Monday, August 24, 2020
Kids versus Authority: Rebellious Attitudes to Avoid Societal Expectations Children's writing has a very powerful method of molding a kid's point of view. At the point when kids read stories, they frequently identify with the characters on an individual level, regardless of whether the character is amenable and kind or impolite and bratty. The plots of kids' accounts can impact ages of kids in negative and positive manners. For more than one hundred years, one of these compelling writings is still J. M. Barrie's Peter and Wendy, which started as a play.The fundamental character, Peter Pan, is a kid ho lives in Neverland and won't grow up. He lives by his own standards, with no parental direction to assist him with gaining directly from wrong. A similar idea is delineated in Harriet the Spy by Louise Fitzhugh. Harriet, a multi year old trying author, makes her own principles for being a youngster instead of fitting in with cultural desires. In a book composed by Colin Heywood, the ver ifiable desires for youngsters are investigated with the end that the desires for kids will keep on changing after some time, and Heywood is with expectations of this turning into a positive change.During the progress time frame from kid to grown-up, numerous kids defy authority figures, including guardians or foundations. In Peter and Wendy and Harriet the Spy, the fundamental characters oppose expert so as to challenge social request. Living in Neverland, Peter will not develop and wishes to stay a kid always, while Harriet could reckless about complying with the run of the mill social necessities of her sexual orientation. Heywood examines the continuous cultural changes perpetrated upon kids from before the works of J. M. Barrie to current writers today.Both Peter and Wendy are solid instances of youngsters who restrict parental authority fgures so as to oppose the social normalities which continue immaturity. Barrie's character of Peter Pan contradicts all expert in Peter and W endy, be that as it may, the parental fgure of Neverland - Captain Hook-is the one dictator fgure in Peter's dream which he can't get away. The plot appears to thicken as the story proceeds, and their is significant grating between the two characters: Peter maintains a strategic distance from power while Hook requests it. Dwindle interfaces with parental authority all through the novel, starting with the Darlings.He every now and again tunes in to the accounts Mrs. Dear tells in the nursery, yet won't focus on guardians and the guidelines that join them. He rather energizes Wendy, Michael and John to travel to Neverland with him, luring them with Ã¢â¬Å"mermaidsÃ¢â¬ and Ã¢â¬Å"piratesÃ¢â¬ (Barrie 97-100). This allure is a delineation of Peter maintaining a strategic distance from power; he is urging the youngsters to agitator and leave their folks for a dream island without any guidelines. A second case of Peter opposing authority is his cooperation with Captain Hook in Neverl and.Hook speaks to the predominant grown-up expert in a dream land with no ules, along these lines, Peter and Captain Hook are total inverses in the story. Subsides steady resistance to childhood prompts Hooks passing to the scandalous crocodile. Through Peters contaminate of power to both parental fgures in the novel, he is dodging the social structure which happens in ones development from kid to grown-up. Other than conspicuously expressing Ã¢â¬Å"l consistently need to be a young man and to nave tun,Ã¢â¬ Peter Pan ceaselessly smothers the possibility of parental direction or any kind of power (Barrie 92).Peter wouldn't like to take an interest in the typical achievements of life, nstead, he wishes to remain a kid until the end of time. He is continually maintaining a strategic distance from rules, grown-ups, and any idea of obligation anticipated from him. In spite of the fact that Peter shows numerous characteristics of a youngster, particularly with his authority of the los t young men, he persistently challenges the social normalities which follow immaturity. In an article expounded on J. M. Barrie, it expresses that Peter and Wendy stand apart from different works for its utilization of Ã¢â¬Å"childhood blamelessness, the island as a retreat from society, detachment, the awesome, and the requirement for social orderÃ¢â¬ (Schoenberg and Trudeau 2).Social request s a reoccuring topic in Barrie's tale; the obvious absence of social request underlines the apparent requirement for it. At the point when Wendy goes to Neverland with Peter she starts feeling impractically slanted towards him, be that as it may, Peter doesn't restore a similar feeling. He is unequipped for sentiment, as he isn't a man nor wishes to be one. He exhibits authority himself, yet won't acknowledge it from others. With the control of his own dream in Neverland, Peter disposes of any chance of having a dad and rather takes on the job as he sees fit.
Saturday, August 22, 2020
The most effective method to READ A BOOK Mortimer J. Adler Charles Van Doren One peruser is better than another in extent as he is equipped for a more prominent scope of movement in perusing and applies more exertion. He is better in the event that he requests a greater amount of himself and of the content before him. In the event that you recollect what a writer says, you have taken in something from understanding him. On the off chance that what he says is valid, you have even picked up something about the world. However, regardless of whether it is a reality about the book or a reality about the world that you have learned, you have picked up only data in the event that you have practiced just your memory. You have not been edified. Illumination is accomplished just when, notwithstanding recognizing what a creator says, you comprehend what he means and why he says it. First degree of Reading: Elementary Reading Second degree of Reading: Inspectional Reading Give us a general thought of what the book is about. We will compose a custom article test on Step by step instructions to Read a Book or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page We should know whether the book contains matter what you despite everything need to uncover, or whether it merits nothing else within recent memory and consideration. The standard to handle a troublesome book: In handling a troublesome book just because, read it through without halting to search up for consider the things you don't see immediately. We will have a greatly improved possibility of understanding it on a subsequent perusing, yet that expects you to have perused the book at any rate one. A decent speed in perusing should empower you to shift your pace of perusing as per the nature and unpredictability of the material. There is no single right speed at which you should peruse; the capacity to peruse at different rates and to know when each speed is fitting is the perfect. Instructions to be A Demanding Reader: The Essence of Active Reading: The Four Basic Questions a peruser asks Ask inquiries while you read-questions that you yourself must attempt to reply over the span of perusing. 1. What is the book about all in all? You should attempt to find the main subject of the book, and how the writer builds up this topic in an efficient manner by partitioning it into its basic subordinate topics or points. 2. What is being said in detail, and how? You should attempt to find the fundamental thoughts, affirmations, and contentions that establish the authorÃ¢â¬â¢s specific message. . Is the book valid, in entire or part? You can't respond to this inquiry until you have addressed the initial two. You need to comprehend what is being said before you can choose whether it is valid or not. At the point when you comprehend a book, nonetheless, you are committed, in the event that you are perusing truly, to make up your own brain. Knowing the authorÃ¢â¬â¢s mind isn't sufficient. 4. Who cares about i t? On the off chance that the book has given you data, you should get some information about its noteworthiness. For what reason does the creator think it is imperative to know these things? Is it essential to you to know them? Furthermore, if the book has educated you, yet in addition illuminated you, it is important to look for additional edification by asking what else follows, what is additionally inferred or proposed. How to Make a Book Your Own: Why is denoting a book essential to understanding it? In the first place, it keeps you alert not just cognizant, however wide conscious. Second, perusing, on the off chance that it is dynamic, is thinking, and thinking will in general communicate in words, verbally expressed or composed. Third, recording your responses encourages you to recall the musings of the creator. Perusing a book ought to be a discussion among you and the writer. Denoting a book is actually a statement of your disparities or your concurrences with the writer. Recommendations of denoting a book: 1. Underlining Ã¢â¬ of significant focuses, of significant or commanding proclamations. 2. Vertical lines at the edge Ã¢â¬ to accentuate an announcement previously underlined or to highlight an entry too long to even consider being underlined. 3. Star, mark, or other knick-knack at the edge Ã¢â¬ to accentuate the ten or dozen most significant proclamations or sections in the book. 4. Writing in the edge, or at the top or base of the page Ã¢â¬ to record questions and maybe answers which a section brings up in your psyche, to lessen an entangled conversation to a basic explanation. The endpapers at the rear of the book can be utilized to make an individual file of the authorÃ¢â¬â¢s focuses in the request for their appearance. 5. Subsequent to completing the book and making your own file on the back endpapers, go to the front and attempt to diagram the book, not page by page or point by point (you have just done that at the back), however as a coordinated structure. That diagram will be the proportion of your comprehension of the work. It will communicate your scholarly responsibility for book. Third degree of Reading: Analytical Reading Analytical perusing is intensive perusing, total perusing, or great perusing. The systematic peruser must ask many, and sort out, these inquiries. Fourth degree of Reading: Syntopical Reading It is the most mind boggling and methodical sort of perusing of all. When perusing syntopically, the peruser peruses numerous books, not only one, and spots them comparable to each other and to a subject about which they all rotate.
Monday, July 20, 2020
5 Questions to Ask Before Cosigning a Loan 5 Questions to Ask Before Cosigning a Loan 5 Questions to Ask Before Cosigning a LoanWe all want to help out where we can. But do your homework first. Congratulations! Your credit is looking good. Youve got money in the bank, and youve been following a responsible budget for a while now. All this financial success is great for you, of course, but it can also open you up to some pretty interesting requests.See, when your credit isnt so hot, it can be difficult to gain access to traditional lines of credit and cash that are readily available to people with great credit, like you. If you want a new credit card, all you have to do is apply and voila! There it is! Want to take out a personal loan? The bank will bend over backward to give you one. Want to go back to school? FAFSA will literally throw money at you. OK, maybe not literally, but the point still stands: Things are a lot easier when you have a good credit score.When you have bad credit, its not so simple. Any emergency can mean financial ruin, and when you have now here else to turn, predatory no credit check loans and high-interest cash advances seeming like the only options. But heres the thing, people with bad credit who get their friends and family with good credit to vouch for them can have a much easier time.If you have good credit, dont be surprised if someone youre close to asks you to cosign for them on a loan, a credit card or a lease. Instead, you should ask yourself these five questions.1. What exactly does cosigning mean?When you cosign on something, it means that you are being asked to take on the other persons debt if they are unable to pay it. According to the FTC, in order to cosign on a loan for someone, you must first sign a cosigners notice, which lays out the terms of the agreement:You are being asked to guarantee this debt. Think carefully before you do. If the borrower does not pay the debt, you will have to. Be sure you can afford to pay if you have to, and that you want to accept this responsibility.You may have to pay up to the full amount of the debt if the borrower does not pay. You may also have to pay late fees or collection costs, which increase this amount.The creditor can collect this debt from you without first trying to collect from the borrower.* The creditor can use the same collection methods against you that can be used against the borrower, including suing you or garnishing your wages. If this debt is ever in default, that fact may become a part of your credit record.This notice is not the contract that makes you liable for the debt.*Depending on the laws in your state, this may not apply. If state law forbids a creditor from collecting from a co-signer without first trying to collect from the primary debtor, this sentence may be crossed out or omitted.2. What (and who) is the loan for?So youve been asked to cosign on something. Before you sign on the dotted line, its important you establish exactly what youre helping this person to get. Theres a big difference between helping someone get a college education, helping to lease a brand new car, or helping someone get an apartment.While its noble to want to help someone go to college, for example, you could be potentially signing on to hundreds of thousands of dollars worth of debt. What if the student in question drops out and cant find a job? Youll be on the hook for the full cost of their education. What if theyre irresponsible and miss payments? Your credit will take a hit.You also need to consider who this person is to you. Are they your child? Your sister? Your friend from high school who randomly messaged you on Facebook? Remember, no matter how close you are to this person, you are not obligated to risk your good financial standing for them.3. Why does this person need a cosigner?This is an important point to consider before legally binding yourself to someone. Why, exactly, do they need you to cosign for them? Was their identity stolen by a scammer who racked up fake debt in their name? Are they a young teenager who doesnt have ANY credit â"good or badâ"yet? Are they stuck in debt spiral from predatory payday loans or title loans? Have they filed for bankruptcy? Been evicted because they couldnt pay their rent?Dont be shy. This person is asking you to legally vouch for their debts, and you deserve to get a full and honest picture of their financial history before you agree to anything. If you know this person well, ask yourself whether you consider them to be responsible. Have you ever seen them fall behind on installment loan payments or on their rent? Or have you always known them to be good with money?Ask them about their credit score, about their payment history. Make sure you know about their job history, and their current monthly income and expenses. This might be an uncomfortable conversation to have, but its necessary to completely understand this persons finances before you risk yours to help them.4. Can I afford to take on the entirety of this debt?If the answer to this question is no, dont cosign on anything. According to Forbes, four in ten people who cosign loans end up losing money as a result of this decision. 26 percent of them say it damaged their relationship with the person they were cosigning for, and 28 percent say they experienced a drop in their credit score.In order to avoid something like this happening to you, take a good, hard look at your own finances before you make a decision. Ask yourself: can you afford an additional $300/month payment on a car you dont have access to? Do you want to carry $50,000 in student loan debt for an education you didnt get? Do you have the money to cover this persons rent for an entire year?While in a perfect world, you wont have to shoulder any of this debt, you are legally agreeing to do so by co-signing for them. If your life or finances would be significantly damaged by having to take on the entire debt load yourself, you should think twice before cosigning. You dont want to get stuck relying on expensive title loans because a friend or relative let you down.5. What are the risks for my cosigner?Yes, youre not the only one at risk in this arrangement. Particularly when it comes to student loans, the person who youre cosigning for could get stuck with payments they cant afford based entirely on your incomeâ"not theirs. Additionally, if you die or declare bankruptcy, the loan you cosigned on may be immediately placed into default.According to a 2014 report from the Consumer Financial Protection Bureau:Borrowers report that some lenders demand immediate full repayment upon the death or bankruptcy of their loan co-signer, even when the loan is current and being paid on time. Borrowers also describe facing bureaucratic barriers to releasing co-signers from their loans, a commonly advertised benefit that could help avoid auto-defaults.If you are set on cosigning for someone, make sure both of you are thoroughly educated on the procedure for cosigner release , and on what would happen to the loan if something were to happen to you. Ask the lender these questions before you sign, or you could be putting both of your financial futures in grave danger.To learn more about dealing with debt, check out these related posts and articles from OppLoans:Does Medical Debt Really Go Away After Seven Years?3 Ways an Installment Loan Can Help Your Credit ScoreHow to Pay for College: A Student Loan and Scholarships PrimerHave you ever co-signed a loan We want to hear about your experience! You can email us, or you can find us on Facebook and Twitter.
Thursday, May 21, 2020
On the early morning of April 12, 1861 at 4:30 am, Confederates were the first to fire shots at Fort Sumter, which in turn ignited the tragic, bloody, American Civil War. The Civil War caused brothers to fight against brothers, over 600,000 deaths, and ended slavery. The Confederates, however, did not just too randomly decide to bombard Fort Sumter out of the blue. Prior to the attack, there was many years of tension that had led up to that moment. The cause of the Civil War had a lot more to it than just one reason. The confederates wanted to secede because of slavery, economics, conflicting cultures, and extremism. Both the north and the south had very different ideals about everything. The most evident topic that caused tension was over the issue of slavery. The Southerners wanted to preserve slavery, while the Union wanted to abolish it. When Abraham was elected in 1860, he had created the Republican Party. Lincoln had declared that slavery would not expand into new territories and hoped that over time, slavery would become abolished. Lincoln was also not favored in the south because he had made speeches stating that slavery was morally wrong. Before the civil war, eleven states wanted to secede. Southerners argued that by owning slaves, they would be keeping them clothed, fed, and kept them busy. Without having owners, the slaves would not know how to care for themselves.They also justified slavery by assuming slaves were unintelligent and incapable of deepShow MoreRelatedThe Battle Of The Civil War1127 Words Ã |Ã 5 Pagesshaken by the Civil War because some states wanted to separate the mselves from this unity that had lasted for approximately 100 years. The American Civil War is a historic affair and one of the bloodiest battles in history of the US (Engle, Krick, 2003). It is considered one of the bloodstained happenings in the history of the US because more than 600, 000 people died. A majority of this number were soldiers. This fatal battle happened between the years 1861 to 1865. The Civil War emerged becauseRead MoreThe Battle Of The Civil War Essay1424 Words Ã |Ã 6 PagesThroughout the years 1861 to 1865 the American Civil War took place and it is known as Americas bloodiest war. The cause of the Civil war was the debate between free states and slave states over the government trying to prohibit slavery. In 1860 Abraham Lincoln became president of the United States and ran on the platform to keep slavery out of the new unclaimed territories of the United States. Once Lincoln became president seven southern states seceded from the Union ultimately creating the ConfederateRead MoreThe Battle Of The Civil War1666 Words Ã |Ã 7 PagesThe Civil war was one of the biggest turning points in United States history. The nationÃ¢â¬â¢s failure to compromise on the subject of slavery led to an outbreak of war. Battles such as Gettysburg, Vicksburg, and Shiloh led to what we know of today as a free nation. Great technological advancements in weaponry led to mass c asualties among both north and south, often making death inevitable. Those who bravely served and those who were forced to serve lived a life of fear, starvation, and commitment toRead MoreThe Battle Of The Civil War1191 Words Ã |Ã 5 PagesWhen the Civil War started both sides thought the war would be over by Christmas. But little did they know this small war would turn into the deadliest war in American history. The Civil War was fought between the Confederacy and the Union. The Confederacy was consisted of Southern states that did not agree with the views of the Union states. After years of sectional differences in the United States between the north and south, tension between the states grew and a war between the north and southRead MoreThe Battle Of The Civil War1073 Words Ã |Ã 5 PagesThe Civil War was a war that was thought to would have lasted no longer than ninety days. After all was said and done, the war lasted more than four years and claimed tens of thousands of li ves of both The Union and The Confederate States. There were several battles fought on Northern and Southern soil, battles that forced bloody mortal combat between brothers in the fight for equality amongst all men. It tested the strength of the foundation that the United States was built upon. The Civil War wasRead MoreThe Battle Of The Civil War960 Words Ã |Ã 4 PagesHave you ever wondered why the Civil War happened or why it was so substantial to American History? What was the battle that changed it all; that made it the history it is today? Many people have made speculations on the causes of the war and what the major turning point was, but cannot really narrow it down. In James McPhersonÃ¢â¬â¢s Crossroads of Freedom: Antietam he points out the pivotal moments in American history that led up to and changed the Civil War, so that the reader can get a better insightRead MoreThe Battle Of The Civil War1197 Words Ã |Ã 5 PagesMarianna, FL. The battle will be virtually unkno wn in the history of the Civil War, but its success marked the longest successful incursion of Union troops into Florida (Cox, 2014). This raid had two goals; the first was to rescue the reported Union prisoners and the second was to liberate and enlist any slaves that were found along the route (Calvin, 2014). The prisoners were not located, but more than 600 slaves were liberated along their route (Cox, 2014). The subsequent battle did not last longRead MoreThe Battle Of The Civil War1163 Words Ã |Ã 5 Pageshad already decided to secede from the Union. Those 7 states started the Confederate States of America, run by their own President, Jefferson Davis. This same issue was the catalyst for the Civil War which started on April 12, 1861. One of the major and well-known battles of the Civil War was the Battle of Gettysburg. It was on this backdrop that Abraham Lincoln delivered a speech that is Ã¢â¬Å"universally recognized by historians and scholars alike as the most famous and most important speech everRead MoreThe Battle Of The Civil War1233 Words Ã |Ã 5 PagesIt is evident that the Civil War helped shape America into the country it is today. The strong factional division -based on slavery- between the Union and the Confederacy guaranteed certain achievements of both sides. Much of what we consider history today remains a part of the outcome from these multiple bloody battles. Activist John Muir of the Civil War-era stated, Ã¢â¬Å"the traces of war are not only apparent on the broken fields, burnt fences, mills, and woods ruthlessly slaughtered, but also onRead MoreThe Battle Of The Civil War1133 Words Ã |Ã 5 Pagesfierce battles were fought to secure the rights and freedom of both men and women, irrespective of their religion, gender, and race. Of all of the battles, the American Civil War stands out. Divided into the Union and the Confederacy, the American civil war broke out after the southern states seceded due to slavery that spread in many parts of the country. The Civil War began in the year 1861 and ended four years later. The end result was the Union becoming victorious in 1865. The Civil War was a
Wednesday, May 6, 2020
MANAGEMENT ISSUES AND RESOLUTIONS: Motivation, Communication, Training Risk Management While a person can be extremely intelligent in a general aspect they can lack emotional intelligence. This causes the work environment or people to be miserable, lack of motivation, and dissatisfaction with their jobs and quite often their lives. Another issue in the organization is communication skills or lack of thereof. Lastly inadequate training can and usually does lead to incidents and that is not using proper risk management techniques. The Importance of Motivated Employees Emotional intelligence is generally defined in terms or mental and cognitive abilities, the ability to relate interpersonally, interact well with followers satisfy their emotional needs, and motivate and inspire them is the key to effective leadership and management (Nahavandi, 2015, p.80). Emotional intelligence is a key aspect in the motivation of employees and studies have shown that the more motivated an employee is the better results they will product for the organization. Performance is a function of motivation, ability, and the environment in which you work (Carpenter, 2010, p. 355). Motivation has a strong behavioral component and it is important for managers because it is one of the elements that affect performance (Nahavandi, 2015, p.140). Being in the military Ã¢â¬Å"The MissionÃ¢â¬ always comes first. Leadership tends to forget employees are human beings. This contributes to the lack of motivation in theShow MoreRelatedHuman Resource Management And Risk Management1415 Words Ã |Ã 6 PagesThe Human Resource Management/Risk Management Interface Like risk, human resources are pervasive in the business. Human resource management is most effective when integrated with decision making throughout the business. This leads to recognition that each production, financial, and marketing decision has a human component or influence. Which choice is made, how the decision is carried out, the follow-up and monitoring depend on people. Isolating management team and employee issues from production,Read MoreEssay on level 5 unit 101314 Words Ã |Ã 6 Pages Communication : Communication is a process through which information is passed from an encoder to a decoder through and agreed channel, which has a feed back loop. Given that all enabling conditions that eliminates barriers to effective information or date transition and feedback are in place. Effective communication is an important feature of an effective team performance, it enable the definition of the problem or overall goal to every members of the team, it also enable communication thatRead MoreHsc 3045 Promote Positive Behaviour Essay1028 Words Ã |Ã 5 Pages strong teamwork between RCWs encourages good behaviour from the young people. Clayfields behaviour policy that staff should be aware of and adhere to; all new staff follow an induction programme to guarantee a dependable approach to behaviour management within . School group organization and teaching methods have a major influence on childrenÃ¢â¬â¢s behaviour as in classroom environments children are aware of the degree to which they and their efforts are valued. A relationship between a teacher/teachingRead MoreHr Assessment 2 Escape to the Wild1695 Words Ã |Ã 7 Pagesshould be introduced. The following describes four activities the human resource function will undertake in order to support the companyÃ¢â¬â¢s expansion and success: Recruitment Selection The purpose of recruitment and selection is to reduce the risk of poor selection and attract well qualified candidates to the job. Systematic planning and preparation will increase the likelihood of employing the right person for the job. Recruitment and selection is crucial to the organisations success andRead MoreOrganizational Culture At E Groceries1354 Words Ã |Ã 6 Pagesdesired corporate culture, and promote workforce diversity Ã¢â¬ ¢ Use two-way communication since it stimulates employee engagement and commitment Ã¢â¬ ¢ Develop company culture outside business hours; provide welfare benefits in order to ensure that our employees and their families are taken care of Job Analysis President Primary Responsibilities: Ã¢â¬ ¢ Direct staff, including organizational structure, professional development, motivation, performance evaluation, discipline, compensation, personnel policies, andRead MoreCommunication Within The Banks Staff1317 Words Ã |Ã 6 Pagesare problems with communication within the bankÃ¢â¬â¢s staff. The lack of communication between management, the home office, and each branch are the cause of the problem. These communication problems are affecting the morale of its workers; the bank should take immediate action to develop each worker communication skills. Developing the bankÃ¢â¬â¢s staff and managers skills will establish and modify good relationships between its staff members. Furthermore, good employee communication skills will open opportunitiesRead MoreEssay about Project Execution, Monitoring, and Control1301 Words Ã |Ã 6 Pagesfeel more connected to the project. Procedures are established for conflict resolution, expenditure approvals, and communications. The goal is to obtain buy in for the final guidelines and expectations before distributing the new action plan. Managing the team The team leader must be an effective coach without micromanaging. A process for evaluating progress ensures individual contribution. Conflicts in time management may affect a memberÃ¢â¬â¢s ability to complete project requirements. In some casesRead MoreRisk Assessment For A Financial Institution Essay1618 Words Ã |Ã 7 Pagesfinancial institute. A risk assessment for a financial institution measures and helps manage compliance, financial and operational risks associated with both internal and external, activities and events. In todayÃ¢â¬â¢s operating environment, numerous regulations and standards make risk assessment not only logical but vital for financial institutions. These are examples of regulation and laws that governs financial institutions, Regulatory compliance, Enterprise risk management, Internal audit, Bank SecrecyRead MoreThe Evolution Of Personnel Management Essay1013 Words Ã |Ã 5 PagesIntroduction: HRM is a modern term for which traditionally been referred to as personnel management. Four key developments in the evolution of personnel management: 1. Industrial revolution era: prior to this revolution individuals use to manufacture from their home and Child labour was common. This revolution began with the invention of new manufacturing machinery which altered the nature of the society. There was ready availability of labours. Workers get higher wages than earned before. WorkingRead MoreFletcher Case Study Essay1288 Words Ã |Ã 6 Pagesfailures were attributed to poor personnel management, the inability to effectively select or establish team structure, and the failure to devise the appropriate incentives to motivate and reward employees. After careful review it is recommended that Fletcher must invest in personnel and team management training for himself, take a measured approach to create and sustain team structure and culture, and institute an incentive plan that fosters motivation and rewards the contributions of both the individual
Adrian Gauci Learning and Development Strategy Ã¢â¬â Adrian Gauci Ã¢â¬â Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci EMPLOYEE DEVELOPMENT Ã¢â¬ ¢ Employee Development of HR development is about the provision of learning, development and training opportunities in order to improve individual, team and organisational performance. Ã¢â¬ ¢ The definition of development suggests a fulfilment of innate potential and ability through continuous involvement rather than just timely interventions to satisfy gaps in knowledge and ability.Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Learning and development Ã¢â¬ ¢ Learning and development is the process of acquiring and developing knowledge, skills, capabilities, behaviours and attitudes through learning or developmental experiences. We will write a custom essay sample on Assey or any similar topic only for you Order Now It is concerned with ensuring that the organization has the knowledgeable, skilled, engaged and committed workforce it needs. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Learning and development Learning is a continuous process that not only enhances existing capabilities but also leads to the development of the skills, knowledge and attitudes that prepare people for enlarged or higher-level responsibilities in the future. Ã¢â¬ ¢ As explained by Honey and Mumford (1996): Ã¢â¬â Ã¢â¬ËLearning has happened when people can demonstrate that they know something that they did not know before (insights, realizations as well as facts) and when they can do something they could not do Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci BA (Hons), MA, before (skills). Ã¢â¬â¢Adrian Gauci Learning and development Ã¢â¬ ¢ Development is concerned with ensuring that a personÃ¢ â¬â¢s ability and potential are grown and realized through the provision of learning experiences or through self-directed (self-managed) learning. It is an unfolding process that enables people to progress from a present state of understanding and capability to a future state in which higher-level skills, knowledge and competencies are required. Ã¢â¬ ¢ Training involves the application of formal processes to impart knowledge and help people to acquire the skills necessary for them to perform their jobs satisfactorily.Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci KEY LD TERMS Ã¢â¬ ¢ LEARNING: Learning is relatively permanent changes in behaviour that occurs as a result of practice or experience. Ã¢â¬ ¢ EDUCATION: The development of Knowledge, values and understanding required in all aspects of life rather than the knowledge and skills relating to particular areas of activity. Ã¢â¬ ¢ DEVELOPMENT: the growth or realisation of a personÃ¢â¬â¢s ability and potential through the provision of learning and educational experiences. Training: The planned ; systematic modification of behaviour through learning events, programmes, and instruction which enable individuals to achieve the levels of knowledge, skills and competence to carry out their work effectively. Source: Armstrong-handbook of Personnel Management practices. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Elements of learning and dev Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci Characteristics of formal and informal learning Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci ROI Ã¢â¬ ¢ Return on investment (RoI) is advocated by some commentators as a means of assessing the overall impact of training on organizational performance. It is calculated as: Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Learning and development strategy Learning and development strategy represents the approach an organization adopts to ensure that now and in the future, learning and development activities support the achievement of its goals by developing the skills and capacities of individuals and teams. It can be described similarly as strategic human resource development, defined as follows. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Learning and development strategy It is fundamentally concerned with creating a learning culture that will encourage learning and will provide the basis for planning and implementing learning activities and programmes.Ã¢â¬ ¢ This concept of a learning culture is associated with that of the learning organization. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Elements of L;D strategy Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci A learning culture A learning culture is one that promotes learning because it is recognized by top management, line managers and employees generally as an essential organizational process to which they are committed and in which they engage continuously. Ã¢â¬ ¢ Reynolds (2004) describes a learn ing culture as a Ã¢â¬â Ã¢â¬Ëgrowth mediumÃ¢â¬â¢, which will Ã¢â¬Ëencourage employees to commit to a range of positive discretionary behaviours, including learningÃ¢â¬â¢ and which has the following characteristics: empowerment not supervision, self-managed learning not instruction, long-term capacity building not short-term fixes. Reynolds suggests that to create a learning culture it is necessary to develop organizational practices that raise commitment amongst employees and Ã¢â¬â Ã¢â¬Ëgive employees a sense of purpose in the workplace, grant employees opportunities to act upon their commitment, and offer practical support to learningÃ¢â¬â¢. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci The learning organization The learning organization, as defined by Senge (1990) Ã¢â¬ ¢ Th e learning organization is one Ã¢â¬â Ã¢â¬Ëwhere people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning how to learn togetherÃ¢â¬â¢. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian GauciThe learning organization Ã¢â¬ ¢ Harrison (2000) learning organization remains persuasive because of its Ã¢â¬â Ã¢â¬Ërationality, human attractiveness and presumed potential to aid organizational effectiveness and advancementÃ¢â¬â¢. Ã¢â¬ ¢ Wick and Leon (1995) refer to a learning organization Ã¢â¬â as one that Ã¢â¬Ëcontinually improves by rapidly creating and refi ning the capabilities required for future successÃ¢â¬â¢. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci EMPLOYEE TRAINING Training is an important part of an organizationÃ¢â¬â¢s long-range strategy: Ã¢â¬â Global competition and flatter organizational structures require multi-skilled employees Ã¢â¬â Focus on life-long learning Ã¢â¬â Diverse employees with varying cultural values Ã¢â¬â Developments in information technology require new skills and training strategies Ã¢â¬â Increased motivation Ã¢â¬â Individual goals equating with those of the organisation Ã¢â¬â Social benefits eg traning from government Ã¢â¬â Newly acquired skills for future use Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Superviso rAdrian Gauci Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ BENEFITS OF T;D TO ORGANISATIONS Provision of trained human resources Improvements of existing skills Increased employee knowledge Improved job performance Improved customer service Greater staff commitment Increased value of the organisationÃ¢â¬â¢s human assets The personal development of employees Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci PROCESS OF TRAINING Ã¢â¬ ¢ SYSTEMATIC TRAINING Ã¢â¬ ¢ PLANNED TRAINING Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci PLANNED TRAINING Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Identify and define training needs Define the learning required Define the objectives of training Plan training programme Decide who provides the training Implement the training Evaluate training Modify training programmes basis on the evaluation. MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci BA (Hons), Adrian Gauci DEFINING TRAINING NEEDS Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ JOB TRAINING ANALYSIS ORGANSATIONAL ANALYSIS PERFORMANCE APPRAISAL JOB ANALYSIS CUSTOMER FEEDBACK OBSERVATION OF EMPLOYEES RECORDS OF EMPLOYEES PERFORMANCEAdrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci TRAINING OBJECTIVES Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ PREREQUISITE EXPERIENCE AND ABILITIES EDUCATINAL OBJECTIVES BEHAVIOURAL OBJECTIVES CRITERIA FOR ASSESSMENT Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Learning and Development Activities LearningÃ andÃ DevelopmentÃ Activities Ã¢â¬ ¢ caseÃ studyÃ exercises Ã¢â¬ ¢ actionÃ learningÃ activities Ã¢â¬ ¢ modernÃ apprenticeship Ã¢â¬ ¢ EmployeeÃ mentorin g Ã¢â¬ ¢ GroupÃ /Ã DepartmentalÃ Ã Exercises Ã¢â¬ ¢ SituationÃ Simulation ManagementÃ coachingÃ Ã¢â¬ ¢ CorporateÃ University Ã¢â¬ ¢ InstructionÃ Lectures Ã¢â¬ ¢ OutdoorÃ LearningÃ ActivitiesÃ Ã¢â¬ ¢ TrainingÃ byÃ roleÃ playing See Page 1022 (Appendix in Armstrong Book) Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci The Training System Needs Assessment Evaluation Training Objectives Implementation Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Training Techniques On-the-job Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Job rotation Apprenticeships Coaching Mentoring Delegation by supervisor Ã¢â¬ ¢ Work shadowing Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Off-the-job Ã¢â¬ ¢ Lectures videos Vestibule training Role-playing/Cases Simulation Self-Study Programmed Computer-based (CBT) Virtual reali ty Web-based/Intranet Video-conferencing Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Training Development Strategies Cognitive TD Strategies Environmental Behavioural Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci Training Evaluation Criteria Reaction Organizational results Training Evaluation Criteria Behaviour Knowledge Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci LEARNING ORGANISATION Ã¢â¬ ¢ Learning might be the acquisition of a new skills, new knowledge, a modified attitude or a combination of all three. Ã¢â¬ ¢ The process of acquiring knowledge through experience that leads to a change in behaviour. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci LEARNING ORGANISATION An organization t hat has an enhanced capacity to learn, adapt and change Ã¢â¬â Systems thinking Ã¢â¬â Personal mastery Ã¢â¬â Mental models Ã¢â¬â Shared vision Ã¢â¬â Team learning Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci LEARNING ORGANISATION (CONTD. ) Garvin (1993) has suggested that LO are good at doing five things: Ã¢â¬ ¢ Systematic problem solving-relying on scientific methods, insisting on data rather than assumption. Experimentation Kaizen (continuous improvements) Ã¢â¬ ¢ Learning from past experience Ã¢â¬ ¢ Learning from others Ã¢â¬ ¢ Transferring knowledge quickly and efficiently throughout the organisation Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci SIX FACTOR MODEL OF LO Kandola and Fullerton have produced a six factor model of a LO: Ã¢â¬ ¢ Shared vision Ã¢â¬ ¢ Enabling structure Ã¢â¬ ¢ Supportive culture Ã¢â¬ ¢ Emp owering management Ã¢â¬ ¢ Motivated workforce Ã¢â¬ ¢ Enhanced learning Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci LEARNING STYLES Kolb Honey and Mumford Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci LEARNING STYLES Learning style theory can be used in the design and conduct of learning events or personal development programmes. Learning situations can be designed to fit the learning style of participants. Coffield (2005) stressed the importance of individualsÃ¢â¬â¢ Ã¢â¬Ëthinking stylesÃ¢â¬â¢ Ã¢â¬â that is, their automatic way of organizing and processing information during learning Ã¢â¬â and of their Ã¢â¬Ëlearning strategyÃ¢â¬â¢, meaning the pproach they adopt to try to overcome the limitations of their natural thinking style. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci EXPERIMENTAL LEARNING CYCLE Kolb provides one of the most useful descriptive model of the adult learning process. The LC suggests that there are four stages that follow from each others. Ã¢â¬ ¢ Concrete experience: either planned or accidental Ã¢â¬ ¢ Reflective observation: looking back at the experience. Ã¢â¬ ¢ Abstract conceptualisation: seen as generalising from reflection and developing hypotheses based on experience and knowledge. Active expe rimentation: Testing the concepts or ideas in new situation. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci KOLB`S LEARNING STYLES Ã¢â¬ ¢ ACCOMMODATIVE: Strong preference for concrete experience and active experimentation, learning by errors. Ã¢â¬ ¢ DIVERGENT: preference for concrete experiences, but to reflect on these from different perspectives. Ã¢â¬ ¢ ASSIMILATIVE: Indicates that knowledge is gained by incorporating experiences into already existing cognitive structure. Ã¢â¬ ¢ CONVERGENT: prefer to experiment with ideas.Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci KOLB`S LEARNING STYLES Ã¢â¬ ¢ Accommodators who learn by trial and error, combining the concrete experience and experimentation stages of the cycle. Ã¢â¬ ¢ Divergers who prefer concrete to abstract learning situations and refl ection to active involvement. Such individuals have great imaginative ability, and can view a complete situation from different viewpoints. Ã¢â¬ ¢ Convergers who prefer to experiment with ideas, considering them for their practical usefulness.Their main concern is whether the theory works in action, thus combining the abstract and experimental dimensions. Ã¢â¬ ¢ Assimilators who like to create their own theoretical models and assimilate a number of disparate observations into an overall integrated explanation. Ã¢â¬ ¢ Thus they veer towards the reflective and abstract dimensions. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lec turer and MBA Dissertation Supervisor Adrian Gauci The Axis Concrete Experience Ã¢â¬â CE (feeling) Ã¢â¬âÃ¢â¬â- Abstract Conceptualization Ã¢â¬â AC (thinking) Active Experimentation Ã¢â¬â AE (doing)Ã¢â¬âÃ¢â¬â Reflective Observation Ã¢â¬â RO (watching)Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Divergers and Assimilators Ã¢â¬ ¢ Diverging (feeling and watching Ã¢â¬â CE/RO) Ã¢â¬â These people are able to look at things from different perspectives. They are sensitive. They prefer to watch rather than do, tending to gather information and use imagination to solve problems. They are best at viewing concrete situations several different viewpoints. Kolb called this style Ã¢â¬ËDivergingÃ¢â¬â¢ because these people perform better in situations that require ideas-generation, for example, brainstorming.People with a Diverging learning style have broad cultural interests and like to gather information. They are interested in people, tend to be imaginative and emotional, and tend to be strong in the arts. People with the Diverging style prefer to work in groups, to listen with an open mind and to receive personal feedback. Assimilating (watching and thinking Ã¢â¬â AC/RO) Ã¢â¬â The Assimilating learning preference is for a concise, logical approach. Ideas and concepts are more important than people. These people require good clear explanation rather than practical opportunity.They excel at understanding wide-ranging information and organising it a clear logical format. People with an Assimilating learning style are less focused on people and more interested in ideas and abstract concepts. People with this style are more attracted to logically sound theories than approaches based on practical value. These learning style people is important for effectiveness in information and science careers. In formal learning situations, people with this style prefer readings, lectures, exploring analytical models, and having time to think things through.Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Ã¢â¬ ¢ Adrian Gauci Convergers and Accomodators Ã¢â¬ ¢ Converging (doing and thinking Ã¢â¬â AC/AE) Ã¢â¬â People with a Converging learning style can solve problems and will use their learning to find solutions to practical issues. They prefer technical tasks, and are less concerned with people and interpersonal aspects. People with a Converging learning style are best at finding practical uses for ideas and theories. They can solve problems and make decisions by finding solutions to questions and problems.People with a Converging learning style are more attracted to technical tasks and problems than social or interpersonal issues. A Converging learning style enables specialist and technology abilities. People with a Converging style like to experiment with new ideas, to simulate, and to work with practical applications. Accommodating (doing and feeling Ã¢â¬â CE/AE) Ã¢â¬â The Accommodating learning style is Ã¢â¬Ëhands-onÃ¢â¬â¢, and relies on intuition rather than logic. These people use other peopleÃ¢â¬â¢s analysis, and prefer to take a practical, experiential approach.They are attracted to new challenges and experiences, and to carrying out plans. They commonly act on Ã¢â¬ËgutÃ¢â¬â¢ instinct rather than logical analysis. People with an Accommodating learning style will tend to rely on others for information than carry out their own analysis. This learning style is prevalent and useful in roles requiring action and initiative. People with an Accommodating learning style prefer to work in teams to complete tasks. They set targets and actively work in the field trying different ways to achieve an objective. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Ã¢â¬ ¢ Adrian Gauci HONEY ; MUMFORD LEARNING STYLES Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci HONEY ; MUMFORD`S LEARNING STYLES Ã¢â¬ ¢ ACTIVIST: a dynamic learners without bias Ã¢â¬ ¢ REFLECTOR: an imaginative learner and the person, who observes phenomena, thinks about them and then choose how to act. Ã¢â¬ ¢ THEORIST: Who adapt and apply their observations in the form of logical theories. PRAGMATIST: a commonsense learner who only likes to study if they can see a direct link to practical problems. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci HONEY ; MUMFORD`S LEARNING STYLES Ã¢â¬ ¢ 1. Activists who involve themselves fully without bias in new experiences and revel in new challenges. Ã¢â¬ ¢ 2. Reflectors who stand back and observe new experiences from different angles. They collect data, refl ect on them and then come to a conclusion. Ã¢â¬ ¢ 3.Theorists who adapt and apply their observations in the form of logical theories. They tend to be perfectionists. Ã¢â¬ ¢ 4. Pragmatists who are keen to try out new ideas, approaches and concepts to see if they work. Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation SupervisorAdrian Gauci Kolb vs Honey ; Mumford Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor Adrian Gauci INDIVIDUAL BARRIERS TO LEARNING Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ Ã¢â¬ ¢ LACK OF INFORMATION TIME MONEY APATHY ANDLACK OF MOTIVATIO CULTURE AGEISM SPECIAL NEEDS SOCIO-ECONOMIC STATUS LACK OF CONFIDENCE Adrian Gauci BA (Hons), MA, Dual MBA (New York) Ã¢â¬â Business Lecturer and MBA Dissertation Supervisor How to cite Assey, Papers
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Research Proposal on Educational Management Paper Educational management is the complicated set of activities and policies which are aimed at the maintenance of the quality of the educational process on its all levels. Educational management touches upon a great number of various disciplines, related with sociology, economics, political sciences, psychology, business and management, etc. The problem of educational management is quite serious, because it is important to organize the educational p process well and prepare the work of the educational institution well. The administration of every high school, college and university is responsible for the effectiveness of the educational process and their direct duty is to manage the students, the teaching staff, other employees of school, the curriculum, the technical side of education connected with the supply of energy and the appropriate devices required for education. First of all educational management is connected with human resource management, because it is essential to organize the work of the staff and students correctly. In addition the institution should think about the finance, the building itself and about the equipment. One should maintain the proper safe condition of the building, renovate it on time and improve the quality of its rooms constantly. The question of the equipment is very important, because every institution requires a great number of the specific devices in order to teach children IT, chemistry, physics, biology, etc. Educational management is responsible for the skilful funding of the institution in order to pay salary for the staff and purchase the appropriate equipment. Educational management is closely connected with the great number of various spheres and the quality of the management influences the level of the educational institution and the quality of its work. The problem of educational management is quite serious and there is still a wide space for suggestion, so a student can prepare a good educational management research proposal and demonstrate his alternative vision of the question. A good research proposal should explain the topic from all sides and present the purpose of the research of the problem on educational management and dwell on its core aspects and elements. Furthermore, it is important to share the methodology and literature review sections and present the predicted results of the research in order to persuade the professor in the success of the choice of the topic for the investigation. We will write a custom essay sample on Research Proposal on Educational Management specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Research Proposal on Educational Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Research Proposal on Educational Management specifically for you FOR ONLY $16.38 $13.9/page Hire Writer The best writing helper for students is the Internet, because one can find a free example research proposal on educational management prepared by the experienced writer and understand the secrets of the successful process of writing. If one reads a free sample research proposal on educational management, he will manage to format the paper well and master the convincing manner of data presentation. NOTE!!! All free sample research proposals and examples on Educational Management are 100% plagiarized, we are here to help you! EssayLib.com is a leading research proposal writing service, which can offer you the solution you have been looking for. With thousands of written research papers and proposals for MasterÃ¢â¬â¢s and PhD degrees, we can give you exactly what you need at very affordable prices. Our experienced writers will prove you that high quality and exclusivity is a trademark of our products. We can guarantee your confidentiality and promise you strict on time delivery. There are many reasons for EssayLib.com to become your favorite research proposal writing service, but all we are asking you Ã¢â¬â just give us a try!