Monday, December 30, 2019

Satyam Case - 1707 Words

CASE STUDY: MARCH 2012 SEMESTER I. Analyze the case and respond to the following questions: a) Discuss the earnings management techniques employed by the management of Satyam. Earning management or creative accounting is referred to the manipulation or misrepresentation of the company’s financial earnings in order to achieve stable and positive financial position. This was achieve through directly or indirectly use of the accounting methods. Even though the manipulation may follow all the accounting standards and laws, they may go opposite of what the standards and laws were originally trying to establish. Therefore, earning management is often considered materially misleading and referred to a fraudulent activity. Satyam†¦show more content†¦Because of the pressure situation, he finally decided to come into decision to manipulate the company’s earnings and engaged in fraudulent activities. The other factor that motivated Satyam to manage their earnings is due to the need to maintain a competitive position within the financial market. Satyam Computer Services is among of the top leading company in Indian IT industry. If Satyam fails to shows that company is operating in profitable manner and he discloses the real loss of the company it will cause the investors and public loss confidence in them. Therefore, they will not be able to place the company’s name as the leading company of IT services and unable to compete with the other top leading IT companies. Because of this reason, Ramalingam Raju had engaged in fraudulent activities. In addition, factors that may motivate managers of Satyam want to manage their earnings is because of their personal gains such as bonus and they might be belief that the laws and regulations can be easily be bypassed. The managers will be rewarded with bonus if the company shows a high profit. So in order to get the bonus Satyam was motivated to commit fraud. Since earning management was a complex techniques that are not easily to trace, this make Satyam feel confident that involving in earning management will not be caught. But as the consequences, due to too much gap between the real earnings figures with the reported earnings figures, Satyam was not be able to hide theShow MoreRelatedSatyam Fraud Case1505 Words   |  7 PagesViews on the Satyam fraud case: Before writing this report, I read some articles from The Economic Times, The Times of India, The Hindu and a blog by Shweta Rajpal. In this report, I have tried to figure out what the scam is all about, how it happened, why it was done and the aftermath, exploring corporate governance issues simultaneously. The ‘What’ of the scam: The Satyam scam has been as the Enron scam of India. So one can only imagine the magnitude of wrongdoing and deception. The downfallRead MoreSatyam Case Study992 Words   |  4 PagesIn early 2009 the chairman of Satyam Computer Services admitted publicly to a fraud taking place in the company. Satyam reported in the financial statements billions of dollars in profits and cash assets that never existed. The public auditor’s responsible for auditing the financial statements of Satyam Computer Services at the time was PW India, an affiliate of Pricewaterhouse Coopers. The Securities and Exchange Commission determined that Satyam was able to commit the financial statement fraudRead MoreCase Study : The Satyam Scam799 Words   |  4 PagesAishwarya Gokhale The Satyam Scam Studies suggest that there are four basic factors that lead to fraud. First, is the opportunity to commit fraud, second, the incentive to commit fraud, third, the rationalization of the fraudulent act and fourth, the capability to commit the fraud. Satyam Computer Services Limited was a global consulting and IT services company, offering a wide range of solutions, from strategy consulting to implementing IT solutions for customers. Byrraju Ramalinga Raju was theRead MoreSatyam : India s Growing Success Essay1041 Words   |  5 PagesSATYAM COMPUTER SCAM Satyam Computer Services Limited was formed in 1987 in Hyderabad (India) by Mr. Ramalinga Raju. The firm began with 20 employees and grew rapidly as a ‘global’ business. It offered IT and business process outsourcing (BPO) services spanning various sectors. Satyam was as an example of â€Å"India’s growing success.† Satyam won numerous awards for innovation, governance, and corporate accountability. From 2003-2008, the company grew measurably. Satyam generated Rs. 25,415.4 millionRead MoreThe Five Case Studies : A Pre Knowledge And Skills Needs Assessment At The Newport, California Hospital1942 Words   |  8 PagesThe five case studies focus on different needs which, as the following analysis indicates, can be grouped under four broad categories;Learning needs, operational or tactical needs and strategic needs. Learning needs:These are gaps in knowledge and skills between the current and the desired conditions. An example is the needs assessment conducted at the Newport,California hospital . The author, Judy conducted a pre Knowledge and skills needs assessment to analyse the areas to be focussed . She alsoRead MoreSoftware Development And Information Technology932 Words   |  4 Pages Satyam Computers Limited is a consulting firm in the software development and information technology (IT) fields. They are based out of India and were founded by two brothers, B. Rama Raju and B. Ramalinga Raju. Although they received numerous awards for their exceptional corporate governance practices they perpetrated one of the biggest frauds in history. At its core, the fraud occurred when Ramalinga Raju inflated the numbers in Satyam’s financial statements in order for the company to look moreRead MoreComputer Services Scandal And The Media Scandal Essay1244 Words   |  5 PagesOne day while enjoying Sunday morning, I have been reading a newspaper mean while my focus goes on a major news about Mr.Ramalinga Raju sent to jail and fine imposed 7 Crore on him then I was curious to know about the famous Satyam scam also known as Computer Services  scandal, and   quot;India#39;s Enronquot;(Enron was a US based company which was inflicted with a similar accounting fraud)the news grab by attraction I was eagerly starts reading that news and I was completely shocked afterRead MoreThe Governance Structure At Satyam1407 Words   |  6 Pages Question 1: Describe the governance Structure at Satyam. What was the â€Å"tone- at- the-top† at Satyam during the fraud period? The meaning of governance structure according to the business dictionary is â€Å"the framework of rules and practices by which a board of director ensures accountability, fairness, and transparency in a company’s relationship with its all stakeholders.†(Business Dictionary) Satyam has failed to show a proper governed structure because their frauds. They faked their accountsRead More‘Satyam – the Enron of India’999 Words   |  4 PagesINTRODUCTION The case study ‘Satyam – the Enron of India’ looks at Satyam Computer Services Limited and its involvement in corporate fraud leading to one of India’s largest white-collar crimes. The Satyam scandal marks as one of India’s biggest corporate scandals where its stakeholders were continually fed misleading financial information from its late chairman Ramalinga Raju. This once promising, global IT company provided its services for some of the largest companies in Australia and the UnitedRead MoreAFM 351 Satyam Fraud822 Words   |  4 PagesAFM   351:   Audit   Strategies    Satyam Fraud: A case of India’s Enron    1. Describe the governance structure at Satyam. What was the â€Å"tone-at-the-top† at Satyam during the fraud period? †¢ †¢ †¢ †¢ †¢ †¢ †¢ 2. In terms of the confirmation of cash balances, what deficiencies can you identify in terms of the procedures followed in the Satyam engagement? †¢ †¢ †¢ †¢ 3. Ramalinga Raju was the Chairman of the Board His brother, Rama Raju, was the Managing Director and CEO They both had direct operational

Sunday, December 22, 2019

Modern Philosophies Contrasting Terms - 1225 Words

The Cogito, ergo sum expression dominates a series of philosophical topics and Descartes is probably one of the most passionate philosophers to discus in regard to it across time. However, many philosophers prefer the Volo, ergo sum expression and actually consider that it expresses the willed effort that makes it possible for individuals to understand the existence of the mind. Although philosophy and business are not exactly in a close relationship, the two have always managed to function together as a result of the fact that individuals in the workplace needed to be addressed through the correct channels. Managers come across more and more critical life issues that can affect their business environment and thus need to be provided with philosophical teachings meant to assist them in experiencing as little negative effects as possible. Managers in the contemporary society need to acknowledge that they are the ones in charge of the working environment and that it is essential for them to get actively involved in making it more productive, even if this means that they would need to direct their attention towards concepts that are not considered traditional in the field of management. Managers are apparently the most effective when they realize that it is their job to focus on the larger social environment in trying to do their job. Managing is thus not all about the business world and a successful manager would need to concentrate on more than just achieving successShow MoreRelatedTheories of Human Nature 670 Words   |  3 Pages The theme of this course is theories of human nature, theories of human nature is an historical scope of philosophy. Theories of human nature provides a philosophical analysis into human nature through the investigation of issues, including the mind and body, perceptions and conception, freedom and determinism, death and immortality, the relation of the human to nature and the divine, and reason and emotion (Professor Galgan, Course Syllabus). The two articles written by Dr. Galgan, â€Å"Infinity andRead MoreWhat ´s Deconstruvist Architecture? Essay1015 Words   |  5 PagesRem Koolhaas, Daniel Liebeskind, Frank Gehry and Zaha Hadid. Modern day ‘starchitects’ who - through their practice of deconstructivist architecture - have heavily influenced the overall approach to today’s architecture. But what exactly is deconstructivist architecture? Is it a derivative of postmodernist principles, or something of its own entirety? Through the analysis of particular mod ern day architects and their works, deconstructivism ascertains its emergence as a separate architectural formRead MoreReconciling Moral Theories889 Words   |  4 Pagesdetermining the compatibility of their particulars can be a daunting task. Determining the compatibility of John Stuart Mill’s modern moral theory of utilitarianism with Aristotle’s pre-modern moral philosophy will involve an in-depth exploration for each moral philosophy, comparing and contrasting the smallest details of each. To start, an understanding of Aristotelian moral philosophy is fundamental. Aristotle basesd his theory on the concepts of â€Å"virtue,† coming from the Greek word â€Å"arà ªte† meaning â€Å"excellence†Read MoreThinking Outside the Box of Christianity Essay1130 Words   |  5 Pagesunorthodox perspectives, for example, Max Demian’s contrasting interpretation of the story of Cain and Abel, he is forced to challenge some of his beliefs. Also, when Emil starts to develop desires that conflict with his Christian observance he is compelled to decide whether or not to stay faithful to his beliefs. Although Christianity is a significant factor that influences Emil Sinclair’s thought process and actions, ultimately it is the contrasting and distinct viewpoints that help Sinclair determineRead MoreNationalism And The National Mold Of The Majority Faction957 Words   |  4 PagesWhen Americans think of nationalism, most conjecture visions of high-flying flags, soldiers returning from war, and a montage of red, white and blue. Some envision fireworks on the Fourth of July, or a hometown parade on Memorial Day. To many, the term â€Å"nationalism,† is just a synonym for â€Å"patriotism,† or the emotional allegiance one feels to his or her country. But in fact, nationalism carries a wholly different meaning, one that has earned a negative connotation especially over the past few centuriesRead MoreRace, Feminism, And Marxism1032 Words   |  5 PagesPolitical philosophy is the use of philosophical analysis skills when applied to politics. (Abate, â€Å"Political Philosophy†) There are various subtopics discussed among philosophers including the state, justice, and its necessity in the state. In order to discuss such topics, we must first know what justice is. To be just or unjust can be defined in a variety of ways by different people whose outlooks come from completely contrasting perspectives. In this essay I will look at defining justice fromRead MoreThe Four Humors And Their Influence Through Time1430 Words   |  6 Pagesand chemistry. The continuation of humors began with Galen of Pergamon, a Greek surgeon, physician, and philosopher who lived in the Roman Empire, who influenced the development of many different scientific disciplines, such as anatomy, neurology, philosophy, and pathology. Much of his understanding of anatomy and medicine, however, came from the theory of humorism, or the four humors. Shortly after Hippocrates introduced the idea, Galen added onto it, stating that when one the scale between the fourRead MorePostmodernism : Modernism And Postmodernism1549 Words   |  7 PagesModernism and Postmodernism To begin with, to determine the meaning of postmodernism is possible only through the relationship with modernism. Modernism in modern science is understood as a kind of cultural consciousness, which is implemented in the artistic practice of symbolism, expressionism and acmeism. In the socio-historical context, it means the period of modernism in the development of culture from the late nineteenth to mid-twentieth century, that is, from Impressionism to a new novel andRead MoreThe Prophet, Muhammad, Islam1349 Words   |  6 PagesBible, comprising of the Jewish Bible and the New Testament. The Christian Bible is constructed from the Old and New Testament. Thus, the two contrasting religions exemplify the same text, The New Testament. Politically speaking, in both spiritualities the religion is separate from the state, or government. Whereas theses comparisons are still veracious, contrasting aspects still prevail. Although for Christianity the church is detached from the state, a t specified times the pope was held at a higherRead MorePlato And Platos Theory Of A Just Society1122 Words   |  5 PagesThe cultivation and expression of justice is a pillar in the classical tradition of Greek philosophy. Plato was one of the first contributors to the many theories surrounding justice. Over the course of history many individuals expanded on his ideas to form their own theories. Of these individuals, many supported a utilitarian outlook. Jeremy Bentham, one of the earliest utilitarian’s, devised many theories on justice that are still held to high esteem today. These theories share much similarity

Friday, December 13, 2019

The ramayana Free Essays

Equality is a state men and women will never agree on. Standards for both genders vary when compared. The differences between the genders are clearly shown in The Ramayana. We will write a custom essay sample on The ramayana or any similar topic only for you Order Now Women are Judged by their beauty. A perfect woman must be beautiful and loyal to her husband. Men are not only Judged by their beauty, but also by their strength. Because women are often considered the weaker sex, men are expected to protect the women. Everything about a woman revolves around her appearance. Women are Judged by their appearances. Beauty is the first aspect a man notices when meeting a woman. Sita is â€Å"a woman of unearthly beauty’ (Narayan 76). Rama falls in love at first sight with Sita and Ravana falls in love with the mere description of Sita. This shows how significant a woman’s appearance is in The Ramayana. Before anything else is taken into consideration, beauty will always stand first. One’s personality is determined by how beautiful one is. It is believed that with beauty, comes good things such as loyalty and kindness. The rest of a woman’s personality follows through after beauty. Because Sita is beautiful, she is also assumed to be loyal, trustworthy, and polite. After all, everything about a woman comes in a package. Ugly women have different stereotypical traits. Women who are considered ugly are the exact opposite of Sita. Kooni is not a positive influence on any of the characters in The Ramayana. â€Å"Kooni [has a] deformity (Narayan 116). † Her hunched back is considered an imperfection, which goes against the stereotypical portrayal of women at the time. As said before, beauty is the root of a woman’s personality. Kooni goes against the standard for women at the time, which makes her evil and manipulative. Kooni’s outer appearance determines how everyone else sees her as in heir own eyes. The significance in explaining beauty is that everything was based on a woman’s beauty. From how they acted to how they treated, everything revolved around how beautiful a woman was. Portrayed as the weaker one, women do not have much ground. Rama immediately rejects Sita after he saves her. She needs to reach the brink of death in order for her to be trusted. Sita â€Å"light[s] a fire†¦ on [the] spot (Narayan 161)† and jumps in. Only when the great god of fire presents Sita with words of blessing did Rama welcome her back. This shows how women are never given the benefit of the doubt. Women are always accused of being guilty before innocent. Because men have more power in society, men are the ones who are assumed to be innocent not guilty. Men will always have the upper hand in society. If there was a dispute between a man and a woman, the man would be in favor of winning Just because he is the gender that is more respected by all. Men’s power is shown through how well he is able to protect women. It is their duty to protect women. Although Vali’s brother is his enemy, â€Å"[he] still wanted to protect and help his wife when he was gone (Narayan 110). † Protecting women is top priority†no matter what the situation is. Vali and Sugreeva hate each other. They are always neck and neck with one another. When it comes to protecting Sugreeva’s wife, Vali is able to put his feud between Sugreeva to the side and happily guard Sugreeva’s wife. This is significant because it shows how women were more valued in society, but treated with less respect. Men The roles for the different genders in The Ramayana are different. Women are known for their beauty while a man’s status is portrayed through how well he can protect a woman. Both relate to the strength and appearance one has on the outside. All other traits follow what is physically seen. How to cite The ramayana, Papers

Thursday, December 5, 2019

Name Security Vulnerability Eternal Rocks †Myassignmenthelp.Com

Question: Discuss About The Name Of The Security Vulnerability Eternal Rocks? Answer: Introducation A serious and very dangerous ransomware that has been generally identified as the next evolution of the previously used WannaCry group of ransomware. Similar to WannaCry, EternalRocks may encrypt the host files of the systems it infects however, it's said to be stronger than its predecessor which had many operational loopholes thus was easier to slow down and even circumvent (Trend micro, 2017). In lights of this new threat, the profile below analyses risks of the threat and provides a detailed account of the systems it attacks as well as the exploitation and mitigation procedures. Systems that are attacked Discovered by Croatian ICT expert by the name Miroslav Stamper, EternalRocks operations like any other worm where its propagation is led by the flaws seen in the SMB protocol i.e. the so called EternalBlue flaws (Paganini, 2017). Now, the SMB (Server Message Block) protocol is a file sharing protocol that is used by Microsoft Windows systems to transfer files (data) over networks. The protocol is mostly used in the application layer where it serves as presentation protocol for the transferred data. Therefore, based on the protocol that the ransomware exploits, this threat is purely based on Windows systems i.e. servers and PC that use Windows operating systems. EternalRocks also seem to hold a deeper malicious intention as it lays dormant in machines awaiting future instructions that could basically weaponise it. In essence, unlike WannaCry which deliberately encrypted files or infected machines with malware to form botnets, EternalRocks in its newly discovered form infects machines and awaits other commands that could activate it in the future (Microsoft, 2017). Furthermore, it lacks an all-inclusive kill switch, similar to the one used to mitigate the attacks presented by WannaCry which further increases its severity. In addition to this, Eternal Blue (the Microsoft Windows vulnerability) has a 24 hours delay timer for its activation which has increasingly frustrated the studies of understanding the malware. Attack procedure First and foremost, the threat (EternalRocks) disguises itself as the old and controllable WannaCry worm. In the process, the mitigation procedures used are then focused on ransomware attacks, however, the infected computers are compromised and are used to power other background attacks, which may not necessarily include ransomware attacks (Paganini, 2017). Furthermore, based on the NSAs hacking tools, EternalRocks uses seven of the exploits leaked in the past by the Shadow Brokers (a group of black hats). These exploits include; EternalBlue, eternal romance, ArchTouch, and DoublePulsar among many others. Now, based on the researchers findings, the malware will download a series of these exploits into the host machines and then use the infected computers to explore the internet for unprotected SMB ports. These exploits may serve a common purpose of compromising the affected systems however, they do not operate in the same procedures. For instance, the DoublePulsar is used to implement network capabilities based on its networking exploits. On the other hand, ArchTouch is primarily used as a reconnaissance tool for SMB ports. However, EternalRocks heavily focuses on the EternalBlue exploits where the following attack procedure is used: First, the identification of a vulnerable system having an open and unpatched port. This step is executed randomly across the internet or towards a certain network targeted by the attackers. Activation of the remote code is done using the EternalBlue exploit. A DoublePulsar doorway is uploaded into the infected system, this doorway is used for business subsequent attacks. A payload, having the actual infection is uploaded using the back door created using the DoublePulsar exploit. This payload maybe a ransomware or even a botnet worm that could effectively hide from the visible system. Finally, an extension code that replicates in other systems is introduced which helps the attack continue on its own without human intervention. Essentially, it is this last step that makes most attacks dangerous as they can infinitely replicate themselves into many other connected systems (Cylance, 2017). At an operational level, this attack procedure may seem too vague to understand which necessitates the practical procedure identified by the threat researchers. In their attempt to understand the threat, a honeypot containing the Windows SMB exploits was used yielding the following results. First, EternalRocks downloaded a Tor web browser to the infected system, this step was achieved using UpdateInstaller.exe malware plus .Net parameters. Moreover, the web application was then used to connect to the CC (Command and control) server which is usually hosted in the Tor networks. Finally, the attack procedures were delayed by 24 hours in order to avoid the mitigation procedures implemented for other similar attacks i.e. the sandboxing mitigation techniques (Paganini, 2017). Mitigation procedure One thing stands outs in this analysis that of unprotected ports i.e. unpatched ports. The risk of this vulnerability to any organization is exponentially high as so many attacks can be conducted once the exploits identified above are successfully used. For one, an organization risk losing control over their system as they can be remotely accessed. Secondly, the same organizations system (machines) can be used as botnet thus lowering their productivity and in the process partake in illegal activities. Finally, consider the back door opened by the EternalRocks threat where other attacks such as ransomware can be used to exploit the users. These risks outline the serious threat faced by organizations that lack the necessary mitigation procedures, which in this case is patched systems, where system administrators should install the necessary system revisions introduced by Windows themselves. Furthermore, the same organizations should protect their network ports using all the necessary s ecurity procedures i.e. access control, firewalls and intrusion systems among others (Trend Micro, 2017). Conclusion Reflecting back on the analysis conducted so far by worldwide researchers, the EternalRocks threat as a whole seem to infect global systems without any form of distinction, which clearly places it in the international technology security scene. Furthermore, similar to other cyber-attacks, the threat requires renewed legislation that could potentially cover the exploits and vulnerabilities used by the perpetrators. In essence, the current legal system (at an international level) may lack the necessary tools to deal with the problem. However, in terms of the mitigation procedures, the patches offered by Windows could serve as sufficient control procedures as they prevent the attacks before they happen. Nevertheless, the stated exploits should be eliminated in future systems altogether. References Cylance. (2017). Threat Spotlight: EternalBlue Exploit Breeds EternalRocks Malware. EternalRocks. Retrieved 09 August, 2017, from: https://www.cylance.com/en_us/blog/threat-spotlight-eternalblue-ransomware-eternalrocks-worm.html Microsoft. (2017). Microsoft SMB Protocol and CIFS Protocol Overview. Windows Dev Centre. Retrieved 09 August, 2017, from: https://msdn.microsoft.com/en-us/library/windows/desktop/aa365233(v=vs.85).management Paganini. P. (2017). Expert founds EternalRocks, a malware that uses 7 NSA Hacking Tools. Cyber warfare. Retrieved 09 August, 2017, from: https://securityaffairs.co/wordpress/59355/malware/eternalrocks-malware.html Trend micro. (2017). EternalRocks Emerges, Exploits Additional ShadowBroker Vulnerabilities. Cybercrime and digital threats. Retrieved 09 August, 2017, from: https://www.trendmicro.com/vinfo/us/security/news/cybercrime-and-digital-threats/eternalrocks-emerges-exploits-additional-shadowbroker-vulnerabilities

Thursday, November 28, 2019

How to Be a Good Student Essay Example

How to Be a Good Student Essay It is important that every student, whether in Elementary school or working on a Graduate degree be aware of the basics of being a good student. The skills of doing well in school can be carried over into many other aspects of life. This page is intended for those who are looking for some tips on improving their abilities as a student and as a person. Implementing some of these ideas into academic life will surely help a Student perform better in the classroom. Hopefully everyone reading this will learn something that they can do to become a better student and be more successful. Chapter 1 Motivation [pic] To become a good student, you need to get motivated! Motivation can come from seeing the situation of many poor children around the world who are not lucky enough to get a proper education. Keep that in mind when you dont want to attend class or study at home. Another reason to get motivated to study is that you will enjoy a better quality of life as an educated person. You can go to educational websites, like this one, and surf them with interest. You must not force yourself to study, as this will make learning a chore and you will not feel like even opening your books. You will have many academically good students in your courses. We will write a custom essay sample on How to Be a Good Student specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on How to Be a Good Student specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on How to Be a Good Student specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Try becoming friends with them (or encourage your current friends to be better students), and youll be immersed in an academic environment which will help you feel motivated! Above all, you need confidence! For that, we need to feel that we are working for ourselves and not for others! Good luck! And if you stay motivated your mom and dad will be very proud of you so keep that in mind as well! Chapter 2 Concentration On Studies [pic] Concentration follows eagerness. This section provides you with the basics of Concentration and also provides you with advice as to how to get aroused with concentration. You need to pay attention in class. Dont start chatting with your peers/friends when the teacher turns their back to you. Even better; dont associate with distracting people. You should realize that the people in your class play an important role in how everybody progresses. However, if you are a good student you will do better and achieve your goals. Your friends will be there for you at that time, if they are trustful and of a good reputation. At home, study and do your homework in a place that doesnt make you sleep. It is advisable to have a dedicated study table or desk. Dont do your study work on the bed or in front of the TV, radio, stereo, etc. That would be pointless because you are meant to be thinking about your studies. If you feel distracted, take a short break of 15 minutes or less, maybe try to read an unrelated story book. But dont start sticking to the book if the time limit is over. Book mark the page and then you can read it later on. You should also have a daily routine/timetable to guide you, but you must follow it through. Dont have regular fights at school; this will move your attention to fighting rather than listening to what your teacher says! Believe me, these are all important guidelines. If you cheat from your friend. lways remember cheating will make you lose. because if your friends answer is wrong your answer is wrong too. so dont cheat be honest if you dont know the answer so leave it if you cheat and you get full marks the real happiness will not touch your heart. Be honest.. Good Luck.. Remember, study well now, and you can have fun after you achieve your goal guaranteed! Chapter 3 Behavior ( Ha rdstyle Behavior) [pic] One of the main things that decides a persons or childs future is their behavior. Learning textbooks and achieving 100% is not enough. People should think that you are the only all-rounder that has good manners. Obey your elders, dont bully your classmates at school. Remember, try imagining yourself in the other persons situation, and youll know how much you hurt them with your actions. Say hello to your teachers and schoolmates when you see them, people will appreciate your friendliness and be friendly in return. Use good manners in class. Raise your hand, dont interrupt if someone is speaking, and if you dont have a nice thing to say, then dont say anything at all. Above all, try helping your friends in any situation and youll be remembered as one of the best friends at school! Dont just do it for a good reputation, but for a good future and for yourself. You should also know that words from your mouth are enough to break relationships (or worse) so dont utter foul, discouraging, or insulting words. If someone is being rude, dont encourage them by laughing because that only makes them continue in their bad behavior. Dont take this as a lecture, but as a guideline! Behavior should be first and then comes academics. Even if you arent good at school, youll be famous for your behavior, and good friends are truly worth more than gold. Chapter 4 Management [pic] This is one of the many questions that children ask their teachers, Maam, I cant study! . Lets ponder on these things  : Are you devoted to studying? Are you just studying for your parents? Are you just cheating in exams for getting good grades and marks? The list goes on. First of all, as mentioned above, study somewhere that has a basic study table. Dont study or read in dim light. If you become bored on learning one subject, study something else that interests you a lot. You must always find alternatives as you go! We all know the saying,All work and no play makes Jack a dull boy. Yes, studying all night and not playing just stresses you on work and youll forget everything the next morning. Play out for about 2 hours or so. It will be pleasant if you go out to play around in the evening, say 5 pm in the evening. This energizes you and gives you extra strength for everything you do. Make a timetable. And that is all what this section is about. Arrange a time-table with the subjects that are tough for you in the first column. Then put a break column after every 2 subjects so you dont get strained. Of all, try getting a good sleep. Children are supposed to get 8 10 hours sleep. If you dont get enough sleep, that will result in sleepy studying and nothing will get inside your head. Study on each subject for about 1 hour. Youll get refreshed. Also have a snack in between. Chapter 5 Helping Others And Advising [pic] Apart from improving yourself, try spreading your skills among others. This is the section that provides you with all the things necessary in sharing your skills. Co-operation is helping each other out so everyone benefits, its the opposite of competing, where everyone wants to win for themselves. Most learning is done with the help of others, so learning to cooperate is a valuable skill for anyone. Study partners are a wonderful tool. They save time and they help reinforce what you have learned. Divide a reading assignment in half. Study your section using any and all note taking strategies you have (e. g. , Venn diagrams, outlines, note cards, coloured highlighters). When you both have an understanding of your readings, take turns teaching/explaining it to the other person. As you adjust your explanation to your partner, you will reinforce the concept for yourself. It works because as you think about how to explain the topic, you must understand it first! Teachers like students who have a bit extra knowledge. To gain this knowledge visit libraries to read extra books. If you are confused by a book you are reading, ask your teacher. It really helps. Conclusion [pic] You need to be successful in all classes and not mess about talking to friends and keep to the school rules. You can achieve things by setting targets for yourself and working towards them. Nobody is perfect in every subject. You have strengths and weaknesses that you have to accept. As long as you try hard every day, you will be successful. Sometimes success is just going to bed at night knowing you did the very best you could do. Thats all anyone can ask of you.

Monday, November 25, 2019

CHILDHOOD VACCINES essays

CHILDHOOD VACCINES essays Vaccinations are the best weapon against disease, at one point in time devastated people around the world. Unfortunately, far too few people are getting them as needed. Immunizations vary in dosages and concentrations for adults and children. In the sake of this paper I will be going over pediatric vaccines. Pediatric vaccines are administered at certain ages depending on the vaccine. These vaccines would include Polio, Diphtheria and Tetanus Toxoids and Acellular Pertusis absorbed, Hepatitis B, Pneumococcal Conjugate, Haemophilus Inluenzae Type B, Inactivated Influenza, Measles Mumps The first vaccination a child receives is Hepatitis B. The Hepatitis B virus (HBV) is a very serious disease. This disease can cause acute illness that leads to loss of appetite, diarrhea and vomiting, fatigue, jaundice (yellow skin or eyes), pain in muscles, joints, and stomach. It possibly can cause chronic illness that may lead to cirrhosis (liver damage), liver cancer or death. HBV is spread through by contact of blood or body fluids from an infected person. The first Hepatitis B Vaccine is administered to children within 12 hours of birth. Children will receive three more doses of Hep B at age 2, 4, and 6 months. Totaling 4 vaccinations all together. Haemophilus Influenzae Type B (HIB) vaccines are administered at 2 months, 4 months, and again between the ages of 12 months and 15 months. HIB disease is caused by a disease is caused by a bacteria. This disease normally strikes children around the age 5. Before the HIB vaccine, the HIB disease was the leading cause of bacterial meningitis. Meningitis is an infection of the brain and spinal cord coverings. This infection usually leads to deafness or brain damage. Diphtheria Tetanus ...

Thursday, November 21, 2019

Understand Ways of Using Motivational Theories in Organisations Essay

Understand Ways of Using Motivational Theories in Organisations - Essay Example Since the only thing that is constant in this world is change, successful leaders should take it as a challenge on how they can make use of different management technique(s) in responding to these changes. This report will first discuss the impact of different leadership styles on motivation in periods of change particularly in the case wherein the local authority is going through a period wherein organizational restructuring is essential. In the process of comparing the application of different motivational theories within the workplace, several examples on how motivational theory can be used in the workplace of Innocent Smoothies and Starbucks will be provided in details. After evaluating the usefulness of a motivation theory for managers, this report will discuss the importance of understanding the trait theories of leadership. 1.2 Rationale for Selecting Innocent Smoothies and Starbucks The initial business capital of Innocent Smoothies was  £500 worth of fruits before the company managed to earn a good reputation within the local beverage industry in UK (Hickman, 2007; Money Week, 2006). After going through a series of trials and failure, Starbucks also managed to become successful within the U.S. market first before the company decided to expand its business in other countries. Since these two companies are among the few fastest growing companies within the western food and beverages industry, this report will examine the personal traits of its leaders. 2.0 Motivational Theories The word motivation is referring to â€Å"the forces either internal or external to a person that arouse enthusiasm and persistence to pursue a certain course of action† (Daft and Lane, 2008, p. 226). It means that employees who are highly motivated at work are most likely to show signs of higher productivity and ability to accomplish organizational vision and goals as compared to a group of employees who are not motivated at work. Employee motivation is important in terms of increasing the overall performance of the company, lowering the rate of employee turnover and absenteeism, effectively managing organizational change, and improving the overall organizational image (Kondalkar, 2009, pp. 245 – 246; Agarwal 1983, p. 319). To motivate employees, leaders should understand the Maslow’

Wednesday, November 20, 2019

A critique analysing the neuropsychology of schizophrenia Essay

A critique analysing the neuropsychology of schizophrenia - Essay Example As part of discussing the signs and symptoms found in schizophrenic patients, the effectiveness of the author’s proposed diagnostic procedures will be criticized based on the diagnostic intervention as proposed by other equally qualified authors. Cris Frith is highly qualified as an author of the journal article on Schizophrenia. For many years, Frith works as a psychiatric professor and a member of Wllcome Department – Cognitive Neurology at the UCL Institute of Cognitive Neuroscience in London (UCL Institute of Cognitive Neuroscience, 2008). Aside from being a highly competitive psychiatric professor, Frith has personally written other recent article journals by himself and together with other highly qualified authors including â€Å"Editorial: In Praise of Cognitive Neuropsychiatry† (Frith, 2008) and â€Å"Different Brain Circuits Underlie Motor and Percetual Representations of Temporal Intervals† The article journal entitled â€Å"Neuropsychology of Schizophrenia† was officially publised back in 1996. In the past, cognitive tests are often considered the best diagnostic tests for patients with schizophrenia (Frith, 1996). This is primarily due to the fact that there is not one psychological test that can be used in measuring the neuropsychological impairments that are present in schizophrenia patients. In line with the importance of diagnostic tests, the main purpose of the article is to present clinical evidences of past diagnostic tests to prove to its target audeinces that the tests used on patients with schizophrenia is not accurate in terms of being able to explain the cognitive deficits in each patient. Since the article was published approximately 12 years ago, there is a strong possibility that a more reliable diagnostic test methods are now being used under the modern psychiatric practices. The target audiences of the author includes not only the professional psychologist

Monday, November 18, 2019

Art of Negotiation Research Paper Example | Topics and Well Written Essays - 2000 words

Art of Negotiation - Research Paper Example Matt, in order to develop his business in Australia, needs to avail quality supply of fabrics from Red Star Holding in China. The negotiation between the two is essential from the perspective of Matt, as the delay in the deal could cause bankruptcy. It is important to note that the fabrics used for the purpose of making shirts also cause rashers to the users. In this regard, there is a need for effective negotiation between the two parties. The effective negotiation would only occur if there is a collaborative approach between the two and hence, seeking for a win-win scenario for both.The theory of Integrative Based Bargaining can be applied in the negotiation process between the two parties. By taking into concern this theory, Matt should focus on the goals of each party and hence, consider the negotiation. Matt should negotiate with Red Star Holding by ensuring that the latter promises to deliver fabrics, which do not cause rashes to the users. This negotiation should be as such th at it creates a win-win situation for both the parties. In this regard, Matt should promote the flow of information between the two parties and hence, understands the need of other parties. This would lead towards emphasizing the attainment of common objectives and the minimisation of any sort of difference prevailing between them. In the course of considering the international context of engaging with business partners from China, it can be affirmed that it is essential to consider certain important factors before the negotiation round.

Friday, November 15, 2019

Types and importance of on the job training

Types and importance of on the job training In this chapter, different authors view from different sources will be analyzed with relation to On-the-Job Training. 2.0 Introduction According to Peter Drucker (1999) the most valuable asset of a 21st-century institution, whether business or non-business, will be its knowledge workers and their productivity and he further considered the human resource as being the lifeblood of any successful organization which as a result becomes of prime importance that such asset is cared and well managed. One way through which this can be done is training. Training of employees is an important factor if the organization wants to, obviously, achieves its objectives in an effective and efficient manner. Training is defined by Armstrong (2001) as a formal and systematic adjustation of behavior through learning which occurs as a result of education, instruction, and development and planned experience. On his side, Noe (2002) view training as a planned effort by a company to facilitate employees learning of job related competencies. Moreover, Bentley (1990, p.25) stated that the role of training may be seen as ensuring that the organization has the people with the correct mix of attributes, through providing appropriate learning opportunities and motivating people to learn, and thus enabling them to perform to the highest level of quality and service. Lanciono et al. (2004) highlighted the fact that call centre Managers are concerned about the continuous improvement of employees skill, since the products, technologies, and services that they handle are changing at a rapid pace and as a result call centres are often forced to provide employees who service and sell their product with formal training and opportunities to upgrade their knowledge and skills. 2.1 The effectiveness of training Effective training program helps organization to achieve their objectives. Drummond (1989) put forward the general objectives of training activities as being; orienting new employees to the organization and their job, helping employees perform their current jobs well, keeping employees informed of changes within the organization, and providing opportunities for personal development. Sales and Cannon (2001) pointed out that both theory and practice have improved dramatically trainings effectiveness. Kirckpatrict (1996) further affirmed that effectiveness is a concept that consists of four levels: satisfaction, learning results, job behavior and organizational benefits. The effectiveness of training is not only caused by training characteristics but is also influenced by the trainees characteristics and organizations characteristics. The influence of the supervisor (and sometimes the influence of colleagues) on the effectiveness of training was evident in the work of Brinkerhoft and Montesino et al. (1995). Furthermore, Tracey et al. (2001) asserted that for any training program to be considered as effective, trainees have to learn the training content and then apply such learning in the workplace; thus any training program can be conceptualized as being composed of training acquisition and transfer of training. Walter (1998) further alleged that an effective and efficient on-the-job training program is vital for the development of highly skilled employees needed for business success. Jacobs (2003) lay emphasis that training is more effective when trainees possess the pre requisite knowledge, skills and readiness, including technical background, comfort with the use of tools and equipment, literacy, and previous work experience. Effective training is vital to most call centres. 2.2 Types of training With reference to Dessler (2000) and Treven and Mulej (2000), the most popular training methods used by organizations can be categorized by either: Off the job training, or, On the job training. Off the job training Off the job training is defined by Rothwell and Kazanas (1994) as any type of training that is not performed on the job, that is, training which take place in a classroom and which is designed to train groups of trainees rather than individual. Besides, Lewis and Trevitt (1994) reported that off the job training offers learning opportunity through attendance at training fora away from the job or workplace. There are several types of off the job training and De Cenzo and Robbins (1996) summarized them as follows: Types Description 1. Classroom lectures Lectures design to communicate specific interpersonal, technical or problem solving skills. 2. Video and films Using various media productions to demonstrate specialized skills that are not easily presented by other training methods. 3. Simulation Exercise Training that occurs by actually performing the work ; it may include case analysis, experiential exercise, role playing, or group decision making. 4. Computer base training Simulating the work environment by programming a computer to some of the realities of the job. 5. Vestibule training Training on actual equipments used on the job, but conducted away from the actual work setting. 6. Programmed Instruction Condensing training materials into highly organized, logical sequences. However, Jacobs (2003) pointed out that off the job training often do not have the desired relevance. According to Smith and Smith (2008), in the Australian call centres, the Customer Service Representatives (CSR) undergo an initial off-the-job period of induction which covers the product knowledge required but focuses primarily on telephone techniques. During this session, the CSRs will typically role play telephone calls and listen in to live calls being taken by CSRs in the call centre. 2.3 Definition of On-the-job training (OJT) Smith and Smith (2008) further elaborated that after the induction, the CSRs are placed out into the call centre usually with working with an experienced agent thus by gradually learning how to perform, or is being placed in a configured training teams that will not be subject to the same performance as live teams although the trainee will be working with actual customers. On the job training was claimed to be the most common, the most widely accepted and the most necessary method of training employees in the skills essential for acceptance performance. (Tracey 1971, p.30, reported by S. Jones 1988, p.11). Levine (1997) simply stated that OJT is about two people working closely together so that one person can learn from the other. On his side, Campbell (1990) seen on the job training as the same as in an employees normal work situation, as being designed to change the knowledge, attitude and behavioral patterns directly appropriate to the performance of a given task or job. In addition, Siele (1988) considered on the job training as an informal type of training given to employees at the work place, where the trainer plays the role of the immediate supervisor of the employees and its purpose is to improve the employees working skills, efficiency and productivity. Siele (1988) emphasized that on the job training supplements all other forms of training with the additional advantage of being provided to more people in any given year than it is possible at training institutions. According to Jacobs and jones (1995) and Rothwell and Kazanas (1994), OJT refers to a form of training that occurs at the workplace during the performance of a job rather than in a classroom setting. In addition, Jacobs and Jones (1995) and Rothwell and Kazanas (1994) asserted that this form of training is the most widely used method of delivering training for a novice employee by an experienced employee today and is one of the most important components of learning in the work place. Types of on the job training According to Jacobs (2003), OJT as a form of individualized training, can be designed and delivered using two basic approaches: Unstructured OJT Structured OJT According to various authors, the unstructured OJT is used frequently in most organizations whereas the structured OJT is the most recent application of OJT (Hamilton and Hamilton, 1997; Lawson, 1997; Levine, 1997; Filipczak, 1996; Rothwell and Kazanas, 1994) Unstructured On-the-job training Rothwell (1997) formulated a definition for unstructured OJT as an approach in which learners are thrown into the work and the training is based on daily work requirement rather than the learner/worker needs. Jacobs and Jones (1995) indicated that unstructured OJT occurs when trainees acquire job knowledge and skills from impromptu explanations or demonstrations but others, trial and error efforts, self-motivated reading, or simply by imitating the behavior of others. In addition, Rothwell and Kazanas (1994) acknowledged the fact that unstructured OJT are OJT that is not planned or logically organized; training and learning takes place by trainees performing the work or by watching others performing. However, unstructured OJT is accompanied by loads of criticism. Levine (1997) argued that, as an unstructured system, no criteria are established for the quality of training, nor are records of the training maintained. Along with, Filipczak (1993, p.30) added that unstructured OJT à ¢Ã¢â€š ¬Ã‚ ¦does not enforce common work standard. It does not ensure the trainee will perform the way the trainer says they should be done. It allows the trainee to pick up the trainers bad habits along with his good ones. Filipczak (1993) reported that Martin Broadwell confirms that about ninety five percent of OJT is done so poorly that the job is negatively affected. Equally, several studies conducted by Jacobs and Jones (1995) conformed that unstructured OJT leads to increased error rates, lower productivity and decreased training efficiency. On the whole, just as OJT experts (Hamilton and Hamilton et al., 1997) confirm that most of the OJT that takes place in businesses is unstructured, they agree that unstructured OJT is the least beneficial and least effective type of training. Johnson and Leach (2001) also supported the above statement viewing unstructured OJT as being often ineffective and inefficient as compared with structured OJT. Structured On-the-Job Training According to Stolovitch and Ngoa Nguele (2001), structured OJT differs from unstructured OJT in that a systematic planning process is used to design and carry out the training. Lawson (1997) defined structured OJT as a training which is planned and well organized and a one on one program designed to provide the employee with the relevant knowledge and skills required to perform tasks entailed in the employees job. Furthermore, Jacobs (2003) viewed structured OJT as a planned process of developing competence on units of work by having an experienced employee train a novice employee at the work setting or a location that closed resembles the work setting. Moreover, Baron (1997), acknowledged the fact that structured OJT provides the delivery of training in an organized, sequential manner, with the aim of becoming as efficient as possible. Also Chase (1997) contends the fact that structured OJT is inexpensive, quickly developed, takes place at the work site, and focuses on task that ar e directly related to the job. Equally important, Walter (1996) added that structured OJT can increased quality of training, employee morale, and communication as well as decision making along with employees who are trained in new skills very quickly. Empirically, researchers have demonstrated that structured OJT has helped in making valuable contributions in terms of an increased in productivity of an organization. (Bennett and Calvin, 2002; Jacobs and Osman Gani, 1999; Stolovitch and Ngoa Ngule 2001) Jacobs and Jones (1995) stated that structured OJT has the following main points: A planned process, structured OJT requires an investment of time and effort before it can be used. As a result, trainees should be able to learn the appropriate content and achieve the desired training objectives. Structured OJT focuses on the task level of jobs and does not involve an entire job but rather just a small part of it. Structured OJT should be delivered by an experienced employee with the qualifications to become a trainer, thus not every employee can necessarily become a trainer. Structured OJT usually occurs at the job setting, although in some instances. It may occur near the job setting. Many authors among which feature Jacobs (1999), Jacobs and Jones (1992), Jacobs and Gani (1998), Rothwell and Kazanas (1990), and Scribner and Sachs (1990) have detailed the benefits of structured OJT and these benefits include reduced overall learning time, reduced overall training costs, greater flexibility to the needs of the individual worker, positive relationship building between novices and experienced workers/ superiors, higher transfer rates than those cited for classroom and other formal training, and perhaps most importantly, heightened new-worker confidence. There are, generally, two distinct features of structured OJT compared with classroom training: Firstly, DeSimone and Harris (1998) claimed that a trainee has an immediate opportunity to use and practice what he or she has learned on the job and therefore a trainer can achieve learning objectives more efficiently. Secondly, Jacobs (2003) affirmed that the transfer of learning is enhanced in structured OJT environment, especially in the match between the training setting and work setting; because the learning environment is the same as the work environment in structured OJT, a trainee is able to use the same equipments and tools that he or she is meant to use to perform his or her actual work.  ­Ã‚ ­Other studies (Jacobs 1996) have demonstrated the effectiveness and efficiency of using structured OJT compared with mainly off the job training and unstructured OJT in terms of financial benefits, high satisfaction rating, and fewer quality errors. In complement to, Burkett (2002) showed that employees who learn tasks through structured OJT make fewer quality errors. Moreover, Lawson (1997) put forward that structured OJT is based on adult learning theories and on how and why people learn. Below is a brief overview about what is adult learning about: Adult learning Malcolm Knowles (1978, 1990) was the theorist who first brought the concept of adult learning to a prominent position. Knowles (1990) contends that adults need to control their learning, as well as feel that what they learn has immediate utility, and is focused on issues that directly concern them; adults need to anticipate how they will use their learning, and to expect performance improvement to result from their learning. Knowless (1998) work was among the most guiding one with its six principles of adult learning being summarized as follows: Need to know adults need to know why they should learn something, that is why they need to learn something and how it will benefit them. Self concept adults fight against others imposing their will on them, but having been conditioned through the national school system of a dependent learner, they need to be moved into a self directed learner where they are responsible for their own learning and the direction it takes. Role of experience adults experience should be used in their new learning and the technique should include ways to include the adults knowledge as a tool that they can draw upon and also provide engagement by acknowledging them for their experience. Readiness to learn adults seek out learning as a way to better cope with real life task and problems. Orientation to learn the new learning should clearly define how the new learning will apply to their life in some fashion. Motivation to learn internal motivators are important than the external motivators that adults may receive for more learning. These internal motivators can come in the form of increased job satisfaction, self esteem and quality of life. In similar vein, Birkenholz (1999) asserted that adults with more education have a stronger tendency to participate in adult educational activities rather than those who have less education since as people expand their knowledge base, they also increase awareness of what they do not know. The following table summarizes important characteristics of adult learners and the implications to call center training programs: Adult learners: Implications to call center training programs: Want practical application Develop task-centered and problem-centered training programs. Want their real-life experiences to be recognized and valued Use the learners experiences and examples; develop interactive sessions. Are continuous learners and prefer to manage their own learning efforts Involve learners in development and evaluation of the program; encourage self-discovery and action planning. Have varied learning styles Use multimedia, varied methods of delivery, accelerated training methods. Need to know why they are learning Inform learner of the why behind the training before it begins Are motivated most by internal pressures (themselves) Help learners understand the benefits of training to job satisfaction, self-esteem and quality of life. Source: What Every Trainer Needs to Know About How Agents Learn by Laurie Solomon, published in Call Center Management Review , June 1999. Structured OJT typologies Generally there are four commonly used types of OJT among which features: Job instruction training Mentoring Coaching Job rotation Job Instruction Training (JIT) The JIT consists of four steps which were developed by Allen (1919) to train shipbuilders during World War I (Sleight, 1993). Rothwell and Kazanas (1994) outlined the four steps in the JIT model as follows: Step1 Preparation showing and demonstrating what learners will do; Step 2 Presentation telling learners what they will performed and why; Step 3 Application allowing the trainee the opportunity to practice the skills; Step 4 Inspection checking the trainees work and providing feedback. In addition to Rothwell and Kazanas (1994), Allen (1919) further described in his book that these steps should always be carried out in the order given and that the purpose of step 1 is to get the learner ready to be instructed of step 2 to instruct him of step 3 to check up errors and of step 4 to give a final inspection of the instruction job. However, Ford (1970) argues that the four step model is no longer enough; thus he added two other components objectives and evaluation recognizing that these components are implied by most of the expositions of Job Instruction Training. The amended diagram can be illustrated as follows: According to Ford (1970), the first step is the determination of objectives which describes what the learner will be doing when demonstrating his achievement and how one will know when he is doing it. Even though evaluation is listed as the final step in the model though it is a continuous process. Ford (1970) laid much emphasis that throughout the learning situation, the instructor should reflect on and evaluate each element in terms of the objectives and also he further claimed that evaluation is usually thought of as evaluating the student which in fact is to evaluate the entire learning process as well as a self evaluation of the instructor himself. Job rotation DeSimone and Harris (1998) define job rotation as an activity that involves a series of assignment to different positions or departments for a specified period of time. Wood (1995) added that job rotation is the systematic movement of employees from job to job within an organization, as a way to achieve various different human resources objectives such as: orienting new employees, preventing job boredom or burnout, reward employees, enhancing career development as well as exposing employees to diverse environments. According to Weihrich and Koontz (2002), the basic objective of job rotation is to broaden the actual knowledge of managers or potential managers who are made to move through: Non supervisory work; Observation assignment where they observe what other managers do rather than actually managing the portfolios; Assistant positions in some cases for brief periods in case of unforeseen absences or vacations of other managers. In line with the above statement, Anon (2001) stated that job rotation provides the employee with an opportunity to get a better understanding of the overall company and provide the organization with a more flexible workforce. Jerris (1999) added that excellent job rotation program can minimize training costs while optimizing the impact on training, by making individual in a better position to be flexible, self-motivated, adaptable, innovative, eager to learn and able to communicate effectively. According to Osborne (1996), at the start of job rotation, output may decrease temporarily implying that job rotation does not follow that job interest. DeSimone and Harris (1998) stated that within the job rotation training program, the trainee is evaluated by the trainer at each job, and at the end of training, the trainees evaluation are used as a means to decide in which department or job the trainee will work. Jerns (1999) argued that the possible problems with the job rotation program is that it is costly since job rotation involves a great amount of management time which is spend on lower level employees and it may also increase the work load, thus decreasing the productivity for the rotating employees manager and for other employees. Coaching Smith and Smith (2008) stated that the activities of the trainers after the induction session largely consisted of on-the-job coaching. Harris (1997) described coaching as an informal, unplanned training and development activities provided by supervisors and peers. Albers (1974) views OJT similar as coaching thus defining it as a conscious creation of an environment within which subordinates can learn to become better executives. On his part, Oladunni (1998) added that coaching is those managerial actions and behaviors specifically that focused on developing an employee so that he or she can perform at maximum compatibility. Oladunni (1998) further stressed that coaching maximizes the contribution of both the trainer and the trainee simultaneously and enables the coach to concentrate on other management functions. According to Sullivan (1998) the role of the coach is to facilitate learning as well as guiding learners toward the acquisition of new knowledge or upgrade their skills and equally seeking to influence learners attitudes by acting as a role model or mentor. Mentoring Mentoring, on the other hand takes a more holistic approach and guides the learner through broader aspects of the particular job (Cunningham et al. 2004) Woods and Cortada (1998) view mentoring as a learning relationship in which an individual with knowledge shares that knowledge with his or her colleague. The mentor is usually a supervisor or manager and the intention of mentoring is to support the employees, help orientating them to the job and work environment and preparing the employee for increasing responsibility (DeSimone and Harris, 1998, p.145) Brennan and Little (1996) described the process of mentoring as follows: In the first instance the mentor will be more pro active, supportive and encouraging, but in time the learner develops independence, confidence and autonomy. The mentor then needs to become more critical, challenging and confrontational, encouraging reflection. Effective and lasting learning takes place when learner experience a balance of challenge and support, confrontation and encouragement. Hooling and Resta (2001) support mentorship as a means to improve trainers own professional competency and belief through learning opportunities from trainees in mentoring. Components of a successful Structured OJT Jacobs (2003) held that a system view of structured OJT represents the interaction of several components, such as the training input, training process, the training outputs, and the organizational context. There is no best way to do structured training but however it has been noted that there seem to be some common elements among successful structured system, Levine (1996) stated that the components below may have different significance in different organizations: Management support Levine (1995) maintained the fact that training takes time and that it requires supervisors to allow themselves enough time for preparation and training, with the aim of not thwarting any structured OJT effort; Levine (1995, pp.1) further affirmed that If you cannot gain internal support from the organizations managers and supervisors, dont waste time trying to implement structured OJT. Moreover, Levine (1995) stated that support may come in the form of supplies, funding, materials and recognition of trainers and trainees. On a similar vein, Cleveland and Harne (2003) pointed out that the effect of training in call centres must be understood by all levels of the organizations senior management to ensure ongoing financial support. Formal trainer support process Levine (1995) emphasized that successful system generally have an OJT coordinator, a training manager, or some people outside the work area to provide the support necessary for a trainer; thus may include a dotted line relationship to the training organization. Jacobs (2003) further further put forward that organizations should be prepared to provide additional resources, such as appropriate rewards and incentives, necessary to support trainers in order to manage and develop trainers performance over time. Checklists and OJT training material Checklists is defined by Levine (1994, p.6) as being the foundation of any OJT system. Levine (1997) further lay out that checklists add structure to the training process and they list the specific skills and the employee is checked off as each task is successfully performed. Another document pointed out by Broadwell (1986) is the lesson plan which is intended to guide the training and improve the trainers ability to instruct the trainee. Broadwell (1996) also noted that the lesson plan must include what the trainer will say, show, and do, what the trainee will be expected to do, a timeframe for training, and the job aids and resources that are used in training. Train the trainer Johnson and Leach (2001) advised that prospective trainers are expected to develop training related skills through a train the trainer course. According to Levine (1995), training of the OJT trainer is the key to successful implementation; and that the program should contain high impact activities with the aim of changing trainers behavior from telling to coaching, from demonstrating skills for trainees to performing them with them. Meyer and Marsick (2003) advocated that it is important that the design and delivery, such as conducting needs assessment, developing objectives, creating an agenda, developing instructional event, and evaluating learning outcomes, still need to be included as core components of any train the trainer program. What an effective trainer look like will further be elaborated in the next section. Tracking and Report generation The last component as mentioned by Levine (1996) is tracking and report generation which is an important element for managing the training process as well as for other business reason like the fulfillment of the ISO 9000 quality award and an effective tracking and report generation may also provide valuable information to the stakeholders as well as providing a means of accountability. Smith (1995) stated that it is important to document whether there is a substantial difference between the approaches in the knowledge and skills acquired during the training. An effective trainer Sullivan and Smith (1996) stated that one of the most important elements of OJT training is selecting and qualifying trainers, since according to Harris et al. (2000) the quality of training in the workplace depends to a considerable degree on workplace trainers. As pointed out by Johnson and Leach (2001), OJT supervisors tend to select trainers on the basis of their job experience. However, Walters (2003) argued that even though OJT trainers are subject matter experts and more senior employees as such as they may possessed little competence in how to conduct an OJT program. Johnson and Leach (2001) urge to use expert workers who possess three competencies as follows: Technical competency: this competency is related to the extent to which the trainer possesses a high level of technical knowledge and skills in the area to be taught. Professional competency: this competency has to do with knowledge and skills related to instructional areas including planning, delivery and evaluation of learning. Personal competency: it refers to the personal and behavioral characteristics that influence the way trainers are perceived by others. In supplement to, Jacobs (2003, p.98) proposed two basic requirements that make OJT trainers more effective that is they should have adequate competence in the unit of work that comprises of the training, and they should have adequate competence about the training as trainer. Jacob and Jones (1995), on their side, outlined eight qualities to look for when selecting an OJT trainer. These are: Qualities Brief description 1. Task knowledge and skills The ability to perform the work behaviors at appropriate performance levels. 2. Specialized training Completion of specialized training in the area that will be the basis of the OJT program. 3. Willingness to share their expertise Interest in the development of others. 4. Respect from peers Perception by other employees that the trainer has task expertise, leadership abilities and general problem-solving skills 5. Interpersonal skills Ability to communicate clearly and comprehensively 6. Literacy skills Ability to comprehend resource materials 7. Concern for the organization Showing an interest in helping the organization improve its performance 8. Job expectations Awareness of job expectations and assignments and how these will affect their ability to perform as an OJT trainer In the call centre environment, Akroyd et al. (2006) acknowledged that the supervisor plays an important role, and Therkelsen and Fiebich (2003) argued that a supervisors communication skills are of great importance and that these skills should be a meaningful part of the evaluation process. Strengths and weaknesses of OJT Jacobs (2003) stated that every training program contains its own strengths and weaknesses.

Wednesday, November 13, 2019

Matrix Organizational Structure Essays -- Business Management

Organizational structure is the way that an organization arranges people and jobs so that work can be performed and goals can be achieved. Good organizational design helps communications, productivity, and innovation. Many organization structures have been created based on organizational strategy, size, technology, and environment. Robbins and Judge (2011, p. 504) listed three common structures: simple, bureaucracy, and matrix. In this post the author will describe the matrix structure, and discuss its advantages and disadvantages. Matrix structure is first introduced in the aerospace industry in the 1960s and become one of the popular organizational design options in today’s business and industry (Derven & Alexandria, 2010). Burns and Wholey (1993) poinited out that matrix structure were used in advertising agencies, aerospace firms, research and development laboratories, hospitals, government agencies, and universities. Matrix structure is the combination of two or more different structures and take the advantages of the pure functional structure and the product organizational structure (Robbins & Judge, 2011, p. 497). The employees in the matrix may have two bosses: their functional department managers and their product managers. For example, all engineers may be in one engineering department and report to an engineering manager, but these same engineers may be assigned to different projects and report to a project manager while working on that project. In many organizations, a matrix structure is i mplemented to address the requirement to do more with less and become more agile. The matrix structure, which focuses on horizontal as well as vertical management, has become more widespread as a result of globalization and the... ...llustrate his points. References: Burns, L. R., & Wholey, D. R. (1993). Adoption and abandonment of matrix management programs:Effects of organizational characteristics and interorganizational networks. Academy of Management Journal, 36(1), 106-139. Carter, L., Ulrich, D., & Goldsmith, M. (2005). Best practices in leadership development and organization change: how the best companies ensure meaningful change and sustainable leadership. San Francisco, CA: John Wiley and Sons. Derven, M., & Alexandria, T. D. (2010). Manging the matrix in the new normal. T + D. Alexandria, 64(7), 42-49. Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson. Sy, T., & Cote, S. (2004). Emotional intelligence: A key ability to succeed in the matrix organization. Journal of Management Development. 23(5). 437-455