Sustainable Alternative Energy to Southern Arizona an Example of the Topic Economics Essays by

Sustainable Alternative Energy to Southern Arizona by Expert Suzzane | 28 Dec 2016 Southern Arizona is known for its rocky mountains and desert landscapes. Due to its geographical feature, Southern Arizona has created and has grown its own sustainable energy source, particularly, solar energy, making Arizona a fast-growing state second to Nevada (TripCart; Community Solar Energy Initiative 12). Today, solar energy is one of the sustainable energy sources that are widely used in Southern Arizona. Tucson, one of the huge cities of Southern Arizona, is specifically devoted to promoting sustainable energy practices. In fact, Tucson is one of the leaders in energy efficiency (TripCart). It has been dubbed as one of 13 US Department of Energy selected Solar America Cities for 2007 (City of Tucson). Need essay sample on "Sustainable Alternative Energy to Southern Arizona" topic? We will write a custom essay sample specifically for you Proceed Solar Energy Solar energy can be generated with the help of the sun. It has been tremendously helpful as solar energy can be converted to electricity through photovoltaic or solar cells or through solar power plants. In photovoltaic cells, sunlight is directly transformed to electricity. This way of transforming solar energy is commonly applied in watches, calculators, and lighted road signs. On the other hand, in solar power plants, solar energy is captured and then used to heat water which produces a steam that can supply a generator with power (Energy Information Administration [EIA]) Despite its usefulness, solar energy has some disadvantages. One is the inconsistency of the amount of sunlight that reaches the earth (EIA). The inconsistency of the sunlight is brought about by the time of the day, the location, and certain weather conditions. Another disadvantage is that the sun does not focus its energy in one place. This only means that a large area should be considered in collecting solar energy (EIA). Solar Energy Initiative This essay says: Congresswoman Gabrielle Giffords expressed her aim to convert Southern Arizona into a Silicon Valley of solar energy. One of her step towards her goal is the launching of the Community Solar Energy Initiative. This initiative is focused on motivating collaborations and a state-wide cooperation, providing oversights and accountability of solar energy, and expanding solar markets in Southern Arizona (Community Solar Energy Initiative 11). Solar Energy in Tucson Tucson began and developed a Sustainable Energy Standards that is 50 percent efficientmore efficient than the Council of American Building Officials Model Energy Code. In Tucson City, commercial office buildings were designed and built with the use of energy-efficient and renewable products that are commercially available to achieve or go beyond the Sustainable Energy Standards. As a result, for over 30 years, Tucson has been recognized as a leader in the use and development of solar energy. Tucsons achievements also include alternative building models that are energy efficient and sustainable development (Southwest Energy Efficiency Project [SWEEP]). Tucson is still on the progress of creating exciting new ideas about solar energy. Tucson might one day be the sole supplier of electricity in the United States. There are also community solar programs that aim to promote sharing, helping, and supporting the community with regard to building or transforming their houses into solar energy efficient houses (Solar Institute Inc.). Significance of Sustainable Energy in Southern Arizona The Southern Arizona community has been active in participating and promoting the use of solar energy. Investing in solar energy as an alternative source of energy in Southern Arizona is highly important due to the advantages that it can bring to the state of Arizona. Some of these advantages include lesser use of coal, the primary source of energy in South Arizona. By lessening the use of coal, environmental problems and issues will be lessened. Solar designs are now also being used in Southern Arizona. These designs can save a homeowner 50 percent of the costs of constructing a house. As one of the greatest resources of solar energy in United States, houses in Tucson are capable of storing solar energy for the use of homeowners. The significance of using roofs with solar panels is that homeowners cut their electricity bills by 75 percent. Tucson can provide the whole Arizona states electrical needs. Imagine a small county in Arizona. If that small county is made into a solar energy valley, it can be enough to supply the electrical needs of the whole United States (Huddy). Significance of Sustainable Energy in United States Solar energy is so abundant that it can supply even the energy needs of the whole universe. Hence, the inclination of Southern Arizona to solar energy alternative is a great move. It creates a big impact to the nation as a whole. If Southern Arizona will be made as solar energy capital, the whole nation will benefit greatly from the energy source it will produce. The Southern Arizona solar energy alternative can also be a good role model for other states to conduct, plan, and build their own alternative energy resource. Another implication of using solar energy as an alternative is that it poses the possibility of no longer relying on oil as a source of energy. Currently, United States is one of the biggest consumers of oil in the world that accounts for 25% of the worlds oil production (Myers). For this reason, the American government gives federal tax credits so that everyone will use sustainable and renewable energy source like solar energy. Thus, developing solar energy as the primary energy source can help the country and its citizen save a huge amount of cost. Having a sustainable and renewable energy source is a gift that everyone should value. Renewable energy sources are just around the corner waiting to be discovered and developed. Continuous research and support are needed to patronize renewable energy sources as an alternative to oil and other non-renewable sources. Works Cited Community Solar Energy Initiative. Solar Energy in Southern Arizona. September 2007. 12 November 2008 Energy Information Administration. Solar Energy: Energy from the Sun. November 2007. Department of Energy. 2 November 2008 http://www.eia.doe.gov/kids/energyfacts/sources/renewable/solar.html>. Huddy, Paul. Earth Day in Southern Arizona. Solar Alliance. 22 April 2000. Solarinstitute.org. 12 November 2008 . Myers, Monte. Energy Independence? A Reality Check. Sustainable Arizona. 02 November 2008. 12 November 2008 . Solar Institute Inc. Solar Alliance of Greater Tucson. Solar Alliance. 2007. Solarinstitute.org. 12 November 2008 . Southwest Energy Efficiency Project. Southeast Service Center. Southwest Energy Efficiency Project. 28 January 2008. Swenergy.org. 12 November 2008 . TripCart. Geography of Phoenix, Tucson, Scottsdale, Tombstone, Arizona. 2008. 12 November 2008 .

Impact of Training on Employee Development

Impact of Training on Employee Development Introduction Employee training has become a very important aspect in the modern business world. Due to the increased competition of customers and high profit margins, many organizations have formulated training schedules for their employees. Training is aimed at developing employee skills and knowledge.Advertising We will write a custom report sample on Impact of Training on Employee Development specifically for you for only $16.05 $11/page Learn More It is therefore associated with the achievement of organization’s goals and hence profits. Training enhances organizational development and performance. Training refers to the whole process of learning through which skills are sharpened, knowledge is acquired, concepts are developed, rules are elaborated, change of attitude is enhanced, and employee behavior is streamlined with the aim of improving employee performance. Employee development results from consistency in development where employees acquire more skills and knowledge. The knowledge acquired through employee training enables them to realize that they can perform better. Organizations conduct on-the-job training, and off-the-job training. On-the-job form of training is done when employees are trained while they perform their assigned task. On the other hand, off-the-job training is done by having employees out of their work for one or more training sessions. Employees resume their work after the training. Most of the employees will appreciate trainings that are aimed at enhancing their skills and career development. Appreciation of employee training by both the management and employees will enhance its productivity. Training programs that are valued by employees enhance their level of satisfaction, motivation, and commitment to the organization. The performance of employees will also improve with an increase in training sessions. Although there exist a debate on whether employee training enhances turnover or it increases commitment, training is vital for employee development. There are various impacts of training on both the organization and individual employees. Since employees are the most important publics of an organization, their training should be prioritized by organizations. With the above highlights on training, this report discusses the impact of training on employee development. Increased Employee Productivity/Performance Training enhances employee development in the sense that in enables them to performance better. According to Ameeq-ul-Ameeq (68), employee training is said to be effective when employee performance improves. According to the human capital theory, appropriate and proper training of employees enables the organization to yield high results. High organizational productivity can only be achieved when the performance of individual employees is increased. It is through training that employees learn the importance of being more active on their duties and/or to appreciate the div ersity of the working environment.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Appreciation of workplace diversity enhances teamwork. Hence, the achievement of organizational goals is enhanced. Training also enhances employee confidence. Chiaburu and Tekleab (604) argue that proper and consistent training of employees makes them more confident and accurate when performing their duties. Since confidence in work enhances proficiency, employees become more effective. Employees who are well trained do not fear the risk of tear and wear, errors, and scrap. Confidence also boosts the rate of output per individual employee. Employees are also likely to perform better with increased training since they require less supervision and correction. A considerable amount of time is lost as the supervisors and managers monitor the conduct of employees. Training improves performance especiall y on new employees, for instance, fresh college graduates and employees who turn from one career to another one. Since new employees have little or no practical experience on their jobs, they are likely to cause wastage, scrap, and errors. Such kinds of employees are also likely to increase the rate of accidents in an organization. It is such negative occurrences that make such employees perform poorly. Proper training is one that is conducted after a thorough research is conducted on employee training needs. According to Chiaburu and Tekleab (609), analysis of employees training needs will enhance the objectives of the training such that the training will enhance the skills required for the performance of a certain task. Workers learn how to use certain technology features to increase their efficiency. They learn how to avoid risks and consequently how to reduce health hazards and absenteeism. The ability to use certain machines enables learners to increase their rate of production and standardization of products. Increase in the number of days that employees are in a certain job enhances their productivity. Employees are also exposed to various situations and occurrences during training. Through education and instructions that employees receive in training, their experience is increased. Hence, they become more productive and accurate. Since employees learn how to reduce risks and/or protect themselves, it becomes quite easy for them to remain healthy and productive. Healthy employees have high performance levels. Organizations experience low performance because some skills are not learnt in school. Kennett (112) argues thatmost of the practical skills can only be achieved through the on-the-job training. Training also enhances employee commitment. Hence, they feel more attached to achieve good results for the organization. Training enhances Employee Relevancy in the Market and Career Growth The current world of technology has resulted in fast changes in the job markets. According to Ameeq-ul-Ameeq (68), skills that are relevant in the job market today may be irrelevant tomorrow. For example, Ameeq-ul-Ameeq’s report found that some years ago, the typesetting machine was relevant in the market.Advertising We will write a custom report sample on Impact of Training on Employee Development specifically for you for only $16.05 $11/page Learn More However, with the wide adoption of computers in most of the institutions, the machine has become irrelevant. In the same way, those who used to operate these machines have also had their services lacking relevancy in the market. It is out of these constant changes in the service industry that makes training important. Kennett (112) argues that as technology changes, workers must also be trained on new skills required in the market. On-the-job and off-the-job trainings aim at equipping employees with the current and relevant technology. Some of the employees in organ izations stay for many years in the organization without advancing their skills. In fact, the report found that most of the employees in many organizations still use obsolescent skills that they acquired from college more than 20 years ago. Products made by such employees may continue to lag behind in the market. Since most of the employees who are in their senior years are in managerial positions, their methods of administration may result in conflicts with the junior employees. Kennett (114) argues that some of the skills that old managers and supervisors use are focused on production rather than on employees. Training is therefore important to old employees since it equips them with modern skills that make them remain relevant in the market. Training enables all employees in an organization to read from the same book. When employees’ skills and knowledge are leveled, coordination in job performance is easily achieved. Old and new employees gain the ability to work together as a team. During the training session, the old employees and fresh graduates share their knowledge and skills. Divergent views on various strategies of performance are converted into a common agreement. Workers that are occasionally trained are able to refresh their skills. The report also found that a considerable number of employees working in organizations have not received any training during their term of service. In fact, some of the employees had spent more than twenty years without receiving any refresher training. Training of workers enables them to develop on their previous knowledge and skills. Chiaburu and Tekleab (604) assert that combination of previous knowledge and skills with modern skills acquired during regular training helps employees remain relevant and competitive. The employers are also looking for relevant and current skills and knowledge from the employees that they hire. An employee who does not show commitment in acquiring new skills and/or moving with t ime is likely to lose relevancy in the work place. The report found that many companies dropped most of the employees who worked as office assistants during the manual era. However, those who had acquired training on computer skills and applications were retained. Job structures and design are also changing with change in time. A piece of work that required five professionals to finish is currently being done by one person and with lesser time.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This goal has been achieved through a revision of training curriculum and mechanization. Employees who receive consistent training from their organizations are able to align their skills with changes in the market. Enrichment of careers is therefore achieved through training. Training enables learners to acquire new knowledge and skills. In most of the organizations, job promotions are done with regard to employee wealth of knowledge and skills. An employee who has received more training relative to others is likely to score high in performance. Hence, he or she will be promoted. Promotion is part of career growth and development. In fact, even the competitor organizations hunt for employees with high levels of knowledge and skills. Kennett (113) argues that training may also work negatively for an organization since the more employees are trained, the more their marketability is increased. Training enhances Employee Commitment and Job Satisfaction Training enables workers to become more committed to their job. Lack of employee training may result in increased turnover. Every employee who comes to an organization has a desire to grow and develop his or her career. Training will enable an employee to learn how to be committed to his or her organization. Commitment makes employees patient in working for one organization for a considerable amount of time. It enables employees to appreciate the process of organizational growth. They become patient to grow with it. Employee training enables workers to appreciate that the more one remains in an organization, the less likely that he or she will turn over. Through training, employees learn to appreciate conflicts and/or how to solve them. Cases of strikes and other forms of industrial actions are reduced. Job satisfaction is also enhanced through employee training. Employees would not want to turn over to other organizations that do not offer training. Employees who are occasionally trained on various topics and issue s gain the required skills for promotion and reward. Such employees will always be waiting for the next training. Training will therefore enhance employee commitment. Employees will also be committed to implementing the skills that they learn from training sessions. Commitment will enable employees to correct their colleagues who make errors during the performance of their duties. Trained employees will work hard to ensure efficiency and accuracy. According to Chiaburu and Tekleab (606), relationship between employees that are occasionally trained is better relative to that of employees that are never taken through training. Job satisfaction has been associated with good employee working environment. Since employees are trained on conflict resolution, they are able to solve conflicts within the organization. Employees will also be satisfied with career development, promotions, and rewards. Training develops employee skills in handling complex tasks. The ability to handle complex pro blems makes the employee achieve a certain level of job satisfaction. When an employee realizes his or her importance and contributions towards the success of an organization, he or she appreciates it. Improvement of knowledge and skills makes the employees have the capacity to seek better remuneration. With a better pay and terms of service, employees are able to live a better life relative to the period before training. Organizations that offer consistent trainings to their employees also indicate to them that there is a brighter future. Employees want to stick to an organization with a promising future. No employee would want to remain in an organization that will collapse or turn into receivership within the next few years. Chiaburu and Tekleab’s report also found that job commitment improves with the duration of employment and the age of the employee. Employees who are sure of a secured source of income in the future are able to invest in their careers. They feel obligat ed to their organization. Training has been credited with increased employee commitment. Training nurtures Employee Talents On-the-job training enables organizations to nurture employee talents. This report realized that job turnover is higher in junior employees than with older employees. Employee turnover reduces with an increase with age and period of service. In some cases, junior employees will turnover from a job due to lack of sufficient support during induction. Chiaburu and Tekleab (607) argue that employees who are well trained during induction have their talents nurtured. As a result, they are less likely to turn over from their jobs. However, employees who receive training from their employers are able to adapt to the working environments in an organization. Individual employee skills are also nurtured during training. Various areas of employee development are addressed during training. Great talents are also developed and maintained. For example, employees with manageme nt talents are trained on the best practices. Talents are enhanced through training. Kennett (2013, p.112) argues thattraining onvarious topical issues enhancesknowledge and skills, thus making talents more professional. Young, ambitious, and talented employees are also retained through training. Training enables employees perfect their skills. Employees that are trained enjoy their work and develop a positive attitude towards work. Employees also get more involved in their jobs after they are trained. Training also enables employees to appreciate their contribution in jobs that they do. It is through training that employees learn to appreciate their contribution to the organization. Hence, an organization gives open forums to employees. In turn, they are able to express themselves fully. In such forums, employee talents are realized. Talent realization also happens during the actual performance of the job. The spirit and enthusiasm that employees develop during training enables the m to nurture their talents. Employees are also trained on how to make their talents work for them. Through training, employees learn how to select the right careers for themselves hence maximizing the impact of their talent. For instance, an employee may be working in the communication department of an organization as an editor. However, he or she may not be talented in editing but in public speaking. During training, talents are realized. Such an employee is able to appreciate his or her public speaking skills in an attempt to move to the sales promotion sub-department where he or she maximizes his or her skills. According to Ameeq-ul-Ameeq (68), talents enhance productivity of employees. Employees are able to develop their talents and careers to another level. Such talent makes an organization outstanding in the market amidst tight competition. Training enhances Employee Communication and ability to solve Conflicts Employee development is also enhanced through training on communic ation and conflict resolution. Through training, employees have their communication skills enhanced. They are able to interact with their supervisors, management, and colleagues in a better way. Cases of conflicts are also reduced since the employees can already appreciate each other. Training also enables employees to learn how to avoid and solve internal conflicts. Conflicts between employees are also reduced in trained employees. Trained employees know how to relate with each other in the workplace. Unity of purpose and socialization is also raised through training. Employees work like a team. As a result, their unity enhances their performance. Proper, clear, and complete communication in the working environment enables employees to open up to each other, hence boosting work coordination. Workers that are trained also learn from each other in an open way. Each employee minds about the others welfare. Hence, there exists a tight organizational culture. Employees who have been tra ined on various issues identify with each other. This identity further enhances socialization in an organization. The report also found that conflicts are more rampant in organizations that do not provide for employee training. Employees that undergo regular trainings acquire skills on how to communicate with each other together with how to communicate with their supervisors and their seniors. In most cases, conflicts arise from misunderstanding and lack of communication. According to Kennett (112), through proper communication skills, employees are able to articulate their grievances in a professional and acceptable manner. The management and supervisors are also able to respond to the need of the employees in the right way and on time. It is for this reason that organizations that conduct regular employee training have few conflicts. Trained employees also appreciate the need for dialogue on various matters. Dialogue enables the parties in conflict to solve their problems in an am icable way instead of rising against each other and destroying the reputation of their organization. Barrett and O’Connell (649) argue that trained employees are also more loyal to their organizations relative to untrained employees. Trained employees understand the whole process of leaders. They understand the financial position of their organization. They understand their profit margins. Therefore, they are likely to demand what they understand is their rightful share. Trained employees also know the right channels of conflict resolution. They are therefore less likely to soil the image of their company by seeking other methods of solving conflicts. Training also enhances diversity among employees. Employees are trained to accept diversity in terms of gender, age, race, tribe, and sexual orientation among others. Acceptance of diversity in the workplace enhances teamwork and/or reduces conflicts. During training, employees are occasionally reminded of the need for teamwork. Employees who work in organizations, which carry out training sessions, acquire socialization skills. They can work with diversified groups of people. Training develops employee communication skills. Employees with developed communication skills understand how to make the right choice of words. Wrong choice of words in communication results in conflicts among employees. Training equips employees with skills on how to communicate effectively. Correct, concise, and clear communication skills are enhanced through training. Communication promotes understanding in the organization. Learners develop skills on how to handle various publics of the organization. Employees who are trained on communication are able to carry out audience analysis before packaging communication materials for them. Appropriate training on communication enables employees to select the right channels of communication for different publics. For example, employees develop skills to choose on communication channels t hat have a wide reach, fast, and/or use a language that the target audience understands. Every public receives the right communication appropriate for its needs. With proper training, organization culture is nurtured. Employees become part of a larger communication family in the organization. Training reduces Employee’s Weaknesses, Errors, and Scrap Through training, employees learn how to deal with their weaknesses, how to reduce errors, and how to avoid product wastage. One of the major aims of training is to reduce errors. Employees who are not sure of certain methods of production are likely to make errors in delivering their services. Errors increase with a change in technology and methods of production. Kennett (112) argues that lack of training increases the chances of errors in the process of production. Guesswork in delivery of services can cost the company its money, time, and reputation. Barrett and O’Connell (647) argue that errors reduce the quality of pro ducts and services that a certain company produces. Employee training ensures that employees are introduced to new methods of production, new technology, and/or are trained on how to make the best use of it. An employee who is occasionally trained is not likely to forget the process of service or product manufacturing. Training acts as a constant reminder of various aspects of service delivery to the employees. Training enables employees to develop an active mind that guides them on accuracy, hence enabling them avoid errors. Employers want employees that will maximize profits while reducing losses. Since employees are human beings, they are bound to personal and professional weaknesses. During training, employee weaknesses are addressed. The areas where employees face difficulties while working are addressed. As a result, the employee develops new and more elaborate skills in handling tasks. Professionalism in the delivery of duties is enhanced through training. Every employee who is constantly trained becomes more professional with increased training. Barrett and O’Connell (650) further affirm that employees are reminded of various standards of operation during training. Trained employees are therefore strong in the way they perform their duties. Training aims at turning the weaknesses of employees into strengths. Employees who understand their weaknesses can easily come out of them and turn them into strengths. Strongly willed employees are likely to yield better results in performance since they are sure of their work and expectations. The amount of scrap that results from employees that are constantly trained is also reduced. Trained employees rarely make professional mistakes. The number of errors that such employees make is also reduced. Training enables employees to reduce scrap. During training, employees gain knowledge and skills on how to reduce errors that may result in total damage of goods and services. Efficiency of production is therefor e increased with a reduction in scrap. Employees with high levels of accuracy are also likely to be rated high during appraisals. Training enhances Employee Efficiency Employees who receive occasional training develop their efficiency skills. Efficiency of employees saves time. Time is an important factor in the production of goods and services. Training enables employees to learn how to plan, execute, and evaluate programs. Time wastage is reduced when employees are able to carry out their duties efficiently. Training enhances employee accuracy. Accuracy enhances efficiency of production. When employees are confident of the kind of work that they should do and the expectation of their work, they are able to save time. Barrett and O’Connell (647) observe that employee productivity highly depends on their level of efficiency. Training enables the employee to acquire knowledge and skills on how to use machines in the process of production. Mechanization and adaptation of modern technology will further enhance employee productivity. During training, employees are trained on how to automate and use machines to achieve high rates of production. Employees who are able to use technology enable their companies to be better competitors in the market. Mechanization of labor increases the speed of production. Training also enhances retention of the best employees in the organization. Employees would want to remain in an organization that promotes their career development and/or one that enhances their productivity. By having the right people in the organization, it becomes easier to attain organizational goals on time. Some experienced employees who turn over from organizations due to lack of opportunities for growth and development hurt the efficiency of organizations. Therefore, it is important to train employees in order to develop their skills and knowledge thereby reducing turnover rates. Employees who undergo training are not likely to turn over to other car eers. Retention of employees in one career for a long period enhances their mastery in their area of specialization. Specialization enhances efficiency in the performance of duties. Employees are trained on how to be the best service providers in their areas of specialization. Increased repetition in performance of duties enables the employee to be more efficient in performance of duties. Training enables these employees to be confident in performance of their duties. Confidence enhances efficiency of performance of duties. Efficiency of employees is also enhanced through training on conflict resolution. Organizations waste lot of time in solving conflicts between the management and employees and among the employees. Conflicts are also a great source of de-motivation to the employees. Barrett and O’Connell (647) affirm that through training, employee efficiency is enhanced since employees are taught on how to solve simple conflicts. Training enables them to acquire skills in mediation, conflict management, and resolution. Workers who undergo regular on-the-job and off-the-job training are able to manage differences among them. Workers are also trained on how to mediate in cases of conflict among employees and between employees and supervisors. When employees work with little or no stress, their efficiency is enhanced. Such employees can make high quality products. They can avoid cases of accidents. Conclusion Based on the expositions made in this study, it is evident that training is crucial in employee development. Every employee has developmental needs such as advancing knowledge and skills, learning how to communicate well, achieving job satisfaction, achieving higher pay and reward, having the ability to solve and manage conflicts, advancing their talents, acquiring of skills in the application of modern technology, being more proficient in work, and becoming more productive. This report realized that both on-the-job and off-the-job training are abl e to achieve all these developmental needs. Organizations that organize occasional employee training are able to achieve high profit margins. Such organizations are also able to compete well in the modern markets. Therefore, this report realized that every organization should invest in training of its workforce in order to nurture skills for the current market and for the future. Employees who are occasionally trained develop confidence and accuracy in their jobs hence reducing errors and scrap. Training also nurtures proper communication skills. Organizations with employees who have well developed communication skills are able to nurture organizational culture. Therefore, this report finds that training of employees is important for the purposes of developing their knowledge, skills, and abilities. Ameeq-ul-Ameeq, Furqan. â€Å"Impact of Training on Employees Development and Performance in Hotel Industry of Lahore, Pakistan.† Journal of Business Studies Quarterly 4.4(2013): 68-82. Print. Barrett, Allan and Philip O’Connell. â€Å"Does training generally work? The returns to in company Training.† Industrial and Labor Relations Review 54.3(2001): 647-662. Print. Chiaburu, Dan and Amanuel Tekleab. â€Å"Individual and contextual influences on multiple dimensions of training effectiveness.† Journal of European Industrial Training 29.8(2005): 604-26. Print. Kennett, Geraldine.  Ã¢â‚¬Å"The Impact of Training Practices on Individual, Organization, and Industry Skill Development.† Australian Bulletin of Labor 39.1(2013): 112-135. Print.

Advantages Of Effective Communication

Advantages Of Effective Communication Effective communication is the act of using correct word in order to get your message across and keep in mind who is receiving it. For example most people often use up to date slang when with friends as a mean of talking effective considering the best way to get their message to that person. Advantages of effective communication The fact is that while you already know how to communicate, learning a some simple principles that can be used at once will make you an effective communicator and give you enormous advantage in today’s extreme competitive business world. Conflict is reduced. Conflict can arouse from the smallest word or action and can cause destructive responses and behaviours .Unsolved or poorly navigated conflict can harm and even ruin relationships.   Most conflict is cause by misunderstood communication. When you turn out to be an effective communicator, you can solve conflict and create harmony by bridging the communication gaps that create conflict. You can ev en use your skills to resolve conflict between other people. Effective communication skills provide a key role in successfully resolving conflict, both in the home and in the workplace. Help people  to  adopt your ideas.   Knowing how to persuade and getting people adopted to your idea require you to nudge hard and do things that will piss people off to make them adopt your ideas. Effective communication is not about â€Å"you† and getting what you want†¦ it is about becoming aware of what other people want and need and then adapting your presentation to match their needs. As you practice and develop your skills, you will find that people easily  adopt your ideas because you have cleverly helped them to notice them for themselves rather than telling them about them. Have stronger relationships. A keen, healthy relationship can be best achieves in your life. Good relationships enhance every part of your life, supporting your health, mind, and your connections with others. Some relationships are special and people often come all together for several reasons. Effective communication builds strong business and personal relationships and allowing you understand exactly what people want  and how to give it to them. At the same time, it allows you know how to communicate your thoughts and emotions in ways that people we automatically understand at an unconscious level. Lead to successful career. Effective communication provides people great advantage in getting good jobs which they had passion for, balancing their mood of life both in academic, moral aspect and bring out the out of life. People will like you better. People grow very accustomed to a certain manner in life. We like to celebrate individuality in the world and also discriminate against to that are dissimilar to us. Gratefully, effective communication shows us that we don’t need to decide between these two polarities. We can communicate in a way which is similar to other peopl e while still keeping the honour of our individuality. In order to be unique easily express what you want to express (say what you want to say and do what you want to do but in a way which is familiar and understandable to other people. Using effective communication will aid you to understand other people well and when you understand them, you will relate to them well. When you relate well, people will like you more.

RISK MANAGEMENT & EMPLOYEE RELATIONSHIIPS Essay Example | Topics and Well Written Essays - 500 words

RISK MANAGEMENT & EMPLOYEE RELATIONSHIIPS - Essay Example â€Å"Risks need to be properly identified, evaluated and addressed† (Sharp, 2009). Managers of the companies focus properly on identifying and assessing the risks, which the companies are likely to face at some point in future employee security, workplace safety, and computer systems security. An effective and well-organized mechanism is required in order to analyze the risks while achieving the balance between identified risks and the operational necessities of the companies. Let us now talk about employee relationships. Employee relationships refer to the efforts to maintain good relationships among employees of a company. The importance of maintaining employee relationships relates to its contribution in the success of a company. There is a specific employee relations department in most of the companies, which assists concerned authorities in different matters, such as, job training, mediation, employee support, and handling misconduct complaints. It is the responsibility of the employee relations department of a company to foster healthy and resourceful relationships between employees in order to make them productive for the company. Prior to this class, I would have handled the risk management and employee relationships issues somewhat differently that I can do it now as the manager of employee relations department. I would not have made a good use of my skills and abilities required to perform my job. This class made me aware of my exact roles and responsibilities as the manager. Before I took this class, I did not have a clear idea of the exceptions to the employment-at-will. I was not fully aware of three key issues, which included public policy, implied contract, and good faith and fair dealing. After the class, I became aware of the concept of employment-at-will properly. Without having an understanding of these concepts, I

Paraphrase Essay Example | Topics and Well Written Essays - 1250 words - 1

Paraphrase - Essay Example If a firm is operating at or near capacity, it is not very likely to instigate a price war because it wants to raise its prices to increase profits. Also, a firm may not have the resources to dramatically reduce the price of a significant product. 6. â€Å"Pricing cooperation is more likely to emerge in markets where one firm raises a price and competitors follow suit and market shares remain unchanged. It is less likely to work well in markets where price matching may not leave market shares constant. Evaluate this statement. Can you think of circumstances under which price matching behavior could alter market shares? Greater prices will always benefit a company. Also, it is easier for a company to observe higher prices rather than lower prices. In this instance, the price of a good acts like an identical feature of the market. A firm that could gain a significant market share due to reducing prices would be inclined to employ price matching behavior. Firms that are perceived to produce high quality products may also think about this strategy. 7. Suppose that you were an industry analyst trying to determine whether the leading firms in the automobile manufacturing industry are playing a tit-for-tat pricing game. What real-world data would you want to examine? What would you consider to be evidence of tit-for-tat pricing? The real-world data that I would want to consider would be the advertised price for a product. To get a better understanding of the market, I would compare the current price with the last financial period. 8. Studies of pricing in the airline industry show that carriers that dominate hub airports (Delta in Atlanta, USAir in Pittsburgh, American in Dallas) tend to charge higher fares on average for flights into and out of the hub airport than other, non-dominant carriers flying in and out of the hub. What might explain this pattern of prices? First of all, carriers that

Organisational Behaviour Essay Example for Free

Organisational Behaviour Essay I. Introduction An organisation is commonly defined as a group of people who work together in a consciously coordinated social unit for a shared purpose. Management refers to the activity of controlling and organizing people to accomplish its goals. In today’s increasingly global and competitive environment the effective management of people is even more important to the successful performance of the work organisations. Therefore, the managers need to understand the main influences on how people behave in an organisation setting. Mullins (2008, p.4) defined organisation behaviour (OB) as ‘the study and understanding of individual and group behaviour, and patterns of structure in order to help improve organisational performance and effectiveness’. It comprises a synthesis of a variety of different theories and approaches. Therefore, this essay opens by briefly explore a number of interrelated disciplined to the study of organisational behaviour, before examining the relevance of four main approach to the subject in today’s workplace. Finally, it discusses the purpose of organisations. II. Interrelated discipline to the study of organisational behaviour The study of behaviour can be viewed in terms of three main disciplines – psychology, sociology and anthropology. The contribution of all three disciplines has played an important role to studying organisational behaviour. Psychology is the science and art of explaining mental processes and behaviour. The main focus of attention is on the individuals and explores such concepts as perception, motivation, perception and attitudes. It is arguable that McKenna considers psychology as the key discipline in studying organisational behaviour. There are five key areas in Psychology that can impact on organisations; these are: psychological psychology, cognitive psychology, development psychology, social psychology and personality psychology. Psychological aspects are useful to the practical applications such as job analysis, interviewing models or selection, but it provide too narrow view for understanding of organisational behaviour which ‘is not concern with the complex detail of individual differences but with the behaviour and management people of people’ (Mullins, 2008, p. 7). Watson (2008) defined sociology is more concern with the study of social behaviour, relationships among social groups and societies. It focuses on group dynamics, conflict, work teams, power, communication and intergroup behaviour. It is possible that Watson considered sociology to be the key discipline in studying organisations though he also places emphasis on economics. The structuration reflects the dual effect that individuals make society and society makes individuals. Watson (2008, p. 30) presents six strands of thought applied to his framework for analysis. He further presents six substantive areas applied to the six strands of though in a matrix which are work, society and change; work organisations; the changing organisation and the management of work, occupations and society; work experiences, opportunities of meanings; and conflict challenge and resistance in work. This discipline is valuable to the organisation. It helps managers recognise the relationships between large-scale social forces and the actions of individual. However, Mullins (2008, p. 7) argues that the study of organisational behaviour cannot be studied entirely in single discipline. Although each discipline has an important contribution, it just underpins the study of subject. Indeed, Mullins synthesises interrelated disciplines which are psychology with sociology, anthropology that explore culture and behavioural factors; economics that attempts to provide a rational explanatory framework for individual and organisational activity; and political science that is study of power and control between individual and groups; in his framework for analysis of organisational behaviour. III. Four main approaches In Mullins’ framework, the study of organisational behaviour is concerned with not only the behaviour in isolation, but with interaction among the structure and operation of organisations, the process of management and behaviour of people that are affected by external environment. He applies a number of approaches to organisation: 1. Classical  2. Human Relations 3. Systems 4. Contingency 1. Classical Approach The classical writers considered organisation in terms of purpose and formal structure with attention to hierarchy of management and technical requirements of organisation. Frederick Taylor with the Scientific Management had a major contribution to the Classical Approach. Taylor’s theory was based on the psychological discipline that is concerned with the study of individuals’ behavior. He believed that individuals behave rationally toward financial incentive. Worker would be motivated by highest possible wages by doing highest grade of work. Furthermore, his main objective is to find more efficient methods and procedures for the task design and control of work. Combined with training workers, it was always possible to find the one best way to perform each task. It was criticized that since workers passively do repeated task and paid by result, the less human approach can cause a decline in worker morale as well as in skill requirements, reducing flexibility.Nevertheless,massive productioncompanies stilladopt partially Taylor’s theory in order to maintain or increase productivity. For example, Mc Donald uses the payment method of Taylor’s theory to motivate and encourage the workers. The human who work in fast food restaurant are trained to do a limited number of tasks in precisely. 2. Human Relations Approach Human Relations is a managerial approach based on the consideration of and the attention to the social factors at work and the behavior of employees. Attention is paid to the informal organization and the satisfaction of individual’s needs through groups at work. Elton Mayo (1880-1949) conducted Hawthorne tests on organizations to access productivity. He moved away from scientific beliefs on money and discipline towards importance of group belonging (social study). The tests examined effect of group piecework pay system on productivity. The result is that workers did not necessarily seek to maximize production in order to receive enhanced bonuses but social pressure caused them to produce at group norm level. On the other hand, the research was originally intended to examine effects of lighting on productivity. As a consequence, productivity increased regardless of lighting level was due to workers’ receiving attention. The Hawthorne effect adopted in Human relation approach suggested that good supervision and environment increase satisfaction and other variables affect this, such as structure, leadership, and culture. Unlike the classical thought with consideration of improving productivity, human relation approach ‘strove for a greater understanding of people’s psychological and social needs at work as well as improving the process of management. However, Mullins (2008, p. 29) criticized human relations as a ‘unitary frame of reference’ and oversimplified theories. Even today the Hawthorne experiment is still useful for describing the changes in behavior of individuals and groups, and opened the door to more experiments by other sub-division of approach known as neo human relation. 3. Systems Approach The system approach to the study of organizations combines the contrasting position of the classical approach, which emphasized the technical requirements of organization and its needs ‘organization without people’, and human relations approach, which emphasized the human fulfillments and social aspects – ‘people without organization’. This approach inspires managers to regard organization as an open system interacting with environment and to view total work but not the sum of separate parts. In Figure 2.5 (Boddy, 2008, p.60), the system consists of a number of interrelated subsystems, such as people, power, technology or business processes system; which add complexity and interact with each other and external environment. It is stated that any part of an organization’s activity affects all other parts because there are areas overlap between various subsystems. Therefore, it is the task of management to integrate these interrelated subsystems and direct efforts of members towards the achievement of organizational goals. The system approach, which is components of interrelated subsystems, provides analysis of organizational performance and effectiveness while the socio-technical approach takesorganization as viewed by the individual members and their interpretation of the work situation. In time of increasing globalization, technological change has influenced on the behavior of people and other parts, thus the whole system. It is valuable for manager to manage the total work and coordinate the technical change and the needs of individuals. 4. Contingency Approach According to Mullins (2008, p. 31), the contingency approach rejects the idea of ‘one best form or structure’ or ‘optimum state’ for organizations. The organizations needs to be flexible to cope with change and managers need to change structure and processes required. This approach influenced many management practices such as market research, PR or strategic planning, which stress response to external conditions. Furthermore, it emphasized that the practice depends on people interpreting events and managers be able to have subjective judgments as much as rational analysis. The contingency approach is relevant to management and organizational behavior. It provides a setting in which to view large number of variables factors that influence on the organizational performance. Hence, it enables process of management to change the structure of organization at the expense of the need for stability and efficiency. IV. The purpose of organizations As defined earlier in this essay, organization is a group of people who work together in a structured way for a shared purpose. It is a task for management to clarify strategy, which tell people how to work, where to go, and what to achieve. Therefore, it is necessary to understand the nature of strategy for the formal organization in order to study organizational behavior. Johnson et al. (cited in Mullins, 2008, p. 350) define the strategy is ‘the direction and scope of an organization over the long term, which achieves advantage in a changing environment through its configuration of resources and competences with aim of fulfilling stake holder expectation’. People dimension of strategy is concerned with people as a resource; people and behavior and organizing people, therefore, influencing behavior of people to achieve success and motivation of individuals are central part of organization’s strategy. Mullins (2008, p. 352) stated that ‘the goals of an organization are the reason for its existence’. It is the desired state for organization to pursue in the future. Therefore, an organization gains its effectiveness and performance through achieving its goal. To be effective, the goals need to be clearly stated and understandable, thus making impossible for people in organization to perceive. It is clearly evident that goal setting promote immediately behavior of people at work and it can be considered as successful tools of increasing work motivation and effectiveness. An organizational goal are likely to achieve when informal goal, which are defined by individual and based on both perception and personal motivation, are compatible with organizational goals. Therefore, it is crucial role for management to integrate the needs of individuals with the overall objective of the organization. Organizational goals are generally translated into objectives that set out more specifically the goals of organization. Drucker (cited in Mullins, 2008) indicated eight key areas for setting objectives, which ‘are needed in every area where performance and results directly and vitally affect the survival and prosperity of the business’. SWOT analysis, which focuses on Strengths, Weaknesses, Opportunities and Threats facing the organization, draw out strategic implication.First, Strengths are internal aspects of organization that give it competitive advantage over others in the industry such as size, structure, technology, reputation or staffing. Second, Weaknesses are those negative aspects that place organization at a disadvantage regarding to other. Examples of weaknesses could be operating within narrow market, limited resource, and lack of information. Third, Opportunities are favorable chances arise from external environment which provides potential for the organization to offer new, or to develop existing goods or services. Finally, Threats are external elements in the environment that cause trouble for the organization. For example, change in law, increasing tax or competition from other organizations. SWOT analysis may be used in evaluating any decision-making situation when a desired end results (objectives) has been defined. V. Conclusion In conclusion, this essay has been identified the main approaches to the study of organization. In the first section, it provides a discussion on the interrelated disciplines of Organizational behavior, which is Psychology and Sociology. McKenna stated his idea that psychology has the biggest contribution to the study of subject; whereas Watson placed emphasis on sociology. However, the subject is rooted in multidisciplinary and cannot be undertaken in any single discipline. In Mullins’ framework, he examines a broader view, and then presents four main approaches to the study of organizational behavior. In the final section, this essay has defined the strategy that directs to the goal and objective of organization, and commented on the usefulness and relevance of SWOT analysis in evaluating the strategy.

Australia Essay -- essays research papers

The name of Australia comes from the Latin word Australis, which means southern. Since it lies entirely in the southern hemisphere, Australia is most commonly referred to as â€Å"down under†. Australia, being a country, is also a continent. In land area it’s the sixth largest for a country and the smallest continent.Australia is a very dry, thinly populated country. Very few coastal areas receive enough rainfall to support a large population. The largest group of Australian people live in two large cities, Sydney and Melbourne. The vast interior is mainly desert or grassland and there are very few settlements. As a whole, the country has a density of six people per square mile.The down under is famous for vast wide-open spaces, bright sunshine, bikini-clad beauties, enormous numbers of sheep and cattle, and unusual wildlife. Kangaroos, Koalas, platypuses, and wombats are a few of the erotic animals that live here.Australia was originally settled by Great Britain as a prison colony in the late 1700’s, so now most Australian people are of British ancestry. The immigrants brought all the customs too, such as driving on the left side of the road and their favorite warm drink, tea. They also speak English as the official language with their own Australian terms.CLIMATEThe northern third of the Australian continent lies in the tropics and is warm or hot year round. The rest of the country lies south of the tropics and has warm summers and mild cool winters. The rainfall is seasonal in Australia.In the wet season, heavy downpours and violent storms cause floods. But the droughts that plague the nation are far more serious than any flood. Just about every section of Australia has a drought in the dry season. These droughts cause severe water shortages and cause the need for dramatic conservation laws as well as droughts there is also brush fires.Rivers in Australia are one of its most vital resources. They supply the cities and towns with the much-needed water. They also supply the farms with irrigation water. Though the rivers are dry most of the year, dams and reservoirs keep water during the dry season.Australia can basically be split into 3 parts-the eastern highlands, central lowlands, and the western plateau.The highlands consist mainly of high plateaus and broken-in places by hills, low mountain ridges, and gorges. Grasses or forest cover most of the plate... ... all of their traditions but were excluded from society until 1967 when the Australian Constitution was changed so Aborigines got to vote and to have service benefits.GREAT BARRIER REEFAlong the northwest coast of Australia lies the Great Barrier Reef, the largest group of reefs in the world. This chain consists of about 2,500 reefs. In all, the reefs are also many small islands that extend for about 1,200 miles. It lies around 10 to 100 miles from the Australian coasts.Coral reefs are limestone formations that lie under the sea or just above the surface. The Great Barrier Reef is made up of a coral of dead hardened animals call polyps, which are attached to the reef. The diameter of the polyps is about 1 to 12 inches. The polyps are extremely colorful, just as all the sea animals that live there.The Great Barrier Reef supports about 400 species of polyps, about 1,500 species of fish and several kinds of birds. Giant clams, sea turtles, and crabs also live in the reef. The warm waters around the reef and the sheer beauty attract swimmers, skin divers and tourists from all over the world.Australia is truly a magnificently beautiful place with many different climates and cultures.

Factors to take into account when assessing development Essay

Explain the factors that need to be taken into account when assessing development. 1)Confidentiality and Consent. All assessments must remain confidential and should only be shared with those who have a professional need to know, such as line managers and social services etc if necessary. Parents and carers must give their consent before assessments can be carried out. 2)Wishes and feelings. The assessment must stop if the child does not want to continue or becomes upset. The Childs emotional state needs to be considered and any problems at home need to be taken into account. 3)Disability or specific requirements. A child who has a disability should not be compared to another child but should be assessed in line with their own development rate. Extra care must be taken so as not to under estimate the abilities of children who have specific needs or a disability. 4)Ethnic, linguistic and cultural background. Children who come from different backgrounds may have a variety of ideas as to what is acceptable and how to behave in various situations. 5)Avoiding bias. Be objective when assessing development in order to give an accurate picture of actual progress. If possible the child should be observed by two adults at the same time. 6)Reliability of information. Read more: Explain how children and young people’s development is influenced by a range of external factors essay The information gathered must be from a reliable source in order to achieve an accurate picture of development. 7)Open and closed recording method. The way in which information is recorded should meet its intended purpose. This may be an account of the child did, or a summary of that information, e.g., the child uses a spade to fill the bucket with sand, or the child plays with the sand. 8)Mixing methods of collecting observations. Narrative. This is a record of events in a timeline sequence. Time sampling. Recording how often particular types of behaviour occur. Event sampling. To document how a child reacts to a particular event which is pre-set. Modified child study techniques. This checks the behaviour or traits of a child before, during and after specific behaviour, and records the levels and frequency of behaviour.

Mark Prior

Luck has had little to do with Mark Prior’s success as a ballplayer. It was his dedication and  talent that landed Prior in the major leagues and perhaps a lack of luck that attributed to the right-  handed pitcher being sidelined during the peak of his career. But at age 26, Prior is optimistic of  a comeback. When Prior debuted with the Chicago Cubs on May 22, 2002, he was nothing short of  impressive which should have been expected considering he was the second overall pick in the  draft. His record earned him all-star status as he was chosen to play in the 2003 All-Star game in  only his first full season in the major leagues. Prior’s pitching technique seemed flawless and was considered a combination of the styles of  Greg Maddox and Roger Clemens. His first full season with the Chicago Cubs ranked him third  in the National League’s Cy Young Award voting with a record of 18 wins and only six losses.  Prior became well known for his 90-plus mph fastball, curveball, slurveball and changeup. But freak accidents and injuries began to disrupt his career in the making. Numerous stints on  the disabled list and now an entire season on hold to recuperate from shoulder surgery have  many questioning the future of the once valued Cubs pitcher. Born September 7, 1980, Prior attended University of San Diego High School where he  excelled on the ball field. As a 1998 graduate, he had a 0.93 earned run average. Prior was then  drafted by the New York Yankees in the amateur draft but a contract was never negotiated and  signed. He began his college education at Vanderbilt University, the same school his father attended.  During his sophomore year, Prior transferred to the University of Southern California (USC).  There he was honored as one of the best collegiate athletes in the country. Prior pitched for USC for two seasons and earned numerous awards including seven national  Player of the Year awards. As a junior, his record was 15-1 with six complete games and three  shutouts. His ERA was 1.69. He earned the prestigious Golden Spikes Award. He also led the  team to the 2000 College World Series. Prior entered the draft again and this time he was chosen as the second pick overall in the  draft. As he concentrated on his baseball career and the hope of one day being called up to play  for the Chicago Cubs, Prior continued his college education on a part-time basis and eventually  earned a business degree in 2004 from the USC Marshall School of Business.  In 2003, his first full season as a pitcher for the Cubs, his talent was obvious as he tallied an  18-6 win-lose record despite missing three starts due to an injury. Prior was injured when he  collided on the field with the Atlanta Braves second baseman Marcus Giles. Both Prior and Giles  were scheduled to play in the 2003 All-Star Game but missed due to their injuries.  Prior was voted Player of the Month in August and September. He went on to earn a 10-1  record as the Cubs made their way into the playoffs. That led to the infamous fan interference  incident in which Steve Bartman caught a fly ball hit into the stands that could have easily been  caught by the Cubs outfielder. The Cubs ended up losing the game and Prior suffered through the  loss. In 2004, Prior missed the first two months of the season with an Achilles tendon injury.  Although rumors surfaced that Prior needed reconstructive elbow surgery, he returned to the  mound with a less than stellar performance with six wins and four losses and an ERA of 4.02.  Again in 2005, Prior started the season on the disabled list. He returned and was pitching up  to par until May 27th when another misfortune came his way. Prior was pitching to Brad Hawpe, an old rival from LSU who hit a three-run homerun off  Prior in the College World Series. As they faced off in the major leagues, Hawpe drilled a pitch  and sent a 117 mph line drive back to Prior, hitting him in the right elbow and putting him on the  disabled list with a compression fracture. Prior finished the season 11-7 in 27 starts.  During spring training the following year, Prior began to feel a stiffness in his throwing  shoulder. He was put on a slow pitch program and sent for tests that revealed he had a strained  shoulder. He was put on the disabled list for 15 days in March missing the start of the 2006  season. When he returned, he gave up six runs to the Detroit Tigers in the first inning. He went  on to earn a devastating 0-4 record with a 7.71 ERA and was once again put on the disabled list  after straining his left oblique during batting practice. He returned to the minor leagues and three  games later, Prior earned his first win of the year against the Pittsburgh Pirates. By August of 2006, he was back on the disabled list with tendonitis for the remainder of the  season. His record was 1-6 and ERA was a high 7.21.During the off-season, he complained of a loose shoulder and when conditioning did not  improve the situation, Prior sought medical treatment and discovered he would need arthroscopic  surgery on his right shoulder. In April, Prior underwent surgery and it was successful but put an early end to the 2007  season before it even began for him. Because of his age, doctors see no reason Prior cannot  return to pitching in 2007. RESOURCES MLB Advanced Media, LP (2001-2007) Chicago Cubs. Retrieved May 8, 2007 from http://chicago.cubs.mlb.com/team/player.jsp?player_id=407578      

Eating out essays

Eating out essays THE HARD ROCK CAFÉ is a restaurant located near the design district in Dallas, Texas. Few other restaurants surround this one of a kind eatery, making it a great choice for lunch for those who work nearby. Before entering this restaurant, one must ascend a flight of stairs which leads up to an outdoor eating area. On a nice day when this area is full, it can give others a chance to peak at a full table of food and get an idea of what they want to eat. Upon entering the building from outside, the bar, in the shape of an electric guitar, is directly to the left, allowing customers who are in a hurry to pull up a seat and get busy ordering. At this point of entry is where the host welcomes everyone to the restaurant. A lowered dining level conceals the entrance from the guests and allows them to enjoy their environment more readily. A stage is placed at the back of the facility for display. The use of carpet softens that area and invites patrons to take pictures with Elvis. Fluted columns behind the stage add a classical look to the room. The main dining area is dimly lit and the light wood floors makes it easy to move seating around without showing to much damage from the chair and table legs. The use of hard wood floors in this area makes it easier for the staff to keep the restaurant clean. The dark wood tables stand out in the restaurant against the lighter wood used on the floor. The dome situated two levels above the main dining area is painted with clouds and gives the feelings of being outdoors. This could resemble an oculus that allows light in during the day. A second level balcony allows one to eat while enjoying the concert below. JOES CRAB SHACK is a restaurant geared toward the entertainment of people; much like the Hard Rock Caf. Although this restaurant is only one level it has the ability to pack a crowd. Unlike the Hard Rock Caf this restaurant is located in t...

Innovation in Nursing Education Term Paper Example | Topics and Well Written Essays - 3750 words

Innovation in Nursing Education - Term Paper Example This research highlights that in the 21st century context, nursing operations have become quite significant and complex. With this concern, nurse educators have a vital part to ensure that they are preparing the nurses effectively for future. Nursing education must be modified so as to prepare nurses who can fulfill the upcoming health care requirements. In present days, nurse education requires developing technological understanding besides the nursing talents. Nurses are the forefront users of technology. As technological applications has turned out to be an essential part of patient care, nurses have improved their scope of practice acquiring knowledge and practical experience in the field of using electronic information in education. Technology has transformed the connection between nurses and other health service providers like doctors, physicians, surgeons and so on. The inclusion of technology in nursing education practices can be observed since World War II. Nursing education concerns about the nature and the application of technological devices. In the period of 1870s and 1940s technology had triumphed in nursing practices. During that time, nursing practice was renovated by new technical devices like thermometer, electrocardiograph machine, stethoscope, X-ray and microscope. This enhanced the reliability of medical analysis leading towards the overall betterment of medical treatment and effective relationship between doctors and patients. With respect to the historical perspective, the technology is continuously changing in nursing education and practices. ... In the technological era nurses face significant challenges with respect to learning and employing. Information technology (IT) influences the manner in which nurses are educated and practice patient care. Furthermore, improvements in IT have also become an essential part of development and continuous education in nursing. Nurse educators have begun to employ informatics applications to assist the nurses. For instance, nurse educators can provide instruction through web-oriented sessions combined with discussion sheets and electronic analysis. Nursing students are able to search information through websites. But technology has also raised the issues such as privacy and security in the field of nursing. There are multiple viewpoints with respect to technology advances in nursing education. As the nursing education has changed some believe that technology can lead to new excitement, new ability and higher prospect to develop. But others’ view technology as disturbance or risk fo r nursing practice as maximum use of technology can make the nursing occupation obsolete (Rivers & Et. Al., n.d.). Table of Contents Innovation in Nursing Education 1 Abstract 2 Table of Contents 4 Introduction 5 Literature Review 6 Historical Perspective of Technology in Nursing Education 6 Technological Issues in Nursing Education 8 Issue of Shortage of Educators 9 Safety issue for importing technology 10 Other issues for importing technology in nursing education 11 Discussion 12 Evaluating new frontline 14 Ethical issues in technology 16 Conclusion and recommendation 18 References 21 Introduction Technologies have unlocked several new pathways to assist nurse educators in providing training facilities. The rapid growth of electronic education atmosphere has amplified the

Reading journal Essay Example | Topics and Well Written Essays - 250 words

Reading journal - Essay Example not necessarily translate into the death of their own culture as proven by the Japanese lifestyle that successfully combines the traditional Japanese culture with their own brand of American influence in their modern culture and traditions. Therefore, it is his honest opinion that America and globalization cannot be blamed for the evolving cultures and traditions in a world that shares influences amongst one another via various fields of technology, economic progress, or law creation. This reading raises a concern for me though. America has been at the forefront of globalization since the late 20th century, heavily promoting open markets and other â€Å"capitalist† beneficial actions on the world stage. Globalization is not something that happened because the world wanted it to happen. There was a country that was instrumental in influencing the other nations to give it a try. Up until recently, before the economic slump of the United States, that role was something was something the capitalists of the nation adhered to as a business model, thinking that it would be beneficial to their business growth. But the minute the model failed, they refused to accept the blame for what happened. That is not the United States that has been recognized as a world leader for centuries. Nye wants us to believe that the United States is blameless in all that has happened and that the same thing would have happened regardless of who the world leader was. On the contrary, t here are more conservative cultures in other countries that would not have allowed the same thing to happen because they would not have thought of globalization as a world business model in the first