Friday, January 31, 2020
Training Incentives Essay Example for Free
Training Incentives Essay Training incentives helps employers meet the cost of training their staff. The funding helps to ensure that there is continued supply of qualified people. The employers use training incentives to assist employees who have no formal qualifications. Managers and supervisors are also trained in order to develop management and supervision skills. Trainees can be of any age and on any pay scale and training can be done during work hours or outside business hours. (Tuscon, 1994 pp32) Different Training Styles Self motivated style – training is thought of in terms of the practical results, the trainer likes direct results from training. He is assertive whereby he does not hesitate to express his views and disapproval when the training session is going on. The participants who are being trained are attentive and avoid embarrassing the trainer who is in control of the training. Informal and expressive style – the trainees make contribution to the session freely and openly express themselves in a personal and friendly way. They ensure the training session is informal and open to everyone. The trainer tries to avoid discussions that are unnecessary and are tactful in the way they direct communicators to the materials that are supposed to be used for training. (Brooks, 1999 pp13-15). Analytical style – here the trainer is dealing with interpreters whose main concern accuracy and detail. They do not accept information that is not backed by facts. The trainer will command subject matter to be used for him to retain credibility when dealing with individuals of this type. Readiness of different people to accept the information given to them will depend on the way that information is presented to them. Some people do not understand easily unless there are clear facts presented. In providing effective training the trainer should know how to help the audience accept the information given to them. There are also contemplators who always think about new ideas and concepts. They seek time to consider them and their special effects. The trainer will need to know the suitable pace for delivering the course material to ensure that they are able to understand what is being taught with ease. If they require more time for them to understand the concepts the trainer should be patient enough. (Eisman, 1995 pp32-35). What Works For Particular Employees When there are new employees in any organization, a worker mentor assist them to learn the job. Once the new employee is familiar with the job and can do it well without assistance, he can be left to continue working on his own. This is very important because, even if the new employee has qualified for the job, there is need for him to get experienced with new work environment. The supervisor monitors work performance to ensure that all the assigned duties are done well. A co-worker can help new worker get to know how to socialize with other workers and help him to make use of orientation training for him to make practical use of what he was taught during orientation. If there is any issue that was not understood during orientation, a co-worker can assist in answering any question that might arise. Employee assistant program assist particular employees to improve his job performance, get familiar to the work environment and make use of employment policies and adapt to changes on how some jobs are supposed to be performed in order for employees to do the job successfully. (Janak, 1997 pp345-349). Environmental support which includes physical structures and surrounding objects make the job site to be accessible for current and future employees. For example, automatic door openers that assists employees to move from one department to another. Procedural support activities help employees perform jobs and related job functions. Flexible time allows employees work within hours that are conducive to their personal lives. (Clement, 1995 pp53-58). Different Job Functions If essential functions require employees to have physical abilities or communication abilities for example frequent contact with people, this requires verbal communication for information to be conveyed or writing. If duties are performed in various locations, frequent travel is required and a driving license. Job descriptions contain statement that, jobs other than the ones enumerated can be assigned to employees which should be reasonably related to the assigned position. Duties and responsibilities should outline basic components of activities to be performed, scope of the assigned responsibility and level of authority and who is responsible. Each task should have a process that shows what methods are used, procedure followed when performing the task and the tools to be used. It should show how often the task should be performed. The expected outcome should be indicated which shows the acceptable quality of work. (Reynolds, 1997 pp40-45). Essential functions are the fundamental duties employees must be able to perform. Job function is considered essential when there is a position for that function to be performed, the number of employees is limited for distribution of the job function and the function is highly specialized and requires experts to perform it. Employee Training Retention And Feedback Employee training retention helps reduce the staff turnover rates which waste a lot of time, very costly and affects the success of business in the long run. The key component of retaining superior employees is to allow them to express themselves freely and give out ideas and opinions. Chief executive officers should be good listeners and collect feedback from employees. Supervisors should recognize employees’ problems and deal with them in an appropriate manner. (Peterson, 1999 pp15-17). Managing turnover maintains quality of work performed by experienced employees. Training expert who have track record should cause cultural change, improve organization productivity and be trusted by employees and management. Strategic plan should be implemented on how to conduct pre and post training survey and make follow up in order to ensure employee are productive. Talent management strategy sustains the organization and an action plan guarantees the continuity of the organization in future. Effective feedback survey design should be delivered with extensive resources and impressive reporting capabilities. Human resource department should fully staff in order to solve issues of human relations and offer standardized training. In order to assess staff climate, satisfaction survey should be done annually. New starter feedback should be done after four weeks to know employees perception on the effectiveness of recruitment and the process of induction and know the ideas they have for improvement.                       Recruitment process feedback should be done immediately after recruitment is over and send short post placement survey to the manager responsible for hiring within one week after appointment. Analysis for training need should be done to know the training opportunities that the staff need. Post training feedback helps to know how staff valued training sessions. This can also be done by testing the staff knowledge in certain subject after the training session is over by giving them a short post training quiz. (Phillips, 1996 pp45-47) Best Practices                       Employer should ensure the work place is safe for all employees so that they can be able to apply their knowledge to improve the quality of work performed in the organization. Financial rewards should be given to employees based on their performance for them to be motivated to continue working hard. Performance standards should be set for all employees without favor or discrimination. Employees should be able and willing to employ all what brings best results. (Tuscon, 1994 pp30-31) Challenges                       Competition from other firms in the same line of business and labor shortages make employees work for long hours and harder and have more responsibilities. Modern training need is also demanded in order to reflect the changes in lifestyle. Organizations do not afford use of classrooms for training because; it involves traveling and lodging expenses. Productivity is reduced and revenue is low due to time spent while traveling.                       Organization needs to improve performance of employees and retain them, this call for an organization to offer ongoing education and training in order to benefit from a work force that has better skills and have increased rate of employee retention. In order to keep training updated, knowledge and skills should be provided by managers rapidly. this requires organization to add more organization training mix. (Arkin, 1995 pp36). REFERENCES: Tuscon M. (1994): outdoor training for employee effectiveness: London Institute of Personnel Management, pp 30-32. Eisman R. (1995): incentives excellent adventure: Incentive, pp32-35. Clement C. (1995): The Ins and Outs of experimental training: Training and development, pp53-56. Arkin A. (1995). Breathing fresh air into training: people management, pp35-36. Alder A. (1995): Changing outdoor vision: Management training, pp21-23. Phillips J. (1996): the search for best practices, training and development: ROI, pp45-47. Peterson B. (1999): measuring impact of learning and performance. The Franklin, pp15-17. Reynolds M. (1997): management learning: London Sage, pp40-45. Janak E. (1997): A meta analysis of the relationship among training criteria; personnel psychology; pp345-349. Brooks H. (1999): Designing and facilitating experimental learning: thousand oak, pp 13-15.
Thursday, January 23, 2020
The Red Symbol in The Handmaids Tale Essay -- Literature, Margaret At
In the dystopian novel, "The Handmaid's Tale" written by Margaret Atwood, the color red is a reoccurring, significant symbol throughout the book. The dominant color of the novel, the color red is paired with the Handmaids. The Handmaids are always seen in their red uniform, even down to their red shoes and red gloves. From the opening pages of the novel we are informed that they are trained at the â€Å"Red Centre,†and we are introduced to the importance of the red imagery as Offred, the narrator and protagonist of the novel, describes herself getting dressed: â€Å"The red gloves are lying on the bed. Everything except the wings around my face is red.†Which reveals to us how the handmaid’s are required to wear all red, representative of the way they are visually defined, and therefore confined within their role in the caste system as sexual servants to their Commanders. Red is worn only by the handmaids; the color red indicates sexuality, fertility and childbirth, accordingly outlining their function as a sexual object; their sole purpose being to bear children for their Commanders. One of the most reoccurring symbols throughout the novel, red is interrelated with all things female (the Handmaids.) Inversely, red is furthermore a symbol of death, violence and blood, which Offred portrays as a color which â€Å"defines us.†The reoccurring appearance of the color red creates a thought-provoking parallel between femininity and power, as it signifies the religious â€Å"sinfulness†of promiscuous sex between the handmaid’s and their â€Å"married†commander. Offred later states: â€Å"I never looked good in red, it’s not my color,†implying the sacrifice of her individuality due to the roles Gilead has forced her into. It is not their intellige... ...ed tulips in place and keeping them alive, there are human beings under the white bags, but Offred is beginning to neglect what is under her red dress. Offred aches to reminisce about the life she once knew, yet now images are enforced into her mind and she understands them how her cult/society now requires her to perceive this different world. Red is a scandalous and dishonorable color, outlining the Handmaids as such. Everything correlated with the handmaids is red; Offred’s own name, for instance, which so distressingly epitomizes dualism can be read as "Of Fred," signifying her ownership to her commander-yet furthermore can be read as "Off Red,†suggesting off with the red dress, symbolizing her yearning for nonconformity from the red dress and all the afflictions correlated with red in her life- blood, death and violence, which have come to â€Å"define†her.
Wednesday, January 15, 2020
Prejudice and Stereotyping in Society Essay
Stereotyping is a form of prejudice and is also the root of racism and discrimination. A stereotype usually applies to a whole group of people who do something in a certain way. To them, it seems natural, but to some people it’s weird. Often, a name is given to the group, and to every individual. For example, nerd is the stereotype name for someone who is usually a computer whizz and can’t play sport very well. This however isn’t always true, because many people are computer whizzes and also good at sports. But, if you saw someone who you didn’t know come to school with disks and computer stuff, you would probably say, â€Å"he’s a nerd,†or â€Å"she’s a nerd. †The problem with that is that you are making a judgement of their personality without actually knowing what they are like. Another real-life example is towards blonde haired people, women in particular. One journalist went for a weekend with blonde hair, rather than her usual brunette look, and noticed that no-one took her ideas seriously. That’s what stereotypes are all about. When society has an exaggerated idea about a group of people, when you see someone who seems to fit the description you judge them as that stereotype. Some stereotypes are called labels, because it’s literally like a label stuck to you. There’s no harm in making that point, but labels can also be a name for an individual. For example, if someone was known as Lazy- Bones, it means that they don’t always do their part of the job, let the team down, and anything else that can be connected with being lazy. That person now has two choices: one is to actually live out their label and turn into a big lazy person, or they can fight back and prove that they aren’t lazy. Most stereotypes focus on the bad things about someone’s personality, or not necessarily bad, but more like an area that they’re not strong in. If someone gets labelled for something they can’t do, it could have bad psychological effects on them. This is a way of bullying. Another way that stereotyping can have a bullying effect is when there is a social stereotype of how men or women, boys or girls are supposed to behave, and one individual doesn’t fit the stereotype, people treat them like a weirdo. No-one really has to behave in a certain way and we are much too complex to be neatly shelved under a few stupid labels, as if there are only a few types of people instead of many different ones. Another problem with stereotypes is when it affects a whole group of people, such as the 19th. Century Irish. Back then the Irish had a reputation of being heavy drinkers, lazy, unreliable, troublesome, violent, and dishonest people. This meant that most of them fitted those stereotypes. For those who didn’t, the fact that the stereotype existed didn’t make it any easier for them to get employment as opposed to say, an Italian, who’s stereotype was(still is) hardworking, honest and reliable. The good Irelander might have fit the Italian stereotype, but as soon as the employee hears â€Å"Irish†they discard them. In light of the recent terrorism attacks in America, many people have become prejudiced towards Muslims, since the terrorist agency is believed to be Muslim. Fortunately, this situation hasn’t become too out of hand because political leaders such as President Bush of the USA have made us realize that it wasn’t caused by every single Muslim, but only a handful in comparison, and if anyone is to pay for it, it is the terrorists themselves. But what is it that makes us want to label, stereotype, and pre-judge? It is all part of an important process called Generalisation. Just about everyone has this ability to generalise. Generalising is an involuntary process that takes place in our minds. It is related to learning from experience and predicting the future. We can make a generalisation about fire, that it burns and could kill you if you let it. We know this from seeing things like logs or paper burning up, or say, if you put your finger into a flame and it burns your finger. Heat and pain. Now, from your experience with fire, you can say, fires are hot, and they hurt you. So when you see a fire, you know that you shouldn’t touch it. Saying that fires are hot is a prejudice, but it isn’t racist towards fires or bigotry. If we didn’t have the ability to generalise, we’d put our finger in the fire every time we see one because we’d never learn that fires can kill or hurt you. As you can see here, generalisation is an invaluable survival tool. This same principle can apply to people. If you told someone a secret, and they told everyone else, next time you have a secret, you know who not to tell. Racism is when you look at the way a certain culture/race/ethnic group do things differently to how your group might do them. This escalates to superiority, believing that your group is more important and better and more valuable than the other groups, and not accepting that they say, the â€Å"your opinion doesn’t count†syndrome, commonly known as bigotry. The most visible example of bigotry in practice is probably in the days of slavery in the United States, and the apartheid in South Africa. In America, the black people were discriminated against, forced into slavery, even sold in auctions as slaves. In South Africa, the Afrikaners (white South Africans) passed laws that restricted what black people could do. The apartheid plan was to send the natives back into their part of Africa, even though they had been in South African territory ages before the Afrikaners were even dreamed of. Bigotry is an often cruel practice but the people it affects more often than not find the strength to persevere with the oppressors, and eventually win in the end. In conclusion to all this we realize that making generalisations is important, but it is also abused to become racism, labelling, and bigotry.
Tuesday, January 7, 2020
Data Analysis And Interpretation Of The Data Essay
Data Analysis and Interpretation The objective of this chapter is to describe the procedures used in the analysis of the data and present the main findings. It also presents the different tests performed to help choose the appropriate model for the study. The chapter concludes by providing thorough statistical interpretation of the findings. The research data was analyzed using a statistical software called STATA. Before running the data for the regression analysis, panel unit-root test was performed to see if data is stationary over time so that it can be used in estimating the variables in question. The value of the variables in the model throughout the research period is not constant; that means, there are some periods where there are spikes. These periods of ups and downs in value of economic variables are called shock in economic jargon. The notion behind testing for stationarity is to identify whether the effect of such shocks is permanent or transitory. If the effect of such shocks is temporary, the subsequent values of the variables will return to their long term equilibrium suggesting that the data is stable even with the presence of shocks. 4.1. Presentation and Interpretation of research findings Table 4.1 presents the panel unit-root test results. There are two groups of hypotheses that are involved here. In the first four methods, the null hypothesis is: there is panel unit-root and the alternative hypothesis is: there is no panel unit-root and the decisionShow MoreRelatedData Analysis And Interpretation Of Data2590 Words  | 11 PagesCHAPTER FOUR DATA PRESENTATION AND ANALYSIS Introduction In this Chapter, the researcher engages in the presentation, analysis and interpretation of data collected using questionnaire which were administered in line with the objective of the study. 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