How to Choose the Right College Major

A college major is the main subject that a student studies while attending a college, university, or another academic institution. Examples of popular business majors include advertising, business administration, and finance. Many students begin their college education without a clear idea of what their major will be. Others know from an early age exactly where theyre going and what they have to study to get there. Most people fall somewhere in between; they have a general idea of what they want to study, but are considering other things. Why Choose? Choosing a major doesnt necessarily mean you’ll be stuck doing that particular thing for the rest of your life. Many students switch majors during their college career--some do it quite often. Choosing a major is important because it gives you a direction to aim for and determines what classes will be taken to earn a degree. When to Declare a Major If you’re going to a two-year school, you will probably need to declare a major soon after enrolling because of the short duration of the educational process. Many online schools will often make you choose a major as well. However, if you’re entering a four-year school, you are sometimes not required to declare a major until the end of your second year. Read more about how and when to declare a major. What to Choose The obvious choice for a major is an area you enjoy and are good at. Remember, your career choice will most likely be reflected in your choice of a major, so the majority of your classes will revolve around that area of study. In choosing a career, it would be best to pick something that appeals to you now and will provide you with job prospects in the future.   How to Choose The most important thing to consider when choosing a college major is what you want to do with the rest of your life. If you choose a major that doesnt particularly interest you merely because a job in that field pays well, you could end up with a few bucks in the bank, but be extremely unhappy. Instead, you would do well to pick a major based on your interests and personality. Dont shy away from the hardest college majors if those fields interest you. If you enjoy them, you are more likely to succeed. For instance, if you’re not a people person you probably shouldnt consider a career in human resources. People who don’t like math or numbers shouldnt choose a career in accounting or finance. College Major Quiz If you’re unsure of what major to choose, it may benefit you to take a college assessment quiz to help you pinpoint a college major based on your personality. A quiz of this type isnt infallible but it can give you a general idea of what majors might suit you. Ask Your Peers Consult with the people who know you best. Your family and fellow students may be able to help you decide upon a major. Ask your peers for their advice. They may have an idea or point of view that you haven’t considered. Keep in mind that anything they say is just a suggestion. You dont have to heed their advice; you’re simply asking for an opinion. When You Can’t Decide Some students find that they are torn between two career paths. In these cases, a double major may be appealing. Double majors allow you to study two things at once, such as business and law, and graduate with more than one degree. Majoring in more than one area can be beneficial, but it can also be difficult--personally, financially, and academically. Consider it carefully before taking this path. And remember, you shouldnt be disheartened because you don’t know what direction you want your life to take. Many people don’t choose a major until they absolutely have to, and even then, change majors at least once.

What You Need to Know About Final Essay Topics

What You Need to Know About Final Essay Topics How to Find Final Essay Topics on the Web The topic also needs to be the one which provides the students sufficient to write on. Still, figuring out the ideal topic for your essay isn't your only concern for a student. There are several persuasive essay topics to select from to finish your high school or college assignment. Following are a few of the advised sociology essay topic for those students that are unable to decide on a great topic for their assignment. The point is that businesses that have come to be too big have come to be so embedded in the economy. If it's the very first time you're likely to use our article writing service, you most likely have plenty of questions. Very often it becomes hard to choose 1 topic either due to the many ideas in the student's head, or due to their complete absence. Many people wind up covering the very same tired topics they see in the media every day, just because they can't produce a better idea. Get the Scoop on Final Essay Topics Before You're Too Late A personal statement should speak to the readers. Since you can see, a lot of the topics listed are new and handle the present issues happening in the World today. You should have noticed that each and every topic is significantly related to the some type of mystery since if you won't create suspense and unveil the unknown then you won't be in a position to pull in the readers attention at any situation. You should have noticed that each topic is significantly related to the some sort of mystery since if you won't create suspense and unveil the unknown then you won't have the ability to entice the reader's attention at any instance. Moral argumentative essay topics are a few of the simplest to get carried away with. The significant distinction is that the argumentative essay should demonstrate a discussion instead of a single opinion. All persuasive essays are like argumentative essays. Keep in mind , persuasive essay topics don't need to be politically correct all the moment, they are sometimes controversial. Categories, essay topics might be divided into. When picking a topic for a crucial essay make certain you take a topic it is possible to deal with. Qualities of a very good persuasive essay topic The topic needs to be specific. It's always much much better to locate a specific, narrow topic. You don't need to acquire super technical with legal argumentative essays, but be certain to do your homework on what the recent laws about your preferred topic actually say. Nearly all history essay topics are too big for a couple pages. As tempting as it might appear to skip past the extra info and go right to the list of persuasive essay topics, don't do it. It's important to select debatable argumentative essay topics since you need opposing points which you can counter to your own points. Definitions of Final Essay Topics Remember your essay needs to be written in your style that will allow it to be a customized essay. It is quite easy to acquire all of your essay work done within minutes as typer would get content from the net and paraphrase to symbolize an ideal essay. Doing this, you'll certainly find your ideal essay title easily and faster. The use of the essay is to select an argument and attempt to persuade the reader to adopt it. Thus, writing a history paper will surely be fun, if you simply opt for a really intriguing history essay topic. As any guide on the best way to compose a persuasive essay will inform you, your essay has to be organized in paragraphs with a logical progression from 1 paragraph to the next. Nowadays it's quite hard to locate a trustworthy essay writing service. As you're writing a formal essay, then you must ensure that the tone of your formal essay is likewise very formal because your intended audience would become your teacher and classmates, you will need to demonstrate that you're professional in writing formal essays. Our qualified academic experts will help you to find a great persuasive essay topic according to all of your requirements and compose a custom-tailored model answer. So, the choice of the topic is most important. Ideally, you've got to pick subject areas that may advantage a great deal of individuals. Most Noticeable Final Essay Topics Thanks to the correct selection of presentation style and a thorough understanding of the goals you need to accomplish in your essay, there are many categories essay themes may be broken into. So, the best method to compose a terrific persuasive essay is to locate a theme you're acquainted with and would like to share your experience with the reader. It's important to understand that essay topics are just basic ideas that leave you pondering an idea that might be a huge deal to another person. Deciding on a persuasive essay topic may take plenty of time without ending up with the excellent solution.

Staff Training And Development Essay Free Essays

Sustaining Effective Staff Training And Development Essay Introduction What is training and development? Training and development is a concept in management which allow the organisational activity to be aimed directly at performance of individuals, groups and the organization (Landale, 1999). There are three main activities under the guise of training and development which are interlinked – training, education and development. It is not just the role of the employer to identify training and development needs, the employee also needs to be able to identify their role in the organization and how they can effectively develop themselves (Landale, 1999). We will write a custom essay sample on Staff Training And Development Essay or any similar topic only for you Order Now Van der Bossche et al (2010) acknowledge that due to the rapid advancements in technology and knowledge require the individual to participate in personal and professional development. The development of talent within the organization is necessary for competitive advantage to exist, it is also necessary for the retention of employees. The organization needs to identify talent and to support the individuals through all their training needs Staff Training and Development is described as the necessity to cover the essential skills used in the everyday work situation. Within the promotion of training and development, the individual needs to be focused on the goal of developing their skills, knowledge and understanding of how the organization exists within its environment (Jerling, 1996). If the manager can motivate the employee in their work and can encourage development then the employee will see it in a positive light and will work towards the goals.I I Background Having effective employees is instrumental to the success of any business organization. This is the case because of the high employee turnover rates and high unemployment rates evident in most countries. Since the 2008 recession in the U.S, other countries of the world have experienced the ripple effects as the world largest economy struggles to recover. The European nations have suffered under the current debt crisis that has shrunk economies in Europe. Other countries in African and Asia have also felt the impact, as their economies are most dependent on both the U.S and European markets for trade. The subject of having effective employees has therefore, gained relevance as employers look for ways to sustain their workers. In an effort to keep their most important asset, organizations are heavily involved in the training and development of employees (Hung Wong 2007). Training and development has been a tool used by organizations to mitigate the risks of losing employee to other org anizations. It has also been used to groom future leaders of the company, as well as assist organizations in saving time and money. This essay shall discuss two theories that discuss employer support and training, as well as the impacts of employee performance in relation to training and development of employees.III Development Humphry Hung and Yiu Wong have come up with two theories that discuss the relationship between the employer and the workers when it comes to training, continuing education and work study performance (Hung and Wong, 2007). The theories were introduced because of a case study of Hong Kong students who were in school and worked at the same time. The authors then came up with the theories to help explain the student or employee’s performance in relations to their employees and employer relationship (Hung and Wong, 2007). The first theory was the psychological contract theory while the second one was the expectancy dis-confirmation theory. The researchers realized the need for employees to have an education so that they are able to move up the ladder as far as the work force is concerned. The researchers used the employee and employer relations as the subject of research, and came up with a model to explain how training and development can be effectively used in the workplace (Hung Wong2007). Psychological contract theory According to the psychological theory, the employer and the employee have a set of beliefs, promises and obligations that go beyond the formal contract between the two. This psychological contract theory is attributed to the second wave of research in this subject, namely where the basis is a mutual loyalty between employees and organization (Hall and Moss, 1998). The elements of the third wave of research on the psychological contract, which measures the attitudes and perpceptions of employees towards organization are demonstrated below (Robinson, 1996). In other words, once an employer hires an employee, the employee has to abide by certain rules while the employer is obligated to behave professionally. This means that the employees expect to exchange their loyalty and productivity for wages and other forms of compensation (Kimberly 2009). This theory may be regarded to be limited in delivery of depth of investigation of relations between organization and employees (Robinson and Morrisson, 1995). This suggests that recent research has failed to acknowledge the fact that psychological contact theory is more multi-dimensional as opposed to what has been presented in the research (Trunley and Feldamn, 1999a). As a result, there were two kinds of contents presented, namely transactional and relational. Transactional content involves measurable economic exchanges between the two parties. For instance, an employee works 40 hours a week for a paycheck at the end of the week. Relational contents are based on trust and long-term relationships. In such a case, an employee can delegate a certain role to the employee based on trust (McConnell 2004). In the study, three principles can emerged. First, there is interaction at an individual level, mutual relationship between the two parties and finally tactical exchanges. Most people believe that the relationship between the employee and the employer is based on personal ties because the employer is an embodiment of the organization, and the experience of their interaction dictates the success of an organization (Hung Hing 2007). On the other hand, some believe that there has to be a mutual relationship between the employer and the employee for organizations to succeed. The mutual obligation is based on the belief that the employer is obliged to the employee in return for a commitment. Finally, the tactical exchanges occur between the workers in which case, the employee insists on a mental connection between the two parties (Kimberly 2009). The significance of the psychological contract theory is that it attempts to explain the employee’s behavior in regards to how he is treated by the employer. In other words, the employee relationship to the employer is imperative to matters regarding how employees react when subjected to training by organizations. The development of the employee dictates the performance of the employee in the continuing work-study. The research found that students who had a good working relationship with their employer performed well in their training and education compared to those who had a bad relationship (Hung Hing 2007). Another limitation is attributed to the assumption, that psychological contact theory fails to address the specifics of individual work behaviour (Robinson, 1996a). From methodological perspective, this theory was developed on the basis of employee’s self-appraisals. As a result, it failed to include the actual supervisor’s appraisals, which are perceived to be quite crucial in delivery of objective opinion on the subject of job performance (Keeney and Svyantek, 2000). Expectancy disconfirmation theory The expectancy disconfirmation theory is similar to that of consumer dissonance. Only that in this case, it deals with the employee, as opposed to the consumer. The theory was brought about from the comparison of a worker and a consumer when dealing with their products. An employee is believed to have positively disconfirmed their role in the organisation when their perceived performance exceeds their expected performance (RoughtonMercurio 2002). The opposite is true and referred to as negative disconfirmation. Negative disconfirmation occurs when an employee believes that their expectations exceed their perceived The ability for the organisation to be able to sustain effective staff training and development in the workplace is a necessity in the global market. The purpose of this paper is to reflect on training and development in the workplace (Venkatesh and Goyal, 2010). Other considerations which must be taken into consideration when discussing this topic are in relation to the culture and structure of the organisation as well as the importance of communication and the impact of the leadership styles on the overall behaviour of the organisation (Venkatesh and Goyal, 2010). The global market has allowed the transfer of skills and knowledge through migration and the internationalisation of organisations. Training and development are important to how the organisation can compete in the market, if the organisation can sustain their employees through training and development they will be able to compete in the market. The effectiveness of employees will prove to be a valuable asset to the organisation and it is important that the organisation holds on to their employees (Klein, 1998). It has been argued that the resources of an organisation are the key sources of competitiveness. There is a need to examine the background of the organisation – culture and structure to see how these can determine how the organisation perceives training and development opportunities within the organisation. This theory has also proved to have some limitations attributed to it. This implies that it has been a subject to limitations imposed on the methodlogical approach. This implies that there have been some concerns reported in relation to the measurement of expectations that have been met (Irving and Meyer, 1999). This implies that direct measurement which is utilized in prediction of the disrepency between the expectations in relation to the job and actual behavioural intentions (Irving and Meyer, 1999). Strategic Management Strategic management is an essential process which needs to be considered in any organisation. Thompson Martin (2005) explain the process as being concerned with organisational actions and activities which identify and deal with threats, opportunities etc in both the internal and external environment. How strategic management is managed shows how well the organisation can adapt to change and how training and development will be welcomed in the organisational context. Lamb (1984) states that strategic management assesses competitors of the organisation and sets goals and strategies which can be seen in the context of training and development and how the organisation views the importance of its employees. One of the most important strategic processes is the practice of retaining employees. It is best practice to keep the skills and knowledge available to the organisation to remain competitive and to be able to recruit the most talented individuals in the market. If an organisation has the pick of the talent through their recruitment process they can sustain their competitive advantage which will allow them to compete consistently. The type of culture is reflected through the recruitment and selection processes as well the organisational structure and culture. If an organisation can effectively train and develop their workforce as well as retain their employees. Performance management and a competitive incentive programme can enhance the ability of the organisation to select and recruit the individuals they want to recruit to positions and not just because they have to fill the position (Phillips Pulliam Phillips (2002). Lambin (2000) defines the strategic process as allowing management to identify advantages and disadvantages. It will be important to identify the advantages and disadvantages of training and development further on in this paper but it is extremely necessary that these are identified so that the organisation can identify the skills and knowledge which they require in their organisation. The human element to the resources of the organisation are extremely important, Armstrong (2006) cites that the skills and competencies identified within the human resources process need to meet the future demands and challenges of the organisation and the environment. It will be necessary for the organisation to meet the pressures from the competitive environment and it should be prepared for this. Most organisations would not be able to function effectively in their environment without sustaining effective training and development in their workplaces. It is important that employees can be motivated i nto performing and target meeting. Organisational Culture The culture of the organisation is an integral factor of organisational activity. Holbeche (2006) believes that there are issues linking corporate social responsibility, accountability and the stakeholder environment. The culture of the organisation will impact on the behaviour of the employees in reference to how they behave, their work attitudes, the ability to embrace change and how the organisational objectives are achievable or not. Motivational theory is extremely important (Alderfer, 1969, Vroom, 1964, Maslow, 1943, Herzberg, 1966) link the goals of the organisation to the performance and achievement of personal goals which in turn can be fuelled by how skilled and knowledgeable the individual is. The culture of the organisation can be linked to success through the achievement of the competitive advantage. Deal Kennedy (1982) believe that the most important factor for the success or failure of the organisation is the culture. Culture by its very nature is implicit of behaviours within the organisation. Leadership and management are also essential to the understanding of culture and how it affects all mechanisms within the organisation (Rabey, 2003). This is also essential to the concept of training and development within the organisation as the development of management within the organisation, as the leadership role needs to grow both personally and professionally thus the impetus is on the development through training and development. The leader plays a role in the development of the organisation and if this individual is in tune with the development and training of the human resources, the organisation will embrace this concept. Schein (2004) reflects that the leadership and culture are inseparable. Structure is also important to the training and development environment within an organisation. The more rigid the hierarchical structure the less likely the culture will embrace training and development p ractices. While many organisations realise the need for progressive training and development it should be noted that not every organisation is a learning organisation (Schein, 2004). Leadership It is necessary to understand leadership as a concept before attempting to evaluate training and development. The development of the leader, according to Pedlar et al (2003), is that the concept is based on unexamined assumptions. There is no single definition of a leader, however, there are many attributes attached to leadership such as an ability to adapt, to make decisions, to be flexible and to be able to recognise skills within themselves and within others. The ability of the strategic manager is to be able to create an environment where employees want to participate and make a significant contribution to their role in the organisation. It is through this communicative process that the leader can identify the development requirements of the employee. The employee should be able to trust the judgement of the leader to allow them to participate in any programmes for development and learning within the organisation (Rabey, 2003). It is also necessary that the leader can identify any developmental needs in their own career progression. If the leader is forward thinking they will bring the organisation into line with the requirement of the selection and recruitment process to enhance the competitive nature of the organisation. The performance of the individual is impacted by the authority figure in the organisational relationship and can be highly influenced by the use of incentives. One such incentive which can be used to motivate the employee is that of training and development opportunities. These types of incentives are extremely important in today’s global environment with the internationalisation of organisations and the free movement of the workforce. The more skilled the workforce, the more ability the employee has to dictate their position within the organisation. This position allows the employee to hold some power over the authority figure as they can determine where they want to go in terms of their career and their development. Communication is key to this process so that the employee knows what kind of training is available to them and for the leader to be able to communicate the type of training which may best suit the employee. It is important that the leader can apply self development to themselves before they apply it to the individuals within their organisation and there should be an ethos throughout the organisation on lifelong learning . Learning Organisation In today’s global environment the concept of lifelong learning is extremely important and it is necessary for all employees to keep their development and learning up to date. The availability of learning to employees should be a pre-requisite to any organisation who profess to be a global leader. It is necessary for all employees to keep their skills, resources and knowledge updated so that they can compete in their business market. The markets while very dynamic and complex are also extremely competitive, and organisations are always looking for the right individual to take up a position within the organisation, who will ultimately enhance their competitive advantage (Lambin, 2000). Lifelong learning as a concept is not new, however, the concept of learning within the organisational context is very new. This allows the individual to learn around their own experiences. Both the organisation and the individual should be in synch with each other to allow their goals to be achieved. The service which the individual can apply to their customer greatly leaves a mark on the organisation as to how proficient it is in dealing with its customer. The ability of the organisation to provide professional training for their employees will successfully promote the organisation as well as the role of the employee. It is necessary that lifelong learning should be promoted more readily in today’s global markets due to the expansion of business and the free movement of employees to other countries. Lifelong learning can be provided throughout the organisation and does not necessary mean that it must be formal, it can be on the job training, but it should be used to encourage and motivate the individual. It is important to understand that the concept of lifelong learning is not without it disadvantages and within many organisations the facility is very much available. However, it is up to the individual to decide that they wish to partake in any programme, and also up to the manager to put the employee forward for training and development. This is very much about communication. Depending on how free flowing communication is, depends on the availability of these facilities. If the employee does not push for these opportunities they can hardly be expected to be handed the opportunity. However, the manager must communicate that these opportunities are available to the employee and explain the positive features for the employee. It is also necessary that the vision and politics of the organisation match the service and opportunities which can be given to employees. The need to preserve the abilities of employees within the organisation has become increasingly important, especially for the organisation to retain the skills, knowledge and resources which it currently holds. Lifelong learning can in effect change the labour market and the direction which the organisation is heading. Smith (2001) identifies the need of an organisation to be progressive, to allow the individual to gain more knowledge throughout their career and to persuade the individual to use the resources available to them for educational and growth purposes. Benefits of Training and Development Training and development is a particularly helpful feature to the organisation as well as the individual. The process allows both the organisation and the individual to grow alongside with the global market. It allows the individual within the organisation to recognise that they should be motivated to perform their job to the best of their ability because they can feel more valued by the incentives which they can receive from the organisation. There are many benefits to the organisation and the employee but it should also be recognised that there are also disadvantages to this. Lifelong learning does not necessary mean that the employee has to go off site on participate in in-house training, it also means a variety of opportunities within the organisation such as job rotation, secondment etc. These types of roles allow the employee to try out the role but also it means that they can avail of training in other positions within the organisation. This type of training can also motivate the employee as it can be seen as a performance reward for their hard work. It would seem in today’s environment, the emphasis would be very much on a culture of performance equals rewards. Other types of training and development include attending classes and online courses. Advantages and disadvantages of Training and Development The advantages which can be beneficial to the organisation is the retention of the current employees who are competent in their positions and have the ability to take on new roles within the organisation. If the employee can be trained in other positions it will benefit the organisation when it comes to employees leaving, thus the need for an urgent replacement for the position is no longer made a priority as the organisation can often promote or second from within. This allows the organisation some time to proceed with the recruitment and selection process to allow for them to find the right candidate. This also allows the employee to try other positions within the organisation and to decide if they wish to apply for these positions. With these types of training and development opportunities, the employee gets an opportunity to experience other roles and they may also provide a monetary incentive such as a pay rise while they are in the position. The ability of the organisation to p rovide these types of roles will also allow the organisation to retain their workforce and the skills and knowledge which come with that. It also enhances the skills of the employee. While there are advantages to training and development, there are also disadvantages. These disadvantages are predominately to the organisation but those which are important factors to the employee are the amount of time they would have to spend on the training and they may not be fully aware of the training opportunities which are afforded to them. This could be due to a lack of communication within the organisation or that the organisation is not overly interested in the development of their employees. One major reason that an organisation may not provide training and development would be down to cost in time and money. It may not be convenient for the organisation to spent time and money on an employee when the end result could be that they lose the skills and knowledge of the employee to another organisation due to the training and development they received. This has become more common as employees are more empowered and acknowledge the freedom to move to another job, even to mov e to another country. How Training and Development is Changing Garrison Anderson (2003: p.i) state that ‘The growth of e-learning is being described as explosive, unprecedented, and above all, disruptive.’ E-learning is associated with providing a framework for understanding the application and to goal set. This method of learning has become increasingly adopted as technology is evolving and transforming work practices. Many organisations have acknowledged the need to change according to reviewing the values and culture of their organisations. It has become increasingly important for organisations to adapt to the new learning environment. Training and development has changed rapidly due to global expansion. The employee no longer needs to take time off work to participate in training. Along with on the job training, it has become cost effective for employees to educate themselves through online and DVD/ CD’s. Technology has afforded organisations and employees easier ways to participate in training and development. Study can take place at the workstation or at home rather than the traditional format where the employee had to leave the workplace and travel to a destination where they could be facilitated. This has become extremely cost effective for the organisation as they are not losing man hours when the employee is studying/ on their course and it also means that workloads are not high because the work is still being completed. Along with the rise in popularity of the Internet and its main feature, namely interactivity, the human resource managers have found out that this may be used to the advantage for training and development purposes (Venkatesh and Goyal, 2010). The internet, as an interactive and communication medium provides wider access to the information and enables distance learning for knowledge transfer purposes. This suggests that it is much easier to engage in learning programs from any location in the world, if an individual has an Internet connection (Venkatesh and Goyal, 2010). Additionally, it has been estimated that the Internet is associated with lower costs, imposed on the training and development strategies. This implies that the main costs are reduced in the areas of physical distribution of training and development programs and the need for hiring a specific staff in order to maintain those. Online training allow the individual to manage the training program by himself, where he is r egarded to be in control over the situation (Venkatesh and Goyal, 2010). Van Dam, (2002) suggests that online training is utilized in combination with the offline channel, suggesting that in the majority of cases, the users of the online training system tend to maintain an offline contact whilst receiving the necessary instructions. The online training system is mainly utilized for the development of computer skills, job-related skills and technical competencies. Recently, there has been an emergence of economic recession that has affected the planning and implementation process of training and development programs. This implies that economic recession has made the companies to reconsider their costs and thereby plan the cuts, where necessary. CIPD, (in EWCO, 2009) has estimated that the performance of the majority of companies in the previous 12 months has been worsened. With regard to training and development, it has been estimated that 32 % of surveyed companies have reported cuts in the training and development budget in the previous 12 months. However, in the light of recession, despite the imposed cuts in budget, the majority of companies has estimated that training and development has not been viewed as an expendable commodity. This implies that the management of the companies still view training and development programs as the key priority for company’s achievement of organizational objectives (CIPD in EWCO, 2009; Bourke, 2009) . This suggests that there is a great potential for further investments in training and development programs, given its significance in the corporate world. Methods used in Training and Development This type of training also encourages the employee as they can do all their study with the use of a pc and can do it during working hours at their workstation. It also allows the employee to have more say in their development and to enhance their skills. The use of IT has allowed the development of more globalised skills which are transferrable. It is also appropriate for the organisation to provide the employee with the information about training and development opportunities which is extremely easy compared to how the traditional methods had been. The employee and the organisation can research the courses/ training and development opportunities. The manager has the ability to distinguish worthwhile courses/ training opportunities according to the need of the employee with the use of IT. This is where the ability to communicate and identify the individual needs of the employee as well as their own needs. References 1.Alderfer, C.P. (1969): An Empirical Test of a New Theory of Human Needs, Organizational Behaviour and Human Performance, Vol. 4, Issue 2, May, pps. 142-175 2.Armstrong, M., (2006): A Handbook of Human Resource Management Practice, 10th Edition, Kogan Bourke A. (2010). ‘Recession Affects Training and Development Programs’. Available from: http://www.aicpcu.org/MediaCenter/docs/articles/Recession_Affects_Training_and_Development_for_Web_10-09.pdf. Last Accessed: 13th Feb. 2012 CIPD in EWCO (2009). ‘Impact of recession on workplace training’. Available from: http://www.eurofound.europa.eu/ewco/2009/09/UK0909039I.htm. Last Accessed on 13th Dec. 2012 3.Deal, T.E., Kennedy, A.A., (1982) :Corporate Cultures: The Rites and Rituals of Corporate Life, Harmondsworth, Penguin Books 4.Garrison, D.R., Anderson, T., (2003) :E-Learning in the 21st Century, RoutledgeFalmer, Taylor Francis Group Hall, D. T., Moss, J. E. (1998). ‘The new protean career contract: Helping organizations and employees adapt’.Organizational Dynamics, 26, 22–37. Herzberg, F. (1966) :Work and the Nature of Man, Staples Press Holbeche, L. (2006), Understanding Change: Theory, Implementation and Success, Elsevier Butterworth-Heinemann Hung, H. Wong Y. (2007), ‘The relationship between employer endorsement of continuing education and training and work and study performance’: A Hong Kong case study’. International Journal of Training Development, 11, 4, pp. 295-313. Irving, P. G., and Meyer, J. P. (1999). ‘On Using Residual Difference Scores in the Measurement of Congruence: The Case of Met Expectation Research. A Longitudinal Analysis’, Personnel Psychology, 52(1), pp. 85-95. Jerling K. (1996). Education, Training, and Development in Organisation. Pearson: South Africa Keeney, M. J., Svyantek, D. J. (2000). ‘A review of psychological contract theory and research: Promise nothing and they still may get angry’. Current Trends in Management, 5, 65–94. Kimberly, W. 2009, Value Initiatives Improving Performance in the Workplace. NY:GRIN Verlag 9.Lamb, R., (1984) Competitive Strategic Management, Prentice Hall 10.Lambin, J.J., (2000) Market-Driven Management: Strategic Operational Marketing, MacMillan Business Landale A. (1999). Gower handbook of training and development. 3rd ed., Gower Publishing: UK 11.Maslow, A.H. (1943), ‘A theory of human motivation’, Psychological Review, Vol. 50 No. 4, pp. 370 – 396. 12.McConnell, C. R. 2004, ‘Managing Employee Performance’, Health Care Manager, Vol. 23, No. 3, p. 273, Supplemental Index. 13.Pedler, M., Burgoyne, J., Boydell, T., (2003) A Manager’s Guide to Leadership, McGraw-Hill Phillips, J.J., Pulliam Phillips, P., (2002) Retaining Your Best Employees: In Action Case Study Series, American Society for Training and Development Rabey, G., (2003) The Paradox of Teamwork, Industrial and Commercial Training, Vol. 35, No. 4, pp. 158 – 162 Robinson, S. L. (1996). ‘Trust and breach of the psychological contract’. Administrative Science Quarterly, 41:574–599. Robinson, S. L., Morrison, E.W. (1995a). ‘Psychological contracts and OCB: The effect of unfulfilled obligations on civic virtue behavior’. Journal of Organizational Behavior, 16: 289–298 Roughton, J. Mercurio, J. 2002, Developing an effective safety culture: A Leadership Approach. NY: Butterworth-Heinemann 17.Schein, E.H. (2004): Organizational Culture and Leadership, Jossey-Bass 18.Thompson, J.L., Martin, F., (2005) Strategic Management: Awareness and Change, 5th Edition, Thomson Learning 19.Smith, M. K., (2001) ‘Peter Senge and the learning organisation’, the encyclopaedia of informal education, available online at www.infed.org/thinkers/senge.htm Turnley, W. H., Feldman, D. C. (1999a). ‘The impact of psychological contract violations on exit, voice, loyalty, and neglect’. Human Relations, 52, 895–922. Van den Bossche, P., Segers, M., Jansen, N., (2010) Transfer of Training: The Role of Feedback in Supportive Social Networks, International Journal of Training and Development, Vol. 14, Iss. 2, pp. 81 – 94 van Dam, N. (2002). E-learning by design: Can a better-designed course help you learn moree-learning. 3(1), 38-39. 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Oliver Twist by Charles Dickens Essay Example

Oliver Twist by Charles Dickens Paper Oliver Twist is the story of a young orphan, Oliver, and his attempts to stay good in a society that refuses to help him. Dickens shows and touches upon all the levels of society; these being the rich and poor. These levels of society give the story a theme that captures reality in the midst of nineteenth English century. As revealed in the tale, Englands nineteenth century was an era of much poverty and great social problems which resulted in a society of two opposing classes: the wealthy and the poor. Fagins den is where all the evil happens in the novel and is where he trains boys to become thieves and robbers and prostitutes meet together. Its where Oliver is brought by the Artful Dodger and where he is taught the art of pickpocketing through fun before he discovers the true purpose behind his training. â€Å"The walls and ceilings were perfectly black with age and dirt† â€Å"There was a deal table before the fire; upon which were a candle, stuck in a ginger bottle.. and standing over them with a toasting fork in his hand was a very old shrivelled Jew†. We will write a custom essay sample on Oliver Twist by Charles Dickens specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Oliver Twist by Charles Dickens specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Oliver Twist by Charles Dickens specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Fagin the mastermind among the criminals is as ugly in appearance and the same with his temperament, but he is also two-faced. Dickens seems to be anti-Semitic as he connects Fagins character has something to do with his ethnic identity. He does this by always referring him as the â€Å"Jew† this seems to indicate all the evil things he does or think of is connected to his ethnic identity. When Fagin is provoked he may give way to his evil side but on ordinary occasions he is always joking around and this sarcastically gives him the name of â€Å"the merry old gentlemen†. Dickens uses sardonic humour much in the novel and is very effective in the novel. l It is plain that Fagins status among the thieves is a result of his considerable talents. He is smarter and more contemplative than his companions. While they may boast with the cockiness of young men. Fagin understands and appreciates the delicacy of his position and the urgent need for cautiousness and tireless alertness when leading a life of crime. Fagin at first seems a kind man there are some traces of human feeling left in Fagins nature. Many times in the book Fagin shows a trace of kindness to Oliver. One of the interesting features of the story is that Fagin is the first adult. Its the first time the reader has seen anyone be kind so its not immediately clear hes evil until they read further in to the book. â€Å"The Jew grinned; and, making a low obeisance to Oliver, took him by the hand, and hoped he should have the honour of his intimate acquaintance† The other side of Fagin is shown when Oliver wakes up in the morning and sees Fagin playing with his treasure and Fagin spots him he shows his ugly side and then after believing Oliver saying he didnt see anything he betrays his vicious nature and quickly recovers to the â€Å"merry old gentlemen†. Dickens shows Fagins ugly side by making Fagin look as though he would have killed Oliver because of his treasure. â€Å"Speak out, boy! Quick quick! for your life! † â€Å"No! No, indeed! replied Oliver. Are you sure? cried the Jew: with a still fiercer look than before: and a threatening attitude†. One of the tricks Dickens plays is that Oliver is very naive as he watches Fagins actions in a lot of respect and tends to follow everything he does. This makes Fagin feel very happy and proud of himself and laughs about how naive and innocent Oliver is as he doesnt really know whats happening. Dickens uses sardonic humour while Fagins showing him the handkerchiefs and wallets the boysâ€Å"make† but really stole. Dickens uses sardonic humour a lot for example â€Å"Ah, youre a-staring at the pocket-handkerchiefs! eh, my dear! There are a good many of em, aint there? Weve just looked em out, ready for the wash; thats all, Oliver; thats all. Ha! ha! Ha! †. Its easily spotted that Fagin has brainwashed these boys and has now too much power over them its so cruel the way he plays the game on them, he makes them do the dirty work and he sits down like a king waiting for his slaves to deliver and bring the goods but its their only choice or theyll get kicked out of his filthy den and be homeless. Fagins only aim is to capture and get control of him mentally so then he can have another accomplice in crime, but somehow every time Oliver escapes and his friends hide him he somehow finds out where he is. He is truly an enemy to Oliver like the devil is to a sinless human. Olivers natural goodness help him to overcome the odds of life. Therefore he establishes himself in a world of respectable people who cherish Olivers natural goodness these characteristics allow him to have the happy ending he had wanted. However Fagins bad manners and his excessive love for money and will go to the extent of killing makes his fate in the book also deserved for him. Dickens portrays Fagin as a very cunning man as he uses Bill Sikes quick temper to the maximum ability he can use it as Sikes is less intelligent than Fagin he insults Fagin by calling him you â€Å"thundering old cur† and also threatens him by saying â€Å"it will be for want of breath† this shows Sikes use intimidation and violence to get what he wants. However Fagin is really the smart one as all he had to say to trigger Sikes was that she has â€Å" she gave him a drink of laudanum† this is what makes Sikes feel like a fool and causes Nancys death that Fagin had wanted. Dickens portrays the nineteenth century as a time when people had no feelings for each other and were really no better than animals. The last chapter about Fagin(3.14:The Jews Last Night Alive) shows how different Fagin was from the rest of the society and even from the entire human race. Hes in a crowded courtroom, and is surrounded â€Å"by a firmament all bright with beaming eyes†(52. 1). The crowd of people is reduced to this one feature: their â€Å"eyes†(the narrator doesnt describe any other part of their body in that paragraph), so Fagin is made into a spectacle and his own sense of individual identity is totally destroyed by their â€Å"inquisitive and eager eyes†.

List of Noble Metals

List of Noble Metals Here is a list of noble metals, which are metals that resist oxidation and corrosion. RutheniumRhodiumPalladiumSilverOsmiumIridiumPlatinumGold Some lists include mercury as a noble metal. Rhenium is also included as a noble metal by some scientists and engineers. While noble metals retain their shiny color, base metals tend to oxidize in moist air. However, some metals that resist corrosion are not considered noble metals. These include titanium, niobium, and tantalum. In atomic physics, the noble metal group consists of copper, silver, and gold. Only these three elements have completely filled d-subshells. Most noble metals are valuable and rare, yet the noble metals are not exactly the same as the precious metals. See a chart of noble and precious metals. Source Brooks, Robert R., ed. (1992). Noble Metals and Biological Systems: Their Role in Medicine, Mineral Exploration, and the Environment. Boca Raton, Fla.: CRC Press. ISBN 9780849361647.

Weapons of World War II - The Technology of Warfare

Weapons of World War II - The Technology of Warfare World War II Leaders People | World War II 101 Weapons of World War II It is often said that few things advance technology and innovation as quickly as war. World War II was no different as each side worked tirelessly to develop more advanced and powerful weapons. During the course of the fighting, the Axis and Allies created increasingly more advanced aircraft which culminated in the worlds first jet fighter, the Messerschmitt Me262. On the ground, highly effective tanks such as the Panther and T-34 came to rule the battlefield, while at sea equipment such as sonar helped negate the U-boat threat while aircraft carriers came to rule the waves. Perhaps most significantly, the United States became the first to develop nuclear weapons in the form of the Little Boy bomb which was dropped on Hiroshima. Aircraft - Bombers Photo Gallery: World War II Bombers Avro Lancaster - Great Britain Boeing B-17 Flying Fortress - United States Boeing B-29 Superfortress - United States Bristol Blenheim - Great Britain Consolidated B-24 Liberator - United States Curtiss SB2C Helldiver - United States De Havilland Mosquito - Great Britain Douglas SBD Dauntless - United States Douglas TBD Devastator - United States Grumman TBF/TBM Avenger - United States Heinkel He 111 - Germany Junkers Ju 87 Stuka - Germany Junkers Ju 88 - Germany Martin B-26 Marauder - United States Mitsubishi G3M Nell - Japan Mitsubishi G4M Betty Japan North American B-25 Mitchell - United States Aircraft - Fighters Photo Gallery: American Fighters of World War II Bell P-39 Airacobra - United States Brewster F2A Buffalo - United States Bristol Beaufighter - Great Britain Chance Vought F4U Corsair - United States Curtiss P-40 Warhawk - United States Focke-Wulf Fw 190 - Germany Gloster Meteor - Great Britain Grumman F4F Wildcat - United States Grumman F6F Hellcat - United States Hawker Hurricane - Great Britain Hawker Tempest - Great Britain Hawker Typhoon - Great Britain Heinkel He 162 - Germany Heinkel He 219 Uhu - Germany Heinkel He280 - Germany Lockheed P-38 Lightning - United States Messerschmitt Bf109 - Germany Messerschmitt Bf110 - Germany Messerschmitt Me262 - Germany Mitsubishi A6M Zero - Japan North American P-51 Mustang - United States Northrop P-61 Black Widow - United States Republic P-47 Thunderbolt - United States Supermarine Spitfire - Great Britain Armor A22 Churchill Tank - Great Britain M4 Sherman Tank - United States M26 Pershing Tank - United States Panther Tank - Germany Ordnance QF 25-pounder Field Gun - Great Britain Little Boy Atomic Bomb - United States Tiger Tank - Germany Warships Admiral Graf Spee - Pocket Battleship/Heavy Cruiser - Germany - Pocket Battleship/Heavy Cruiser - Germany Akagi - Aircraft Carrier - Japan USS Alabama (BB-60) - Battleship - United States USS Arizona (BB-39) - Battleship - United States USS  Arkansas (BB-33) - Battleship - United States HMS Ark Royal - Aircraft Carrier - Great Britain USS Bataan (CVL-29) - Aircraft Carrier - United States USS (CVL-24) - Aircraft Carrier - United States USS (CV-20) - Aircraft Carrier - United States Bismarck - Battleship - Germany USS ​Bon Homme Richard (CV-31) - Aircraft Carrier - United States USS Bunker Hill (CV-17) - Aircraft Carrier - United States USS Cabot (CVL-28) - Aircraft Carrier - United States USS  California (BB-44) - Battleship - United States USS Colorado (BB-45) -   Battleship - United States USS Enterprise (CV-6) - Aircraft Carrier - United States USS Essex (CV-9) - Aircraft Carrier - United States USS Franklin (CV-13) - Aircarft Carrier - United States USS Hancock (CV-19) - Aircraft Carrier - United States Haruna - Battleship - Japan HMS Hood - Battlecruiser - Great Britain USS Hornet (CV-8) - Aircraft Carrier - United States USS Hornet (CV-12) - Aircraft Carrier - United States USS  Idaho (BB-42) - Battleship - United States USS Independence (CVL-22) - Aircraft Carrier - United States USS Indiana (BB-58) - Battleship - United States USS Indianapolis (CA-35) - Cruiser - United States USS Intrepid (CV-11) - Aircraft Carrier - United States USS Iowa (BB-61) - Battleship - United States USS Langley (CVL-27) - Aircraft Carrier - United States USS Lexington (CV-2) - Aircraft Carrier - United States USS Lexington (CV-16) - Aircraft Carrier - United States Liberty Ships - United States USS Maryland (BB-46) - Battleship - United States USS Massachusetts (BB-59) - Battleship - United States USS  Mississippi (BB-41) - Battleship - United States USS Missouri (BB-63) - Battleship - United States HMS Nelson - Battleship - Great Britain USS Nevada (BB-36) - Battleship - United States USS New Jersey (BB-62) - Battleship - United States USS  New Mexico (BB-40) - Battleship - United State USS  New York (BB-34) - Battleship - United States USS North Carolina (BB-55) - Battleship - United States USS  Oklahoma (BB-37) - Battleship - United States USS Pennsylvania (BB-38) - Battleship - United States USS Princeton (CVL-23) - Aircraft Carrier - United States PT-109 - PT Boat - United States USS Randolph (CV-15) - Aircraft Carrier - United States USS Ranger (CV-4) - Aircraft Carrier - United States USS San Jacinto (CVL-30) - Aircraft Carrier - United States USS Saratoga (CV-3) - Aircraft Carrier - United States Scharnhorst - Battleship/Battlecruiser - Germany USS Shangri-La (CV-38) - United States USS South Dakota - Battleship - United States USS  Tennessee (BB-43) - Battleship - United States USS  Texas (BB-35) - Battleship - United States USS Ticonderoga (CV-14) - Aircraft Carrier - United States Tirpitz - Battleship - Germany USS Washington (BB-56) - Battleship - United States HMS Warspite - Battleship - Great Britain USS Wasp (CV-7) - Aircraft Carrier - United States USS Wasp  (CV-18) - Aircraft Carrier - United States USS West Virginia - Battleship - United States USS Wisconsin (BB-64) - Battleship - United States Yamato - Battleship - Japan USS Yorktown (CV-5) - Aircraft Carrier - United States USS Yorktown (CV-10) - Aircraft Carrier - United States Small Arms M1903 Springfield Rifle - United States Karabiner 98k - Germany Lee-Enfield Rifle - Great Britain Colt M1911 Pistol - United States M1 Garand - United States Sten Gun - Great Britain Sturmgewehr STG44 - Germany

Russia Essay Example | Topics and Well Written Essays - 500 words

Russia - Essay Example Soon after the revolution in 1917, Vladimir Lenin was the top leader of the Bolshevik political faction and the Russian nation. Stalin did not loose any chances before Lanin to presented himself as Lenins right-hand man. After Lenins death in 1924, Stalin vociferously defended Lenins legacy (eHow, 1999). During the same time the politburo declared publicly that it would follow a principle of collective leadership which Rykov, Tomsky, Kamenev, Zinoviev, Trotsky and Stalin. Among all of them Stalin using strong, emotive language of praise and worship, gained an early advantage as the orator at Lenins funeral (blacks.veriovps.co., N.D.). In the mean while Stalin terminated the left wing of the party leadership. Soon after Lenins death, Stalin also began a campaign to discredit the "ideological errors" of his main rival for power, Leon Trotsky. And finally, Stalin was successful in driving Trotsky out of the country. This image of loyalty was another major factor Trotsky failed to establish that went in support for Stalin and his ideas was necessary to the winning of the people’s personal favor an which was known to Stalin very clearly (eHow, 1999). Stalin gradually consolidated his power base and, when he realized that he had sufficient strength, he broke his relations with Kamenev and Zinovev. After this when Kamenev and Zinovev recognized Stalins political power, they made amends to rejoined with Trotsky join against Stalin. However, Stalin responded to their attacks on his position with his well-timed formulation of the theory of socialism in one country. Next, Stalin turned his attention to the right wing of the party. As a result Stalin distanced himself from the left and won support from Bukharin and the partys right wing (Library of Congress Country Studies, 1989). Once Stalin made sure that he had neutralized Trotsky by joining himself with the party’s relatively liberal right wing, he again did the similar thing with Bukharin. Stalin