Essay structure: 2020

Wednesday, August 26, 2020

Pablo Picasso my version Essay Example For Students

Pablo Picasso my variant Essay English Version I will discuss the well known Spanish painter Pablo Uric y Picasso. Pablo Uric y Picasso was a well known Spanish painter during the early sasss. He was additionally a popular stone worker, ceramicist, printmaker, and stage creator. He was generally well known for his works of art. He painted in a theoretical way which changed the impacts of the works of art. Picasso artistic creations are found in numerous galleries. These composition are isolated into numerous periods that relate to his life. The main time frame was the blue time frame. This period had pitiful works of art in the shade of blue and green. The subsequent period was that of the pink time frame. During this period, his work was progressively merry. The most well known composition of this time was the Boy With a Pipe. The third time frame was the African-Influenced Period. The works of art of this time were impacted by African curios. The most well known artistic creation was that of The Decompiles Davidson. The following time frame was that of Cubism. This period had two sections. These were that of manufactured and diagnostic. Towards the last piece of his artistic creation vocation, Pablo Picasso came into style and oddity.

Saturday, August 22, 2020

Writing On Business Research Methodology -Myassignmenthelp.Com

Question: Examine About The Writing On Business Research Methodology? Answer: Introducation I have played out the examination on Evaluating the effect of HR the executives capacities in business execution in Australia from the year 2000. The exploration procedure has been valuable for me as I have had the option to accumulate information on the patterns of HRM works in Australia and the development of the exercises. It is important in my future vocation alternatives as I will have an edge over the changing example of the enterprises and can receive the necessary abilities rapidly. In this examination, I have taken the instance of Hotel Hilton and contemplated their successful administration capacities. This has been useful in getting an outline of the HR laws of the nation and how the laws have changed since 2000 to make the work the executives effective. While directing the exploration, I have figured out how to make a system and different parts of an examination work, which is important for my higher investigations just as in various circumstances that would emerge over t he span of life, as a methodology is useful in playing out any work in an orderly way (Flick 2015). Helpfulness of the learning procedure on course, program, future profession, life by and large The taking in process from this exploration has been extremely useful in social event a wide scope of information on the work state of Australia and productivity of the HRM capacities in the ventures, with an attention on the inn and friendliness industry. The exploration has helped me to find out about different variables of the economy and the inn business in detail. This has not just helped me to increase a superior information about my course and study program in the college and get passing marks, yet it will likewise assist me with sharing my insight during introductions and gatherings on the related points, for example, in my future profession choice in this field. I can likewise distribute articles in the magazines, diaries and different distributions about the related issues and other future scientists can take help from that. Indeed, even during the time spent life, I had the option to find out about the effect of the HRM capacities have on the lives of individuals straightf orwardly and in a roundabout way connected with the organizations and associations. This will be useful in my future as I will have the option to take a gander at the diverse administration capacities and their suggestions from alternate points of view. Happenings in the learning procedure During the learning procedure of the examination, I got to different insightful articles, books, diaries and so on from the college library and national library in the town. I read numerous distributions of the famous journalists on the related subjects to increase a knowledge about the HRM capacities and laws in Australia, the business condition, sway on the representatives and extents of progress (Hair 2015). I likewise investigated instructive recordings on YouTube and web based life and conversed with the directors and different staffs of Hotel Hilton to find out about their working condition, effectiveness of the administration and the business execution. From this perception, I attempted to deduce consistent connection and clarify the causal impact of the HRM capacities on the presentation of the lodging just as the exhibition of the whole business since 2000. I have utilized both the essential and optional information for this exploration. Essential information is useful to ac cumulate information about the examination point from the individuals straightforwardly included or influenced by it and auxiliary information is useful to approve the discoveries from the essential information (Best and Kahn 2016). To gather the essential information, I structured a poll and directed an overview to get the direct understanding from the representatives of Hotel Hilton and approved the exploration issue and technique by the auxiliary information gathered from different valid sources. Handiness of business look into in examine learning process The learning procedure of an exploration includes numerous significant undertakings. From making a technique, planning research points and destinations to gather and investigating the information to get the discoveries are fundamental piece of an exploration venture (Bryman and Bell 2015). Toward the finish of the examination, it is very fundamental to set up a connection of the discoveries with the goals; else, the motivation behind the exploration won't be satisfied. Business investigate incorporates examining different parts of a specific business to accumulate inside and out information about the exploration subject. In this investigation, I needed to concentrate on the HRM elements of the Hotel Hilton in Australia to think about the viability of the administration and their effect on the workers, just as, the principles and guidelines of the nation that characterizes the way of each association in this specific industry. I have additionally found out about the example of executi on of this industry through on the point of view of Hotel Hilton. Subsequently, to increase significant information about the examination theme, the business inquire about has been very useful. Clarification of the learning procedure From the examination venture, I have learnt different parts of an exploration and business state of Australia. Alongside the monetary state of the nation, I additionally found out about the inn and accommodation industry and the effect of the working of the human asset the board on the business execution since 2000. I decided to gather and investigate both essential and optional information to get a wide perspective on the exploration subject and its suggestions on the business, upheld by the perspectives on the individuals legitimately influenced by the HRM capacities. Utilization of the learning later on The reason for this exploration paper is to discover the effect of the HR capacities on the business execution of the business in Australia since 2000. Through this exploration, not just I increased an in-sight about different parts of this industry, yet about the effect of the economy too. This is useful in future possibility of my profession as I need to make significant commitment in this field of study and toss some light to another point of view of the issues and openings. The exploration procedure has helped me in preparing myself by upgrading my examination and scientific aptitudes, improving my portrayal capacities and finishing the venture inside anticipated course of events. There is an improvement in my own aptitudes and execution after this exploration venture, which, I accept, will keep on giving me benefits in the entirety of my future undertakings. References Best, J.W. what's more, Kahn, J.V., 2016.Research in instruction. Pearson Education India. Bryman, A. what's more, Bell, E., 2015. Business explore strategies. Oxford University Press, USA. Flick, U., 2015.Introducing examination strategy: An apprentice's manual for doing an exploration venture. Sage. Hair, J.F., 2015.Essentials of business investigate strategies. ME Sharpe.

Friday, August 21, 2020

A look behind the application curtain COLUMBIA UNIVERSITY - SIPA Admissions Blog

A look behind the application curtain COLUMBIA UNIVERSITY - SIPA Admissions Blog Im often asked what the average applicant looks like. Honestly, theres no set formula to getting in at SIPA. And I mean this literally no single career, academic background, country of origin or volunteer experience is going to earn you a seat at SIPA. Thats something you have to do on your own as an applicant by playing to your strengths and submitting a superb application for admission. But, I do have some interesting stats to share from this years MIA, MPA, MPA-DP applicant pool. Heres a glimpse into a few charts from our application system. The chart Applications Submitted is pretty telling. The Fall 2016 application cycle opened in August 2015, and applications were quietly coming in throughout the early fall. Then you can clearly see spikes in the submission rates right around our application deadlines of Nov. 2 for the early-action round, Jan. 5 for the fellowship round, and Feb. 5 for the final round. What does this mean? Well, you all really do wait until the last minute to submit your applications. (Thats not a practice I recommend our future applicants to follow.) Not surprisingly, most of you said you wanted to be reviewed for SIPAs merit aid. (Blue is yes and green is no.) Thus, that is why our fellowship (aka scholarship) deadline is a month earlier than our general deadline. (And why we do not consider anyone for aid past the deadline.) We need the extra time to review your application and consider for fellowship. Generally speaking, the top third of applicants receive funding, but that can vary depending on how strong the applicant pool is; and while awards can go up to full tuition and fees, the average award for incoming students is half tuition and fees. So if youre still researching funding sources, check out our External Funding database today. Heres a look at the concentration breakdown our applicants have applied to this year. I often get asked what the breakdown of our applicants are by concentration. As you can see from the chart above its almost an even six-way split. The follow-up question usually is about the chances of admission increasing or decreasing depending on the concentration selected. The short answer is absolutely not. (The longer answer is it depends on if youre a good fit for that concentration and if you tailored your application to it or not.) Since were on the blog, I decided to share a breakdown of what our readers look like. Thanks to a fancy stalking tool that links our application system to the blog, I can easily tell who has visited the Admissions Blog. But wait, this chart is broken down by concentration as well. Great catch! Its pretty interesting to see that the applicants by concentration breakdown closely mirrors that of the ones who have visited the blog. I like to interpret it as meaning the blog is so popular that everyone is reading it! (OK, so its not an exact link, but you get the hint.) When we say our students hail from every corner of the globe, we mean it. This year, our applicants come from 142* different countries. (Depending on who you ask, there are 195 or 196 independent countries in the world today). Our applicants are from: 1. Afghanistan 49. Greece 97. Paraguay 2. Albania 50. Guatemala 98. Peru 3. Algeria 51. Guinea 99. Philippines 4. Andorra 52. Haiti 100. Poland 5. Argentina 53. Honduras 101. Portugal 6. Australia 54. Hong Kong S.A.R. 102. Qatar 7. Austria 55. Hungary 103. Romania 8. Azerbaijan 56. Iceland 104. Russia 9. Bahrain 57. India 105. Rwanda 10. Bangladesh 58. Indonesia 106. Saint Lucia 11. Belarus 59. Iran 107. Saudi Arabia 12. Belgium 60. Iraq 108. Senegal 13. Belize 61. Ireland 109. Serbia 14. Bhutan 62. Israel 110. Sierra Leone 15. Bolivia 63. Italy 111. Singapore 16. Bosnia and Herzegovina 64. Jamaica 112. Slovakia 17. Brazil 65. Japan 113. South Africa 18. British Virgin Islands 66. Jordan 114. South Korea 19. Bulgaria 67. Kazakhstan 115. Spain 20. Burkina Faso 68. Kenya 116. Sri Lanka 21. Burundi 69. Kuwait 117. Sudan 22. Cameroon 70. Kyrgyzstan 118. Sweden 23. Canada 71. Latvia 119. Switzerland 24. Chile 72. Lebanon 120. Syria 25. China 73. Liberia 121. Taiwan 26. Colombia 74. Lithuania 122. Tanzania 27. Congo (Brazzaville) 75. Madagascar 123. Thailand 28. Congo (Kinshasa) 76. Malawi 124. The Former Yugoslav Republic of Macedonia 29. Costa Rica 77. Malaysia 125. The Gambia 30. Cote DIvoire 78. Mali 126. Timor-Leste 31. Croatia 79. Mauritania 127. Togo 32. Cuba 80. Mexico 128. Trinidad and Tobago 33. Cyprus 81. Moldova 129. Tunisia 34. Czech Republic 82. Mongolia 130. Turkey 35. Denmark 83. Morocco 131. Uganda 36. Dominican Republic 84. Mozambique 132. Ukraine 37. Ecuador 85. Myanmar 133. United Arab Emirates 38. Egypt 86. Namibia 134. United Kingdom 39. El Salvador 87. Nepal 135. United States 40. Eritrea 88. Netherlands 136. Uruguay 41. Estonia 89. New Zealand 137. Uzbekistan 42. Ethiopia 90. Nicaragua 138. Venezuela 43. Finland 91. Niger 139. Vietnam 44. France 92. Nigeria 140. Yemen 45. Gabon 93. Norway 141. Zambia 46. Georgia 94. Pakistan 142. Zimbabwe 47. Germany 95. Palestine 48. Ghana 96. Panama And as always, it is going to take us some time to review all of the applications, so please be patient with us. Admissions decisions will be released in mid-March and rolling thereafter.Alright! Those are all of the insights I have for today. I hope you found this information interesting. While I cant share any additional details about our application pool at this time, you are welcome to email us at sipa_admission@columbia.edu if you have any questions about the status of your individual application or the application requirements. Until next time. [Photo courtesy of http://imightneedanap.com] *updated list includes self-reported citizenship and mailing and permanent addresses.

A look behind the application curtain COLUMBIA UNIVERSITY - SIPA Admissions Blog

Sunday, May 24, 2020

What Are Contractions in English Grammar

A contraction is a word or phrase that has been shortened by dropping one or more letters. In writing, an apostrophe is used to indicate the place of the missing letters.Ã‚ Contractions are commonly used inÃ‚ speechÃ‚ (or written dialogue),Ã‚ informal forms of writing, and where space is at a premium, such as in advertising. In very formal writing, such as academic papers, grant proposals, or other works that need to appear professional, you may not want to use contractions at all. Why Do We Use Contractions? We rely on contractions all the time in normal conversation. When people speak to each other, there is typically an expectation that they will use contractions (cant, wont, shouldnt) whenever they can, as doing so saves time. Some people are under the impression that contractions should never appear in writing, but this belief is mistaken. The use of contractions is directly related to tone. In informal writing (from text messages and blogs to memos and personal essays), we often rely on contractions to maintain a colloquial tone.Ã‚ In more formal writing assignments (such as academic reports or term papers), avoiding contractions is a way of establishing a more serious tone. Before deciding whether to use contractions in a writing assignment, consider your audience and your purpose for writing. The ContractiveÃ‚ Apostrophe In telescoped words and phrases (e.g.,Ã‚ doesnt, theres, souwester), an apostrophe marks the spot where one or more letters have been omitted. It is not necessarily where the words have been joined together. This apostrophe is also known as the contractive apostrophe. Some people, including the Irish playwright George Bernard Shaw, have been in favor of eliminating apostrophes entirely. Shaw called them uncouth bacilli, though its unlikely that Shaws analogy to bacteria will help the apostrophe go away anytime soon. Contracted Nouns and Pronouns In casual conversation, contractions involvingÃ‚ nounsÃ‚ are fairly common (MyÃ‚ dadllÃ‚ be home soon). In writing, however,Ã‚ theyreÃ‚ much rarer than contractions withÃ‚ pronouns such as Ill, hed, and shes. You can contract proper nouns to mean is or has, such as in the sentence Shellys coming with us, or Jeffs bought a new computer. Watch out for the homonyms whos and whose; the contraction is who is or who has, and the whole word is possessive, as in Whose car is that?Ã‚ And of course, if youre visiting the South, youll likely hear the colloquial yall for you all. Negative Contractions and Verb Contractions Contractions are often made with auxiliary, or helping, verbs, such as to be, do, have, and can. We can say it isnt raining or its not raining. But we cannot say itsnt raining. In negative clauses, we have a choice between using negative contractions like notÃ‚ (nt) and contracting the pronoun and verb (its). But we cant do both. Contracting Not The contracted form of not (nt) can be attached toÃ‚ finite formsÃ‚ of theÃ‚ helping verbsÃ‚ be, do, andÃ‚ have. However, amnt (mainly Scottish and Irish) is extremely rare, unlike the disparaged aint. The nt form can also be attached to most of the modal auxiliariesÃ‚ such asÃ‚ cant, couldnt, mustnt, shouldnt, wont, and wouldnt. Yet, you wont hear many Americans saying maynt or shant;Ã‚ even those contractions are too formal. Contractions inÃ‚ Tag Questions A tag question is a short question added to the end of aÃ‚ declarative sentence, usually to make sure that something has been done or understood. For example, Its a tag question,Ã‚ isnt it? Because of theirÃ‚ colloquialÃ‚ nature, negative tags are commonly contracted:Ã‚ didnt we? havent you? arent they?Ã‚ This is much less formal than did not we? or did we not? Ambiguous Contractions Most contractions ending inÃ‚ dÃ‚ andÃ‚ sÃ‚ are ambiguous. TheÃ‚ dÃ‚ canÃ‚ represent eitherÃ‚ hadÃ‚ orÃ‚ would;Ã‚ sÃ‚ can represent eitherÃ‚ hasÃ‚ orÃ‚ is. All the same, the meaning of these contractions is usually clear from theirÃ‚ context. For instance, SamsÃ‚ finished his term paper implies completion in the pastÃ‚ (Sam has finished), whileÃ‚ SamsÃ‚ tired is in the present tense, meaningÃ‚ Sam is. Multiple Contractions They may look odd in print, but certain multiple contractions such asÃ‚ IdveÃ‚ (orÃ‚ Ida) andÃ‚ wouldntveÃ‚ are fairly common in speech. We like shortcuts, so its easy to say something like, IfÃ‚ IdveÃ‚ told you the real reason, you probablyÃ‚ wouldntveÃ‚ come back with me. Quite often, we dont even notice it.Ã‚ The words just run together as we talk. Under the category of rarities, there are a few double and even triple contracted nautical terms. These include words likeÃ‚ bosnÃ‚ (short forÃ‚ boatswain) andÃ‚ focsleÃ‚ (a variant ofÃ‚ forecastle), words that landlubbers can probably live without. Before you start recklessly sprinkling apostrophes everywhere, make sure youre not putting an apostrophe plus s on something that should actually be plural: i.e., theÃ‚ greengrocers apostrophe. Aphaeresis, Syncope, and Apocope Another common type of linguistic shortening (orÃ‚ elision) is the omission of certain sounds or letters from an individual word. In phonetics, elision at the beginning of a word (for instance, gator from alligator) is called aphaeresis. In the middle of a word (maam from madam), it is a syncope. When it appears at the end of a word (ad from advertisement), we call it an apocope. Aphaeresis and apocope can occur together, as inÃ‚ fluÃ¢â‚¬â€aÃ‚ clippedÃ‚ form ofÃ‚ influenza. Standard Contractions in English In the following table, youll find a list of more thanÃ‚ 70 contractions in English. aren't are not can't cannot couldn't could not could've could have didn't did not doesn't does not don't do not e'er ever hadn't had not hasn't has not haven't have not he'd he had; he would he'll he will; he shall he's he is; he has I'd I had; I would I'll I will; I shall I'm I am I've I have isn't is not it'd it would it'll it shall; it will it's it is; it has let's let us ma'am madam mightn't might not might've might have mustn't must not must've must have 'n' and needn't need not ne'er never o'er over ol' old oughtn't ought not shan't shall not she'd she had; she would she'll she will; she shall she's she is; she has shouldn't should not should've should have that'd that would that's that is; that has there'd there had; there would there'll there shall; there will there's there has; there is they'd they had; they would they'll they will; they shall they're they are they've they have 'twas it was wasn't was not we'd we had; we would we'll we will we're we are we've we have weren't were not what'll what will; what shall what're what are what's what is; what has; what does what've what have where'd where did where's where is; where has who'd who had; who would who'll who will; who shall who's who is; who has who've who have why'd why did won't will not wouldn't would not would've would have you'd you had; you would you'll you will; you shall you're you are you've you have

Thursday, May 14, 2020

Solutions for Challenging Counting Problems

Counting can seem like an easy task to perform. As we go deeper into the area of mathematics known as combinatorics, we realize that we come across some large numbers. Since the factorial shows up so often, and a number such as 10! is greater than three million, counting problems can get complicated very quickly if we attempt to list out all of the possibilities. Sometimes when we consider all of the possibilities that our counting problems can take on, its easier to think through the underlying principles of the problem. This strategy can take much less time than trying brute force to list out a number of combinations or permutations. The question How many ways can something be done? is a different question entirely from What are the ways that something can be done? We will see this idea at work in the following set of challenging counting problems. The following set of questions involves the word TRIANGLE. Note that there are a total of eight letters. Let it be understood that the vowels of the word TRIANGLE are AEI, and the consonants of the word TRIANGLE are LGNRT. For a real challenge, before reading further check out a version of these problems without solutions. The Problems How many ways can the letters of the word TRIANGLE be arranged?Solution: Here there are a total of eight choices for the first letter, seven for the second, six for the third, and so on. By the multiplication principle we multiply for a total of 8 x 7 x 6 x 5 x 4 x 3 x 2 x 1 8! 40,320 different ways.How many ways can the letters of the word TRIANGLE be arranged if the first three letters must be RAN (in that exact order)?Solution: The first three letters have been chosen for us, leaving us five letters. After RAN we have five choices for the next letter followed by four, then three, then two then one. By the multiplication principle, there are 5 x 4 x 3 x 2 x 1 5! 120 ways to arrange the letters in a specified way.How many ways can the letters of the word TRIANGLE be arranged if the first three letters must be RAN (in any order)?Solution: Look at this as two independent tasks: the first arranging the letters RAN, and the second arranging the other five letters. There are 3! 6 wa ys to arrange RAN and 5! Ways to arrange the other five letters. So there are a total of 3! x 5! 720 ways to arrange the letters of TRIANGLE as specified.How many ways can the letters of the word TRIANGLE be arranged if the first three letters must be RAN (in any order) and the last letter must be a vowel?Solution: Look at this as three tasks: the first arranging the letters RAN, the second choosing one vowel out of I and E, and the third arranging the other four letters. There are 3! 6 ways to arrange RAN, 2 ways to choose a vowel from the remaining letters and 4! Ways to arrange the other four letters. So there are a total of 3! X 2 x 4! 288 ways to arrange the letters of TRIANGLE as specified.How many ways can the letters of the word TRIANGLE be arranged if the first three letters must be RAN (in any order) and the next three letters must be TRI (in any order)?Solution: Again we have three tasks: the first arranging the letters RAN, the second arranging the letters TRI, and th e third arranging the other two letters. There are 3! 6 ways to arrange RAN, 3! ways to arrange TRI and two ways to arrange the other letters. So there are a total of 3! x 3! X 2 72 ways to arrange the letters of TRIANGLE as indicated.How many different ways can the letters of the word TRIANGLE be arranged if the order and the placement of the vowels IAE cannot be changed?Solution: The three vowels must be kept in the same order. Now there are a total of five consonants to arrange. This can be done in 5! 120 ways.How many different ways can the letters of the word TRIANGLE be arranged if the order of the vowels IAE cannot be changed, though their placement may (IAETRNGL and TRIANGEL are acceptable but EIATRNGL and TRIENGLA are not)?Solution: This is best thought of in two steps. Step one is to choose the places that the vowels go. Here we are picking three places out of eight, and the order that we do this is not important. This is a combination and there are a total of C(8,3) 5 6 ways to perform this step. The remaining five letters may be arranged in 5! 120 ways. This gives a total of 56 x 120 6720 arrangements.How many different ways can the letters of the word TRIANGLE be arranged if the order of the vowels IAE can be changed, though their placement may not?Solution: This is really the same thing as #4 above, but with different letters. We arrange three letters in 3! 6 ways and the other five letters in 5! 120 ways. The total number of ways for this arrangement is 6 x 120 720.How many different ways can six letters of the word TRIANGLE be arranged?Solution: Since we are talking about an arrangement, this is a permutation and there are a total of P( 8, 6) 8!/2! 20,160 ways.How many different ways can six letters of the word TRIANGLE be arranged if there must be an equal number of vowels and consonants?Solution: There is only one way to select the vowels we are going to place. Choosing the consonants can be done in C(5, 3) 10 ways. There are then 6! ways to arrange the six letters. Multiply these numbers together for the result of 7200.How many different ways can six letters of the word TRIANGLE be arranged if there must be at least one consonant?Solution: Every arrangement of six letters satisfies the conditions, so there are P(8, 6) 20,160 ways.How many different ways can six letters of the word TRIANGLE be arranged if the vowels must alternate with consonants?Solution: There are two possibilities, the first letter is a vowel or the first letter is a consonant. If the first letter is a vowel we have three choices, followed by five for a consonant, two for a second vowel, four for a second consonant, one for the last vowel and three for the last consonant. We multiply this to obtain 3 x 5 x 2 x 4 x 1 x 3 360. By symmetry arguments, there are the same number of arrangements that start with a consonant. This gives a total of 720 arrangements.How many different sets of four letters can be formed from the word TRIANGLE?Soluti on: Since we are talking about a set of four letters from a total of eight, the order is not important. We need to calculate the combination C(8, 4) 70.How many different sets of four letters can be formed from the word TRIANGLE that has two vowels and two consonants?Solution: Here we are forming our set in two steps. There are C(3, 2) 3 ways to choose two vowels from a total of 3. There are C(5, 2) 10 ways to choose to consonants from the five available. This gives a total of 3x10 30 sets possible.How many different sets of four letters can be formed from the word TRIANGLE if we want at least one vowel?Solution: This can be calculated as follows: The number of sets of four with one vowel is C(3, 1) x C( 5, 3) 30.The number of sets of four with two vowels is C(3, 2) x C( 5, 2) 30.The number of sets of four with three vowels is C(3, 3) x C( 5, 1) 5. This gives a total of 65 different sets. Alternately we could calculate that there are 70 ways to form a set of any four letters, and subtract the C(5, 4) 5 ways of obtaining a set with no vowels.

Wednesday, May 6, 2020

One More Show Essay - 792 Words

One More Show By age of seven I was sick of school and I wanted out by whatever means. I went Dorsa elementary school, a local school in East Side San Jose. Coming from a Latino background, I was at a disadvantage because English was not my first language. So fix this the principle Mrs. Rodriguez decided to have an after school program with the parents permission of course. This program was meant to keep non native-english speakers for an one to two hours after school. Being in class was hard enough because I didnÃ¢â‚¬â„¢t understand what the teachers were saying, or cared about what we learning. I used to sit in the back small classroom, staring at the white board or wall, dazed into space. Sometimes I used to doodle on my classÃ¢â‚¬ ¦show more contentÃ¢â‚¬ ¦After getting home I usually took a quick nap then enjoy the day watching cartoons. This cartoons where shows like Clifford, whats New Scooby Doo, Ed Edd n Eddy, Codename Kids Next Door, Johnny Bravo, Static Shock, Justice League Samurai Jack, Top Cat, Robot Boy etc. While watching the cartoons I used mimic what t he characters were saying. Some examples when I watch Ed Edd n Eddy I used say phrases like Ã¢â‚¬Å"dork,Ã¢â‚¬ Ã¢â‚¬Å"sockhead,Ã¢â‚¬ Ã¢â‚¬Å"Son of a ShepherdÃ¢â‚¬ Ã¢â‚¬ ¦. Ironically this how I learned how to speak, write, and read English, as well as draw. Sometimes for the fun of it I used to draw cartoon characters because I like how they look. I sat down grabbed a random paper, crayons and draw what I remembered about a character. This where my passion for drawing came from. Unfortunately, not everyone agrees with my method since they found it was considered ditching. I been sent multiple times to Mrs. Rodriquez office and she always ask me Ã¢â‚¬Å"Why do I ditchÃ¢â‚¬ or Ã¢â‚¬Å"How do itÃ¢â‚¬ . I replied I just climb the fence and because is boring. My used to come to the office as I waited for her in an empty room. The principle would tell me that she was worried about me since she believed I wasnt learning, and she gave my mom statistics stating if I keep this behavior at an early age I would end up dropping out in the future and possibly incarcerated. I never believe this because I knew I wasnt a bad kid I just taught it was morally wrong to force a go learn against his or her will in anShow MoreRelatedOne More Show Essay Example998 Words Ã‚ |Ã‚ 4 Pages One More Show By age of seven I was sick of school and I wanted out by whatever means. I went Dorsa elementary school, a local school in East Side San Jose. Coming from a Latino background, I was at a disadvantage because English was not my first language. So fix this the principle Mrs. Rodriguez decided to have an after school program with the parents permission of course. This program was meant to keep non native-english speakers for a one to two hours after school. 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The first part of essay one was to select a television that is geared toward the writer age range. Watching TV as part of a school assignment was something new to me, but there was more to the assignment. Notes haveRead MoreMargaret Atwood s The Handmaid s Tale1345 Words Ã‚ |Ã‚ 6 Pagestreatment of women in society to the treatment of women in The HandmaidÃ¢â‚¬â„¢s Tale by Margaret Atwood. ChadhaÃ¢â‚¬â„¢s essay leaves her readers in a state of bewilderment after only a few pages. Her disorganized structure and repetitive subjects are only a couple reasons of why this essay is an absolute mess. ChadhaÃ¢â‚¬â„¢s essay is all over the place and only shows one-side of the argument. Overall, this essay was poorly written and very repetitve. In Ã¢â‚¬Å"Women as a Metaphor in Margaret AtwoodÃ¢â‚¬â„¢s The HandmaidÃ¢â‚¬â„¢s TaleÃ¢â‚¬ Read MoreSheryl Sandberg Ethos1005 Words Ã‚ |Ã‚ 5 Pagespursued by more men than women, and our society helps perpetuate this conception. 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It is the responsibilityRead MoreStrengths and Weaknesses1033 Words Ã‚ |Ã‚ 5 Pagestheir point across the first time when writing. I would agree with what the professor said. Many essays I have written are not perfect. I have made many mistakes when writing essays. I not only dislike writing, I get tired of writing when I have to write a lot. So my mind wanders off, and my body sits in class. Maybe I do not like to write because I am not good at it. Maybe I just need to practice more on my writing skills, and Ã‚ that way I can feel confident about myself. After all, I have never seenRead MoreI have been a student in English Composition II for one semester in which I have learned many700 Words Ã‚ |Ã‚ 3 PagesI have been a student in English Composition II for one semester in which I have learned many things and I have grown as a writer. 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Many of the essays in our book were relatable to many students, yet there was one essay thatRead MoreTv, Bad Influence on Kids Essay637 Words Ã‚ |Ã‚ 3 Pagestwo, 2-page essays for this assignment: Essay 1--Persuade your reader to accept the argument, that television programming such as MTV is corrupting young children. (the pro side) Essay 2--Persuade your reader to reject the argument, and defend the credibility of television programming such as MTV. (the con side) Essay should be well reasoned and include references to support your conclusion. Please submit both essays together as one assignment in the space below. Label each essay with the subheading:

Tuesday, May 5, 2020

Advertising and Marketing Blog

Question: Discuss about the Advertising and Marketing Blog. Answer: Introduction: The five ethical principles of advertising industry are as follows: 1. Truth in advertising: According to law, there should be truth in every advertisement and varied bodies have been created to ensure the same. They should not be deceptive or unfair. Advertisers must ensure that they have the evidence to back up the advertisements and claims that they make. 2. Educating professionals: It is been stated that all marketing/ advertising professionals should be made aware, educated and trained to understand that the information provided to the public should be the truth in the best of its capacity and the information should not be misleading in any circumstance. 3. Distinguishing information: advertisers must ensure that they clearly distinguish the type of advertisement clearly before it is made public. There should be a clear distinction between editorial content, entertainment and news. This should be clear both offline and online. This should be done to ensure that the information is not confusing and misleading on part of the consumers. 4. Disclosure of information: Advertisers must ensure that they disclose every information relative to every advertisement at the time of showcase. All material information especially in case of endorsements should be done to avoid any problems. Transparency should be maintained in all circumstances i.e. even on social media. Authenticity of the advertisement should not be held in any case. 5. Personal Privacy should not be compromised: advertisers must ensure that they do not compromise on the privacy of the participants of an advertisements without taking consent from the people involved. This factor has to be specifically taken into consideration while marketing on social media and through online channels (MDG Advertising, 2011). Define what is meant by industry, services, products and organization within the advertising context. Then provide a list of real life example of an organization covering all the items. Item Definition Example Industry Industry specifically aimed at manufacturers who market or advertise their products so as to sell them to the consumers. Industry may also entail considering a particular group of firms that have the common objective. FMCG Services Services entail the provision of advertising the product or service of another firm. Services may mean the offerings of the advertising company or the offerings of the firm for which the advertising company may work. When an IT company advertises the Services it offers through Social Media such as Infosys Products Products are specifically the object that has to be advertised by a marketing agency to the target consumers and the formulate marketing strategies based on the advertisement of a particular product for a company. Shampoos Organization Organization is a company that hires an advertising agency for the purpose of advertising its products through varied means i.e. offline and online. An organization may hire one or more advertising companies to market the varied products that it offers to the different segments of consumers. Nestle List and describe five content of an advertising brief. Content Description of Importance 1. Background It is extremely important to understand the background of a particular product before the marketing of the product is carried out. This factor must primarily factors about the brand such as philosophy, personality, pricing, sales pitch and initial research (Crichton, 2013). 2. Competition It is vital to understand the number and nature of the competitors of the brand in question in the market. Products and services of the biggest and the smallest competitors should be accounted. Also, the future vision of the competitors must also be discussed. Examples and weblinks should be considered (Crichton, 2013). 3. What? This factor entails the understanding of the output expected by the customer. This means that the type of activity that the customer wants the advertising company to conduct in order to market the product in the best possible manner. Example, website, conference, event etc (Crichton, 2013). 4. Why? This factor explains the need to understand why the activity needs to be done. The objective in question must be well understood and outlined to ensure that the purpose of the advertisement is achieved in the best possible manner at the end of the day (Crichton, 2013). 5. Who? This factor helps in understanding the target audience of the organization, product or service for whom the campaign has to be made. It has to be understood if the consumers are individuals, businesses, children or elderly people. Based on this factor, the campaign can take a major change (Crichton, 2013). Define Campaign Objectives The Objectives of the Campaign are as follows: Specific: To make the brand more visible on Social Media Websites To increase the overall effectiveness of campaign on the sales and business of the company as a whole To enable the company get more interaction on part of the potential customers on social media To understand the requirements of customers to make feasible changes in the product in order to make it more saleable for the company To know about the requirements of the other customers across the globe. The objective will be completed based on the marketing of the company on varied social media channels Measurement: In order to meet the expectations of social media promotions, we will use infographics and varied types of content to promote the brand We will ask questions to the public, hold polls and share quizzes to get more interaction Achievable: The objectives can be easily met by the our team since we have the required amount of experience to take care of the objectives in question The company has been successful in similar projects in the past and has been able to provide the necessary types of results as the brand demands Relevant: Since social media is among the most preferred platforms for promotions today, it is one of the most reliable and relevant solutions for brands across the globe The company can increase sales by uploading products on Facebook and promoting the products on other channels such as Pinterest and Instagram. Other social media channels will be able to get feedback from customers while the promotions are in progress. Time Oriented: The plan is time oriented since social media promotions take time but showcase results from day one. The time we start the promotions of the products of the company, interactions will start coming in instantly. Hence the time orientation factor is stable and we are confident of providing the best results to the company within a time span of 3 - 4 months. Ensure Campaign Objectives are feasible, given the constraints of time, budget, product and market factors. The campaign objectives are feasible, economical and will fit the constraints of time since Social Media offers results from the first day itself. Since the products are already popular in some parts of the region, we shall be able to create a brand presence in the specific region first and then move onto other cities. The market factors are favorable since the product is a common product that is used by majority of the women and children in the region. State campaign objectives in measurable terms and identify the nature and extent of what the advertising is to accomplish The campaign objectives are measurable since there will be 1 posting each day about the varied products of the company. The postings will include graphics and relevant content that shall include a brief description about the product and why it should be used. Advertising is expected to help the company generate sales. Since we will be using the Boost Post feature with discounts and offers provided by the company, we are extremely confident that we will be able to achieve the objectives set in by the Brand in question. We cannot lay out the exact number of the sales of the products and the amount of revenue we shall be able to generate for the company; however, we are pretty confident about the fact that we shall be increasing the likes and followers of the product and brand on social media from time to time. Ensure campaign objectives take into consideration factors which may affect consumer responses. The factors that may affect the consumer responses include the pricing of the products and the external factors due to which the sale may not be achieved. Also, the delivery timing provided by the customer may prove to be a deterrent in the overall sales of the products through social media as well. References Crichton, C. (2013). How to Write a Marketing Brief in 10 Simple Steps. Watertight Marketing. MDG Advertising. (2011). Advertising and Marketing Blog: Eight Principles of Advertising Ethics.

Saturday, April 4, 2020

Multi-draft narrative of Mr Nobody Essay Example

Multi-draft narrative of Mr Nobody Paper Directed and written by Jack Van Dermal, Mr.. Nobody is a brilliant film that portrays the timeless theme of lifes choices and possibilities in a refreshing and dazzling manner. Despite the complex and unconventional narrative structure of the plot, Dermal demonstrates his extraordinary skills of storytelling through presenting to the audience a magnificent film with a form more complicated than Tom Testers Run Lola Run and a theme broader than Peter Hotpots primary focus on love in Sliding Doors. This essay will analyze how the the seven key conventions defined by Borrowed (2002) are defied by or applied on the films multi-draft narrative. The film begins with a montage showing four deaths of Memo at the age of 34him lying in morgue, him drowning in his car under water, him being shot in the bathtub, and him waking in an explosion of a space shuttle. The quick scenes are then closely followed by 118-year-old Memo waking up in 2092, looking as if he is confused over his own past. His memory appears to have paused in 2009 as he claims to be 34 years old. With the help of his doctor, Memo begins to recount his whole life right room the start. We will write a custom essay sample on Multi-draft narrative of Mr Nobody specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Multi-draft narrative of Mr Nobody specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Multi-draft narrative of Mr Nobody specifically for you FOR ONLY $16.38 $13.9/page Hire Writer These parts of Memos story, his childhood and old age, are in a somewhat linear narration. The voice-over of young Memo explains that the unborn children know everything about the past and future until the Angels of Oblivion place a finger on their lips and make them forget. Being missed by the angels, Memo chooses his own parents and comes to the world knowing everything. He knows, from the very beginning, that certain things are meant to be. He also ponders upon existence and the irreversibility of time, which are brought up in the later parts of the elm over and over. At the age of 9, Memo realizes the difficulty of choosing and faces the first crossroad of his life, from which point the film complicates into a multi-draft narrative. We cannot go back. Thats why its hard to choose. You have to make the right choice. As long as you dont choose, everything remains possible. With that in mind, little Memo chooses not to make a choice between two kinds of dessert or among three of his future partners. The audiences see Memo marrying all three of them at the similar age but in different lives. All parallel narrative begins when Memo faces the most critical decision of his lifedeciding which parent he should live with after their separation. This can be seen as the first branching point of Memos lives. Memo marries three women, Anna, Elise and Jean, has different Jobs and dies in different incidents all in similar age, indicating that the film conforms to Bordellos fifth convention: forking paths often run parallel. In the first narrative, Memo follows his mother and falls in love with Anna. Choosing to stay with his father in the second ND third narratives, Memo falls for Elise and Jean respectively. In one of these two narratives Memo writes his own novel about traveling towards Mars on a shuttle, which makes the fourth narrative. Each of these forking paths is linear on its own, keeping to Bordellos first convention: each path, after it diverges, adheres to a strict In these parallel narratives, Memo keeps changing the courses whenever he encounters unpleasant incidences, such as the several deaths mentioned above. For example, in the second narrative, Memo falls in love with Elise who does not return is affection. Heartbroken, he gets into a horrible bike accident and becomes paralyzed. Yet as soon as the viceroy says Vive got to get out of here. Go back. Before the accident, the audiences watch the accident rewind and Memo making a slightly different decision then eventually marrying the girl of his dreams. The protagonist defies death and reverses time. Here, the film adheres to the sixth convention: the forking paths presuppose the previous ones, as Memo makes the wiser choice in the second narrative. On the whole, Memo wants to reinvent his own life while the doctor and the interviewer aim to make sense of Memos stories and find out which of them is true. In this sense, it can be said that the characters of Mr. Nobody are somewhat goal- oriented. Everything you say is contradictory. You cant have been in one place and another at the same time. Of all those lives, which one is the right one? asks the interviewer. This line shows that the film is self-reflective as it is clearly aware of the nature of its unconventional narrative. The forking paths of Memo consist of recurrent characters and background conditions across the different lines of action (Waded, 2009) which is Bordellos third convention. For instance, whichever path Memo takes, he always runs into Anna, the woman who loves him as much as he does her. Not only does it show the intersection of the multiplicity, it also highlights the love theme of the filmone cannot possibly be happy with someone if the affection is not mutual. That is why Memo is not happy with either Elise or Jean. As Memo changes the course of his lives repeatedly, the audiences could not help but ender which fragment is his real life and whether the things he says are true at all, especially when all his alternative lives literally collide together towards the end of Memos recollection. In the narrative where he stays with his dad, marries but loses Elise to an accident, Memo escapes the death of drowning that he would have had in another narrative, but is told by his neighbor that he is drowned. The Memo in yet another narrative who is typing in a house then finds himself in danger of drowning as the house is suddenly flooded with water. Multiple circular narratives merge into nee. Towards the end, the seemingly linear narrative of the entire film is broken down as 118-year-old Memo tells the interviewer that neither of them really exists, because they are only imagined by a nine year old child faced with an impossible choice. Memo eventually dies at the time he has predicted he would, but as soon as he does, time rewinds quickly all the way to his childhood, echoing with Memos earlier statement to his younger self, For me, time is inverted. I start at the end of the story and go toward the beginning and confirming that he has truly always known everything about the past as well as the future. The film ends, leaving its audiences In conclusion, Mr. Nobody complies with four out of seven key conventions of Bordellos, showing that it goes beyond traditional narrative norms. The narrative might be more closed than open in each single forking path, but it is definitely open in terms of the whole film. The mysteries of Memos life have not been solved, leaving the audiences with plenty information gaps and room for interpretation. Nonetheless, the director has made his point rather explicitly through Memos answer o the interviewers confusion, Each of these lives is the right one!

Sunday, March 8, 2020

Pat Parker Associates Ã¢â‚¬ Harvard Business School Case Study

Pat Parker Associates Ã¢â‚¬â€œ Harvard Business School Case Study Free Online Research Papers Critical Issues The Pat Parker Associates case, written in 1995 by Mursten in the Harvard Business Review raises several points that should be considered when dealing with intellectual property matters. We need to clearly understand who owns the copyright to a report prepared by a firm for a client. The fair use defense to a copyright infringement can be complex and difficult to prove. The work for hire doctrine needs to be applied to the case in order to assign copyright ownership. Using sound business judgment in negotiations and following a code of ethics should have more weight on decisions than the legal implications. If something is legal to conduct, then this doesnÃ¢â‚¬â„¢t mean it is an ethical action. Ignorance is not always a viable defense for permitting a civil wrong to take place. Questions need to be asked in order for individuals to make the most informed decisions. These critical issues will all come into play as we take a closer look at the Parker case and are able to draw some conclusions. Campaign Research Consultant ParkerÃ¢â‚¬â„¢s business operations are basically a fact-finding service. His firm researches political candidates and reports back on their voting history, prime and co-sponsored bills, and attendance records. It also looks at financial disclosures, gift reports, lawsuits, general public records, and non-legislative activities (Mursten, 1995). Information is gathered, organized, and presented to the client. The actions that the client decides to take based on the information gathered is independent of the work that the consultant was paid to do. Opinions are not generated, but inconsistencies and weaknesses are drawn out. ParkerÃ¢â‚¬â„¢s firm can also be utilized to consult on political advertising campaigns while they are in the development stages (Mursten, 1995). Use of the Research Report Created for Dale Jackson Parker had no way of knowing if the research he compiled for Dale Jackson was ever used. Jackson decided not to publicly address any of the voting disparities of Paine (Mursten, 1995). This did not mean that his campaign discarded the research report. He could have used the information to prepare for a debate or could have used it in general discussions he had with other legislators throughout the election process. Sometimes you just want to know what your opponentÃ¢â‚¬â„¢s weaknesses are so you are equipped in case you are caught off guard with the media. It would also help to be prepared if your opponent decided to attack your own voting record. You are armed with ammunition but donÃ¢â‚¬â„¢t always have to use it. In my opinion, reading the information that was provided in the report meant that JacksonÃ¢â‚¬â„¢s campaign used the research. Use of a Copy of the Research Report by the SATL Parker never asked what the State Academy of Trial Lawyers (SATL) intended to use the research report for. What did they want the purchase to accomplish? Since ethics came into play regarding his final decision, he had the right to ask questions that would help him make that decision. The SATL would have the right to decline to give a reason. Parker was forced to speculate that the SATL would use the report to be aware of any potential criticisms of Paine. Their intentions were likely noble as they prepared to work on his next campaign. Parker had no way of knowing or controlling how they would ultimately use the information provided. Legal Implications of Political Campaign Actions It would be illegal for the SATL to give the research report to the Paine campaign. Cash gifts up to $250,000 could be bundled from 500 individuals and be considered a legal campaign contribution. According to the state campaign financing statutes, giving in-kind gifts in excess of $500 was a criminal action (Mursten, 1995). In-kind gifts did not qualify for the bundling exception. If Parker sold the research to the SATL knowing that they would give it to Paine, he could be implicated as aiding in the crime and held accountable for a misdemeanor (Mursten, 1995). It would be possible for the SATL to in turn sell the research to the Paine campaign. It this occurred, the transaction would be indicated in the official spending reports. The SATL could also donate the research to the Republican Party. The Republican Party could then donate the research to the campaign of the Republican nominee. According to Mursten, Ã¢â‚¬Å"Under state campaign financing law, registered political p arties were exempt from the $500 contribution limit.Ã¢â‚¬ This would likely provide a loophole to the campaign gift policies. Parker could not be held liable if Paine used the research information to violate the new Florida Voluntary Code of Fair Campaign Practices. If Paine publicly announced his support for the code and then violated it with research conducted by ParkerÃ¢â‚¬â„¢s firm, then Paine should be held accountable. Parker also could not legally distribute a copy of the postcard from the Jackson campaign since his firm did not create the marketing piece. He merely reviewed the postcard for accuracy and had no rights to the product. Every functional area in the business world has legal exposure (Baumer, 2001). Each business needs to identify what their largest exposures are and determine how they can best be contained. Copyright Law The Agreement for Campaign Research and Consulting Services limited the use of the research report by the client for a specific period of time coinciding with a specific election campaign (Exhibit 8). The Agreement did not limit the future use of the research report by ParkerÃ¢â‚¬â„¢s firm. Since it did not specifically limit the use of the research, then Parker interpreted the contract to read that his firm could use it again for hire. Parker also felt that the campaign could not claim the copyright since a copyright disclosure was omitted on the document. The Copyright Act of 1976 does not require a copyright symbol to appear on a work in order for it to be covered by copyright protection. The Act only requires the work to be original and fixed (Wikepedia, 2006). The question regarding who owns the copyright still must be answered. The Agreement and disclosure statements on the report address when the report can be used and who has the right to use it (Mursten, 1995). These documents never mention that ParkerÃ¢â‚¬â„¢s firm retains the original copyright to the work and can republish it in the future. Because these statements donÃ¢â‚¬â„¢t exist, there can be considerable debate regarding who should own the copyright. Work For Hire As a general rule the author of the work owns the copyright. The Copyright Act of 1976 contains an exception called the Ã¢â‚¬Å"work for hireÃ¢â‚¬ doctrine. If the Ã¢â‚¬Å"work for hireÃ¢â‚¬ doctrine can be proven in a specific case, then the person or company that the work was created for would own the copyright (Developer, 2006). The work for hire doctrine applies when an employee creates a product within the scope of his/her employment or in a situation where a certain type of work is specially ordered or commissioned by which an express agreement is considered for hire (Developer, 2006). Since Parker is an outside consultant or a contractor, and not an employee, the Ã¢â‚¬Å"work for hireÃ¢â‚¬ doctrine would not apply under the first part of the test. The work was specifically ordered, it is new, and it could be classified under the compilation category in the Copyright Act of 1976 if there were an agreement that expressly stated that the work was made for hire (Developer, 2006). Since this statement did not exist, the second part of the test also favors ParkerÃ¢â‚¬â„¢s interpretation. This scenario would not be considered work for hire(,) and Parker would retain the copyrights. The copyright ownership issue should always be addressed with the assistance of legal counsel in preparing the agreement. Transfer of Ownership It would be possible for the Jackson campaign to transfer the ownership of the copyright if the contract were negotiated as a work for hire. They could even authorize the sale of the copyright and reap the financial rewards of the transaction. It would be difficult to determine if the Jackson campaign would easily give up the copyright or refuse the request. Since they are no longer in the political circuit, they may be willing to share the information. On the other hand, they may feel that the information would create a disadvantage for the Democratic Party and decline the transfer request. Fair Use Under the Copyright Act of 1976, the fair use of copyrighted work does not infringe a copyright. Fair use is generally permitted for criticism, news reporting, teaching, scholarship or research purposes (Wikipedia, 2006). Fair use is further determined based on the character of the use, nature of the copyrighted work, amount of the original work used and the effect it will have on the demand for the original work (Wikipedia, 2006). If it were determined that the Jackson campaign owned the copyright, Parker could argue that the reproduction of the research reports fall under fair use of a copyrighted work. The main use would be for research purposes and would not be disclosed publicly. An individual should have a right to obtain a copy of materials written about their own character provided discretion is used and public criticism of the work is not made. It is legal for Parker to resell the report, but not sell the postcards. Ethical Issues Parker felt uncertain about the request for information soon after receiving the phone call from the SATL. He questioned if he should even be taking on the contract. ParkerÃ¢â‚¬â„¢s gut feeling told him that something didnÃ¢â‚¬â„¢t feel right about the request (Mursten, 1995). As a rule of ethics, if you immediately question an action, then you should spend a considerable amount of time conducting research in order to justify the action you decide to take. If you feel uneasy about performing a service or action, then you have the right to turn down the business without providing a detailed explanation. Parker also felt like he had nobody to turn to for advice with his firm (Mursten, 1995). He felt pressured as the sole decision maker of the firm to make the right decision. I donÃ¢â‚¬â„¢t see anything wrong with the SATLÃ¢â‚¬â„¢s request to purchase old research. I do have a concern about the price that they are willing to pay for the data. They are willing to pay full price for research that has already been conducted and paid for by another client. Are they coming in with a high offer in order to deter Parker from considering the ethical and legal implications of their request? Appropriate Ethical Action When the request for information was made Parker, he should have replied that he would retrieve the old contract and get back in touch with the SATL regarding his ability to meet their request. Parker should have taken a few days to consider all of his options and seek advice. Since he had nobody to turn to within the company for guidance, he should have leveraged his extensive political network. He should have been able to identify a few individuals that worked in legislature that would be able to provide an unbiased opinion on the subject. Parker should also revise his standard client agreement in order to clearly state who retains the copyright for the product produced. He needs to eliminate any confusion and can work with an attorney to draft the agreement. I do not feel that he should resell the report to the SATL since they are likely to use it to aid the Republican candidate. Conclusion Parker needed to ask more questions regarding how the research would be used and whom it would be disseminated to within the political arena. In order to make a well-informed decision, he needed to have all of his concerns addressed. If he were not able to obtain answers to all of his questions, then he should have declined the offer. If he were comfortable that selling the research would not violate any copyright laws, state legislature, or prior contracts, then he had an ethical duty to sell it for a fair price. He has an ethical duty not to sell the research. In my opinion, $25,000 is not a fair asking price for a report that already exists and would take minimal time and effort to reproduce. An asking price of $10,000 would be more appropriate for all parties involved. Copies of the postcards created for the Jackson campaign should not be included since a different marketing consultant created them. It would be copyright infringement to sell the postcards. Parker has wor ked hard to establish his firm as the Ã¢â‚¬Å"PartyÃ¢â‚¬â„¢s choiceÃ¢â‚¬ for Democrats. (Mursten, 1995). He has a loyal customer base that values the work that he has conducted over the years. He would get negative press if word leaked out that he sold a report originally contracted by a Democrat to the Republicans. He would be disloyal to his former client, whether anyone knew about it or not. It would look like he was abandoning that party in favor of financial rewards. According to Baumer, managers should be mindful of the legal pitfalls that can confront their company. Parker should be able to get through this scenario on all of the legal technicalities. He does retain the copyright ownership since the work for hire doctrine does not apply. He could still be challenged to defend his position. I donÃ¢â‚¬â„¢t think it is worth the time or effort to put up a fight to defend these actions. He could get sued and have to spend money on attorneys and time in court. His free time is worth more to him than the price of the contract. He should weigh ethics above all else and decline the request. He would not lose any clients by turning down the business and his reputation in the industry would still be intact. Parker has always worked for Democrats and the client who paid for the report was a Democratic organization. The SATL likely supports the Republican candidate. This puts Parker in a conflict of interest position. He has fostered loyalty to the Democrats, and resale of the report to the SATL would appear disloyal. References: Baumer/Poindexter: Cyberlaw E-Commerce (2001). Ch. 1 Developer. developerdotstar.com. Who Owns Your Software? Software Copyright and the Work for Hire Doctrine. 2006. developerdotstar.com/mag/articles/daniels_softwarecopyright.html Exhibit 8. Mursten, D.B. (1995). Agreement. Pat Parker Associates. Harvard Business School Publishing. Mursten, D. B. (1995). Pat Parker Associates. 9-393-059. Harvard Business School Publishing. Wikipedia.com (2006). Copyright Act of 1976. http://en.wikipedia.org/wiki/United_States_Copyright_Act_of_1976 Research Papers on Pat Parker Three Concepts of PsychodynamicCapital PunishmentResearch Process Part OneStandardized TestingPETSTEL analysis of IndiaGenetic EngineeringEffects of Television Violence on Children

Friday, February 21, 2020

Mgt 501 management theory and practice Essay Example | Topics and Well Written Essays - 2500 words

Mgt 501 management theory and practice - Essay Example The present study would analyze the business dynamics of Mc DonaldÃ¢â‚¬â„¢s with regards to the aspect of organizational culture and the constituting aspects of internal and external factors that affect organizational culture. The choice of the organization assumes significance considering the fact that the company is one of the best known brands and has operations across diverse geographical regions making the aspect of culture as an extremely vital aspect in determining the companyÃ¢â‚¬â„¢s business prospects. McDonalds was established in the year 1955 by the legendary personality Ray Croc in the United States of America. The company since then has grown a long way to emerge as one of the most popular restaurant chains having a dedicated presence in almost every region of the world (McDonalds, 2011). The company at its present date has a dedicated presence in about 119 different nations and employing a large number of individuals. The stocks of the company are listed on the bourses of the New York Stock Exchange. The company has been adding new products in its menu list consistently over the years and has also developed an impressive franchising strategy to spread its footprint across the globe. The company has also developed at attractive work culture that has helped in retaining and attracting a talented pool of human resources to meet the challenges of the highly turbulent and fluctuating business environment (McDonalds-a, 2011). Analysis of Organization Culture Organizational culture is an important facet of business organizations in the present business environment. Organizational culture is influenced by both internal as well as external factors. The importance of culture as highlighted by Lussier (2008) who stated that organizational culture is largely an implication of the personality and the work environment in an organization. The author also highlighted some of the internal factors such as organization mission, resources available with a company, s tructure and attitude of the management as the factors that largely influence the culture in an organization (Lussier, 2008, p.46-48). Keyton (2010) identified communication as another strategic factor that determines the aspect of organization culture in a particular company. The author also pinned out the importance of organizational culture towards generating positive and negative values in a company. The author highlighted that positive culture generates greater value while negative culture creates a negative set of values that ultimately helps in generating a favorable working condition. Internal communication has a key role to play in this regard as a smooth flow of information helps in generating positive sentiments in an organization that helps generate long term advantage for a company (Keyton, 2010, p.166). Figure 1: Elements influencing Organizational Culture (Source: Cameron & Quinn, 2011) The figure shown above reflects some of the factors that affect organization cultu re. These include assumptions, official norms and contractual obligations of the company, the artifacts and the behavioral patterns of the individuals in an organization. The figure clearly identifies that behaviors and other artifacts associated with an organization are largely observable and can be monitored and hence influenced by an organization through its policies. Therefore the role of evaluation and monitoring acts

Wednesday, February 5, 2020

Advertising Profolio Essay Example | Topics and Well Written Essays - 1000 words

Advertising Profolio - Essay Example Both the sedan and the truck are badly destroyed after the crush. The billboard is accompanied by the message Ã¢â‚¬Å"Tailgating isnÃ¢â‚¬â„¢t worth it. Give Trucks room. ItÃ¢â‚¬â„¢s the lawÃ¢â‚¬ . The basis of the argument in this essay will be drawn from Leiss et al. (2005) with a theme of cultural frame and a focus on actualization of objects to create a deeper meaning in advertisements. According to Leiss, Ã¢â‚¬Å"a cultural frame arises from a set of images, forms of communication and some values. The three arise from the amalgamation of marketing and advertising, mass media and the popular culture.Ã¢â‚¬ (Leiss, 2013, 91). To begin with, the ads are chosen from the fact that they have a common aspect of road safety. They are, however, set differently with varying messages through the same background meaning, road safety. The communicative aspects in the ads are by far actualization of objects. The ambience of both advertisements is a sorry mood. Accidents have occurred in both cases as a result of dangerous driving. In the first ad, a child is bleeding following poor driving on a rainy day. In the second ad, the sedan is tailgating a truck rather than keeping a safe distance as required by the law. The results are an impact that causes both the sedan and the truck to even fold up the billboard. This is a smartly created ad that vivifies the billboard itself. It is indicative of a real time accident happening on the billboard. On the one side, the sedanÃ¢â‚¬â„¢s front has been smashed up, and the driver must be in a fatal condition. On the other hand, the truck has only the back smashed but the cabin is quite some distance away, meaning that the accident had little or no consequence to the occupants of the truck. The ad makes sense as the sedanÃ¢â‚¬â„¢s driver is seemingly the one on the wrong for tailgating a truck. The truck was hit, but the occupants did not suffer as m uch

Tuesday, January 28, 2020

Impact of training on employee performance

Impact of training on employee performance The importance of training and development to employees performance and for that matter to employees and organisational performance cannot be overemphasised. Noe (1999) affirms that management of individual skills is an important aspect of doing business today, and employee development will likely grow in the future. The benefits of employee development extend beyond the actual skills gained and their contribution to an individuals productivity. The issue of training is paramount to the success of any organisation and this function of training has been examined for decades now. However, in todays business climate of continuous changes and uncertainty, the importance of training to employee and organisational performance as a whole, needs to be seen from a new perspective. The need for organisations to respond to the needs of its human capital and the effect of training on their performance of the organisation has become a crucial subject for business activity. It is important to note that there is an established link between training and performance. Not only does training enhance employee motivation and satisfaction, increases productivity, reduces the problems associated with the supervision of employees but also creates a reservoir of qualified employee as well as reduces work related activities as a result of increased knowledge, skills, abilities and competences. According to the Journal of Industrial Training, November / December 1947 edition, it is suggested that training be defined as that tool of management which through sound principles of teaching and learning, is utilised to raise the productive ability and to maintain and improve the performance of all employees. Training which consists of planned programmes must be on-going designed to improve performance at the individual, group, and organisational levels. Improved performance, in turn, implies that there have been measurable changes in knowledge, skills, attitude, and social behaviour. In fact, well-planned, well-executed training efforts may fail unless companies and communities help workers see training as a long term investment in their own career. NestlÃƒ © Ghana Limited started business in Ghana in 1957 under the trading name of NestlÃƒ © Products (Gh) Limited with the importation of NestlÃƒ © products such as milk and chocolates. In 1968, it was incorporated as Food Specialties (Gh) Limited to manufacture and market locally well known NestlÃƒ © brands. The company became NestlÃƒ © Ghana Limited in 1987. In 1971 the production of the IDEAL Milk and MILO started at the Tema Factory which has since been expanded further with products not only produced for Ghana but also exported across West Africa. In 2003, NestlÃƒ © Ghana Ltd invested in a new warehouse, the Central Distribution centre, located next to the factory in Tema. The company also runs sales offices with warehouses in Kumasi, Takoradi, Koforidua and Tamale. The main objectives of the company are the development of the local and regional West African market. Since it was established, the company has significantly stimulated the Ghanaian economy with a dynamic, well trained and dedicated workforce, manufacturing and marketing well known quality brands such as Ideal Full Cream Evaporated Milk, Carnation Filled Milk, Carnation Tea Creamer, Milo, Chocolim, Choco Milo, Cerevita Porridges, Cerelac and NestlÃƒ © infant cereals. NestlÃƒ © Ghana Ltd also imports and distributes brands such as Nido Milk Powder, Lactogen and Nan Infant Formula and soluble coffee Nescafe. All those products can be found all over the countrys extended distribution network. The company also takes an important role in the social life of Ghana by promoting medical students in health sciences, supporting child education and social events as well as sports. In addition to all these, the Nestle Ghana Ltd in its Investment Projects/ Growth Strategy, has invested some 130 billion cedis in 2004 and 2005 to increase its production capacity, particularly in the area of cocoa-based beverages, and to construct modern and efficient distribution facilities next to the factory in Tema. STATEMENT OF PROBLEM Over the years, performances within some sectors of the company have not been particularly impressive. Even though through its brands, profits have soared, it is believed that the level of employees skills, knowledge and competencies, if improved, would enhance not only the companys image but also shoot profits through the roof. Nestle Gh Ltd has elaborate training and development policies for its employees which include study leave, on-the-job training, off-the-job training, special short courses, mentoring and workshops among others All of the above are aimed at updating the knowledge, skills, abilities and competences of its employees in order to achieve organisational goals and objectives. PURPOSE OF STUDY The general objective of the study will be to assess the effects of training on the performance of employees of the Nestle Ghana Ltd The specific objectives of the study are to: Examine the knowledge, skills and qualifications of employees of the Nestle Ghana Ltd Examine the training needs of employees of Nestle Ghana Ltd Ascertain employee performance management or appraisal system of Nestle Ghana Ltd Determine effects of training on job performance of employees of Nestle Ghana Ltd Make recommendations to the institution on ways to improve upon training and performance of employees and to inform policy and programme formulation Research Questions The following research questions have been formulated to guide the study: What are the criteria for selecting trainees in Nestle Ghana Ltd? How does training affect employee performance in Nestle Ghana Ltd? What level of importance does Nestle Ghana Ltd attach to training? Significance of the study One of the sources of improving on the knowledge, skills, attitudes, effectiveness and performance of employees in every institution is through sustained training and development. In this direction, there has been a reasonable amount of studies conducted on the subject matter in Ghana. However, studies of such kind are inadequate. It is therefore significant to undertake a study to assess the effects of training on the performance of employees of Nestle Ghana Ltd. The study is thus intended to serve as a reliable source of data for relevant agencies, researchers, students, and organisations and institutions interested in the effects of training on employee performance. Furthermore, the study is expected to contribute to knowledge and existing literature on training and its effects on employee performance. SCOPE OF THE STUDY The study will focused on assessing the impact of training on employee performance by using Nestle Ghana Ltd. LITERATURE REVIEW According to Herzberg (1966) human resources constitute the ultimate basis for the wealth of a nation or an organisation, Human resources, particularly employees energies, talents, skills, abilities, knowledge and efforts are often useful in the production of goods or rendering services. Employees are often described as the most significant and dynamic among organisational resources since the character and strength of an organisation is invariably tied up with the quality and attributes of its employees (Cole, 2002). Employee training and development therefore is not only essential but also critical to an organisations survival. The global trend now is the training and development of human resources as the knowledge that human beings possess is the pivot for achieving an increase in total factor productivity (UNIDO, 1995). Training and development is a comprehensive learning system designed to enhance individual performance for the purpose of improving organisational effectiveness and efficiency. Training is the process of facilitating organisational learning, performance and change through formal and informal interactions, initiatives and management actions for the purpose of enhancing an organisations performance, capacity, capability, competence, competitiveness and readiness (Gilley, England Gilley, 2002). Theoretical framework According to Cole (1998) training and development activities depends on the policy and strategies of an organisation. Many organisations in the review of related literature as regards training in an organisation are not quite easy, as available literature encounters many difficulties. Beginning with, the use of the two terms of training and development are thought of as one entity. Some authors such as Cole (1998) and Robbins (1991) equate staff development to human resource development which focuses on among other things, preparing employees for greater responsibility and advancement. Others however look at it from the view of workers education and training. According to Robbins (1991), when management provide employees with training, its intention is to instil preferred work behaviours and attitudes in them. This may be most obvious during the new employees orientation, which is a type of training in itself. Daft (as cited in Mullins 1999) is of the view that all organisations are open systems and ignoring the environment may lead to failure in the entire system. Organisations and the environment in which they operate are constantly in link with each other. Indeed, interdependence is very crucial since the malfunction or neglect of any one of them inevitably affects the others and the total system. The training functions in any organisation is functionally linked to this whole work system and any extortion in the series of independent systems could affect productivity, hence the effectiveness by training (Mullin, 1999). Motivation is concerned with the factors that influence people to behave in certain ways, Armstrong (2006). Motivation is a tool for encouragement, a driving force that defines behaviour. It can be intrinsic, that is, self generating factors or extrinsic which is motivation that originates outside the individual. The survival of any training programme is dependent on its sensitivity to the demands of the environment, which includes the trainees, management and the entire community. It must be emphasized that the most literature agrees that the aim of the training process is to help develop the organisations employees skills, knowledge and attitude that have been regarded necessary for an effective performance of their work. According to Mc-Beath (1994), development is about total growth of knowledge, experience and abilities of the individual, the development of the whole person as he progresses towards his ultimate potential, being long term and future oriented opportunities to acquire knowledge, skills and attitudes largely off-the-job, to help achieve designed performance or levels of knowledge. The definition is role of employee specific. Training is seen as teaching lower level employees how to perform their present job while development involves teaching managers and professional employees skills needed for their present and future jobs. Rae (1994) identifies the following training functions as the most commonly found in organisations. General job skills training: This sees staff at all levels frequently possessing a common problem or needs in order to carry out their jobs efficiently. Functional job skills training: concerns itself mainly with situations where organisations introduce new or revised operating systems, procedures and so on. On-the job training: refers to face-to-face, individualized training or instruction on-the job at the work place. Technical skills training: generally refers to training in the information technology where specific and technological skills are required. Professional skills training: involve the training of professional staff such as Accountants, Surveyors, Auditors, Architects, etc. Management training: trainers in many large organisations specialize in training and development of managers. In trainer training: the trainers themselves require advance skills in their existing line of work. To Mullin (1999), the purpose of training is to improve knowledge and skills, and to change attitudes. Mullins again states that in order to secure the full benefits of successful training, there must therefore be a planned and systematic approach to the effective management of training According to Douglas and Philip (1987), there are several training principles pertaining to training and learning. The generalisations are the results of efforts to formulate a reasonable useful set of descriptive statements concerning the trainee and training methods, materials and situations. Some writers who have written on training observed that most training reported was for organisational rather than individual development. This presupposes that carrier development does not appear to be fully blamed for such positions since some employers lose considerable human resource annually after investing heavily in them. The concern here is whether organisations are justified in maintaining such policies. Foster as cited in Mayo and Du Bois (1993) states that training should create conditions and stimuli to evoke response in others, to develop knowledge, skills and attitudes, to produce changes in behaviour and finally to attain specific objectives. The connection between training and organisational goals implies that training in an organisation could be strategic, informal and operational (OConnor, Bronner Delaney, 1996). Informal training is based on the need to give the employees information about the organisation which includes orientation, developing corporate citizenship, and creating a contextual reference for employees (Noe, 1999). METHODOLOGY Thomas (1996) in his deliberations on the descriptive surveys method stressed that data sometimes live buried with the minds or within the attitudes, feeling reactions of men and women and they can act as clues for further investigations to be canned out. The use of the survey method enables the researcher to systematically collect data about the nature of the training programme and its attendant challenges that the participants face. The sample population used in this research was thirty staff members of Nestle Ghana Ltd. There will be three groups of respondents: a. workers who have been in the company for just a year and have undergone only orientation training b. workers who have undergone in-service training within the company c. workers who have gone into international training. These are usually managerial staff. The Human Resource unit of Nestle Ghana Ltd will be contacted to provide the sample size of workers of the company who fall under these categories. Respondents will be issued questionnaires to fill on the information required. Where possible, there will be unstructured interviews with the respondents as to questionnaires they are required to fill. Research Instruments The standard questionnaire will be the main instrument for data collection for the trained staff of Nestle Ghana Ltd. It will be used to elicit responses from the beneficiaries as to how they are involved in the objective setting and the training needs assessment of the training programmes among others. All the questions will be asked to ascertain whether the purpose of training can be perceived in terms of ensuring that employees have the requisite knowledge, skills and attitudes required to perform well at post. The questionnaires will consist of both open and closed questions. The closed-ended questions are asked to make sure of uniformity and greater reliability. The open-ended techniques will used to probe further on the questions and also eliminate ambiguities. The study will be based on both primary and secondary data sources. The primary data consists of responses to the questionnaire administered to Nestle Ghana Ltd staffs who have attended some training programmes. In addition bits of information will also be taken from other published and unpublished studies related to the study. The data collected will be matched, synthesized and coded for easy presentation. Data collected from respondents will be analysed with the Statistical Package for the Social Sciences (SPSS). CONCLUSION The research will highlight the importance of training to Nestle Ghana Limited and develop a link between training and both employee and company development.REFERENCES Armstrong, M (2006) Human Resource Management Practice, London: Kogan Page. Cole, G. A. (2002) Personnel and Human Resource Management, (5th ed.). London: Book Powers ELST Douglas, M. G Philip, H. D. (1987) The Complete Book of Training Theory, Principles and Techniques. London: Pfeiffer Co Gilley, J. W., England, S. A Gilley, A. M. (2002) Principles of Human Resource Development, (2nd ed.), Perseus, US. Herzberg, F. H. (1966) Work and the Nature of Man, Cleveland: World Publishing Co. International Journal of Industrial Training, November / December 1947 edition Mayo, G. D., Du Bois P. (1993) The Complete Book of Training. San Diego, California: University Associates Inc. Mc-Beath, G. Rands, D. N. (1994) Salary Administration (3rd ed.). Oxford: Blackwell. Mullin, Laurie J. (1999) Management and Organisational Behaviour (5th ed.). London: Prentice Hall Noe, R. A. (1999) Employee Training and Development, New York: McGraw Hill. OConnor, B. N., Bronner, M., Delaney, C. (1996) Training for Organisations. Cincinnati, OH: South Western Educational Publishing. Rae, L. (1994) The Skills of Human Relations Training, London: Gower. Robbins, S. P. (1991). Organisational Behaviour. Englewood Cliffs, N.J.: Prentice Hall. Thomas S. B. (1996) Method and Analysis in Organisational Research. Virginia: Reston Publishing Co. UNIDO (1995) 30 years of Industrial Development 1966-1996, London: ISC and UNIDO. . Impact of Training on Employee Performance Impact of Training on Employee Performance The importance of training and development to employees performance and for that matter to employees and organisational performance cannot be overemphasised. Noe (1999) affirms that management of individual skills is an important aspect of doing business today, and employee development will likely grow in the future. The benefits of employee development extend beyond the actual skills gained and their contribution to an individuals productivity. The issue of training is paramount to the success of any organisation and this function of training has been examined for decades now. However, in todays business climate of continuous changes and uncertainty, the importance of training to employee and organisational performance as a whole, needs to be seen from a new perspective. The need for organisations to respond to the needs of its human capital and the effect of training on their performance of the organisation has become a crucial subject for business activity. It is important to note that there is an established link between training and performance. Not only does training enhance employee motivation and satisfaction, increases productivity, reduces the problems associated with the supervision of employees but also creates a reservoir of qualified employee as well as reduces work related activities as a result of increased knowledge, skills, abilities and competences. According to the Journal of Industrial Training, November / December 1947 edition, it is suggested that training be defined as that tool of management which through sound principles of teaching and learning, is utilised to raise the productive ability and to maintain and improve the performance of all employees. Training which consists of planned programmes must be on-going designed to improve performance at the individual, group, and organisational levels. Improved performance, in turn, implies that there have been measurable changes in knowledge, skills, attitude, and social behaviour. In fact, well-planned, well-executed training efforts may fail unless companies and communities help workers see training as a long term investment in their own career. NestlÃƒ © Ghana Limited started business in Ghana in 1957 under the trading name of NestlÃƒ © Products (Gh) Limited with the importation of NestlÃƒ © products such as milk and chocolates. In 1968, it was incorporated as Food Specialties (Gh) Limited to manufacture and market locally well known NestlÃƒ © brands. The company became NestlÃƒ © Ghana Limited in 1987. In 1971 the production of the IDEAL Milk and MILO started at the Tema Factory which has since been expanded further with products not only produced for Ghana but also exported across West Africa. In 2003, NestlÃƒ © Ghana Ltd invested in a new warehouse, the Central Distribution centre, located next to the factory in Tema. The company also runs sales offices with warehouses in Kumasi, Takoradi, Koforidua and Tamale. The main objectives of the company are the development of the local and regional West African market. Since it was established, the company has significantly stimulated the Ghanaian economy with a dynamic, well trained and dedicated workforce, manufacturing and marketing well known quality brands such as Ideal Full Cream Evaporated Milk, Carnation Filled Milk, Carnation Tea Creamer, Milo, Chocolim, Choco Milo, Cerevita Porridges, Cerelac and NestlÃƒ © infant cereals. NestlÃƒ © Ghana Ltd also imports and distributes brands such as Nido Milk Powder, Lactogen and Nan Infant Formula and soluble coffee Nescafe. All those products can be found all over the countrys extended distribution network. The company also takes an important role in the social life of Ghana by promoting medical students in health sciences, supporting child education and social events as well as sports. In addition to all these, the Nestle Ghana Ltd in its Investment Projects/ Growth Strategy, has invested some 130 billion cedis in 2004 and 2005 to increase its production capacity, particularly in the area of cocoa-based beverages, and to construct modern and efficient distribution facilities next to the factory in Tema. STATEMENT OF PROBLEM Over the years, performances within some sectors of the company have not been particularly impressive. Even though through its brands, profits have soared, it is believed that the level of employees skills, knowledge and competencies, if improved, would enhance not only the companys image but also shoot profits through the roof. Nestle Gh Ltd has elaborate training and development policies for its employees which include study leave, on-the-job training, off-the-job training, special short courses, mentoring and workshops among others All of the above are aimed at updating the knowledge, skills, abilities and competences of its employees in order to achieve organisational goals and objectives. PURPOSE OF STUDY The general objective of the study will be to assess the effects of training on the performance of employees of the Nestle Ghana Ltd The specific objectives of the study are to: Examine the knowledge, skills and qualifications of employees of the Nestle Ghana Ltd Examine the training needs of employees of Nestle Ghana Ltd Ascertain employee performance management or appraisal system of Nestle Ghana Ltd Determine effects of training on job performance of employees of Nestle Ghana Ltd Make recommendations to the institution on ways to improve upon training and performance of employees and to inform policy and programme formulation Research Questions The following research questions have been formulated to guide the study: What are the criteria for selecting trainees in Nestle Ghana Ltd? How does training affect employee performance in Nestle Ghana Ltd? What level of importance does Nestle Ghana Ltd attach to training? Significance of the study One of the sources of improving on the knowledge, skills, attitudes, effectiveness and performance of employees in every institution is through sustained training and development. In this direction, there has been a reasonable amount of studies conducted on the subject matter in Ghana. However, studies of such kind are inadequate. It is therefore significant to undertake a study to assess the effects of training on the performance of employees of Nestle Ghana Ltd. The study is thus intended to serve as a reliable source of data for relevant agencies, researchers, students, and organisations and institutions interested in the effects of training on employee performance. Furthermore, the study is expected to contribute to knowledge and existing literature on training and its effects on employee performance. SCOPE OF THE STUDY The study will focused on assessing the impact of training on employee performance by using Nestle Ghana Ltd. LITERATURE REVIEW According to Herzberg (1966) human resources constitute the ultimate basis for the wealth of a nation or an organisation, Human resources, particularly employees energies, talents, skills, abilities, knowledge and efforts are often useful in the production of goods or rendering services. Employees are often described as the most significant and dynamic among organisational resources since the character and strength of an organisation is invariably tied up with the quality and attributes of its employees (Cole, 2002). Employee training and development therefore is not only essential but also critical to an organisations survival. The global trend now is the training and development of human resources as the knowledge that human beings possess is the pivot for achieving an increase in total factor productivity (UNIDO, 1995). Training and development is a comprehensive learning system designed to enhance individual performance for the purpose of improving organisational effectiveness and efficiency. Training is the process of facilitating organisational learning, performance and change through formal and informal interactions, initiatives and management actions for the purpose of enhancing an organisations performance, capacity, capability, competence, competitiveness and readiness (Gilley, England Gilley, 2002). Theoretical framework According to Cole (1998) training and development activities depends on the policy and strategies of an organisation. Many organisations in the review of related literature as regards training in an organisation are not quite easy, as available literature encounters many difficulties. Beginning with, the use of the two terms of training and development are thought of as one entity. Some authors such as Cole (1998) and Robbins (1991) equate staff development to human resource development which focuses on among other things, preparing employees for greater responsibility and advancement. Others however look at it from the view of workers education and training. According to Robbins (1991), when management provide employees with training, its intention is to instil preferred work behaviours and attitudes in them. This may be most obvious during the new employees orientation, which is a type of training in itself. Daft (as cited in Mullins 1999) is of the view that all organisations are open systems and ignoring the environment may lead to failure in the entire system. Organisations and the environment in which they operate are constantly in link with each other. Indeed, interdependence is very crucial since the malfunction or neglect of any one of them inevitably affects the others and the total system. The training functions in any organisation is functionally linked to this whole work system and any extortion in the series of independent systems could affect productivity, hence the effectiveness by training (Mullin, 1999). Motivation is concerned with the factors that influence people to behave in certain ways, Armstrong (2006). Motivation is a tool for encouragement, a driving force that defines behaviour. It can be intrinsic, that is, self generating factors or extrinsic which is motivation that originates outside the individual. The survival of any training programme is dependent on its sensitivity to the demands of the environment, which includes the trainees, management and the entire community. It must be emphasized that the most literature agrees that the aim of the training process is to help develop the organisations employees skills, knowledge and attitude that have been regarded necessary for an effective performance of their work. According to Mc-Beath (1994), development is about total growth of knowledge, experience and abilities of the individual, the development of the whole person as he progresses towards his ultimate potential, being long term and future oriented opportunities to acquire knowledge, skills and attitudes largely off-the-job, to help achieve designed performance or levels of knowledge. The definition is role of employee specific. Training is seen as teaching lower level employees how to perform their present job while development involves teaching managers and professional employees skills needed for their present and future jobs. Rae (1994) identifies the following training functions as the most commonly found in organisations. General job skills training: This sees staff at all levels frequently possessing a common problem or needs in order to carry out their jobs efficiently. Functional job skills training: concerns itself mainly with situations where organisations introduce new or revised operating systems, procedures and so on. On-the job training: refers to face-to-face, individualized training or instruction on-the job at the work place. Technical skills training: generally refers to training in the information technology where specific and technological skills are required. Professional skills training: involve the training of professional staff such as Accountants, Surveyors, Auditors, Architects, etc. Management training: trainers in many large organisations specialize in training and development of managers. In trainer training: the trainers themselves require advance skills in their existing line of work. To Mullin (1999), the purpose of training is to improve knowledge and skills, and to change attitudes. Mullins again states that in order to secure the full benefits of successful training, there must therefore be a planned and systematic approach to the effective management of training According to Douglas and Philip (1987), there are several training principles pertaining to training and learning. The generalisations are the results of efforts to formulate a reasonable useful set of descriptive statements concerning the trainee and training methods, materials and situations. Some writers who have written on training observed that most training reported was for organisational rather than individual development. This presupposes that carrier development does not appear to be fully blamed for such positions since some employers lose considerable human resource annually after investing heavily in them. The concern here is whether organisations are justified in maintaining such policies. Foster as cited in Mayo and Du Bois (1993) states that training should create conditions and stimuli to evoke response in others, to develop knowledge, skills and attitudes, to produce changes in behaviour and finally to attain specific objectives. The connection between training and organisational goals implies that training in an organisation could be strategic, informal and operational (OConnor, Bronner Delaney, 1996). Informal training is based on the need to give the employees information about the organisation which includes orientation, developing corporate citizenship, and creating a contextual reference for employees (Noe, 1999). METHODOLOGY Thomas (1996) in his deliberations on the descriptive surveys method stressed that data sometimes live buried with the minds or within the attitudes, feeling reactions of men and women and they can act as clues for further investigations to be canned out. The use of the survey method enables the researcher to systematically collect data about the nature of the training programme and its attendant challenges that the participants face. The sample population used in this research was thirty staff members of Nestle Ghana Ltd. There will be three groups of respondents: a. workers who have been in the company for just a year and have undergone only orientation training b. workers who have undergone in-service training within the company c. workers who have gone into international training. These are usually managerial staff. The Human Resource unit of Nestle Ghana Ltd will be contacted to provide the sample size of workers of the company who fall under these categories. Respondents will be issued questionnaires to fill on the information required. Where possible, there will be unstructured interviews with the respondents as to questionnaires they are required to fill. Research Instruments The standard questionnaire will be the main instrument for data collection for the trained staff of Nestle Ghana Ltd. It will be used to elicit responses from the beneficiaries as to how they are involved in the objective setting and the training needs assessment of the training programmes among others. All the questions will be asked to ascertain whether the purpose of training can be perceived in terms of ensuring that employees have the requisite knowledge, skills and attitudes required to perform well at post. The questionnaires will consist of both open and closed questions. The closed-ended questions are asked to make sure of uniformity and greater reliability. The open-ended techniques will used to probe further on the questions and also eliminate ambiguities. The study will be based on both primary and secondary data sources. The primary data consists of responses to the questionnaire administered to Nestle Ghana Ltd staffs who have attended some training programmes. In addition bits of information will also be taken from other published and unpublished studies related to the study. The data collected will be matched, synthesized and coded for easy presentation. Data collected from respondents will be analysed with the Statistical Package for the Social Sciences (SPSS). CONCLUSION The research will highlight the importance of training to Nestle Ghana Limited and develop a link between training and both employee and company development.REFERENCES Armstrong, M (2006) Human Resource Management Practice, London:Ã‚ Kogan Page. Cole, G. A. (2002) Personnel and Human Resource Management, (5th ed.).Ã‚ London: Book Powers ELST Douglas, M. G Philip, H. D. (1987) The Complete Book of Training Theory,Ã‚ Principles and Techniques. London: Pfeiffer Co Gilley, J. W., England, S. A Gilley, A. M. (2002) Principles of HumanÃ‚ Resource Development, (2nd ed.), Perseus, US. Herzberg, F. H. (1966) Work and the Nature of Man, Cleveland: WorldÃ‚ Publishing Co. International Journal of Industrial Training, November / December 1947 edition Mayo, G. D., Du Bois P. (1993) The Complete Book of Training. San Diego,Ã‚ California: University Associates Inc. Mc-Beath, G. Rands, D. N. (1994) Salary Administration (3rd ed.). Oxford:Ã‚ Blackwell. Mullin, Laurie J. (1999) Management and Organisational Behaviour (5th ed.).Ã‚ London: Prentice Hall Noe, R. A. (1999) Employee Training and Development, New York: McGrawÃ‚ Hill. OConnor, B. N., Bronner, M., Delaney, C. (1996) Training forÃ‚ Organisations. Cincinnati, OH: South WesternÃ‚ Educational Publishing. Rae, L. (1994) The Skills of Human Relations Training, London: Gower. Robbins, S. P. (1991). Organisational Behaviour. Englewood Cliffs, N.J.: PrenticeÃ‚ Hall. Thomas S. B. (1996) Method and Analysis in Organisational Research. Virginia:Ã‚ Reston Publishing Co. UNIDO (1995) 30 years of Industrial Development 1966-1996, London: ISCÃ‚ and UNIDO.