Creative Writing A Short Story - 761 Words

The eyes of the painting followed me as I passed it. I was chilled to the bone, not daring to face the man frozen in the paint. â€Å"Maria,† a hoarse whisper groaned at me â€Å"Maria, turn your head to me.† I walked quicker, keeping my eyes straight ahead. Torches lined the halls, bringing the dull oil canvases to life. The halls of Farrador Hold were built like a labyrinth, yet I turned every corner knowing exactly where it would take me. The whisper grew into a voice that sounded like it had been thirsting since birth. â€Å"Maria Deuveu, please, my dear sweet Maria,† it hissed growing closer to my ear. My pace was between walking and jogging as the halls of the Hold seemed to shrink. â€Å"Maria! Maria! My Maria, answer me!† It was the same†¦show more content†¦I scrambled into the kitchen and ransacked every drawer until I found the box of matches. A large bottle of alcohol was in my other hand. Ghostly moaning echoed from outside of the kitchen. My mind was other places, and I ignored the unquenchable spirit as I raced past his portrait. Trembling overtook my legs and hands when I grabbed a torch and ascended back to the room. I stared at everything with the deepest, the most scarlet rage I had ever looked at anything, before coating everything with alcohol. It was before I lit the match that he, or what he had become, appeared in front of me. â€Å"Maria,† he cooed, the dark bristles on his upper lip quivering. â€Å"Maria, how could you? How could you kill me?† His voice –no, it was not his, it was the creature who haunted my waking days and sleepless nights– grew louder and louder and louder until it was filling my head with its horrible cries. â€Å"How could you? How could you kill me Maria? Maria, how?† I opened the matchbox and lit several at a time, throwing the matches around the chamber. My feet forced me to run, but the arm holding the bottle of alcohol hung limp, spilling dark substance from the bottle, begging the fire to follow me like a chain. When the bottle ran dry, the fire continued to lick up anything it could reach. Paintings fell and crumpled into ash around me while my legs continued to punch on. The gate to the lawn was fifty feet away, now fourty, now thirty†¦ A spruce support beam fell inShow MoreRelatedCreative Writing : A Short Story1020 Words   |  5 PagesThe girls sat seperated in two stark, cold rooms. Each of the girls was sat at a table with a clear plastic cup of water sitting at arm’s length from them, both cups untouched. How could they drink when their best friend was no where to be seen? They had been having an innocent night of fun at Mercedes’ house three weeks ago, the first of many planned for the spring break, watching movies on Netflix and eating a pizza they ordered. The night was full of rambling about how classes were, drama floatingRead MoreShort Story : Creative Writing1550 Words   |  7 PagesIn the woods when the sun was just starting to set, there was a van driving on a long-abandoned road, behind the wheel of said van was a tired looking girl who seemed to be about 19. She took a sip of the long cold coffee, and turned to the turquoise haired girl sitting next to her. Hey uhhhh Cas, Cassie? Where are we? Noting the headphones, she stopped the car and turned around to inquire of the two boys in the back, Kenny, Timmy, do either of you have an idea where we are? It seems like weveRead MoreCreative Writing : A Short Story1281 Words   |  6 PagesSMACK! I was on my back, peering up at Josh as he laid on top me. â€Å"Gotc....† He begins to say but stopped. The look of victory slowly vanished from his face at the realization of how little space was between us. I could feel his heart hammering in his chest or maybe it was mine. Because, Josh was now searching my eyes as if he was looking for an answer to a question. His lips were only inches from mine and I could feel the heat coming off of them. Everything inside of me screamed to move awayRead MoreShort Story : Creative Writing865 Words   |  4 Pages Brrring! Brrring! Brrring! Brrring! â€Å"What is someone doing calling at 2am† whispers Dave groggily as he wipes his eyes and p icks up the phone. Yawning, somehow he manages to make something comprehendible come out of his mouth, â€Å"Hello? This is Dave speaking.† â€Å"Dave! This is Joe†¦ your old roommate from college. How are you doing?† â€Å"I am doing fine.† says Dave thinking and thinking about who Joe is when suddenly he remembers. At that moment he groans but manages to put out a polite response,Read MoreCreative Writing : A Short Story1037 Words   |  5 PagesThere she goes again. Mother can’t ever mind her own business, Seriously will it kill her to just leave her thoughts to herself. Little Mike came up tugging at her sleeve, his soft little fingers grasping at the cloth, a pull then another. â€Å"Yes sweetheart.† Mike looked at her, his finger pointed forwards, just at the edge of my vision. â€Å"It’s our turn now mommy.† She looked up; Mike quickly ran forward. â€Å"Woah slow down buddy, you can’t walk away by yourself.† Mike came to a sudden stop;he turned toRead MoreCreative Writing : A Short Story1102 Words   |  5 PagesWhen their parents entered their room, Charlie watched as Maggie walked to the window and kept her back to them. They could al l tell she was upset about something. Looking at Elliot, she pushed herself up further in the bed, as Callum grabbed Ian and took a seat on the chair next to her. Ben clasped his hands in front of him as he took a deep breath. â€Å"Ive been asked to stay here in order to help Rachel on her work supplying the Republic with power. I plan on asking Miles to let all of you andRead MoreCreative Writing : A Short Story1148 Words   |  5 Pagesbench nearby. And that’s what she was doing now. She sighed and stood up to go home. The next day she went to school and her best friend Sarina asked, â€Å"What’s wrong?† She then told her the whole story as she didn’t know what happened yesterday because she was absent. Hearing the story she said, â€Å" It’s a good thing that I upgraded my remote few days ago. You should go to the remote shop today after school.† Then they both went to class. When Maya entered her first class she saw Tasha andRead MoreCreative Writing : A Short Story1583 Words   |  7 Pagesforbid, if you don’t find it within two seconds, then youre most definitely an incompetent driver. Almost needless to say, Jason didn’t follow in the outlier’s footsteps, and he aced the questionnaire. Though he did take note that his examiner was creative with her questions. She was probably was deeply saddened that there wasn’t a convoluted touch screen to inquire about, Jason thought to himself. Finally all the formalities were complete, consequently, he took a second to get himself mentally, andRead MoreCreative Writing : A Short Story1440 Words   |  6 PagesPayday arrived for both me and Patsy, giving us the opportunity to attend the luxurious cinema and a wider variety of movies. As we stand before the array of movie posters, deciding between an action or comedy, somehow, how conversation shifts over to John. â€Å"He was so excited about the other night,† says Patsy. I abandon the posters and give her a questioning look. â€Å"About what?† â€Å"Well, first of all spending the evening with you, and then because you hugged him the way you did.† She taps her fingerRead MoreCreative Writing : A Short Story1615 Words   |  7 Pagestown to barter, we’ll ask around.† Shocked that her husband knows about Miles tattoo on her arm, Rachel clings to him in the silence, her mind racing at the possible implications. XXX Rachel sits stunned at the table, listening to Ben relay the story that he’s heard over and over in the village nearest to the house they’ve decided to ride out the winter in. â€Å"Soul Marks? How is that possible? These are just replicas of tattoos,† she replies with a disbelieving shake of her head. Ben shrugged

Changing Behavior Case Analysis Essay - 806 Words

Changing Behavior Case Analysis Carlissa Tigue Psychology Narketta Sparkman Baker College October 25, 2012 The client, Mrs Freeman has been a drinker for 15 years and she currently drinks a fifth of Vodka a day and a six pack of beer. She is the mother of three girls and three boys. She has developed health issues related to her long term drinking habit. Mrs. Freeman wants to quit drinking for her own health and the health of her children. Classical conditioning could explain Mrs. Freeman’s drinking addition. Her drinking acted as an unconditioned stimulus. As she continued to drink, she craved for more drinks and then stronger drinks this becomes her unconditioned response. Over time social, environmental and psychological†¦show more content†¦Operant Conditioning could also play a part in Mrs. Freeman’s drinking habit. Mrs. Freeman started drinking when she was younger, as she got older she drunk more due to pressure. She continued to drink because she had so much going on, that she could not handle. The good feeling associated with drinking acted as a positive r einforcement, that made her continue her behavior. Now that Mrs. Freeman is grown and all on her own drinking has had a negative effect on Mrs. Freeman’s life. She has gone to work drinking, and been warn not to do it again. This has not stop Mrs. Freeman from drinking, she now just hides her drinking better. Mrs. Freeman knows that if she continues this behavior, she could loss her job. She has been affected by both positive and negative reinforcement (Morris amp; Maisto, p 159). The negative reinforcement of drinking is poor health and the possibility of losing her job. These things have made Mrs. Freeman motivated to quit drinking. Instead of having a drink Mrs. Freeman will call her sponsor or even have a cup of coffee. She will reward herself by buying herself a new dress every time, she doesn’t pick up a drink. Mrs. Freeman is motivated to quit drinking for her health and the health of her children. Cognitive and social learning also play a role in maintain unwanted behaviors (Morris amp; Maisto, p 174). Growing up with a father who wasShow MoreRelatedChanging Behavior Case Study Analysis7120 Words   |  29 Pages Changing Behavior: Insights and Applications Annette Frahm, project manager Dave Galvin Gail Gensler Gail Savina Anne Moser December 1995 Revised June 2001 Local Hazardous Waste Management Program in King County King County Water Pollution Control Division 130 Nickerson St., Suite 100 Seattle, Washington 98109 (206) 263-3050; haz.waste@metrokc.gov Prog-3(12/95)rev.6/01 Introduction Have you ever tried to get a smoker to stop? A kid to start wearing a bike helmet? An aerosol userRead MoreChanging Behavior Case Study Analysis Essay examples1051 Words   |  5 Pagesï » ¿Changing Behavior Case Study Analysis Baker College – PSY111 Seminar 3 Changing Behavior Case Study Analysis A client approached me because he has a serious problem with procrastination. My client has procrastinated most activities that were not comfortable or enjoyable for as far back as he can remember. Procrastinated activities include but are not limited to paying bills, doing homework assignments, making progress on assigned projects in the office, buying presents for birthdays or holidaysRead MoreIncreasing Uncertainty Of The Business Environment : How Can Organizations Plan For Change?1499 Words   |  6 Pagesincredible. The environment where the organization exist is changing all the time. As well as the business environment. The business environment where the organizations exist is becoming increasingly complex , competitive and unpredictable. Changes of the business organizations have to follow the steps of the business environment. This essay will use the â€Å"PESTLE† analysis, Lewin â€Å"Unfreeze - Change - Refreeze†model, Lewin Forces Field Model and tons of c ase to provides and analyzes the business environmentRead MoreApplied Behavioral Analysis and Case Studies Bobby, Jackie, and Emma1712 Words   |  7 Pagesent Applied Behavioral Analysis and Case Studies Bobby, Jackie, and Emma Joshua Stewart Kaplan University PS360- Unit 4 Assignment Prof. Chrystal Ayala June 15, 2015 â€Æ' Applied Behavioral Analysis and Case Studies Bobby, Jackie, and Emma Applied Behavioral Analysis is a natural science that aims to systematically apply intervention processes using the behavior learning theory in order to remove or change undesirable socially significant behaviors (Cooper, Heron, Heward, 2007). AppliedRead MoreOrganizational behavior1577 Words   |  7 PagesOrganizational Behavior: An Analysis of Helm Fire and Rescue Company Introduction Organizational Behavior is referred to as the study of individuals and their relative behavior subject to the existing organizational environment. The concept applies in a diverse workplace setting in different ways and had diverse impacts to the organization. Organizational behavior field includes communication, sociology, psychology, and management. The concept is subject to both internal and external factors affectingRead MoreWhat Is Organizational Culture And Discuss Factors Associated With Understanding An Organization Is Its Success1353 Words   |  6 Pagesit is important for organisation and when it should be changed. In the era of globalization, exploring and understand the culture and behavior of the organization have become very important, as it is composed of people of different race, color and culture. Organizational behavior culture largely determines the interaction of people in the organization and analysis of individual group performance which contributes to a better understanding, prediction and improvisation in a workplace that leads toRead MoreEcological Anthropology And Cultural Ecologist799 Words   |  4 Pagesenvironment as more possibilistic, explaining that the â€Å"process† may result in alternative behaviors (Reitz and Wing, 2008; 14). The Historical Ecological perspective provides a temporal structural and functional framework to a changing landscape by analyzing how humans alter the environment and how in turn a changing environment alters human activity (Reitz and Wing, 2008; Crumley, 1994). Faunal analysis takes a prominent role in these ecological frameworks and therefore in Zooarchaeology. Post-ProcessualRead MoreOrganizational Behavior1653 Words   |  7 Pages| Management of Innovation: TransAct Insurance Corporation Case Study | Prepared for: MGT1000-Term Assignment Submitted: 28 September 2011 Prepared by: 1. Introduction: TransAct Insurance Corporation Case Study â€Å"Change is the only constant said Heraclitus, Greek philosopher† (Change Management Training, 2011). This is main challenge that every business faces when they become aware of the need for improvement. TransAct Insurance Corporation (TIC) providesRead MoreA Case Study of a First-grade Student1344 Words   |  5 PagesThis case study consists of a first grade student, Adam, who displays minimal social interaction and exhibits patterns of disruptive behavior in the form of tantrums. Although he has deficits in communication and social skills, Adam excels in completing certain tasks that are designed for upper level students. After reviewing the symptoms and the reactions he exhibits, I believe the student has Autism Spectrum Disorder (ASD). At this time, I would choose treatment options that implement behavior modificationRead MoreCase Study : Apple Inc.1349 Words   |  6 Pages Case Analysis: APPLE INC.: IPODS AND ITUNES Donna Martinelli TEXAS CHRISTIAN UNIVERSITY September 3, 2014 Table of Contents Executive Summary..................................................................................................3 Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..3 Defining the Challenge...............................................................................................3 Analyzing the case data....................

Role of Human Resource Development in Orgainisation

Question: Senior HRD management must understand the variety of individual learning demands of their staff before they can design effective training, learning and development interventions. Critically justify this statement using your conceptual knowledge of learning theories and case? Answer: Introduction Nowadays organizations look at the human resource as a useful asset that can provide sustainable growth opportunities to the organization. This acts as a strategic competitive advantage to the business and organization is said to be effectively oriented towards the business (HUMAN RESOURCE MANAGEMENT, 2015). This aspect not only looks towards managing the workforce but also looks forward to increase the work life balance of the employees as well. Human resource development can also be defined as set of intentional activities which can improve an employees skills and abilities to perform more effectively in the organization. This also provides a planned platform to the people in the organization to develop more certainty toward results outcomes. Human Resource Development has a strategic role to play to apply contributing values to enhance the performance of business (Mavin, 2015). The Role of the Senior HRD in Identifying the Needs of the Employees of the Organization One of the most important things that needs to be kept in mind is that effective learning and development is needed to ensure that the employees meet their responsibilities in the organization. Not only training and development plays an important role but learning is also essential to provide the organization with added values. Some organizations that need to improve the productivity and stability of their business apart from whatever they receive during the training process (de Silva, 2015). The companies must be uniqueness in their approaches so as to view the orientations of the company. It is essential to identify and analyze all the learning that the employees receive and development objectives in order to sustain all the facts and views in an organization. It must be ensured by the senior HRD, that all the employees of the organization are attaining maximum productivity in terms of the work done by them and the level of satisfaction been derived from their workplace. It is also important to denote that all the strategies which are initiated in the company are positively linked to the overall objectives of the organization as well. It is the duty of the HRD to ensure that the goals of the organization are met keeping in alignment to the mission and vision statement of the company. What is meant by Evaluation of Learning and Development? This can be described as a systematic process for the collection and evaluation of the necessary information that is required to be introduced in the training program. This involves a variety of activities that are necessary to be implemented along with the training process. This also allows the managers to follow a set of guidelines that can be used to form a training schedule that can be implemented (Briggs, 2015). The process of evaluation also helps in implementing and regulating the policies so that objectives of the organization can be achieved and transformed along with the transformation of the corporate objectives of the company. It is very important to portray all the learning objectives along with a benchmark that are to be set along with corporate objectives. The evaluation process tries to maintain parity between the internal and the external process so as to enhance the functioning of the organization. What is the Purpose of Training Needs Assessment in an organization? It is very important to understand the reason and the type of training that is to be given to the employees in an organization. It is also notified that which areas of behavior are to be actually noticed upon. This highlights what an organization expects out from a candidate and seeks to comply with the organizational standards in terms of roles, values and behavior (de Silva, 2015). The need for training arises when we need to identify the performance gap within an employee and then suggest him with necessary feedback on how to improve them. The gap is significant in terms of organizational benchmark and in terms of what an employee develops or possess in himself that are required to perform in the organization. It is said that training can check all the performance gaps and can enhance those gaps once they are identified the process of training also involves various opportunities that are related to organization strengths and weaknesses (de Silva, 2015). All the strengths are required to be implemented in a positive way seeking better prospects of organization growth and development. Whereas the weakness part need to controlled and checked and necessary steps are to be taken to eradicate them. Why is evaluation of learning and development activities needed in an organization? The training and development programmes include high cost of implementation. Thus when any training and development programme is to be incorporated, it must be kept in mind that employees must look-up to it. Through these programmes the company seeks to attain the goals and objectives of the organization (VemiĆ¡, 2015). Once an employee is being trained according to the rules and regulations of the company, he is expected to deliver favorable results and outcomes. This is done so that the expectations of the company are met and the professional standards of the work are maintained. This is the sole reason why training is being imparted to the employees as well as the managers. Once an employee gets proficient with the overall system of the company he is expected to adapt to the changes and give their maximum to the effectiveness of the organization (Jain, 2015). The importance of training mainly caters to three main perspectives among the stakeholders: Organizations should involve training programmes after the needs of such programmes have been assessed and this can lead to activities and enhance the growth and development. This is required by the organizations so that they can help in making decisions about interventions in the future (Shepherd, 2015). It is also important to note that which employees should seek training needs and it is ensured necessarily by the company that only those persons are been provided training with by the company. It is also expected from the trained employees to generate more outcomes in terms of productivity and profitability as well It is also necessary to give feedback to the facilitators as and when required. This proves as an evidence to the fact that training been given is providing a cause and effect relationship as well for the employees and organization (Noe, 2015). The feedback that is been given must be taken as a positive way and should be acted upon to do the necessary changes been asked. Evaluation process also helps the trainers to remain independents in terms of organizational interfaces. They can develop themselves only by implementing the feedbacks given to them. Benefits of Integrated Learning and Development associated with HR This is the most important step where all the plans and actions of management are linked and integrated along with human resource development. This can be attained by adopting a coherent approach that is necessary to be developed so that it allows the learning strategies to be developed and mapped along with the people management strategies so that organization goals and objectives are attained. This approach also simplifies the processes and seeks to remove the duplication of efforts (Learning and development, 2015). This approach is better known as the people management process where all the employees along with their managers are well known and aware about the day to day operational activities. This helps to develop roles and responsibilities of individuals so that the HR processes can be linked and adjusted along with business development plans and objectives. This also promotes effective provision to learn and develop and build coherent objectives as well. Human Resource Management Information System (HRMIS) is another approach linked with strategic business development in a business. This process approaches better prospects of learning and development in the workplace so that all the necessary information can be monitored and reported back to the organization. Learning and development acts as an important input to develop the needs in the organization. This also helps to enhance the decision making policy of the business as well (Human Resource Management Information System, 2015). An effective example can strongly withstand the statement. Brainstorming is an effective group technique approach that helps to analyze and understands the behavior of employees and imparts training as and when required. This process involves formation of small groups that are asked to briefly analyze about the problem being identified and then necessary points are depicted by the facilitator to solve that particular issue. There is a strict time frame according to which the task is to be done. Conclusion To conclude it can be said from the evaluation of the statements that training interventions are very much essential in order to meet the organizational standards. A cultural issue is raised by the managers and employees about what changes are required to be implemented in the organization and at which particular time it is to be implemented (Sharma, 2015). It is also important to verify that how the employees are performing and is being a part of the following training interventions that has been made. Personal development plans are also required so that individuals can grow personally and professionally in terms of its business. This also creates a distinct competitive edge to select and develop highly motivated and skilled staff so as to ensure higher levels of productivity and growth for the company as well as the employees. References Briggs, L. (2015).Evaluating Learning and Development(1st ed.). Retrieved from https://www.apsc.gov.au/__data/assets/pdf_file/0020/7706/evaluation.pdf de Silva, S. (2015).DEVELOPING THE TRAINING ROLE OF AN EMPLOYERS' ORGANIZATION(1st ed.). Retrieved from https://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srsdevel.pdf de Silva, S. (2015).HUMAN RESOURCES DEVELOPMENT FOR COMPETITIVENESS: A PRIORITY FOR EMPLOYERS(1st ed.). Retrieved from https://www.ilo.org/public/english/dialogue/actemp/downloads/publications/srshrd.pdf HUMAN RESOURCE MANAGEMENT. (2015) (1st ed.). Retrieved from https://www.csb.gov.hk/english/publication/files/e-hrmguide.pdf Human Resource Management Information System. (2015) (1st ed.). Retrieved from https://www.ag.gov.nl.ca/ag/annualReports/1999_Annual_Report/HRMIS.pdf Jain, S. (2015).Facilitating continuous learning: A review of research and practice on individual learning capabilities and organizational learning environments(1st ed.). Retrieved from https://www.memphis.edu/icl/idt/clrc/clrc-smita-research.pdf Learning and development. (2015) (1st ed.). Retrieved from https://www.cipd.co.uk/NR/rdonlyres/EB18FA28-BD40-4D47-81B9-660034D280C1/0/learndevsr.pdf Mavin, P. (2015).The evaluation of learning and development in the workplace(1st ed.). Retrieved from https://www.northumbria.ac.uk/static/5007/hrpdf/hefce/hefce_litreview.pdf Noe, R. (2015).Employee Training and Development(1st ed.). Retrieved from https://serverlib.moe.gov.ir/documents/10157/42675/Employee+Training+and+Development.pdf Sharma, D. (2015).MANAGEMENT TRAINING DEVELOPMENT(1st ed.). Retrieved from https://www.ddegjust.ac.in/studymaterial/mba/obh-412.pdf Shepherd, D. (2015).Training and Development (T D): Introduction and Overview(1st ed.). Retrieved from https://www2.le.ac.uk/projects/oer/oers/psychology/oers/Training%20and%20Development%20Introduction%20and%20Overview/Training%20and%20Development%20Introduction%20and%20Overview%20-%20TRF.pdf VemiĆ¡, J. (2015).EMPLOYEE TRAINING AND DEVELOPMENT AND THE LEARNING ORGANIZATION(1st ed.). Retrieved from https://facta.junis.ni.ac.rs/eao/eao200702/eao200702-13.pdf

Levendary Café Essay Example

Levendary Cafà © Paper Levendary cafe is a US-based fast food chain. Mia Foster is a CEO of Levendary cafe, who does not have international management experience. The Levendary cafe have their own concept and approach (delighting the customers) to obtain the US market. However, with the depression of domestic market, Levendary eyes the Chinese market to expansion. After one year of its expansion into the Chinese market, the staff has become concerned that company’s major problem of moving too far from the concept of Levendary store design and local menu, which is detrimental to build a positive brand image in China. There was a lack of strategic plan and inconsistency, Furthermore, different reporting and internal management structure is another problem CEO faced. Headquarter Managers including CEO and CFO want to solve the problem by changing the Chinese store design and menu, and hiring international financial analyst even though the financial report that is provided by Peter Steele(CFO) shows that Louis Chen (president of Levendary China) provided great achievements. Therefore, this proposal will give some strategies to deal with the problems of core concept, reporting and company structure that similar company will face, and will analyze these commercial problems with some theories. Recommendation and benefits There are several recommendations, which could be implemented for cross collaboration management and effective decision-making. 1. Strengthening research and cultural intelligence of the foreign markets 2. Establishing shared goals and documentation . Adjusting the organizational structure and management team Firstly, building cultural intelligence appears to be an ideal method to address the issues of different cultural backgrounds in the service-oriented business context. We will write a custom essay sample on Levendary Cafà © specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Levendary Cafà © specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Levendary Cafà © specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It not only helps to understand how people from different countries interact with stakeholders such as government agencies, partners, rivals and customers, but also how these cultural values affect customers purchasing decisions and their satisfactions. Tian, R Wang, C 2010) For instance, launching the business in China should have an in-depth knowledge about the importance of the personal relationship, called Guanxi, protecting the reputations and bureaucratic systems (Qin, C Zhang, C 2015). This would also result in positive effects in terms of adopting the restaurant concepts, involving the brand images, marketing programs, location choices, controlling cost structure and management styles as well. Second, understanding mutual goals can play a pivotal role in service-oriented businesses in overseas market by working with partners and managing a geographically dispersed team. This could overcome the miscommunication raised by the different language, conflicts, and cultural noises. To establish a common goal with partners, there are clear documentations for key performance indicators (KPI) and reporting systems. In order to compete for lower margin restaurant businesses, quick reaction based on the performance should help to keep the market share in China. Third, establishing a new functional department in China appears to be an ideal strategy to address the issue of decision-making. Such department should involve independent marketing, food development and operating functions, which may reduce the problem of the hierarchy of parent companies. Furthermore, this new department should build the team members by the experienced headquarters workers and new local workers. For this recommendation to be effective, this department should able to create decision-making protocols and assigning responsibilities. These would also result in positive effects in terms of commercial reasons, It can be seen that in Chinese revenue per customer is relatively lower than the US market. Increasing sales volume and saving the fixed costs appears to be an ideal strategy to address this issues based on the case study. Understanding of ethnic culture and business environment can help to encourage sales revenues in quick casual segments. Furthermore, creating shared goals and documentation could possibly minimize the administration costs and prevent the sunk cost related to marketing and pre-opening expenses. Establishing independent department should promote effective strategic decision making associated with brand images, exterior and interior design, which lead to increase in market shares and reputation of its business. Analysis When first entering new markets, MNEs may face a problem that corporate culture may clash with the local culture. This clash may result from various factors such as culture differences, and different wage levels, etc. In order to minimize clash, it is significant for MNEs to conduct market research and build cultural intelligence. According to Meyer (2015), the adaptation of a company’s culture often plays a key role in company’s success, and how corporate culture maintains depends on their products or competitors. Moreover, if employees fully adapt to corporate core culture, it may be difficult for them to deal with domestic suppliers and partners. In Levendary cafe’s case, Levendary cafe US is very proud of its tasty and high-quality foods as well as its restaurant designs. However, it is challenging for Levendary cafe’ to accepted by Chinese customers due to culture and wage levels difference. If Chinese branch VP Chen maintains all of foods and design from Levendary in the USA, he may fail in China because Chinese customers have different tastes and consumer views from Americans. Therefore, MNEs should focus on adapting their corporate cultures to domestic cultures carefully when they are entering new markets. Cultural variables affect the Cross-Communication process and Decision making the process by influencing a person’s perception or attitude, organizations, and their past versus future orientation. Therefore, understanding Hofstede’s and Trompenar’s cultural value dimensions of the host countries would help the headquarters manage across borders without culture shock In the Communication process, these cultural variables cause cultural noise, which means misinterpretation of the message from a sender to receiver or anything that undermines the communication of the intended meaning. Ethnocentric attitude is one of the sources of noise in cross culture communication (Deresky, 2017) In the Levendary cafe case study, Foster insisted hiring a financial analyst to manage China audit team and Chen refused to cooperate. In addition, when Foster raised concerns about Levendary’s reputation and image, Chen felt his hard work and efforts were not being appreciated. To avoid cultural noise, Foster should develop cultural sensitivity, show empathy, and have face- face communication Besides cultural differences, the headquarters should comply with the local law and government regulations regarding taxes and accounting system of the subsidiary country, which doesn’t apply to the US Generally Accepted Accounting Principles (GAAP). Therefore, to standardize the reporting structures and other financial procedures, a new division in the company with global team members should be created, specifically to oversee all the operations of the US controlled foreign subsidiaries, and henceforth streamline the communication between them, and evaluate the operation performances and strategy implementations in monthly or quarterly periods. Due to the lack of international management and expanding experience, Levendary cafe needs to recruit more local or foreign employees to build a new department for China market, because China is a potential market with its growing GDP. Furthermore, for improving the effectiveness of communication and increasing the efficiency, the headquarter could provide a separate path for Chinese managers to directly report to headquarter. Other established players like KFC, McDonalds are more standardized and successful in Asia though they haven’t made many changes to menus, Deny’s in Japan changed the entire menu catering towards local taste preferences but the levendary cafe in China changed both the menu and the look and feel of it depending on the location. Therefore, â€Å"Thinking Local and Acting Global† is a successful and mature strategy for quick service restaurant chain to develop foreign markets.

Definition of LD50 or Lethal Dose 50 Test

Definition of LD50 or Lethal Dose 50 Test Updated and edited on May 20, 2016 by Michelle A. Rivera, About.com Animal Rights Expert The LD50 test is one of the most controversial and inhumane experiments endured by laboratory animals. â€Å"LD† stands for â€Å"lethal dose†; the â€Å"50† means that half the animals, or 50 percent of the animals forced to endure testing the product, will die at that dose. LD50 value for a substance will vary according to the species involved. The substance may be administered any number of ways, including orally, topically, intravenously, or through inhalation. The most commonly used species for these tests are rats, mice, rabbits, and guinea pigs. Substances tested might include household products, drugs or pesticides. These particular animals are popular with animal testing facilities because they are not protected by the Animal Welfare Act which states, in part:   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   AWA 2143 (A)   Ã¢â‚¬Å"†¦for animal care, treatment, and practices in experimental procedures to ensure that animal pain and distress are minimized, including adequate veterinary care with the appropriate use of anesthetic, analgesic, tranquilizing drugs, or euthanasia;†¦Ã¢â‚¬  The LD50 test is controversial because the results have limited, if any, significance when applied to humans. Determining the amount of a substance that will kill a mouse has little value to human beings. Also controversial is the number of animals frequently involved in an LD50 trial, which may be 100 or more animals. Organizations such as the Pharmaceutical Manufacturers’ Association, U.S. Environmental Protection Agency, and the Consumer Product Safety Commission, among others, have all spoken out publicly against the use of too many animals in order to reach that 50 percent number. Approximately 60-200 animals are used even though the above organizations have indicated that these same tests could be successfully concluded by using only six to ten animals. The tests involved testing for â€Å",,,toxicity of gases and powders (the inhalation LD50), irritancy and internal poisoning due to skin exposure (the dermal LD50), and toxicity of substances injected directly into anim al tissue or body cavities (the injectable LD50),† according to the New England Anti-Vivisection Society, whose mission it is to end animal testing and supporting alternatives to testing on live animals. The animals used are almost never given anesthesia and suffer tremendous pain during these tests. Because of public outcry and advances in science, the LD50 test has been largely replaced by alternative test measures. In â€Å"Alternatives to Animal Testing, (Issues in Environmental Science and Technology)† a number of contributors* discuss alternatives that have been adopted by laboratories around the world including the Acute Toxic Class method, the Up and Down and Fixed Dose procedures.   According to the National Institute of Heath, the Consumer Product Safety Commission strongly discourages the use of the LD50 test, while the Environmental Protection Agency discourages its use, and, perhaps the most unnerving, the Food and Drug Administration does not require the LD50 test for cosmetic testing. Merchants have used the public outcry to their advantage. Some have added the words â€Å"cruelty free† or some other indication that the company does not use animal testing on their finished product. But beware of these claims because there is no legal definition for these labels. So the manufacturer may not test on animals, but it’s entirely possible that the manufacturers of the ingredients which comprise the product are tested on animals. International trade has also added to the confusion. While many companies have learned to avoid testing on animals as a public relations measure, the more the United States opens trades with other countries, the higher the chance that animal testing will again be part of the manufacture of a product previously deemed cruelty free. For example, Avon, one of the first companies to speak out against animal testing, has begun selling their products to China. China requires some animal testing be done on certain products before being offered to the public. Avon chooses, of course, to sell to China rather than stand on ceremony and stick to their cruelty-free guns. And while these tests may or may not involve LD-50, the fact is that all the laws and regulations that have been so hard fought and won by animal-rights activists over the years wont mean a thing in a world where global trade is the norm.   If you want to live a cruelty-free life and enjoy following a vegan lifestyle, you have to be part detective and research the products you use every day. *R E Hester  (Editor),  R M Harrison  (Editor),  Paul Illing  (Contributor),  Michael Balls  (Contributor),  Robert Combes  (Contributor),  Derek Knight  (Contributor),  Carl Westmoreland  (Contributor) Edited by Michelle A. Rivera, Animal Rights Expert

Learn About the Careers Available to Chemistry Majors

Learn About the Careers Available to Chemistry Majors The career options in chemistry are practically endless. However, your employment options depend on how far you have taken your education. A 2-year degree in chemistry wont get you very far. You could work in some labs washing glassware or assist at a school with lab preparation, but you wouldnt have much advancement potential and you could expect a high level of supervision. A college bachelors degree in chemistry (B.A., B.S.) opens up more opportunities. A four-year college degree can be used to gain admittance to advanced degree programs (e.g., graduate school, medical school, law school). With the bachelors degree, you can get a bench job, which would allow you to run equipment and prepare chemicals. A bachelors degree in chemistry or education (with a lot of chemistry courses) is necessary to teach at the K-12 level. A masters degree in chemistry, chemical engineering, or related field opens up far more options. A terminal degree, such as a Ph.D. or M.D., leaves the field wide open. In the United States, you need at least 18 graduate credit hours to teach at the college level (preferably a Ph.D.). Most scientists who design and supervise their own research programs have terminal degrees. Chemistry is involved with biology and physics, and there are many career options in pure chemistry as well. Careers in Chemistry Heres a look at some of the career options related to chemistry: AgrochemistryAnalytical ChemistryAstrochemistryAtmospheric ChemistryBiochemistryBiotechnologyCatalysisCeramics IndustryChemical Engineering (chemical engineer profile)Chemical Information SpecialistChemical SalesChemical TechnologyChemist (chemist profile)Colloid ScienceConsultingConsumer ProductsEnvironmental ChemistryEnvironmental LawEthnobotanyFood ChemistryForensic ScienceGeochemistryGovernment PolicyHazardous Waste ManagementInorganic ChemistryMaterials ScienceMedicineMetallurgyMilitary SystemsOceanographyOrganic ChemistPaper IndustryPatent LawPerfume ChemistryPetroleum and Natural Gas IndustryPharmaceuticalsPhysical ChemistryPlastics IndustryPolymer IndustryRD ManagementScience WriterSoftware DesignSpace ExplorationSurface ChemistryTeachingTechnical WritingTextile Industry This list isnt complete. You can work chemistry into any industrial, educational, scientific, or governmental field. Chemistry is a very versatile science. Mastery of chemistry is associated with excellent analytical and mathematical skills. Students of chemistry are able to solve problems and think things through. These skills are useful for any job. Also, see 10 Great Careers in Chemistry.

Journal Project (Art and the Unconcious) Essay Example | Topics and Well Written Essays - 2000 words

Journal Project (Art and the Unconcious) - Essay Example The message has a deep meaning and most of the times, it carries a warning for a person who is dreaming. According to Sigmund Freud, dreams are the creation of the unconscious mind and it is through the dreams that the unconscious mind tries to tell the person that there is some important aspect about the life that he is not dealing with (Gamwell, 2000, p.19). Hence, dreams and nightmares are wake up calls from the unconscious asking the human being not to suppress the reality, but to face it by expressing it. I remember a time in my life when I was haunted by a dream sequence regularly. It was a struggling period of my life. I was going through a problem in my personal relationship and was not taking a decision. The relationship was working negatively for me and was causing immense stress and misery in all aspects of my life. Even after suggestions from my friends to get out the relationship, I was somehow avoiding the decision. The nightmares I had were regular. My dream sequence was very confusing and still, very vivid. I dreamt that I was in a deserted building. There was a open lift hanging loosely and to get to the ground floor, I had to get into it and then go down. Also, the lift was little far from the podium. The lift was moving and the lift doors had no handles. But somehow I got into the lift by jumping into it and with lot of efforts, balanced myself. The lift was huge and was moving from left to right. The lift started going to the ground floor. It was going fine but suddenly the lift stopped and started swinging from left to right violently. I was scared and in that moment a pair long hands(kind of a super hero) came in from somewhere and hugged me and the next thing

Balanced Scorecard for Banagas Essay Example | Topics and Well Written Essays - 4000 words

Balanced Scorecard for Banagas - Essay Example From this report it is clear that  Balanced Scorecard was created in 1992 by Robert S. Kaplan and David Norton. It is a method for measuring a company's activities in terms of its vision and strategies giving managers a comprehensive view of the performance of a business. Generally, Balanced Scorecard can be characterized as a strategic management system that forces managers to focus on the important performance metrics that drive success. It balances a financial perspective with customer, internal process, and learning & growth perspective.As the report highlights Balanced Scorecard from a financial perspective measures reflecting financial performance, for example number of debtors, cash flow or return on investment. The financial performance of an organization is fundamental to its success. It should be noticed that the financial perspective of Balanced Scorecard usually refers to the estimation and evaluation of the figures revealed in the company’s accounts (trying to l ocate the firm’s current performance) as they can analyzed and presented using the common financial analysis practices.  From a Business Process Perspective, Balanced Scorecard measures the reflection of the performance of key business processes, for example the time spent prospecting, number of units that required rework or process cost.  The evaluation of the firm’s strategy and aims – as part of the specific area of Balanced Scorecard analysis and implementation – has to be regarded as a challenging task.

Latin American Religions Essay Example for Free

Latin American Religions Essay What are some major attributes of Latin American Catholicism? Identify and describe at least two distinctions and include how they are distinct from Catholicism elsewhere. The Central American War had changed the priorities of the Catholic Church in Latin America. In the 1980’s, the clergy’s had decided to go against the Catholic Church mainly the Vatican despite the various threats, and began to help the poor which were struggling for their equality and their rights. The Catholic activism was in support of the change; however, it did influence guerilla movements in certain parts of Latin America such as Nicaragua, Salvador, Guatemala. This had introduced moral and spiritual justification. â€Å"Throughout Latin America and the Caribbean, a wing of the church surfaced as a powerful ideological force in the struggle to end authoritarian regimes,† (Meade, T., 2010). In what ways have African religions influenced Latin American Catholicism? â€Å"Latinos are comprised of a great conglomeration of ethnicities, traditions, and customs, which are traditionally, expressed by a common language (Spanish) and religion (Catholocism). For instance, Latin American values and traditions received a great influence from Catholicism and indigenous beliefs. Similarly, African traditions also permeated the Latin American culture, especially in the Caribbean region. This unique syncretism between Catholicism, and indigenous and African traditions allowed the survival of folk traditions, which led to the creation of several healing approaches,† (www.egochicagoschools.com, 2012). Should Latin American Catholicism be considered polytheistic? Why or why not? There are various polytheistic religions that are practiced today. Many of the religions today outside of Catholicism believe in more than one God. However, the Catholics believe in one God and one God only. I do think the Catholicism needs to be consistent meaning the Catholicism that is being practices within Latin American needs to be the same everywhere else. Once others start to deviate from Catholicism then it begins to start a new religion and moves away from the beliefs of the Catholicism. Only the Vatican may assess and make changes within the Catholic Religions. How have churches fostered or hindered social changes in Latin America? After the civil war, Latin Americans had turned to other religions. For over 500 years, many Latin Americans were considered loyal to the Catholic religions. However, it quickly turned to be a stronghold to Protestants. In the Liberation area other religions had developed such as Evangelical and Pentecostal. These religions are very different from the Catholicism. These religions speak in tongue, rely on baptism, accept the Holy Spirit, and emotional rituals. With these new religions developing the social changes in Latin America does provide a much broader outlook on their beliefs. There are various groups or community gatherings within the particular religion. Each religion unites and brings together their faith and social aspects within their own community. How has Protestantism spread in Latin America in the past? Is it different than the factors that are promoting the current growth in Protestantism in this region? How and why? The Protestantism had spread in Latin America in the past due to the fact of various discrepancies within the Catholic Religion. For instance, in 1980’s, the Guatemalan’s had begun to change their beliefs and lean more to the Protestants. This was proven in 2005, when a massive amount of members of the Catholic Church had begun to leave the church as rapid growth. The new leading religion was the Pentecostal church. Many of the new religions were still created by using the Catholic religion as their foundation. Reference: A History of Modern Latin America. 1800 to the Present, Meade, T., 2010 http://ego.thechicagoschool.edu/s/843/index.aspx?sid=843gid=3pgid=760

Self-Presentation Essay -- Sociology, Social Evaluation

Self-Presentation by definition is â€Å"the process by which people monitor and control the impressions others form of them in social situations (Leary & Kowalski, 1990). In essence, this is impression management in which we are able to omit, or present aspects of self in order to make a desired impression. Self-presentation through research has shown that it affects athletes in many forms. Research of sources of stress during competition showed that the most frequent source of stress was significant others, competitive anxiety, and social-evaluation and self-presentation. (James, & Collins 1997) The largest stressor reported was stress from a significant other where ninety percent of participants reported that at least one individual caused stress. Another source of stress, self-presentation, was found to be an underlying factor. That many athletes feel the need to meet others expectations, prove their worth, or fear being criticized due to socially determined goals. Stress was shown to either increase the perceived self-presentational importance of the competition, or that the fear of failure or personal performance lowered self-presentational efficacy. Prior research has also shown that athletes may participate in self-presentational process which relate to health-damaging behaviors. These behaviors may contain drug abuse, not wearing proper safety equipment, and failing to seek medical attention when needed. Only limited research has been completed with regard to desired impression and health risk behaviors. Undependable evidence does support that there is such a relationship between risking ones health in order to promote a desired self-impression. Research has also found that athletes find a favorable image with regard to pl... ...r to prevent them. Self-presentation in these interviews has a connection with a singular influence. Both individuals’ behaviors are highly connected with one person, and if this is the case with more people then providing education for coaches, and parents could facilitate healthier self-presentational views. Having the person of influence stress health instead pushing through injuries, and showing the ability to care about the person and not just the performance may take some off the anxiety, and stress off of the athlete. Self-Presentational concerns may also be used in a positive fashion such as stressing the idea being in shape in order to perform to the best of your ability for themselves, teammates, and the coaches. However, it must also be made aware that when injury occurs that practicing through it without making others aware is a negative situation.

Research paper budgeting Essay

The research project is the opportunity to demonstrate your understanding of the readings as well as think critically about budgeting and budgeting processes. This is a five to seven page paper (double spaced, 12 point, Times New Roman). You will need a thesis statement, background and supporting information, and a conclusion. The paper is an analysis on your topic choice and may include a mix of theory and practice from one or more government examples. The paper requires at least five sources with citations (APA format) – at least three of which must be â€Å"high-quality academic† sources. (To find appropriate resources, use http://library.nau.edu/research.html – JSTOR and SAGE Journals Online are good options. Your textbooks are also acceptable.) You will be graded on both the quality of the ideas and the quality of your work product. Topics Choices †¢Public budgeting and ethics †¢Innovative and/or new revenue sources for government †¢History and trends of budget expenditures †¢International budgeting models †¢Public engagement in budgeting (outreach to the public, providing information, etc.) †¢Innovation in budgeting models and approaches †¢Public budgeting and the impact on the economy †¢The differences between public budgeting and corporate budgeting practices †¢Evolution of public budgeting in the Internet era †¢The politics and impact of a major budget change (e.g., Social Security, World War II) †¢Public policy implications of public budget constraints †¢Pros/cons of alternative budgeting processes †¢Alternative topic choices must be submitted for approval Presentation You will make a five minute presentation to the class on your research project on the final day of class. You will also be expected to answer a few questions. This presentation must include a one-page outline or summary handout of your comments. Grades will be based on the quality of ideas, handout material and presentation. To receive full credit, presentations must highlight key information about the project, including a broad overview of the topic, important details and significant findings; handout material must be well-crafted with minimal errors; and presentations must be the required length (give or take 30 seconds) and professional with complete thoughts.

My Favorite Heroes

My Favorite Heroes There are a lot of people who I admire most; some of them are In history, some are my family member who passed away years ago, and some of them are political leaders from history and in the present. I have a lot of reasons why I admire them because they are my favorite heroes, who Inspire me greatly. Among those people, one of my favorite heroes Is general Among San who was Burmese revolutionary leader and negotiated with British Empire for Bursa's Independence, fought for freedom of Burma from British colony and was founder of Burmese Army In Burma.He was assassinated by his enemy In 1947. The reason why I admire him Is because he got freedom from British colony from British country. He sacrificed his life for my country and all the people of Burma. Because of him, Burma received independence in 1947 at the same year of his assassination. He is not only my true hero but he is also a national hero of Burma. I really respect him and love him from the bottom of my he art, present and he is my greatest hero who was in history.My second favorite hero is Among San Sue Sky who is Burmese opposition politician, hairpieces of National League for Democracy in Burma and daughter of general Among San. I have several reasons to say why she is my hero. She is also like her father general Among San who wanted to sacrifice himself to Burmese people. She gives all of her energy and time for fighting democracy for Burma. Moreover, her party, National League for Democracy won general election of Burma in 1990, but unfortunately, Burmese Military Government took over the power of the country and detained her into house arrest for 21 years in Yankton.However, she was never upset about the under failure and fought for democracy for Burma in nonviolent ways. She inspires by the greatest India hero Amah Dam Gandhi who fought for freedom of India in nonviolent ways. She was release from house arrest in 2010. She has an open mind and good personality. She always put f irst priority to her people and country. For example, during house arrested, she was not allowed to go oversea.At that time her husband Michael suffered from final stage of cancer and wanted to see her before he died, unfortunately, Burmese government did not allow him to visit her at Rangoon, but they gave an option to her to leave the country for good or to still house arrest In Rangoon. At that time she neglected her feeling and pain and gave herself first priority for Burmese people to fight freedom and democracy for Burma. That Is why she won the Noble Peace Prize In 1991 and other several awards by oversea leaders and other nongovernmental organizations around the world.She Is true hero for Burma because she negotiates with even her enemy and forgives them for the sake of Burmese people. In conclusion, both of them are my favorite and national heroes In history and In the present. By Antenatal 8 April,2013 There are a lot of people who I admire most; some of them are in histor y, some are because they are my favorite heroes, who inspire me greatly. Among those people, one of my favorite heroes is general Among San who was independence, fought for freedom of Burma from British colony and was founder of Burmese Army in Burma.He was assassinated by his enemy in 1947. The reason why I admire him is because he got freedom from British colony from British country. He but they gave an option to her to leave the country for good or to still house arrest in priority for Burmese people to fight freedom and democracy for Burma. That is why she won the Noble Peace Prize in 1991 and other several awards by oversea leaders and other nongovernmental organizations around the world. She is true hero for In conclusion, both of them are my favorite and national heroes in history and in

Verbal Aggression Essays - Behaviorism, Aggression, Free Essays

Verbal Aggression Essays - Behaviorism, Aggression, Free Essays Verbal Aggression Verbal aggression is message behavior which attacks a person's self-concept in order to deliver psychological pain.(Infante, 1995) Studies of verbal aggression have focused primarily on children and adolescents in educational and social settings. Very few studies were found to examine verbal aggression in adults in the workplace.(Ebbesen, Duncan, Konecni, 1974) The consequences of verbal aggression in the workplace can lead to social isolation, job related stress, health related problems, as well as problems in career advancement. It therefore should be considered important, for the individual and management, to identify and address the causes of verbal aggression. This program attempts to understand verbal aggression by 1) identifying the various functions of verbal aggression. 2) identifying the antecedent conditions of verbal aggression. 3) Avoiding the antecedent conditions of verbal aggression. Method Subject The subject, Shirley J., is a 49 year old African American female. Shirley J. has several advanced degrees and is employed as a school psychologist in a metropolitan school district. She is married with two adult children. The subject readily agreed that the target behavior, verbal aggression, is a problem as it interferes with her relationships with others. She was enthusiastic in her desire to reduce, if not eliminate, this behavior. It would seem that self-monitoring for verbal aggression and antecedent control would be valuable as it would allow for consistent avoidance of verbal aggression. As a school psychologist the subject was very familiar with the basic principles of applied behavioral analysis and frequently offered programmatic suggestions. A behavioral contract was developed jointly between the therapist and subject. The contract outlined the target behavior, success criteria, and individual responsibilities of the therapist and subject. (see Appendix A) Apparatus A basic checklist was used to document the frequency of verbal aggression on a daily basis. The checklist was designed to track only the occurrence of the behavior. It was felt by the therapist that the content of the verbally aggressive message would be too open for subjective interpretation and that no meaningful data would be gained from such documentation. In addition the subject made frequent comments of significant success or failure in avoiding verbal aggression for discussion with the therapist. The weekly discussions were used to evaluate the appropriateness of the procedures used and make any necessary adjustments to the program. Procedure For the first two weeks of the program no intervention was applied. Given that the subject self-reported that verbal aggression was a problem it was important to determine if the frequency of the behavior merited intervention. Therefore, the subject documented the daily frequency of verbal aggression. The results of the baseline period revealed a high rate of verbal aggression. (see Appendix B) Given the results of the baseline data as well as the demanding, often stressful, nature of the subjects job, it was mutually agreed that reducing verbal aggression would be the focus of the program. Verbal aggression was defined as cursing, yelling, and screaming at others. The agreed upon goals of the program was to decrease verbal aggression by 75% of baseline for four consecutive weeks. Treatment would consist of identifying and avoiding the antecedent conditions to verbal aggression. Avoidance of the antecedents is considered less restrictive, more proactive, and most effective. During the initial consultation it was determined that the antecedent conditions included, but was not limited to: work stress, time of day, verbal behavior of others (ie. tone of voice, inflection of voice and content of conversation, etc.), and non-verbal behavior of others (ie. facial expression, body posture, eye contact, etc.). In addition, the subject was required to self monitor for the following antecedents: clenched fists, tight jaw, rapid heart beat, and the emotions of anger, frustration and disappointment. Lastly, it was suggested by Infante (1995) that appropriate strategy must be taken to prevent verbal aggression from escalating. Successful avoidance of the antecedent conditions consisted of removing oneself from stressful situations, when possible, as well as not responding verbally when provoked. Weekly consultation revealed that verbal aggression was most often used to: 1) Escape demand situations. 2) Avoid demand situations. 3) Relieve job stress. The subject was to document the frequency of verbal aggression and record the circumstances of significant success or failure during the work week for discussion at weekly consultation sessions. A schedule of

Where in the U.S. Can Nurses Find the Most Opportunities

Where in the U.S. Can Nurses Find the Most Opportunities Logistically, every state needs Nurses. But where are Nurses in higher demand? Where you work can ultimately shape your career path so it’s important that you choose the right location. Naturally, big cities like New York are a no brainer when it comes to Nursing opportunities. But if you’re someone who prefers a quieter city or town, then this list has plenty of options for you to consider.

The Commission proposes, the Council decides, the Court interprets Essay

The Commission proposes, the Council decides, the Court interprets - Essay Example Emphasis will be on the functions of the Commission, EU Council, EU Parliament, etc. and the legislative procedures. The relevance will be the application of law in practice in the Member States and it is an important topic to be discussed as it directly refers to the topic. This section will discuss the beginning of the Merger Regulation Policy and how it came about which will continue to explain the law that influence mergers and also different aspects of soft law practiced in respective states and its inclusion into the statutory status. The extent of the application, which influenced in the making of statutory law in respect of soft law practiced in EU Member States is focussed on. Numerous instances have been cited in this regard. Finer aspects of the soft law and how it is applied to different communities and also to different groups in a community is discussed. How can one define law The definition may differ from person to person, but we can all agree that it is one or more of the following: A set of rules that governs or binds a community, law is a means of resolution of disputes or conflicts, or a/the way of punishing offenders. A more general definition can be: Law regulates the behaviour of members of the society. So in simple terms, how does the law work The answer could be in three steps: Legislature, Executive and Judiciary. Within a sovereign state the law is above all, and the function of the state is within that law. However, when it comes to a 'community' of different states coming together under one flag because of a common vision and mutual understanding for the purpose of furthering better understanding and friendship, developing and strengthening economic ties among the nations requires a separate mechanism or a governing system to ensure the smooth operation of such a 'union'. Clashes of opinions are inevitable in an effor t of this magnitude. The more common would be to uphold their ethnic regulatory norms in members states. In order to safeguard the supreme public power within a sovereign state, each nation must give consent and contribute to create a new rule of law for the smooth functioning of a common 'state'. Thus, how the EU has come about. As there are always loopholes and gaps in law, there is the need to amend existing laws and introduce new laws. So how does the EU work and what is its decision making process The European Union involves a number of institutions when making decisions, namely the European Commission, European Parliament and the European Union Council. 1 The statement "The Commission proposes, the Council" defines in short the process or steps that involves when taking decisions. It is the EC that 'proposes' new legislation, however it is the Parliament and the

APPLYING MOTIVATIONAL THEORIES IN THE WORKPLACE Assignment

APPLYING MOTIVATIONAL THEORIES IN THE WORKPLACE - Assignment Example (Gawel, 1997). Individuals working within an organization have different needs and desires which need to be fulfilled in a manner that not only achieve the organizational objective of improved employee performance but also motivate them to continue to perform. Such efforts therefore require that there must be a constant effort by the organization to continue to motivate their employees through different ways and means including compensating them adequately for their work. (Mullins, 1985). Employee motivation however, may not only be associated with explicit rewarding of the employees through monetary benefits but an inspirational motivation can be the source of implicit motivation for the employees. In order to achieve this implicit motivation, inspirational leadership therefore shall be instrumental in achieving such results. It is argued that commitment towards work is a voluntary act and as such organization despite providing all the environment and necessary tools to perform may not be able to get the desired level of commitment from its employees.(Rabey,2001). This case study may also be attributed to this fact of not achieving the desired behavior from an employee despite the fact that voluntary commitment is there from the employee. What is therefore important to understand here is the fact that absence of motivation can often lead to the behaviors which may not be entirely in favor of the organization. Employee motivation and participation is often considered as following the crescendo effect in career motivation because with the passage of time, employees, if given the proper motivation through equitable reward and compensation, promotions etc, can quicken the pace of their commitment towards work.(King,1997). However, in order to achieve such motivation employers have to set up a just and equitable motivational system

Cultural Diversity in the U.S Assignment Example | Topics and Well Written Essays - 750 words - 1

Cultural Diversity in the U.S - Assignment Example The American Civil Law however endeavors to protect the interest of the Native Americans from falling prey to discriminatory practices of the American people (Civil Rights and the Native Americans, n.d.). The treatment offered to the Native Americans thus seems quite inconsistent who become more susceptible to the effects of cultural relativity. Inconsistent Public Policies towards Native Americans The government of United States endeavors to maintain a strong binding relationship with the Native Americans. To this end, some of the legislators belonging to the United States congress have shown increased interest in setting better educational, health and working standards for the American Indians living within close proximity of their territories. These activities reflect that some Americans desire to make the natives enjoy those amenities which were once kept reserved for the American people. However, the Native Americans are increasingly falling prey to problems of cultural relativi ty and ethnocentrism as reflected by the attitudes of some fellow Americans. These groups of Americans suffer from the fear that large amount of Native Americans would gradually disturb the unity of the nation and hence poses a considerable threat to the American community. A majority of the American people believe that the due influx of Native Americans in the American community have led to the growth of crime and even had contributed to the birth of regional languages thus creating cultural barriers. However during the period of 2006 significant demonstrations were organized to promote the betterment of the ethnic groups comprising of Latin American people belonging to different regions. There have been similar erroneous remarks made on Native Americans as exploiters and self gainers. The Native Americans like Mexicans contribute around 29 billion dollars on an annual basis to America’s tax resources in return for the services received by them. The Native Americans are also observed as economic burdens of America. However, this stands false for the Mexican population living in America is the best cultivators of fruits and vegetables significant for the American economy. Moreover the Native Americans are quick adaptors of the English language and honor the multi-cultural facet of the American region. In the region of California however the immigrant population coming from Latin American countries faced fierce stance with denial of public support in matters related to health and education. During the period of 1994 the United States government headed by Bill Clinton took further steps to seal the entry points of Mexican people to United States. Estimates show that around $2.5 billion are expended by the Canadian government on programs directed to the betterment of the Native Americans. This service rendered by the Canadian government does not gain enough ground for Latin Americans are still kept away from being integrated to the culture of the state. Th e attempt of the Canadian government to bridge the economic gap between the American and Native Americans were viewed by others as activities, which promoted cultural disintegration. Native Americans thus became a victim of ‘cultural relativism’ (Native Americans and Public Policy, n.d.; Trigger, Washburn, Edward, 1996, p.435; D'Angelo & Douglas, 2009, pp.69-78).

Training, Development And MNC Performance

Training, Development And MNC Performance Abstract- Training and development is basically related with the Human resource management which is concerned with the activities of an organization aiming at betterment of the performance of an individual and groups in setting of organizations. The training and development is also well known with some of the other names which are employee development, learning and development and human resource development. When we observe the international training and development, then it encompasses basically three main types of activities which are education, training and development. Training is a type of activity which focuses upon and evaluated against the job that is currently held by an employee whereas education is the activity that focuses upon the job which may be potentially held by the employee in near future and is evaluated against these jobs. The last activity is development which mainly focuses upon the activities of an organization that employs an individual or the individual is the part of or may take part in the future and almost impossible to eliminate. The research is done on the methodology which shows us the relation between the international training and development and the performance of Multi-National Company. The process of training and development is applied on the employees to make sure that there is skilled and willful workforce present to work for an organization and in addition to that there are other four objectives which are also focused to meet the requirement which are Individual, Organizational, Functional and Societal objectives. Literature Review- A well known observer Harrison that the other names of the training and development were endlessly discussed by the chartered institute of personnel and development during the review of the professional standards in the year of 1999 or 2000. Employee development was seen as the evocative of the master slave relationship between the employee and employer which have given the names to their employees as associates or partners which they are comfortable with. If we review history then Human Resource Development was rejected by academics which was objected due to a reason that is the people were considered as resources. Eventually the CIPD decided on the process of learning and development which was either not free of problems where learning was considered as ambiguous and over general name where the field is also known by some other names. There are many conflicts which are the best part of the consequences of the career which take place between the employees and their bosses observing that there is a need of training and development which is a needed in the better performance of the Multi National companies. Research Aims and Objectives- Aim- Main aim behind performing the research on the topic is to understand the concept of the international training and development in the Multi National Companies and the performance which is affected by it. Objectives- The main objective behind the research is to find the use and benefit of international training and development which are performed by the Multi National Companies. There are many other objectives which are met from the international training and development such as individual objectives, organizational objectives, functional objectives and societal objectives. Research MethodologyÂÂ ­- There are two main type of doing research: Qualitative Quantitative In this particular research Qualitative research methodology is used. This research is based upon qualitative analysis of data. Secondary sources are used for this research. Analysis of secondary resources is included in this section. International training and development is one of the branches of the Human Resource management which is considered as the new term since 1930s. The international training and development is a sub system of the organization which ensures that the learning and behavioral change should be accepted in the structured format and the randomness should be reduced. There are two approaches towards the development of the international training and development which are Traditional Approach Modern Approach When we talk about the Traditional Approach then there was no term related to the training which was considered by the organizations applying the basic fundamentals like managers were born not made as it was running from decades. There were some views about the training that is it is too costly affair and not worth and some of an organization used to believe more on the executive pinching instead now the scenario has changed or seems to be changing. When we look at the modern approach towards the training and development then some Multinational Companies have realized about the importance of the corporate training which could immensely effect their reputation or status in the positive or negative manner. It is nowadays more considered as the retention tool instead of the cost. The training systems used in the multi-national companies are basically aimed at creating smarter workforce and yielding the best results in favor of organization. There are many objectives set by various MNCs which has principal objective of training and development division to make sure about the availability of the skilled and willing workforce to a Multi National company in addition with that there are four other objectives which are Organizations, Individual, Societal and functional objectives. Essentiality of International Training- Conventional training is basically required to cover up all the skills related to the work, techniques and knowledge and mostly sections deals with the positive approach to some sort of traditional approach of training. There are many ways to develop people or employees but the best way to make development in people is quite different from the traditional approach of training from the conventional skills training and it is the most effective way to allow personal development and learning with all that this implies. As soon as we have covered the basic work related skills training there are many other things which is described in this section which focus on the development and learning of the people as individuals which has extended the range of development apart from the traditional work and knowledge and make way for more creative work which creates opportunities like liberating, motivational and exciting for people. As we all know about the Profit which is achieved through approachable training and development of the skills of the people well with the development of the people enabling of profit take place. The Multi National Companies which approach international training and development with an aim of fostering people who have performed well and progress is seen in their progress card and should stay in the company for the long time to become perfect at what they do and also help others to become so. As we have many times used the term training for our daily purpose which is features heavily in the coming paragraphs but the term learning could be used as improved way to approach a subject as the term learning relates with the term learner whereas trainer generally belongs to the person who needs training that is trainer or the organization. When we observe the training from the realistic perspectives then corporate attitudes and expectations from the term training cannot be changed overnight a nd most of the organizations perform training so as to improve the work skills, classrooms and power point presentations. There are many other ways to develop people apart from the traditional skills of training for example (Green) Facilitating personal development Enable learning to become learner. It helps people to achieve and identify their potential Training ideas and Outline process- There is relatively simple overview present of the models, processes and tools which are found for the effective delivery or planning of the training required in the organization. Various points which are included in the above process for international training and development in the Multi National Companies are- Various training needs should be understood well and there should be some sort of training needs analysis process or DIF analysis conducted to improve the training process or the drawbacks which the company is facing could be retrieved through the analysis resulting in the improvement of those points which commonly happens in the appraisal process. This type of training analysis involves the people who identifies and agrees on the relevant aligned training and considers the values of company and ethics and spirituality at work. Some light should be thrown at the recruitment processes so that there are no point training people who are not capable of doing the job. There should be creation of training and development specifications which identifies about our training and in the development of the people which must be break down into the manageable elements and each element should be attached with standards, measures or some parameters. There are many tools which are useful in this kind of training purposes but the best tools which can be used are 360 degree process and template, training planner. The skill sets and the training needs analysis which we have learnt in the above point should be revisited which can help in organizing and training elements assessment on the large scale. There should be difference in the learning styles and personality which should be considered as peoples learning style greatly affect in the types of training which can be found to be most easiest and effective and sometimes personality types are also considered and it should be always remembered that we are dealing with the people instead of objects as they are filled with the feelings, skills and knowledge. Models like Erikson model and Johor Window is the wonderful mean to better understand this type of training and the team or their group also helps in the understanding the training needs which could be helped by the Adairs theory and Tuckman model. There should be better planning and evaluation which is to be performed that considers effectiveness of the evaluation training including before and after measurements. Various models are also included in this kind of training need such as Kirkpatrick model and that helps to structure training design. Blooms theory should also be considered that can help us to understand about what type of development we are addressing to with this theory there are other activities which should be considered which are team activities and exercises. The tips like self studying program design should be observed as they offer more opportunities than ever. Design materials, methods and deliver training are the tools which can be used to determine the needs of training and development in the company. The methods which are innovative should be considered such as business balls communities which have lots of providers and ideas. Running meetings, workshops and presentations should also be considered as an important aspect for delivery. The training providers selection template could be used on the sales training page which is adopted by the providers and services. There are many ways or methods of training and development such as Internal training courses Classroom training On the job training Skills training Behavioral training Technical training Training assignments The training is also available outside and beyond the classroom where most importantly training and learning are the topics which are indeed to look at from the trainees view where view refers to the offer is learning and developmental experience. There are various aspects which are included in the international training and development such as ethics and morality, leadership and determination and attitude and behavior in addition with the skills and knowledge. We have seen that many organizations face various challenges of developing answer findings, initiatives, self-belief and predicament solving capabilities within their people. There are certain requirements of organizations where they need self sufficient, creative, autonomous and resourceful staff at all the levels which can contribute to the overall performance of an organization. The behavior of the staff tells about the operations which they can perform at the higher strategic level which makes their company more productive and competitive in the market where peoples effort are more considered to produce bigger result. There are many types of training which we have studied in which conventional skills training provides people with the new methods and techniques which will not help in their courage, maturity and belief that are essential for the progress of the managerial capabilities which focus on developing the person instead of their skills. In the period of training there can be participative workshops which can be included in the beginning as it involves people right from the starting and focus on what they want. There could be also personal development questionnaire to set the scene and examples should be provided of alternative learning opportunities. General Training Tips- The tips which will be mentioned below is applicable to usual work related training for the transfer of necessary job and work related skills instead these tips do not apply automatically to the other forms of personal development and learning which can involve much wider development methods and experiences. During the planning of the training these are some of the points which should be kept in mind- Personal objectives Number of trainee Methodology and usage of format Time period of training Location of training Effectiveness of training Reaction or feedback of the trainees Whenever some Multi-national companies provides skills training to a trainee, they use these five step approach Prepare the trainee- they provide time to relax them as some of the employees could find learning new things stressful in the beginning. Explain the job, task- the methods, standards, necessary tools, equipments and system should be explained and discussed. Provide a demonstration- a step by step process is more complex as more and more steps could be difficult to learn so always show the correct way and accentuate the positive in addition with feedback and check understanding. The trainees should actually perform the job which would help in learning more by practical applications of the equipments and services. The progress is monitored which gives positive feedback and people should be encouraged, coach and adapt with the pace of development. These were the five steps which are provided to the trainee in their training period so as to make perfection in their actual work performed in the company. Creating charts and using them could be helpful as they are essential for complex work where we cannot measure it and it is essential to use the training tools for various purposes such as accessing, recording, planning, measuring and following up the persons training. Training Planning Factors- The guidelines which will be provided below will be dealing with the conventional work skills training and development beyond which the issues of personal development and learning will be the most noteworthy areas of the personal development which is to be focused on. There are various areas which should be included to plan the traditional training of work skills and capabilities which link the improvement of the organizational performance which needs to identify the needs, priorities and gaps in the organizational performance. It will not be possible to include so many aspects which determine the need of the training or there are various training drivers which will produce the results which is cost effective in terms of business performance which are- (rae) Surveys on customer satisfaction Financial reports and ratios. Statistics and reports on business performance Feedback on the training needs Legislative pressures Relevant qualification and certification program. Staff Assessment centre and training audits. Management feedback on the needs of the employee Competitor analysis and comparison which could be done by SWOT analysis. Strategic priorities and Director driven policy The indicators and results are picked from the chosen driver to produce the priority needs of the training as per the staff which will enable staff and management to accomplish improvements required by an organization. Development of Resources for Training- There is a need of resources to perform a fully fleshed training with all the facilities which can result in becoming independent in work and life. People who are having plenty of resources are tend to be well developed individuals, capable of teaching and leading others, enabling and assisting the change in groups and organizations, able to convey the enjoyment and advantages finding the answers. Resources help in answering questions that are considered as one of the indispensable needs of work and life. Resources are generally used for developing people or making improvement is something which could be small and realization for a single individual and if you build effective relevant resources then obviously it will become effective and more relevant. Discussion- Training is given to make sure the accessibility of both skilled and the workforce which is willing to work to an organization and this is the main objective of training and development union. Information that is shared through training is one of the most valuable tools for developing the most valuable asset which are employees. The main aim of all the training whether it is local or international is the empowerment of the employees and increment in the productivity. All the multinational companies give training to their employees for making the process more efficient also more effective and the main reason behind this is the satisfaction of the customer. For improving the overall performance of the organization is also related to the proper training of the employees of that organization. Nowadays international training is very important because it helps in maintaining the skill levels and the advance skill and knowledge given to the employees improves their performance which finally results in increasing the profitability which includes productivity and manpower. International training given to the employees by the multinational companies helps in establishing the standards for work practices. The frequent changes in the technology affects the requirements of jobs but the proper training can respond to the changes in technologies and also to the organizational restructuring. Development of the career is very important for a working person or an employee of multinational company; proper training supports the career development of the employees. For every successful employee training is very important because it fulfills all the needs of the employees which are required for their growth and development. These days the multinational companies give more emphasis on the international training of the employee rather than the local training because the international training give more ideas about the whole world and also develops the mind of the employee for facing a ll the bottlenecks that comes regularly in the path and this results in the all around performance of that employee. (Sims, 1998) Most of the multinational companies invest huge money for developing and purchasing of assets used in training and the main purpose behind this is to build and extend their capabilities. According to the survey of one of the multinational company it was found that in 2009 that company gave international training to their 3500 employees and also provided the self training courses. These companies also provides various types formal and also informal training programs for helping their employees to acquire the special skills. Formal training given to the employees by the company helps in building of their experience and also their practical knowledge in real life. Employees are given training for achieving various mission and goals of the company. Training and development gives knowledge to the employees about delivering of the quality solutions with the help of practical tools and methods. This development provides the further progress and gives various opportunities like to master a core-curriculum. This curriculum depends on certain factors and it changes with the level of the employee, deployment of growth platform and specialization but it involves the developing features like expertise of technology and industry, professional skills like leadership, management, business selling etc. These days multinational companies are also focusing on the online training for their employees. In this type of training employees of the company are trained on the computer and there is no need of going somewhere which means travelling is not required in this training by the employees. International training offers great advantage to the employers and the employees and its good effects are seen when an employee is send to an external program of training or in a seminar. This type of training increases the confidence and also the mental growth of the employees working in the multinational companies etc. Proper training and development of the training capabilities of the employees leads to increment in the advantages for organization. The employees should be made familiar with the goals, strengths and weakness of the company, environment culture etc. All these factors give a unique advantage to the employees over the trainer who has the responsibility to learn all these factors like company strengths and weaknesses, environment culture etc. The high performing multinational companies are recognizing the needs of using various practices for training and development for enhancing their competitive advantage. For every multinational company training and development is an essential tool if they want to harness and grows the potential of its employees. There is a clear link between the strategic training and development initiatives and the bottom line present in the company. The image of a multinational company and its employers are reflected by the quality and also the extent of training of staff and development. In todays business world all the multinational companies are facing the shortage of the experience and the skillful staff and because of this companies are facing the competition which includes both internal and external for quality employees. An employer who gives 100 percent with full seriousness in the field of training and development gets the entire benefits of a working environment which is enriched with the staff retention of the higher level and also the increased productivity and the performance of the employee in all fields of work. There are various key drivers of training initiatives and these three drivers are health and safety, changes in technique and the last one is the customer service. Now days multinational companies are using training and development as a gift for retaining and motivating the people and to be treated as the employer and also giving staff the skill and knowledge which is required for the technological change and services related to the customer. According to one of the survey most of the multinational companies gave support to the employees for perusing the outside educational programmers related to the work of their company. This support of the company for their employer consists of financial aid and also the time off for both study and the exam leave. The benefits of both these initiatives are very difficult to qualify but the fields like turnover of the staff and morale are main factors of the success in this field. The amount of money spend and the number of days spend on the training of the staff is very useful in getting an overview of the multinational companies which are committed to the development and the training. But the success of the multinational company is determined by the approach and the content of the initiatives of the training and by their assessment and follow up. The initiatives of the training requires the strategically alignment to the mission and goals of the company and they requires design and delivery for helping the staff for achieving their departmental and the personal goals also. The training initiatives become more targeted, measurable and effective when strategic approach is adopted for the training and development. Training delivery also requires assessment in terms of reaction, learning, change of behavior etc for the determination of the added value to the company. There are various things about training like some of the employees of the multinational companies are worried by the external training or it may also give them feeling that company is not doing fare job by sending them on the offered courses. This is the situation where the appraisal system helps greatly because training is directly linked to the job role and objectives. Most of the employees of the multinational companies welcome the opportunities for developing new skills and for gaining further qualifications. Training and development opportunities can be important factor in retaining staff only when it is offered to the staffs that are keen and interested in their progress. There are various types of trainings but the multinational company should choose that sort of training for their employees that suit both company and the employees. There are many benefits in having a training and development in multinational companies and they are: All the training and the development programmers are agreed between the employees and the company and they linked with each other for meeting the companys objective. Another benefit is that all the employees of the multinational company get equal access and equal opportunities for training and development. Because of international training and development employees can gain recognition for the knowledge and also the skills by achievement of qualifications which are vocationally relevant. The activity of training and development is evaluated for ensuring that it is meeting the identified needs. In order to help the individual to develop perfect curriculum vitae, records of the activities of training are kept. There are various methods of training and development: First is the on the job training and this training is related to the formal training on the job. Due to job over time worker becomes experienced due to the modification in the behaviors of the job at the point of acquisition of skills. Second is the orientation method which is carried out for entrants on the job for making them familiar with the overall requirements of corporate which includes various norms, ethics, values and all the rules and regulations. One method of training is apprenticeship and it is a method of training where a skilled person is understudied by the unskilled person. Another method of training and development is the demonstration and in this type of method the jobs are performed by the skilled workers and it is observed by the unskilled workers with the purpose of understanding the job. The last method of training and development is termed as the vestibule and this type of method is performed through industrial attachment for the objective of transfer of skills and technology. In this method training and development is achieved through the placement of an individual in another area of relevant work or another company. This process has effects on the individuals in acquiring the practical and the specialized skills. There is one more method of training and development that we have discussed above and that method is the formal training which includes the practical and the theoretical process of teaching. Trainings are often neglected by some of the companies because of urgency of need, time of the training, cost of the training, turnover of the employees, due to the diversification of the workers etc. But these should not be kept in mind by the companies for training and development. Training and development is very useful for many purposes but the significant importance of international training and development is the increase in sales. As training and development expands the business of the multinational company and it also provides the better customer service which in turn helps in increment of the sales of the company. Training and the development programmers helps employees a lot because these programs value employees to put some time into making them better and the best thing about training and development is that they value the thinking of the employees of the company and due to these programmers only the employees of the multinational company dont quit the companies. Training and development gives more time to the supervisor for management, standardized performance, less turnover, more customers and finally the better service. Training and development gives confidence to the workers for doing their jobs properly, reduces the tension of the workers, morale boosting, satisfaction of job to the employees and it also gives them the chance of advancing their skills, knowledge etc. For the multinational companies international training and development provides a good image which is most important for every company and which finally results in more profit for the multinational companies. After all the discussions it is concluded that training and development is very important for all the multinational companies. Conclusion- Training and Development which is also referred as learning and development are one of the most tactful aspects of our lives and work. As we observe our culture we have given more values to the training which is till now followed by various Multi-National Companies despite of attending so many years of schooling there are many amongst us who does not have knowledge about carefully designing an approach to training and development. The research of the training and developments performed shows us about various types of training which can be performed on the trainee and analysis of the development should be monitored timely so as to make decisions on the gaps coming in the performance of the trainee. (McNamara) There are explanations given on the basis of the performance of the Multi-National companies adopting some certain criteria to fulfill their needs of the training and to study the scenario which is changing day by day with the passage of time. There is a need of resources to fulfill the needs of training and development in the companies which are described above. There has been discussion performed on the training field of the multinational companies and development which can be seen in the performance of the trainee. The whole scenario describes about the benefits and the use of training which was not considered in the past.