn't advance the intended interest group. Significant spotlight ought to be on webmail and the publicizing ought to be equipped for making a buzz. This would prompt the most extreme infiltration among its objective clients which is the young. Works Cited Page Philip Kotler, Marketing Management, Millennium Edition, Pearson Education Publishers, Delhi, 2000

None of The Above Voting Essay

Nothing unless there are other options or â€Å"against all† vote is planned so as to permit the voter to demonstrate his/her objection to all the up-and-comers in the democratic framework. Political race is tied in with picking the correct applicant, not casting a ballot against or indicating disappointment over a specific gathering. Focuses in Favor-  · Gives genuine significance to majority rule government  · People will have the option to communicate what they really need  · Political gatherings can extend right and clear up-and-comers  · Promotes soul of majority rule government The correct reason for vote based system is to pick a pioneer who is fit to run the voting public. A pioneer must be chosen in the event that he/she is the correct competitor, the choice ought not be one-sided. Here, NOTA is a decent choice since this decision is in every case superior to no democratic. In any event the ideological groups can realize what individuals are searching for and right competitors can be introduced. It would encourage immaculateness and energy of races, and an ever increasing number of individuals will come to cast a ballot so as to communicate whether they are happy with the up-and-comers, the ideological groups speak to. Focuses against NOTA-  · Lack of appropriate instrument  · May prompt wastage of time and cash  · Can likewise prompt re-appointment Regardless of whether 90% of the voters pick NOTA, most of the staying 10% will be the winner.so there will be no point for the voters to pick NOTA. Aside from this, it very well may be wastage of time. Assume all the voters pick the NOTA choice, at that point what is purpose of political race? India is a popularity based nation where pioneers are picked based on votes and on the off chance that none of the applicants are chosen, at that point the entire political decision is an exercise in futility. Likewise it can prompt wastage of cash provided that no gathering successes or gets most of votes, re-appointment will be held, requiring a great deal of spending.

How Does Cigarette Smoke Affect Alveoli in the Lungs

How Does Cigarette Smoke Affect Alveoli in the Lungs Addiction Nicotine Use Smoking-Related Diseases Print How Does Cigarette Smoke Affect Alveoli in the Lungs? By Terry Martin facebook twitter Terry Martin quit smoking after 26 years and is now an advocate for those seeking freedom from nicotine addiction. Learn about our editorial policy Terry Martin Medically reviewed by Medically reviewed by Sanja Jelic, MD on February 22, 2016 Sanja Jelic, MD, is board-certified in sleep medicine, critical care medicine, pulmonary disease, and internal medicine.   Learn about our Medical Review Board Sanja Jelic, MD Updated on January 16, 2020 Illustration of alveolar sacs in lungs. Science Picture Co/Collection Mix: Subjects/Getty Images More in Addiction Nicotine Use Smoking-Related Diseases After You Quit How to Quit Smoking Nicotine Withdrawal The Inside of Cigarettes Alcohol Use Addictive Behaviors Drug Use Coping and Recovery Alveoli (singular is alveolus) are tiny, delicate air sacs deep within the lungs. They look like little clusters of grapes at the ends of the bronchial branches in the lungs. How Many Alveoli Are in the Lungs? When we inhale, air enters the lungs and travel through passageways to reach 300,000,000 alveoli.?? The size of a single alveolus has an approximate  diameter of 200-500 microns, regardless of lung size.?? As a point of reference, one micron is a millionth of a meter. The diameter of a human hair is about 70 microns, so one alveolus would be close to equal the diameter of three human hairs put together. Tiny! Alveoli contain collagen and elastin.  Collagen offers firmness to the air sac structure and elastin, bounce. When air is inhaled into the lungs, elastin allows alveoli to expand, and upon exhalation, spring back to their original size. The total surface area of all alveoli in a healthy adult set of lungs is approximately 70 square meters, or 800 square feet (approximately the size of half a tennis court).   Function of Alveoli Much of the outside surface area of lung alveoli are  covered with tiny capillaries.?? These capillaries and the walls of alveoli share a very thin membrane that allows oxygen from inhaled air to pass through the walls of alveoli and enter the bloodstream via the capillaries.  At the same time, carbon dioxide is pushed out in the same way when the air is exhaled. The total amount of surface area available for this gas/blood exchange determines how well a person is able to breathe.?? In a normal healthy adult, there is an abundance of available area for this process. Smokers Lungs vs. Normal Healthy Lungs Cigarette Smoking Over time, the toxins from inhaled cigarette smoke break the thin walls of alveoli, leaving larger, less efficient air sacs. The sacs also begin to lose their bounce, making it harder to bring in the oxygen and expel carbon dioxide.?? Both can become partially trapped in the lungs.  In a smoker, this process signals the beginning of emphysema, a form of COPD.   The damage from emphysema cannot be reversed.  Once air sacs are broken, they do not mend. However, if exposure to cigarette smoke  stops soon enough, the damage can be halted.  If smoking continues, there will come a point where lung damage will progress regardless of whether a person stops smoking or not. Good Reasons to Stop Smoking Now The lesson here is to stop smoking as soon as you possibly can.  Every cigarette you smoke is hurting your body in numerous ways. Cigarette smoke is chock full of chemicals that cause cancer and are poisonous.   Some cigarette additives are radioactive and there is evidence that these chemicals leave permanent radioactive deposits in the smokers lungs. Researchers believe this is a contributing factor to the risk of ?lung cancer.?? Once inhaled, cigarette toxins hitch a ride through your bloodstream via the alveoli where they have access to every organ in your body. Its no wonder that cigarette use is linked to so many diseases. There is nothing to recommend smoking.  We think we enjoy it, but its an addiction, plain and simple. Practical Tools to Help You Quit Smoking

The Electronic Medical Records Is A Complex Entity

Healthcare is a complex entity that encompasses a variety of specialties necessary toward meeting the needs of patient seeking clinical services. There are multiple communications necessary to efficiently meet patient needs. For many years detailed documentation, progress notes, specialty consults, and physician orders have been hand written. The legibility of this documentation was often illegible, and difficult to decipher, which resulted in clarification orders and often delays. The electronic medical record was introduced approximately 50 years ago with an ultimate goal of compiling healthcare information for immediate and future reference (Keller, 2016). Since the electronic medical records was initially implemented multiple versions have since been created. Successfully implementing the electronic medical record, requires a great deal of research to ensure that the specifications align with the organization’s short and long term goals. Need for Transition As healthcare continues to evolve, it is necessary that care provided is documented efficiently and without error. This documentation should be readily available whenever needed. The electronic health record is a database that provides a reflection of all care provided. This database would be beneficial to healthcare professionals providing care to new and frequent patients. Assessment documentation, physician orders, progress noted, and results review will be beneficial when comparing current assessmentsShow MoreRelatedElectronic Health Records ( Ehr ) And The American Recovery Reinvestment Act1735 Words   |  7 PagesIntroduction With the advent of electronic health records (EHR’s) and The American Recovery Reinvestment Act (ARRA) of 2009, electronic health records have become main stream and a requirement for healthcare providers who treat Medicaid and Medicare patients. An electronic health record (EHR) is a digital version of a patient’s paper chart (Health IT, n.d.). EHRs are real-time, patient-centered records that make information available instantly and securely to authorized users. A portion of ARRARead MoreConversion to Electronic Health Records Essay1039 Words   |  5 PagesWhat an exciting time to become part of the health care industry! Medical research makes new discoveries to improve the quality of patient care and save lives on a daily basis. Health care reform is gaining momentum, revolutionizing the industry and requiring many administrative changes, such as the creation of the Health Insurance Portability and Accountability Act of 1996 (HIPAA). Rules and standards evolved from this act provide a way to ensure your protected health information remains confidentialRead MoreEssay Hybrid Health Record1063 Words   |  5 PagesHealth Record Hybrid Health Record Ryan Engle 250129 Western Governor’s University Abstract Management of health records is becoming increasingly complex. I will discuss the management of â€Å"Hybrid† health records, including legal issues. Additionally, I will evaluate a sample record policy for compliance with Washington State Administrative Code, Medicare Conditions of Participation, and Health Insurance Portability and Accountability act. Hybrid Health Record Electronic Health Records (EHR)Read MoreTechnology Plan Essay1182 Words   |  5 Pagesinformation by health care providers that bill electronically, health plans, health care clearinghouses and third-party entities that do work for them, but the heart of HIPAA is the privacy rule, with a laudable goal which is to protect the confidentiality of health care information that can identify individuals. The rule limits use or disclosure of patient’s health information by covered entities and others with access to the information. It also gives individuals federal rights with respect to their patientsRead MoreThe Impact Of Technology On Healthcare813 Words   |  4 Pagesdevelopment of electronic health records (EHR) history began within about the last 50 years with acceleration taking place since the January 2009 passage of Health Information Technology for Economic and Clinical Health Act (HITECH), which was over a 30 billion dollar healthcare delivery EHR transformation. In the beginning EHR was only available to large organizations who could handle complex IT management systems, then with the launch of the Internet communication and data sharing with other entities andRead MoreFuture Reform of Healthcare Medical Records1419 Words   |  6 Pagesï » ¿Future Medical Record Reform By 2030, we can predict that traditional paper and manually recorded medical records will be ancient history and that universal technical systems will be in place. EHRs (electronic health records) systems are collections of digital medical records kept by health care facilities and affiliates such as hospitals, doctors offices, and insurance companies (Lynn, 2011). The intention of the EHR system is to extend health information technology into the realm of patientRead MoreHealth Information Technology For Economic And Clinical Health1283 Words   |  6 PagesRecovery and Reinvestment Act of 2009, to promote the adoption and meaningful use of health information technology (Mangalmurti, Murtagh and Mello 2060). The HITECH Act authorizes grants and incentives to promote the â€Å"meaningful use† of electronic health records (EHR) by providers (2060). The effect is a high commitment to a technology-led system reform, urging a renewed national commitment to building an informati on infrastructure to support health care delivery, consumer health, quality measurementRead MoreHow Has Public Health Healthcare Improved Public Healthcare Services For Americans Over The Last Two Decades?1122 Words   |  5 Pagesattacks for inside and outside the official public health agency. 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The course outcomes that my paper will address are the rules and regulations regarding privacy, confidentiality, and compliance with special attention to the HIPAA Privacy and Security rules on our local,Read MoreClinical Decision Support For Best Practice1096 Words   |  5 Pagesinterview with an Assistant Professor at Duke University Health System in the Department of Medicine, Maestro Care Provider Champion and Clinical Content Architect. This physician works to incorporate clinical decision support tools into the electronic health record at Duke Health System. He manages the best practice advisory committee that may provide a way to deploy alerts to clinicians at the point of care. Alerts with order sets and recommended actions are created and updated to notify providers

Romantic Phrases for Dating in Italian

You’re drinking a glass of vino rosso during aperitivo as you talk to your friends, and then someone catches your eye. There’s an Italian that you can’t keep your eyes off of, and this person notices you, too.   Eventually, you two start chatting and  make plans to meet again another time at the same aperitivo. That date leads to another and another until you find that you’re head over heels for this person. If you’re in the midst of something like that or you want to be prepared just in case it happens, below you’ll find both romantic and practical phrases for dating in Italian. If you finish this list of phrases and still want more, check out this one of 100 Ways to Say I Love You. Phrases for Spending Time Together   Dovremmo uscire solo noi due qualche volta. - We should  go out just us two sometime.Sei libero/a stasera? - Are you free tonight?Perchà © non ci vediamo di nuovo? - Why don’t we meet again? TIP: If you’re talking to a female, you’ll use the -a ending, and if you’re talking to a male, you’ll use the -o ending. Click here to learn more about gender agreement. A che ora? - What time?Ci vediamo allora. - I’ll see you then.Qual à ¨ il tuo numero di telefono? - What’s your phone number?Ti va di prendere un aperitivo? - Do you want to get an aperitivo?Posso invitarti a cena? - Can I invite you to dinner?Ti va di venire a cena con me? - Would you mind having dinner with me?Passo a prenderti alle (9). - I’ll pick you up at 9. If you’re unfamiliar with how to tell the time, click here. TIP: If you’re a male, you’ll use the -o ending, and if you’re a female, you’ll use the -a ending. Ho trascorso una splendida giornata con te. - I spent a wonderful day with you.Grazie per la bella serata!  - Thanks for the great night!Quando posso rivederti? - When can I see you again?Cosa prendi? - What do you want to drink?Offro io. - I’m paying.Mi piaci tantissimo / Mi piaci davvero tanto. - I like you so much.Vuoi diventare la mia ragazza? - Do you want to be my girlfriend?Baciami. - Kiss me.Abbracciami. - Hug me. Phrases to Use When You’re Apart Mi manchi. - I miss you.Ti amo, piccola. - I love you baby.Ti voglio bene, mia adorata. - I love you, my dear. There are two ways to say â€Å"I love you† in Italian. This one is the less serious version. You can learn more about the differences between â€Å"ti amo† and â€Å"ti voglio bene† here. Also, both of the pet names used above are being used for talking to a female. Mi à ¨ bastato uno sguardo per capire che tu fossi la mia metà   della mela. - One look was all it took to know that you were my soulmate. (Literally: It only took one look to understand that you were the half of my apple.)Sei la mia anima gemella. - You’re my soulmate. (Literally: You’re my twin soul.)Vorrei poterti baciare proprio ora. - I wish I could kiss you right now.Sono cosà ¬ contento/a che ci siamo incontrati. - I’m so glad we met.Buongiorno bellissima / principessa. - Good morning beautiful / princess.Non sei come gli altri. - You’re not like others.Sei affascinante. - You’re fascinating / charming.Voglio godermi ogni attimo con te. - I want to savor every moment with you.Sento qualcosa di forte per te. - I have strong feelings for you.Avrei voluto restassi con me. - I would have liked for you to stay with me.Mi hai colpito subito. - You caught my eye right away. / You made an impression on me right away. ​To learn how to form sentences like the ones above with fossi and restassi, click here to learn about the imperfect subjunctive mood.

Diamond Necklace Free Essays

â€Å"Maupassant uses the symbol of the necklace to represent various stations in Victorian society. However, this theme may be lost to readers that are not versed in Victorian culture. In the story, the necklace is more than an object of desire. We will write a custom essay sample on Diamond Necklace or any similar topic only for you Order Now It symbolizes something that is out of reach for the heroine of the story. It is used to explain the pitfalls of what can happen when desire overrides all other elements of one’s life. However, the necklace also has another meaning that is often overlooked. â€Å"One will recall that there are two necklaces in the story. The first one is the more expensive one. It represents the true upper class of society, those that can truly afford to possess such an object. Madame Forestier feels comfortable allowing Madame Loisel to borrow the necklace. She is not afraid to let go of it. This suggests that her life savings are not tied up in it. She does not guard it so carefully that she is unwilling to let it out of her sight. She is comfortable taking a small risk with it. â€Å"However, Madame Forestier is less than amicable when the necklace is returned a week late. This indicates that although, she was not devastated by the loss of the necklace, it still held a considerable value to her. Her reactions indicate that it was still an uncomfortable loss and held some value in her life. To the wealthy, class of Victorian France, their finery was s symbol of not only their wealth, but their power in society as well. This necklace was important to Madame Forestier as a symbol of her station in French society. We do not know how many pieces such as this that she owned, but this may have been an important piece to her. â€Å" How to cite Diamond Necklace, Essay examples

Competitor Analysis of Dahlie free essay sample

The two of the main competitors of Darlie in the market are Sensodyne and Colgate. As the world largest producer and manufacturer of toothpaste, Colgate becomes the greatest competitor of Darlie. Colgate has survived in this industry for such a long time and has established its influence among the customers. It has successfully making the customers to have brand loyalty toward Colgate. Besides that, Colgate has different types of toothpaste, which can satisfy different needs of the customers. This has fulfilled the needs and wants of the customers and directly competes with Darlie as the product range of Colgate and Darlie are quite similar. Nowadays, a lot of people are facing different types of teeth problems, such as sensitive teeth, gum disease and tooth decay. Therefore, they tend to buy the toothpaste which can help them to solve their teeth problems. Sensodyne is focusing on solving sensitive teeth problem and is recommended by dentist to be used. We will write a custom essay sample on Competitor Analysis of Dahlie or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page It has shaped the brand image of Sensodyne to become professional and high class toothpaste. Therefore, although Darlie also has their own sensitive teeth toothpaste, people still prefer Sensodyne as the look for the brand image. Therefore, Colgate and Sensodyne become two of the main competitors for Darlie in Malaysia toothpaste market. Comparison of Colgate and Its Competitors Darlie Colgate Sensodyne Market share in Malaysia In 2011, Darlie’s market share is 31%. In 2011, Colgate’s market share is 60%. In 2011, Sensodyne’s market share is 5%. Target customer Their target customers are those urban people who are above 18 years old, and pay attention to their oral health. The target customer is mothers with kids who make toothpaste buying decisions for the family and people who care for their oral health. The target customer is the adults from 20 to 60 years old who faced sensitive teeth problem. Promotion Using websites, advertisements and TV commercial to advertise. Having promotions in supermarket. Using website, advertisement, and TV commercial to advertise. Having some promotions by giving free gifts. Colgate School Program: give out free samples to kids and teach kids the way to brush teeth properly. Bright Smile, Bright Future program: promote the importance of oral health through education and prevention. Using websites, various advertisements and TV commercial to attract customers. Promotion through dentist and dental clinic. â€Å"Chill Test† in hypermarket. Price The price range of Colgate is between RM7. 95 to RM10. 60. The most expensive toothpaste is Colgate Sensitive Pro Relief. The cheapest toothpaste is the Colgate Regular tube. The price range of Sensodyne toothpaste is from RM9. Product Having different range and types of toothpaste. For instance, fresh breath, whitening, sensitive teeth and enamel protection. Specializing in the preservation and treatment of oral hygiene. Create an array of 40 different patented toothpastes keeping Colgate competitive. Having 13 different classifications and varieties of Colgate toothpaste. Consists of different types of toothpaste, but mainly focuses on the sensitive teeth issue. Place Almost at all supermarket and mini market. Very convenience to buy it. Almost all super markets and pharmacies carry Colgate Toothpaste. Can sometimes be found in more prominent locations when on sale or launching new products into the market. Distributed indirectly. Available in all hypermarkets, supermarkets and pharmacies, Chinese medical halls and mini markets in Malaysia. Length of time in business Darlie started its business since 1933. It has taken 80 years in the toothpaste industry. Colgate-Palmolive started its business in 1806. It has taken 207 years in the toothpaste industry. GSK produced Sensodyne in 1961. It has taken 52 years in the toothpaste market.

Supreme Court Striking Down Taboos free essay sample

A paper which discusses the rulings of the U.S. Supreme Court on two cases dealing with interracial marriage and gay rights. The paper discusses how the U.S. Supreme Court provided tangible direction in 1967s Loving vs. Virginia and in 1986s Bowers vs. Hardwick. The paper shows that by ruling against states rights, the Supreme Court ruled that it was unconstitutional to prohibit interracial marriage in Loving but sided with Georgia in Bowers and ruled that the state statute prohibiting sodomy was constitutional striking gay rights a blow from which they only began to recover in 1996. The paper explores how these two cases had an immense impact on the historical progress of the twentieth century the end of the century concerned itself primarily with equality and equal rights for various groups and these two cases were seminal in determining the course of the twenty-first centurys continuation of the quest for equal rights. We will write a custom essay sample on Supreme Court Striking Down Taboos or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Interracial marriages and gay rights represent much larger issues as if those issues are not large enough. American history since 1789 is one long debate between states rights and federal powers. Those usually willing to effect change in favor of minority groups have clamored for federal powers to refuse states the right to marginalize certain groups. Those who prefer the conservative whether evangelical Christian or not viewpoint call for the federal government to stay out of states regulations pertaining to hotbed issues like race and sexual orientation.

Assignment Durex Essay Example

Assignment Durex Essay Example Assignment Durex Essay Assignment Durex Essay The county has seen a shift from a conservative society to an increasingly open perspective. Condoms can be easily purchased at most petrol kiosks and convenient stores and are usually placed near the counters. Singapore are also seen as materialistic and brand conscious when it comes to purchasing (Google Books, 2015). More youths are also engaging in sexual relations at a younger age due to such influences like internet, media, and society at large (Enid Grubber, 2010). It is important that Dared constantly pays attention to these changes in society and constantly reposition its brand to avoid being seen as an out-dated brand. This way, it is able to connect to he youths and to avoid being stigmatize but the younger generations. In Singapore, technology is integral in the growth due to the limited resources. Singapore are mobile saws with 88%, either owning an Apple device or an android device that enables them to have access to the internet wherever and whenever they need it (semaphores in Singapore: A Whitepapers Release, 2012). However, technology is also a double-edged sword; while it can provide fast information but it can also be a Source of clutter. This provides a challenge for Dared as it has to compete with other online advertisements to reach out to the market. At the same time, because of technological advancements, this also allows condoms to be an alternative for contraceptive pills. In the recentness, Dared has caught up with the technological and social trend which allows them to reach out to more youths through the use of floggers, Youth and Google by purchasing the condoms online. By doing so, Dared has effectively addressed most of the PESTLE concerns by shifting their marketing efforts in that direction (Lovingly, 2014). Singapore has a tropical climate with humid temperatures, however, this does not affect Dared much as all of the products are not affected by seasonal or climate change. Singapore is a moderately green country and with their increasing efforts to categorize wastes accordingly, there is still a low adoption rate of these practices among households. As such, condoms are often used during personal time or at homes and are usually not disposed in a green manner. Dared condoms are made of Latex, Polystyrene and Polyurethane, which are not biodegradable materials (The Condom Depot Learning Center, 2014). This means that they must either be burnt or disposed in a landfill. There are no landfill taxes to be paid in Singapore, however, expired/unsold condoms are turned to Dared to ensure that they are not irresponsibly sold or disposed. This also means that Dared has to take on the costs of disposing off unwanted condoms and affects their profit of margin. There are no legal restrictions on the sale and use of condoms in Singapore, however, the legal age to have sex is at the age of 16 years old and 1 8 years old for commercial sex (Congregationalisms. Com, 2011). Therefore it is also a regulation that the condoms are to be accompanied by a user manual. This user manual often comprises of a pictorial diagram So as to cater to all. This ads additional production cost to the product. There are not much legal implications for Dared Singapore to enforce the legal age to have sex but however, they spend more resources on promoting safe sex as part of their social responsibility. 3. Porters Five Forces Analysis 3. 1 . Threat of New Entrants (Low) Due to the costs and access to the distributive channels for the industry, the threat of having new entrants in this trade is seemingly low. Action for Aids (FAA) by World Health Organization (WHO) have been promoting prevention of HIVE and Studs constantly but with little demand for condoms, companies eke Dared have put in all their investments in this particular industry. Dared does not only produce condoms but they have also constantly produced new products to compete with the other condom brands in the market, with the products at a lower and affordable cost. 3. 2. Threat of Substitutes (Moderate) Besides the myriad of condom brands available in Singapore, there are also many alternative contraceptive measures that are popular among Singapore. Condoms are socially viewed to be the less pleasurable method, and are also attached with the stigma of embarrassment when making the purchase (Thinkers. Erg, 2014). Because of this, many youths tend to shun away from using condoms. Less informed youths may use withdrawal as a mean of contraception, although strictly speaking it is counted as unprotected sex. More informed youths may choose natural contraception, abstinence from penetrative sex or even oral contraceptives. There also are surgical contraceptive methods available that are limited due to the permanent effects. However, this suits a particular older market; those who have made decisions or also due to health reasons. The threat of substitutes is moderate due to the propensity for the market to eek out other alternative contraceptive methods. As sex and contraception are intimate and personal decisions, it is often hard to alter the mind-set of the market. Recently, Dared has made several efforts to introduce Fatherlier, thin and skin like condoms to change this (Dared. Com. My, 2015). 3. 3. Bargaining power Of Suppliers (Low) Most of todays condoms are made of latex and other synthetic materials. The primary ingredient for these is rubber. The 5 main suppliers of this commodity are Thailand, Indonesia, Malaysia, India and Vietnam; all of which are very close to Singapore, reducing the supply chain cost. As these sources re also located within SEAN region, it is not difficult to switch supplier from within the country, or even to source for materials in neighboring countries (Steve B. Scoot, 2015). Hence, the bargaining power of supplier is low. Furthermore, there are recent developments to use synthetic rubber (Polypropylene) as an improvement to latex condoms provides and alternative supply source for Dared. Since it is a synthetic rubber, Polypropylene is easily produced and available throughout the world. The low cost in the supplied materials are vital for Dared to be able to keep the condoms at a low price point to remain competitive. While the selling point of the product does not always directly relate to the quality of the material used, Dared spends a lot on to constantly develop and improve their products on materials. 3. 4. Bargaining Power of Customers (High) In the Singapore market, condoms are easily available at all convenience stores and are often placed near impulse purchase shelf areas. This is because the nature of the product is fast moving and disposable. To further add on, there are way too many other competitor brands with a variety of other different product offerings. A lot of youths also chose to have unprotected sex, due to the many social related issues despite the low cost of condoms in Singapore (Heartfelt. Asinine. Com, 2015). This makes the bargaining power of Dared customers high. Although Dared is a well-positioned brand and more recognized, there is little brand loyalty among customers due to the discussed points. Competitor brands are similarly priced coupled with the affluence of Singapore make the cost of switching to a competitor brand very easy. Any significant changes in the price of Dared condoms can cause a loss of customers unless the price change can be justified by the product offering. 3. 5. Competitive Rivalry (High) Competitive rivalry in the industry is relatively high. This is because of the nature of the product that is low involvement and customers have little loyalty. It is hard to differentiate the products from other brands and it, coupled with the difficulty of marketing to the masses. This high competitiveness has driven the various companies to constantly innovate to differentiate. From condoms of different flavor, texture, and thickness are all efforts by brands to grab the attention of the fickle consumer. Dared has responded to this rivalry by creating bundle packs of pleasure gels and sex sys along with condoms to be branded as an advocate of enjoyable and safe sex. Dared is able to differentiate themselves from other competitors by addressing the perspective that condoms are a pleasure-kill. Ultimately, regardless of all the marketing and bundles that Dared can offer, the core product offering of a condom is fundamentally the safety and assurance that it provides to consumers. The measure of safety and reliability is often intangible and difficult to market out. Hence, Dared strategies to compete against rivals involve providing scientific data to instill assurance and life in Duresss technology. Dared is a company with relative branding in Singapore with quite a range Of products they have displayed on the shelves. Not only their products are of good quality, they are also constantly coming up with new flavors and innovations. However, compared to the prices of their competitors, Dared products are still relatively higher. Therefore, the four strategic recommendations are Cost Leadership, Differentiation Strategy, Diversification Type and Diversification Process. 4. 1 . Concentration Strategy Based on the brand equity that Dared has already built up, it would be advantageous for the company to continue investing and further strengthening their foothold in the industry. With the application of Nations Matrix, there are many directions that Dared can pursue in the industry. Remaining in the industry allows Dared to focus more resources onto developing better products so as to gain leverage over the competitive market in Singapore, as shown in the Porters 5 forces analysis. 4. 2. Concentric Diversification As the social and technological trends develop, it is difficult for a company like Dared to predict and react. Hence, a strategic move is for Dared to acquire ND develop into other forms of contraception industries (both commercial and medical) so as to remain a key player in the industry. Regardless of what forces exert pressure, Dared will be able to have a certain degree of influence over the market and its environment. In order to further influence those with no brand loyalty, innovation can often help to tip customers in choosing Dared. As with the case of Samsung, by introducing many innovative products to the market and reacting to the consumer preferences can actually help to differentiate how different the brand is from the others. For example, Dared came up with an ultra-thin Indo ranged Fatherlier is a good strategy to attract customers. Dared also has a superior research team which further adds on to the branding (Dared. Com. So, 1 915). Although the price range of Dared may seem affordable, however customers think of Dared much more as a premium brand compared to other competitors like Spire and Oakmont. Hence, implementing low costs to beat the competition is ideal for the saturated market in Singapore and at the same time, this also allows Dared to gain more brand loyalty customers. For example, current pricing at $7 may not be attractive to win impulse buyers or hose who have no brand preferences. Hence, if the price range of Dared is justified this may in time gain brand loyalty customers. In the recent years, Dared has managed to find much marketing success online. Much of this is because of the Singapore culture and environment that Dared is able to benefit from. However, the strict advertising policies still pose a problem for the industry as it is difficult to market and stand out. Furthermore, as a low cost product, little emotional attachment and buyer involvement, Dared has done more to innovate and differentiate themselves from competitors.

To what extent is it sustainable for countries to rely on the export Essay - 1

To what extent is it sustainable for countries to rely on the export of manufactured good to generate economic growth - Essay Example ce is mainly determined by two (connected) factors: its exchange rate and its growth rate in relation to those of its trading partners† (A special report on Americas economy: Export or die 2010). In other words, the currency value and the export growths are the major determinants of the economic growth of a country. This paper evaluates the importance of export of manufactured goods in sustaining economic growth of a country. China’s policies helped them to grow at the rate of 7%–8% per year which is sufficient enough to produce 15 million new jobs a year (THE â€Å"CHINA PRICE† AND WEAPONS OF MASS PRODUCTION, n. d, p.1). China is one of the prominent exporting countries in the world which exploited the possibilities of export of manufactured goods judiciously for their economic growth. In fact they taught the external world new export oriented economic lessons. While most of the countries tried to sell their products for maximum possible prices in global market, China adopted a different strategy of selling their products for maximum cheaper prices. Cheaper prices made Chinese products favorite in global market and they were able to generate big volumes of business in the global market. Bulk production helped China to sell their products for cheaper prices in global market. Mass production also helped China to reduce their unemployment problems up to certain extent. While most of th e other countries struggled to boost their economy through export of manufactured goods, China not only maintained a steady economic growth through export of manufactured goods, but also succeeded in reducing unemployment problems. It is not easy for other countries to follow the path of China blindly. For example, America’s manufacturing base is not much active currently because of the stiff competition from the Chinese products. Even American consumers became the fan of Chinese products because of the cheaper price and better quality compared to the American products. Under

Do my assignment Essay Example | Topics and Well Written Essays - 250 words - 1

Do my assignment - Essay Example rage American are their security and country’s economics that directly affects the amount and quality of food on their table, their shopping habits, their selection (most of the times it is the availability/affordability) of college/university, savings/investment and health. Obama might not have been the best when it comes to taking care of all these matters but he sure is a person that keeps things under budget. In my observation and from what I have learnt from my American friends, (I’m a student from the Middle East) the majority considers Romney a Neocon. He would probably waste precious resources of the US citizens in engaging unnecessary battles and wars. Americans don’t want their money to be spent on military ventures, painfully, outside the US soil. The Americans have their own battles to fight on their own soil. Being a military superpower doesn’t mean that each of its citizens is fed properly and sleeps in a warm

Implementing and Measuring Effective Organizational Training

Implementing and Measuring Effective Organizational Training Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is a waste of valuable time and money. This paper reviews the literature concerning critical elements of an effective organizational training program. Practical methods are presented in the areas of planning, implementation, and evaluation. Specific guidelines for developing an organizational analysis and training needs assessment are provided for consideration in the planning phase. Guidelines for providing training objectives, a favorable training and learning environment, effective training techniques, and strategies that ensure effective transfer of training are provided for consideration in the implementation phase. Recommendations for thorough training evaluation procedures are provided for consideration in the evaluation phase. Implementing and Measuring Effective Organizational Training and Development Organizations are composed of people with varying knowledge, abilities, skills, attitudes, and social behaviors that are utilized to move the organization towards its mission and goals. In order for organizations to improve and grow, the people who make up the organization must also improve and grow. Knowledge, skills, and attitudes must be developed in order to maintain a workforce that remains competitive in todays marketplace (Cascio Aguinis, 2005). Training and development programs have been found to produce positive results in industrial development and organizational performance and have been shown to produce an increase of employee productivity, wages, and employment longevity (Huselid, 1995; Colarelli and Montei, 1996; Kitching and Blackburn, 2002; van Eerde, Tang, Talbot 2008). Organizations that provide ongoing opportunities for employee development and growth place themselves at a distinct competitive advantage over those that do not. They recognize that training is a necessary component of corporate culture, where commitment to training and development is shared from the top down, and necessary time and funds are invested as needed. They ensure that training is linked to organizational objectives and strategies, and is designed to positively affect the companys bottom line. Continuous feedback is provided through structured quality improvement practices, and the organization remains flexible to restructure systems that improve performance (Cascio Aguinis, 2005). Training within an organization costs valuable time and money. Billions of dollars are spent by organizations each year in formal and informal training programs. Like everything else in business, it is essential to develop an organizational training and development program that provides the grea test possible return on investment (Cekada, 2010). This paper will present a review of the literature to explore three phases of an effective organizational training and development program: the planning phase, the implementation phase, and the evaluation phase. The planning phase includes completing an organizational analysis, task analysis, and a person analysis, and utilizing a training needs assessment to determine specific training needs that are in sync with the organizations mission, goals, and cost constraints. The implementation phase includes the design of the training program that will most effectively meet the needs assessed. The evaluation phase includes the development of criteria and use of comprehensive evaluation models to determine the trainings validity and effectiveness. Phase One: The Planning Phase Training Utility Training utility refers to the benefit that the training program has on organizational effectiveness. Training has been shown to be beneficial to an organization. However, if what is trained does not improve organizational effectiveness, it becomes at best a poor investment and at worst detrimental to progress. A training program is beneficial to the organization to the extent that it meets the assessed needs of the organization (van Eerde, Tang, Talbot 2008). Organization-Task-Person-Demographic and Values Analysis The first task of an effective organizational training program is to determine the specific needs of the organization. A comprehensive analysis of organizational systems and their workforce is necessary to determine relevant training needs and develop a training system to meet those needs (van Eerde, Tang, Talbot 2008). Morano (1973) recommends indentifying and surveying key leaders in each area who are as he describes are in the best position to know what training is needed most in their prospective areas. Morano goes on to suggest conducting a manpower analysis and an organizational analysis to determine needs that could be met through training. Although Moranos recommendations are broad scoped, he grasped the importance of conducting a thorough analysis of what is needed and how those needs could be met through training rather than simply providing training for trainings sake (Morano, 1973). The core model for assessing training needs has not changed much since McGehee and Thayer (1961) developed their Organization-Task-Person framework. The organizational analysis is designed to determine how training personnel can help the organization reach its goals and fulfill its mission (McClelland, 1993). Two major themes of the organizational analysis are linking training to corporate strategy and maintaining the workforces technical relevance (Latham, 1988). The task analysis determines what personnel must learn in order to execute their job well, and the person analysis determines who will need training and for what reason (van Eerde, Tang, Talbot 2008). The emphasis of a task analysis should also be on what is required by the employee in the future to be effective. In addition to the organizational-task-person analysis, Latham recommends performing a demographic analysis to determine the needs of specific subgroups to include age, gender, and management levels (Latham, 1988) . Prior to evaluating organizational strategies such as company philosophy, mission statements, objectives, strengths and weaknesses, organizational design, and programs that implement the strategies, OReilly and Pfeffer (2000) recommend beginning with defining the organizations basic principles and values. The next step is to evaluate management practices to determine the extent that those principles and values are modeled and reflected throughout the organization. Practices that do not embrace these basic principles and values are changed or discarded. This process helps to align the companys objectives with its basic principles and values as well as with the emotional and intellectual behavior of its employees in a way that can be used on a day-to-day basis (OReilly III Pfeffer 2000). Training Needs Assessment A needs assessment is a structured way to determine organizational needs that can be met through training. The function of the training needs assessment is to determine why training is needed, what exactly should be trained, and who should receive it in a way that creates the greatest benefit for the organization. One of the purposes of a training needs assessment is to ensure that the training process actually is designed to meet organizational goals and needs that are assessed so that training is most likely to increase the probability of organizational performance (van Eerde, Tang, Talbot 2008). A training needs assessment is necessary to define goals, determine who will make up the assessment group, determine resources and financial commitment needed, review and recommend the most effective assessment methods and tools, determine time frames, schedule and implement assessment procedures, gather and analyze feedback, determine conclusions, and present findings and recommendations to the organizational leaders (McClelland, 1993). It is a structured and thorough way of determining organizational training needs. A good training needs assessment is the first step in creating an effective training program. A training needs assessment will clarify organizational goals and needs, stimulate creative thinking, formulate effective training strategies within budgetary constraints, provide increased management and participant commitment, and illuminate the most effective methods for determining and providing the training and development needed (Cekada, 2010). An effective needs assessme nt may also identify problems that may not be solved through training but instead require adjustments to policies, procedures, or practices (Brown, 2002). An effective training program is not one that provides the most training hours but one that is aligned with the organizations needs as defined by a thorough training needs assessment (van Eerde, Tang, Talbot 2008). Data collection can be accomplished through a variety of methods. Surveys and questionnaires are inexpensive, can be completed in a short time frame, and are easy to summarize. Interviews can reveal attitudes, problems, and potential solutions. Performance appraisals can identify skill deficiencies and training needs. Observations can provide data in vivo without interrupting the workflow. Tests can assist in determining deficiencies in knowledge or skills and are easily quantifiable and reportable. Assessment centers can assist in determining management training needs. Focus or discussion groups can increase participant interaction and commitment to change. Document reviews can help determine needs and can easily be collected and analyzed. Advisory committees can utilize key players to provide inside information and needs (Brown, 2002). Teams and supervisors can be utilized to provide ongoing data collection and submit results on a regular basis to HR for training recommendations (v an Eerde, Tang, Talbot 2008). Phase Two: Training and Development Create Training Objectives and Sequencing Upon the completion of a thorough training needs assessment, the identified needs can be translated into clear behavioral training objectives. A key to successful training involves creating training objectives that guide the training process and specify measures that accurately evaluate results. Training objectives should clearly describe the desired behavior to be learned, the context in which the behaviors should occur, and the behavioral criteria that can be observed and measured upon completion of the training. Objectives should be listed in sequence as they are needed on the job or by importance. Reasons for sequencing should be made clear to the learner at the beginning of training (McConnell, 2003). In other words, if a particular task requires several sub-tasks to complete, it is important to sequence learning objectives for each sub-task first before working on the overall task (Cascio Aguinis 2005). Create an Effective Training and Learning Environment With the development of internet and intranet technologies, computer-based instruction has provided an alternative to the traditional brick-and-mortar classroom instruction. Most companies today use the Internet to provide various levels of employee training. In a study of use of the Internet for organizational training, it was found that learners in blended learning environments that involved on-line and face to face interactions had more control over where and when they engaged in the learning process and had a wider variety of learning tools. As a result, students were more motivated to learn, and achieved higher scores over those in a traditional face-to-face classroom (Klein, Noe, Chongwei, 2006). Virtual team training is relatively new and has not demonstrated the same success. In fact only 7% of respondents in a survey of over 400 human resource professionals reported current virtual team member and leader training to be very or extremely effective. More effective training is needed to provide skills necessary to select and use appropriate communications technologies, and to lead and manage virtual teams (Rosen, Furst, Blackburn, 2006). However, whether training is conducted in a traditional classroom, on the internet, or on the job, certain principles should be in place to ensure a productive learning environment. For instance, trainees should have a clear understanding of the training objectives and the expected outcomes. Training content should be meaningful and relevant to the job currently being performed. Trainees should be provided a variety of materials that stimulate various learning modalities. A sufficient amount of practice must be provided. Trainees should receive and be able to provide feedback on what is being learned, and should be able to observe and interact with other trainees (Noe Coquitt, 2002). Others principles include providing for trainees with diverse skill levels, ensuring commitment and buy-in to training on all levels of management, and utilizing commitment strategies to increase participant buy-in and motivation (Tall Hall, 1998). Utilize Effective Training Techniques A multitude of training methods or techniques exist and those chosen should be based upon the training needs assessment. Examples of training methods include group training, team training, coaching, mentoring, self-paced learning, e-learning, computer-assisted learning, distance learning, self-study, simulations, lectures, job shadowing, job rotation, and behavioral modeling. Group training occurs when three or more employees are engaged in learning common objectives. Many organizations provide group training to review HR policies and procedures and safety practices. Team training is comprised of members of a particular team with objectives on how to effectively work together as a team in order to fulfill the teams objectives. Coaching is a training technique often used in on the job training and is usually more individualized to the employee. Mentoring occurs when more experienced employees train newcomers to adapt to the organizations culture or environment. Self-paced learning is comprised of self-contained units of instruction that the employee can review and complete at their own pace. Self-paced learning can also be computerized so that employees can complete units of instruction at their own pace via their own computer. E-learning is on-line instruction that can be utilized individually or as a group. Distance learning is utilized to provide instruction from teachers who are in other parts of the world. Distance learning can occur through video conferencing, telephone conference calls, or internet access. Simulations are provided in a laboratory or on computer and simulate the actual job that is to be performed and are usually complete with immediate feedback mechanisms to enhance learning. Job assignments and rotations often occur on the job for a specified amount of time. The shadowed employee is able to learn various aspects and multiple components of the job by asking questions and observing effective modeling in vivo from the job shadower (McConnell , 2003). Both formal and informal on-the-job type training are important for training objectives to be acquired and generalized (Verhaest Omey, 2010). Behavior Modeling The behavior modeling technique based upon Banduras (1977) social learning theory is one of the most commonly used and researched learning methods used in organizational training. Behavior modeling involves providing clear behavioral objectives, using a model or models to demonstrate undesired and desired behaviors in various contexts, providing opportunities for learners to practice what was modeled, providing learners with clear feedback and reinforcement, and implementing procedures that ensure maximum transfer of what is learned to the actual job. A meta-analysis of 117 studies found that although declarative knowledge decreased over time, skills and behaviors remained the same and often increased with the use of behavior modeling. Skills increased when the full use of behavior modeling technique was utilized, learning points were emphasized, and training time was longer. Desired behavioral transfer to the job increased when both negative and positive models were utilized, behavi or modeling contexts were created and practice by trainees, both trainees and managers were trained in the behavior model process, and effective behavioral contingencies were applied in the actual work environment to reinforce learned behaviors (Taylor, Russ-Eft, Chan, 2005). Ensure Effective Transfer of Training Transfer of training refers to the how well an employee utilizes and generalizes what was learned in training to the actual job where it is needed (Cromwell Kolb, 2004). If behaviors learned in training cannot effectively be demonstrated and increased on the job where they are needed then the cost and time spent in training was wasted (Velada, Caetano, Michel, Lyons, Kavanagh, 2007). Cromwell Kolb (2004) found significant transfer of training occurs when training is supported throughout the organization, supervisors are supportive during and after the training process, and trainees participate in peer support networks for a period of at least one year. Lack of time, supervisory support, and managements commitment to the process are noted as barriers to an effective transfer of training (Cromwell Kolb, 2004). General considerations that will help to ensure transfer of training include: Organizational and management support of training and transfer of training. Training contexts should match job contexts. As much experiential training as possible should be provided. Supervisors should recognize and reward learned behaviors when demonstrated on the job. A peer support system should be developed that encourages and demonstrates support for the use of behaviors learned in training that are demonstrated on the job (Machin, 2002; Martin, 2010). Include self-management as part of training to reduce relapse of old ineffective behaviors. Self-management training involves setting personal goal, identifying attitudes and behaviors that interfere with or enhance success, creating plans to overcome interfering obstacles, developing self monitoring systems that provide observation of progress towards the plan, and the utilizing personal contingencies that reinforce effective behaviors, block ineffective behaviors, and increase motivation to utilize behaviors learned in training (Wexley Baldwin, 1986; Gist, Bavetta Stevens, 1990). Recognize that self-efficacy, self-management, and performance levels may drop significantly after training, but increase to the same levels after training about one year later. Allow at least one year to transpire before evaluating transfer of training effects (Cromwell Kolb, 2004; Vermeulen  Ãƒâ€šÃ‚  Admiraal, 2009). Phase Three: Evaluation Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, and eliminate ineffective elements of current programs. On a practical note, a successful evaluation design has the potential to justify the existence of an organizations training and development department (Tsang-Kai, 2010). A thorough training evaluation requires collecting and analyzing training data and results in a manner that will effectively instruct future training and development content and practices. Because this type of evaluation costs considerable time and money, many organizations revert to utilizing trainee responses from post training surveys. However, this is only one dimension of a thorough training evaluation and should not be used alone to determine training effectiveness. An effective training evaluation requires the establishment of controls, accurate methods of measurement, educated evaluators, statistical analysis, and clear evaluation criteria to determine the effectiveness of training transfer. A common problem associated with comprehensive training evaluations is that many organizations perceive them as being more theoretical than practical. In fact, one study showed that it is common for most companies to evaluate employee reactions. However, only half evaluated employee knowl edge, about a fourth evaluated the transfer of training to the workplace, and only a small percentage evaluated the actual impact of the training on the organization (Tsang-Kai, 2010). The Evaluation Design It is commonly held that training in and of itself does not guarantee improved productivity, satisfaction, longevity, or organizational effectiveness in the workplace. Effective transfer of new knowledge, skills, and attitudes requires a variety of structural contingencies to reinforce effective behaviors and practices and to prevent relapse of ineffective habits. Training evaluators must develop outcome criteria that will accurately forecast intended results and inform future training activities (Dionne, 1996). The evaluation design must attempt to determine the extent of change demonstrated in the level of performance that has occurred and to what extent that level of performance meets the organizational need. Standard outcomes of the study may require the use of formal experimental designs that measure statistical significance and effect size for example between an experimental and control group posttest means (Sackett Mullen, 1993). It is important to determine whether the requirements of the evaluation call for the measurement of change, the measurement of achievement, or both. Measuring change may be used to estimate the utility of training, provide evidence of training effectiveness, or demonstrate the monetary value of training by pairing past training with past success. The measurement of achievement involves comparing the efficacy of two different training programs to see which is more effective. If the training is only offered once, the program designers do their best to estimate the most effective approach given the budgetary and time constraints. If the training is offered repeatedly, the long term costs and constraints make comparative research more worthwhile. Finally, the evaluator who wishes to contribute to the global literature of understanding the training processes may wish to utilize a formal experimental design. Regardless of the design and methods of evaluating the training program, it is imp ortant that the evaluators sell organizational leaders on a thorough and useful evaluation of the training process (Sackett Mullen, 1993). Criteria for measuring training and job performance success One particular model that has endured with widespread popularity, perhaps because of its practical simplicity, is Kirkpatricks (1959) four level training evaluation criteria model. This model has been utilized by organizations as a guide for the evaluation of training programs since it was first introduced in the late fifties (Alliger Janak, 1989). Thirty years later Kirkpatrick (1996) maintains the value of his model, and continues to recommend his procedure for measuring the utility of the training program. Kirkpatricks model measures four levels of training: reaction, learning, behavior, and results. On the reaction level, the goal is to measure participants feelings about the training experience. By asking questions regarding participants reactions, the organization demonstrates that they are interested in the employees needs and are willing to do what it takes to meet those needs. Evaluating reactions to training provides a way to attend to participants motivation to learn. Fai lure to attend to motivation can easily create failure of learning, and thus failure of the training program. The second area to measure is learning. Did training create and/or increase the desired knowledge, skills, abilities, or change in attitudes? The third area to measure is behavior. Did the training create the desired change of behavior in the specific context of the work environment where it is needed? The final area to evaluate is the results. This is a measure of the effect that training had on the organization such as increased sales, higher productivity, improved quality, increased employee satisfaction, and decreased turnover. The evaluation process becomes more difficult at each level (Kirkpatrick, 1996). Some researchers have noted problems regarding unclear training evaluation criteria in Kirkpatricks model and recommend revision, while others argue for entirely different models. One concern is that the framework of the model is not based upon modern theories of learning. Another concern is that Kirkpatrick over simplistically treats multi-dimensional constructs such as trainee reactions as one dimensional. Further concerns exist regarding basic assumptions suggested by the level model. For instance it is assumed in the model that evaluation levels should be arranged in ascending order for maximum effectiveness. It is also assumed that each level is causally linked to the other, and that each of the levels is positively intercorrelated. However, despite these and other concerns, the model remains one of the most utilized approaches among practitioners and researchers. (Alliger Janak, 1989). A meta-analysis of 34 studies and 115 correlations demonstrated significant reliabilities between training criteria using an augmented framework for training criteria based on Kirpatricks model. Trainee reactions were shown to be important. However, simply liking training did not necessarily transfer to performing what was trained in the workforce. However, although positive reactions to training do not guarantee transfer, negative reactions have been shown to have a significant negative affect on the training department. Questions on utility appeared to provide the best indicators of training transfer, and attentiveness to content validity was shown to be important when developing criterion strategies to minimize the potential for misinterpreting criterion relationships (Alliger, Tannenbaum, Bennett, Traver Shotland, 1997). An alternative measurement model was developed by Kraiger (2002) to overcome the deficiencies of Kirkpatricks (1959) four level model (Kraiger,). This model is based upon Kraigers earlier theoretical model of learning, and addresses three distinct learning outcomes: cognitive, skill-based, and affective. According to Kraiger, cognitive outcomes should measure verbal knowledge, knowledge organization, and cognitive strategies. Skill-based outcomes should measure compilations of proceduralization, composition, and automaticity. Affective outcomes should measure attitudinal outcomes and motivational outcomes such as motivational disposition, self-efficacy, and goal setting (Kraiger, Ford, Salas, 1993). In his later developed evaluation model, Kraiger makes a clear distinction between evaluation targets and data collection methods. Evaluation targets include training content and design, changes in learners, and organizational payoffs. Targets and methods are linked to available measurement tools. Evaluation targets focus on the implementation of the training design, training delivery, and validity. Measurement tools include the use of advisory panels, established methodologies, judgments from experts, and course ratings. For changes in learners targets the focus of implementation is on specific cognitive, behavioral, and affective change. Measurement tools include written tests, work samples, interviews, and surveys. For organizational payoff targets the focus of implementation is results, performance, and transfer. Measurement tools include cost-benefit analysis, ratings, and surveys. Each of the three target areas of evaluation informs the other in an interactive feedback loop (Kr aiger, 2002). Analyzing the benefits and costs of training Organizational leaders may become concerned about training costs when there appears to be no increase in revenues or particularly when revenues appear to be declining. They may need to see that training programs are producing some sort of rate of return on their investment. In order to clearly demonstrate to administrators that the benefits of training outweigh the cost, it is important to include a cost analysis in the presentation of the training program evaluation (Clarke, 2002). The cost-benefit analysis is the most widely used method of calculating return on investment (ROI). Using this method, return on investment is calculated by dividing the monetary value of benefits incurred by training with the actual costs of training. If the ratio exceeds 1, then the benefits are shown to outweigh the costs of the training program. Another model used to calculate ROI subtracts the monetary costs of training from the monetary value of benefits incurred. In this method, the ROI increases proportionately to the increase in the difference between calculated benefits and costs of the training program. Some organizations recommend anywhere between a 20-40 percent ROI, while others suggest that training benefits should at least outperform the rate of inflation. The net present value (NPV) is yet another method to evaluate training investment. In this method, training benefits are assigned an expected rate of return. If the net benefits are positive after deducting training costs, the training is considered successful (Murray Efendioglu, 2007). A thorough cost analysis should seek to clearly demonstrate that the training program provides a net value to the organization in areas such as increased employee satisfaction and productivity, decreased employee turnover and recruitment costs, decreased penalties for compliance violations, and reduced insurance premiums (Clarke, 2002). Summary Training and development programs have been found to be essential to organizational effectiveness. However, a training program that cannot demonstrate improved organizational effectiveness is waste of valuable time and money. This paper has reviewed the literature concerning critical elements of an effective organizational training program that include thorough planning, implementation, and evaluation. The planning phase is designed to avoid training simply for trainings sake and to ensure that the training program meets the assessed needs of the organization. The planning phase should include a thorough analysis of the organization, tasks to be learned, people that need to learn them, important demographic concerns, and values. A thorough training needs assessment is a valuable tool to determine training needs through a systematic evaluation of each of these areas. The training and development phase is designed to create specific training objectives and sequential learning opportunities. It is important in this phase of development to create a favorable training and learning environment and utilize the most effective training techniques that will provide the maximum potential to transfer objectives into outcomes in the workplace where they are needed. Because training without transfer is a waste of time and money, the training development phase should design and implement strategies that will ensure the effective transfer of training. Training evaluation should occur throughout the training process. Evaluation provides information necessary to adjust, or improve effective training elements, eliminate ineffective elements of current programs, and justify the existence of an organizations training and development department. A thorough and systematic evaluation design is necessary to ensure that what was trained increased the effectiveness of the organization. The design should provide target measurements for training content and design, changes in learners, and organizational payoffs that analyze the benefits and costs of training. Further research is needed to provide more accurate, practical, and cost effective methods to measure organizational training and development programs.

Installation :: essays research papers

DesignTech International, Inc. DesignTech disclaims any liability or responsibility arising out of any inaccuracies of this information or use of this information for installations or otherwise. Installation Notes - Document #114 - Sheet 1 of 2 Trouble-shooting with the â€Å"Self Diagnostics† See also document # 110 - Troubleshooting the AutoCommand. The AutoCommand ® is a very ‘safety oriented’ product. It is constantly looking for a reason to shut down the vehicle. It is for this reason that we designed it with a built-in self-diagnostic system. If for any reason the AutoCommand ® shuts off — you can ask the AutoCommand ® to tell you with the self-diagnostics why it turned off the last time or failed to start. This feature should be used any time the remote starter fails to get the vehicle up and running. A. Simply let your AutoCommand ® run it’s cycle by turning the control switch on and pressing the remote control start button. Five minutes after the last cycle simply turn the control switch OFF and start counting the first series of feedback flashes. Note that this will work even if the AutoCommand ® does not attempt to start the vehicle, if the AutoCommand is unsuccessful, or if the vehicle starts and prematurely shuts off. # of Flashes Reason for turning off 1 See Text. 2 Hood or Brake activated 3 No Tach or stalled 4 Received another remote input / no door pin signal On manual transmission units 5 Car went into gear 6 Low battery 7 Received alarm input 8 Overcurrent 9 No emergency brake signal on manual transmission units. 12 The Control Switch was turned off too soon. Here are the common reasons for each of the 10 codes above: 1 This code nomally means the unit ran for it programmed run time and then shut down properly, BUT- The default code of one will appear if the unit has not yet started the vehicle or if the unit is somehow reset. Some solutions: Reprogram the transmitter, move your ground wire to a new location, and make sure you are connecting the power wire directly to the battery. 2. Either the hood or brake input was activated. Disconnect each wire in-turn to figure out which one is the culprit. Note that a hood pin switch can be mounted such that when the vehicle is ‘starting’ the hood pin could receive a ground signal — thus turning off the vehicle. Make sure the pin-switch is mounted such that it pushes down enough when the hood is closed to prevent slight movements of the vehicle to cause it to close. In some cases if the Installation :: essays research papers DesignTech International, Inc. DesignTech disclaims any liability or responsibility arising out of any inaccuracies of this information or use of this information for installations or otherwise. Installation Notes - Document #114 - Sheet 1 of 2 Trouble-shooting with the â€Å"Self Diagnostics† See also document # 110 - Troubleshooting the AutoCommand. The AutoCommand ® is a very ‘safety oriented’ product. It is constantly looking for a reason to shut down the vehicle. It is for this reason that we designed it with a built-in self-diagnostic system. If for any reason the AutoCommand ® shuts off — you can ask the AutoCommand ® to tell you with the self-diagnostics why it turned off the last time or failed to start. This feature should be used any time the remote starter fails to get the vehicle up and running. A. Simply let your AutoCommand ® run it’s cycle by turning the control switch on and pressing the remote control start button. Five minutes after the last cycle simply turn the control switch OFF and start counting the first series of feedback flashes. Note that this will work even if the AutoCommand ® does not attempt to start the vehicle, if the AutoCommand is unsuccessful, or if the vehicle starts and prematurely shuts off. # of Flashes Reason for turning off 1 See Text. 2 Hood or Brake activated 3 No Tach or stalled 4 Received another remote input / no door pin signal On manual transmission units 5 Car went into gear 6 Low battery 7 Received alarm input 8 Overcurrent 9 No emergency brake signal on manual transmission units. 12 The Control Switch was turned off too soon. Here are the common reasons for each of the 10 codes above: 1 This code nomally means the unit ran for it programmed run time and then shut down properly, BUT- The default code of one will appear if the unit has not yet started the vehicle or if the unit is somehow reset. Some solutions: Reprogram the transmitter, move your ground wire to a new location, and make sure you are connecting the power wire directly to the battery. 2. Either the hood or brake input was activated. Disconnect each wire in-turn to figure out which one is the culprit. Note that a hood pin switch can be mounted such that when the vehicle is ‘starting’ the hood pin could receive a ground signal — thus turning off the vehicle. Make sure the pin-switch is mounted such that it pushes down enough when the hood is closed to prevent slight movements of the vehicle to cause it to close. In some cases if the

Commentary: “Two Hands” Essay

There are various familial relationships that most of us would often take for granted. Jon Stallworthy, for example, highlights that of a father and son in his poem, â€Å"Two Hands†. Throughout his depiction of these two characters, he emphasizes how two people who seem so similar, and are supposed to be intimate or close by default, can be almost alien to each others’ personalities and emotions. Several techniques, such as diction, themes and structure are utilized to portray the contrast between father and son. In â€Å"Two Hands†, there are two main characters present: the son, who also narrates the text, and his father. The reader can depict the father to be a surgeon, or at least have a profession in the field of medicine, because of the use of terms such as â€Å"scalpel† or â€Å"lancet†, as well as expression like â€Å"fingers that have stitched new life†. In contrast, the same ‘two hands’ of the son have been utilized in a rather contrasting way; that of the field of literature. We can deduce this from his â€Å"fingers [that have] some style on paper.† Furthermore, there is no mention of any other characters in this poem, which can portray the significance of his father to the narrator, or even display how much he truly needs a father who is too preoccupied with his career. One of the primary reasons that Stallworthy is able to spark a great deal of emotion from his reader is due to the choice of speaker. In this case, the son’s voice has been used to describe his relationship with his father. I think this has been done because his emotions of abandonment, sorrow and loneliness are very expressive and therefore make readers feel empathy for the son. He depicts himself as a son whose father pays no attention to him, and only to his work; almost as if being a father is an obligatory duty rather than a valued relationship. There are several themes that bring out the emotions felt by the narrator in this text. For example, love is something that is lacking in the relationship between father and son. While it can be said that the son admires his father, which is depicted through the phrase, â€Å"Hand, you may have your chance to stitch a life for fingers that have stitched new life for many.† The narrator is describing his father’s accomplishments by stating that he has saved the lives of many, which shows love and respect for his father. However, there is no portrayal of emotion from the father’s side in the text, which can only show that according to the son, there is no love provided from the father’s side at all. Another vivid theme in the text is that of the conflict between family and career, which can be looked at individually for the son, as well as for the father. This poem clearly implies that the father is married to his career, as he has almost no time to devote to his son. The final line, â€Å"he will be out again† is extremely powerful in showing how often he is out of the house. Furthermore, even when he is at home, he is â€Å"in his study†¦ up late,† because â€Å"he has articles to read.† Overall, we can infer that the father feels like by working hard and supporting the family, he is fulfilling his duties, and therefore the concept of spending time and expressing love to his son are almost redundant, and of no value. On the other hand, you have a son, who feels nothing but love, respect and adoration towards a father who has no regard for such emotions. He also feels that his career is worthless in comparison to that of his father’s. His hands have â€Å"save[d] no one, serve[d] no one, dance[d] with this pencil.† The use of the word ‘dance’ has playful and amateur connotations to it, which shows that his work of literature is meaningless to him. This tone of abandonment informs the readers of the son’s feelings of insecurity and inferiority in front of his father, while all alone he tries only to be close to him. In a poem, the structure and topography play an extremely crucial role in the way a readers depicts the writing. Stallworthy has laid out â€Å"Two hands† in one long stanza, with a great deal of enjambment as well. This implies run-on thoughts, as well as providing a tone of overall reminiscence to the text. The lack of a concise structure gives the effect of thoughts being haphazardly thrown onto paper, in whichever order they may occur. Moreover, this style makes it seem like a story is being told. This is useful in depicting the character of the narrator, as well as provides the impression that he is writing a biography on his father. Once again, the line, â€Å"Hand, you may have your chance to stitch a life for fingers that have stitched new life for many,† reveals the narrator’s intentions. Where ‘stitching a life’ means writing a book to the son, to the father the very same phrase has a more literal meaning; that of saving a life, perhaps in surgery. Over the course of this poem, the use of rhyme or rhythm is extremely subtle, and perhaps is only used in order to emphasize certain points. Stallworthy hasn’t used a specific rhyme scheme in his poem, to demonstrate that no conclusion has been drawn from the thoughts conveyed by the son. There is a great deal of expression of emotion; however he isn’t able to make anything out of it. In contrast, in the few places where slight rhyme has been utilized, there is some logical reasoning involved. For example, â€Å"Down the lancet margin his hand moves rapidly as mine moves slow. A spasm shakes the phone at this elbow.† In these lines, he is claiming that his father’s expertise exceed that of his own in the field of medicine, allowing him to scan the medical journal more rapidly. Overall, it can be reasoned that there are very few decisive or exact points being made, which is why the use of rhyme has been avoided. The way a message is interpreted relies a great deal on the diction in which it has been said; therefore the word choice is another vital factor in â€Å"Two Hands†. Firstly, all the words describing emotions are of negative connotations. For example, â€Å"curse† or â€Å"sob†, imply feelings of frustration and helplessness. There is also no mention of love or family values, directly signifying that there is no evidence of it in their relationship either. In contrast, there are plenty of words to describe the father’s career, such as â€Å"lancet† and â€Å"scalpel†. The use or lack of use, of difference words indicates their existence and importance in the lives of the father and son. This would also explain why there are no emotions linking to the father, but many saddening ones linking to his son. Throughout this text, Stallworthy implicates a very negative atmosphere, relation directly to the bumpy relationship between father and son. A mood of intensity is depicted through the use of phrases such as, â€Å"I curse tonight,†, where the son expresses his frustration over the fact that while his father is at home, with him, he is busy working. Even though they may be physically near, the father’s heart and mind do not stray from work. The tone is also often depressing or gloomy, which is highlighted by the fact that it is set during night time; this is when all fears are at their peak, and when one feels most lonely as well. Finally, the poet’s extensive use of personification helps in illuminating the overall impression he wishes to bring across in the text. For example, â€Å"the pencil nodding stiffly† provides an image of a man working hard into the depths of the night; stern and focused. Furthermore, the personification of the scalpel in the phrase â€Å"led a scalpel an intricate dance† portrays the act of surgery as an art form, requiring a great deal of grace as well as skill. These two models illustrate the father as extremely hard working and skilled in his field of work. In contrast, an expression like â€Å"The phone has sobbed itself to sleep† highlights an extremely striking image of a young boy trying to cry himself to bed. It provides a saddening effect on the reader, and also emphasizes the lack of emotion in the father. It is almost as if the situation is so depressing that even inanimate objects are crying out in sheer desperation. Finally, the son’s confusion and uncertainty is represented through the symbol of his hands, â€Å"whose indecisions keep [him] cursing nightly; fingers with some style on paper, elsewhere none.† He is perplexed by his current situation where his own hands seem so worthless in comparison to that of his fathers’, which leaves him in an unknowing state. In general, Stallworthy utilizes various poetic devices in order to provide the simple of contrast between the father and son. The â€Å"Two Hands† signify that of the sons’, which seem so insignificant relative to his fathers’, who have saved so many lives through what can be called a graceful art. His inferiority, loneliness and helplessness are highlighted throughout the text, through the symbol of the two hands.

What Is the Mirror Test Measure of Animal Cognition

The â€Å"Mirror Test,† officially called the â€Å"Mirror Self-Recognition† test or MSR test, was invented by Dr. Gordon Gallup Jr. in 1970. Gallup, a biopsychologist, created the MSR test to assess the self-awareness of animals — more specifically, whether animals are visually able to recognize themselves when in front of a mirror. Gallup believed that self-recognition could be considered synonymous with self-awareness. If animals recognized themselves in the mirror, Gallup hypothesized, they could be considered capable of introspection. How the Test Works The test works as follows: first, the animal being tested is put under anesthesia so that its body can be marked in some way. The mark can be anything from a sticker on their body to a painted face. The idea is simply that the mark needs to be on an area that the animal cant normally see in its day-to-day life. For example, an orangutan’s arm wouldn’t be marked because the orangutan can see its arm without looking at a mirror. An area like the face would be marked, instead. After the animal wakes up from the anesthesia, now marked, it is given a mirror. If the animal touches or otherwise examines the mark in any way on its own body, it â€Å"passes† the test. This means, according to Gallup, that the animal understands that the image reflected is its own image, and not another animal. More specifically, if the animal touches the mark more when it is looking in the mirror than when the mirror is not available, it means it  recognizes itself. Gallup hypothesized that most animals would think the image was that of another animal and â€Å"fail† the self-recognition test. Critiques The MSR test hasn’t been without its critics, however. An initial criticism of the test is that it may result in false negatives, because many species are not visually-oriented and many more have biological constraints around eyes, such as dogs, which are not only more likely to use their hearing and sense of smell to navigate the world, but who also view direct eye-contact as aggression. Gorillas, for example, are also averse to eye contact and wouldn’t spend enough time looking in a mirror to recognize themselves, which has been posited as a reason why many of them (but not all of them) fail the mirror test. Additionally, gorillas are known to react somewhat sensitively when they feel they are being observed, which may be another reason for their MSR test failure. Another criticism of the MSR test is that some animals respond very quickly, on instinct, to their reflection. In most cases, animals act aggressively toward the mirror, perceiving their reflection as another animal (and a potential threat.) These animals, such as some gorillas and monkeys, would fail the test, but this may also be a false negative, however, because if intelligent animals such as these primates took more time to consider (or were given more time to consider) the meaning of the reflection, they might pass. Additionally, it has been noted that some animals (and perhaps even humans) may not find the mark unusual enough to investigate it or react to it, but this doesn’t mean they have no self-awareness. One example of this is a specific instance of the MSR test done on three elephants. One elephant passed but the other two failed. However, the two that failed still acted in a way that indicated they recognized themselves and researchers hypothesized that they just didn’t care enough about the mark or weren’t concerned enough about the mark to touch it. One of the biggest criticisms of the test is that just because an animal can recognize itself in a mirror does not necessarily mean the animal is self-aware, on a more conscious, psychological basis. Animals Who’ve Passed the MSR Test As of 2017, only the following animals have been noted as passing the MSR test: The following great apes: bonobos, chimpanzees, orangutans, and some gorillas.Some Asian elephants,  as discussed above, the hypothesis for why all elephants don’t pass is because they may just not be bothered enough to inspect any markings on themselves.Bottlenose dolphins,  who are very keen to inspect the marking and often make movements such as sticking out tongues or circling their heads.Orca whales, who scientists believe anticipate the difference in their image after being marked, which indicates a high level of self-recognition).Some bird species such as pigeons, keas, and magpies.Myrmica genus ants, who seem to attempt to remove the marks when they can see themselves in a mirror and react differently when they are shown other ants through glass. It should also be noted here that Rhesus monkeys, although not naturally inclined to pass the mirror test, were trained by humans to do so and then did â€Å"pass.† Finally, giant manta rays may also possess self-awareness and have been consistently studied to asses whether they do so. When shown a mirror, they react differently and seem very interested in their reflections, but they have not been given the classic MSR test yet. The MSR may not be the most accurate test and may have faced a lot of criticism, but it was an important hypothesis at the time of its inception and it may be leading to even better tests for the self-awareness and the general cognition of different species of animals. As research continues to develop, we’ll have greater and deeper understandings into the self-awareness capacity of non-human animals.