Financial Issues, Marketing Function and Human Resources in Management Essay

Financial Issues, Marketing Function and Human Resources in Management - Essay Example Organizing: Organising refers to the process of grouping the related activities and assigning them to a manager with authority to supervise it, organizing is an essential function that makes the plans operational by identifying and classifying necessary activities. 3. Staffing: Ascertain how many positions are there in the organization and at what level. Once this information is available, the next task is to collect details such as what type of candidates is required for each position, and accordingly, fill up these positions with the right people. Staffing is a process which includes recruitment, selection, training, placement, appraisal, promotion, and career planning. 4. Directing: After filling the positions in the organization with the right kind of people, the next task is to guide and enable them to achieve the common goals. It Includes;(a). Leading: It is a decisive function of the management in which the worker's employees are led and directed so that the objectives of the organization will be successfully achieved. (b). Motivating: It is one of the most important processes which are stimulating the employees to perform more effectively using their abilities and full potential. (c). Communicating: It is a process of creating, transmitting, and interpreting messages, ideas, facts, options, and feelings.(d). Coordinating: It is a process of measuring the current performance of the employee and assesses whether the given objectives are achieved or not.Now we shall discuss the issues in the management.... successfully achieved. (b). Motivating: It is one of the most important processes which are stimulating the employees to perform more effectively using their abilities and full potential. (c). Communicating: It is a process of creating, transmitting, and interpreting messages, ideas, facts, options and feelings. (d). Coordinating: It is a process of measuring the current performance of the employee and assess whether the given objectives are achieved or not. Now we shall discuss about the issues in the management which a manager should consider and study deeply when planning development, we will begin with the financial issue which should be considered first as no firm can run nicely without enough finance. Financial management is a service activity which is associated with providing quantitative information, of financial nature and that this may be needed for making economic decision regarding the choice among alternative course of actions. Financial management is that specialized function of a general management which is related to the procurement of financial and its effective Utilization for the achievement of the goal of the organization.In the past few years financial management has undergone significant changes as regards its scope and coverage. As such the role of finance manager has also undergone fundamental changes over the years. Profit maximization is not considered as basic idea for making investment and financing decision. The financial management of a firm has to make three important decisions. (1) Investment decision i.e., where the invest funds and in what amount. (2) Financing

Significance of Literacy Essay Example for Free

Significance of Literacy Essay Good afternoon my fellow students, and to our beloved teacher, Mrs. Leny Ibon. For you, what is literacy? Is it really important in one’s life? How can it help everyone? Well these questions will be answer by this speech. So please, lend me you ears in just a few minutes. For me, literacy is all about possessing the skills of reading and writing. Reading and writing is the right of everyone. By studying, people upgrade their mind about literacy with the help of the teachers. Reading and writing are the basic skills discussed and developed by the teachers because these are the major part in students’ life. In reading, the instructor or teachers teaches first the alphabet. They are training the children to read perfectly. In writing, the teacher train the students to write beautifully and legibly. Literacy is important in one’s life. Because, by reading and writing you can know what is good or bad. Based on the second paragraph, literacy is the basic studies of the students. If you don’t know the basic, you can’t go to the next topic because it will cause a suffering on you in the reason of it is hard. If you know about this, you can also understand how to use languages properly. When you’re knowledgeable, you can easily get job after you finish your studies that will lead you in a better life. It is also important in our life because if we know about literacy we will also know the right of everyone, the laws and the freedom of speech. Reading and writing can help us to get many information. As I said, if we go to school, the faculties will teach us the good manners and attitudes. After we graduate from high school and college, of course we will look for a job. When we get a job, we can moderately show our good attitudes based on what your parents and teachers teach you. All of these starts on literacy. That’s how literacy helps everyone. As I conclude, literacy is important and it can help us everywhere and everything. For me, literacy has good effects depends on the person if he or she doesn’t think of being lazy. It also has a good effects if we’re going to use it in a right way of living. God gave us knowledge ang wisdom to live in accordance to His will. That’s how literacy is so important. So we need to pay more attention on this matter. We also need to pursue our studies and reach our goal. Literacy is the key to our success.  thanks ..

Literary Analysis :: Essays Papers

Literary Analysis This was by far my least favorite paper of all of them simply because "The Dubliners" is incredibly hard to understand when you don't have enough time to read back through it like I had previously to understand the other stories. "The Dead" and "The Sister's" are two different stories. "The Dead" is the longest story in "The Dubliners" and the most difficult to understand because of the many different themes running through it. While "The Sisters" is much shorter than the latter, with an easier storyline. Eyes & Vision in Dubliners Dubliner by James Joyce is full of epiphanies that characters experience about the lives they live. All of the stories in Dubliners share the common themes of realization, and awareness. As the stories progress â€Å"The Sisters† and â€Å"the Dead† show the real way of life in Dublin in the early 20th century. These stories were not only showing the truth in the characters lives, but the true problems of Dublin in the 20th century. These themes are echoed throughout both â€Å"The Sisters† and â€Å"The Dead† and result in the main characters becoming more aware of their mortality and surroundings. Awareness in â€Å"The Sister’s† becomes the main focus of the story as the boy begins to realize the truth behind his life. Before the priest dies the boy admires him as a father; but come to learn that he is not a respected as he thinks. After the priest passes on the people around him begin to talk. â€Å"-It’s bad for children, said old Cotter, because their minds are so impressionable. When children see things like that, you know it has an effect†¦-† (3) This shows the disgruntled attitude that most people in the story hold towards the priest. As the story goes on we learn that the boy was in the running for becoming a man of clergy not unlike the priest, even though Cotter still thought less of Father Flynn. â€Å"-The old chap had taught him a great deal, mind you; and they say he had a great wish for him-† (2) The boy was supposed to be a legacy for the position the priest held. But as we all do when people close to us die; you ge t hit hard with the true reality of what goes on around you, like the boy did.

Can At-Risk Children be Helped? Essay -- Crime, Juvenile

The 2010 Census showed that over 74 million children (or one-fourth of the total population) reside in the United States—with almost one-fourth being children under the age of 12 and one-fourth being youth ages 12-17 (Federal Interagency on Child and Family Statistics, 2011). Many of the decisions a young person makes can affect the rest of his or her life—and juvenile crime is just one of the bad decisions a young person can make. This essay covers the issue of juvenile crime, social work’s involvement, and my reflections on this issue. The Issue of Juvenile Crime According to the Federal Interagency Forum on Child and Family Statistics, in 2009 youth ages 12-17 committed more than 275,000 serious violent crimes (2011). Many factors are known to contribute to youth crime, including a lack of parental involvement their child’s life; maltreatment; failure to adhere to social norms; and untreated health/mental issues. The old â€Å"Boys will be boys† adage by a parent is not an acceptable excuse for juvenile misbehavior (Segal, Gerdes, and Steiner, 2010). Youth need positive role models in their lives. If a young person’s parents are not positive role models, the child may turn to a life of crime. Sometimes, however, maltreatment by a parent is a contributing factor to juvenile crime. Those suffering from maltreatment tend to internalize their feelings, causing them to exhibit symptoms of â€Å"anxiety, depression, or suicidal behavior† (Maschi, Morgen, Hatcher, Rosata, and Violette, 2009). Internalization of feelings can lead to the externalization of unacceptable behaviors. Maltreated youth can become aggressive and rebellious (Maschi, et al, 2009). Untreated health or mental issues can also contribute to juveniles’ involvement in cri... ...s.gov Gerdes, K.E. & Segal, E. (2011). Importance of empathy for social work practice: integrating new science. Social Work, 56(2), 141-148. Harris, A. (2009). The role of power in shaming interactions: how social control is performed in a juvenile court. Contemporary Justice Review, 12(4), 379-399. Doi: 10.10880/10282580903342854 Maschi, T., Morgen, K., Hatcher, S., Rosato, N., & Violette. (2009) Maltreated children’s thoughts and emotions as behavioral predictors: evidence for social work action. Social Work, 54(2), 135-143. Segal, E., Gerdes, K., & Steiner, S. (2010). An introduction to the profession of social work. Third Edition. Belmont, CA: Brooks/Cole, Cenage Learning. Schwalbe, C., Hatcher, S., & Maschi, T. (2009). The effects of treatment needs and prior social services on juvenile court decision making. Social Work Research, 33(1), 31-40.

Jekyll and Hyde Essay Introduction and Para 1

I am going to write an essay on Robert Louis Stevenson’s supernatural story, the strange case of Dr Jekyll and Mr Hyde, which was the inspiration for lots of modern movies showing dual nature of mankind e. g. The Hulk, Two Face and The Nutty Professor to name a few. The story is told mostly in third person by Mr Utterson the lawyer, it is about the scientist Dr Jekyll and his â€Å"friend†, the hated Mr Hyde. Utterson suspects that Hyde may be bribing Jekyll when Jekyll changes his will to one where in the event of his death all his money and his house will be given to Hyde. However when Hyde disappears after brutally murdering the highly respected Sir Danvers Carew, Utterson is pleased, but when Jekyll starts acting weird and will not leave the confines of his cabinet Utterson becomes worried and after Jekyll becomes a recluse and starts making strange demands in a voice that is not his own, Jekyll’s butler and Utterson break down the doctor’s door to find Hyde lying dead on the floor from apparent suicide. The story is later explained in the novella through the testimony of Dr Lanyon, in which he reveals that he witnessed a transformation of Hyde to Jekyll and then explained in more detail by Jekyll. It turns out that Hyde was the result of one of Dr Jekyll’s experiments, where by drinking the ‘transforming draught’ he becomes the hated character who was the complete opposite of his usual self. Over time Jekyll found himself transforming without even drinking the potion, and when the drug ran out he became trapped as Hyde. Upon drinking the very last of the drug Jekyll writes, ‘I bring the life of that unhappy Henry Jekyll to an end’. I thought this book was very interesting and would recommend it to all. This novel is all about the dual nature of mankind. Stevenson believed that every person had a good and bad side to them. The book says a lot about Victorian society as they were all meant to be very good people but really lots of them were corrupt inside. The characters inside this novel show his theory about this very well. For example Jekyll is a well respected man, who was ‘born to a large fortune’ and ‘fond of respect of the wise and good among my fellow men†¦ with every guarantee of an honourable and distinguished future’. Like most people in Victorian society Dr Jekyll was obsessed with respect and he also had an evil side to him. He hated doing â€Å"evil† things such as gambling and drinking so much that he decided to make a potion to split his personality in two. When he first became Hyde, the evil side of his personality he felt ‘younger, lighter and happier in body’ which is because his evil side would not be as developed as his good side as he has done more good than evil in his life. He enjoyed being Hyde because he could do evil things without consequence or people finding out, or so he thought. He felt he did not need to feel guilty about the things he had done as they technically weren’t him.

The Images of September 11, 2001 †Psychology Essay

The Images of September 11, 2001 – Psychology Essay Free Online Research Papers The Images of September 11, 2001 Psychology Essay On September 11, 2001, two planes crashed into the World Trade Centre killing almost three thousand people. During the catastrophic moments before the twin towers collapsed, William Wik, an assistant director for a financial services company on the 92nd floor of the South Tower, informed his wife that he was not prepared to flee and that had to go back into the burning building to try help the remaining survivors. After the South Tower collapsed, William Wik’s body was found amongst the rubble. The attacks on the Word Trade Centre have perhaps highlighted various instances of human endeavour of which William Wik’s willingness to intervene was one example. But why do some people appear to act so selflessly or courageously in such situations? Why would someone rush into a burning building to try and save its occupants, dive into a river to save a drowning person or help someone that had collapsed in the street? The traditional image of a saviour who goes to the assistance of others with little regard for their safety evokes images of a heroic figure. Someone that is brave, strong, courageous and decisive. It is the image of someone that might charge into a burning building to rescue a child seen crying helplessly in the top floor window as flames engulf the rest of the building. A different but similar image of a savour would be someone in the mould of Mother Theresa – the selfless and altruistic ‘Good Samaritan’ – who instead of walking past a person in need would instead provide appropriate aid and assistance. These images perhaps suggest that those who intervene in such situations possess personal characteristics over and above those typical to the societal norm. However, a number of studies suggest that personality type alone does not determine behaviour. Instead, consideration needs to be given to other factors, particularly situational circumstances when determining the reasons as to why a bystander will intervene. Hartshorne and May (1929) conducted a study to measure the likelihood of children finding stories for hospitalised children, donating money to charity and giving small gifts to need children. They assumed that they were measuring the degree of a person’s ‘altruistic personality type’. Aside from weaknesses in the methodology of the experiences and the lack of consideration of other factors such as social conformity that might have affected the results, the study showed little correlation between children helping in one situation and then helping in another. Later studies by Batson, (1998); Piliavin Charng (1990), suggest that people with high scores on personality tests of altruism are not much more likely to help that those with lower scores. Whilst personality factors may have a bearing, studies have shown that factors other than personality eg. situation pressures, social conformity, can have a considerable bearing on whether a bystander will intervene to help someone in need. A number of studies suggest that there are gender differences in the likelihood and extent of pro-social behaviour. Where the intervention requires a degree of heroism or there is an audience present, it would seem that men are more likely to intervene than women (Eagly Crowly, 1986; Crowley, 1987). Men were more likely to help women, rather than other men, particularly where the woman was attractive. This may be explained in evolutionary terms on the basis that women find heroism an attractive trait in men, an attraction derived from ancestral times when men were required to be courageous to ensure survival. Whilst heroism in dangerous circumstances may decrease the risk of survival chances, it would increase the person’s attractiveness to potential partners and accordingly has remained in the gene pool. Where the intervention required a more nurturant or long-term intervention, more women will help than men (George, Caroll, Kersnick et al 1998, McGuire 1994). This would be consistent with traditional social views as to the gender roles of men being heroic and women being nurturing or caring. Aronson 2005, suggests that cultural evidence suggests the same patterns. Other studies have suggested that there are cultural differences in relation to a bystander inventing to help a victim. Whiting and Whiting (1975) considered the behaviour of young children between the ages of 3 and 10 from six different countries: US, Indian, Japan, Phillipines, Mexico and Kenya. Whiting and Whiting found that on one end of the scale, 100% of children in Kenya were high on empathy, whilst on the end, only 8% of children in the US were altruistic. Eisenberg and Mussen (1989) reviewed several studies and concluded that there were large differences from one culture to another. Eysenk (2000) suggests that industrialised societies such as those in the US place considerable emphasis on competition and personal success, which is likely to reduce the likelihood of co-operation and altruism. Additionally, family structures in non-industrialised cultures are likely to be such that altruistic or helping behaviour is more likely to be fostered or developed to a greater degree. The degree of altruism is also likely to be influenced by the prevailing social norm and the pressure – express or implied – to conform to those norms. Milgram (1977) suggest that person from small towns as opposed to large industrial cities are more likely to intervene to help a person in need. The perceived characteristics of the victim are also likely to have an influence in the likelihood of a bystander intervening. Pilivian, Rodin and Pilivian (1969) conducted an experiment involving a man collapsing on the New York subway. When he smelled of alcohol and carried a bottle of alcohol, he was far less likely to be helped than we he appeared sober and carried a walking stick instead of a bottle. Piliavin et al (1975) conducted a study suggesting that where the victim had a prominent facial birthmark, the likelihood of a bystander helping reduced to 61%, whereas a far higher proportion of bystanders would intervene where the victim did not have such a birthmark. Similar results were found where an artificial blood capsule was used by the victim to give the appearance of blood. Studies suggest that the closeness of the relationship between the person requiring help and the bystander is a factor that contributes towards the likelihood of helping (Geer Jarmecky, 1973; Moriarity 1975, Tikker 1970) or where there is a relationship where the victim is particularly dependant on the bystander (Berkowitz, 1978). Findings by Burnstein et al (1994) suggest that the tendency varies according to the age of the victim. Where the situation was involving a ‘life or death’ situation, the likelihood of the victim being helped generally decreased the older they were. Where the situation involved an ‘everyday situation’ rather than a ‘life or death’ situation, infants and the elderly were more likely to be helped that those who were young adults or middle aged. The individual characteristics of the bystander will have an influence on them intervening in a particular situation. Bystanders who have relevant skills or expertise were the most likely to offer help to a victim (Huston et al, 1981). Gaertner and Dovidio (1977) suggested that a perceived similarity between the bystander and the person requiring help can influence the likelihood of intervention. However, the degree of perceived similarity may not need so great, where the situation is one which involves a genuine emergency. A number of studies have shown that situational factors have an influence over the likelihood of a bystander intervening. Where the situation has an ambiguous quality about it, for example, someone who may equally appear drunk or suffering from a heart attack, the likelihood of intervention is reduced (Brickman et al, 1982). Batson et al (1978) suggested that bystanders take into account not only the perceived emergency itself, but also the task that they were undertaking when becoming aware of the emergency. In one experiment, participants were informed that they had to hurry to a destination. Of those that were told to hurry, only 10% stopped to help the victim, compared to 80% who had not been told that they had to hurry to their destination. Where the bystander was experiencing guilt, the likelihood of intervention may be higher (McMillen Austin, 1971; Regan 1972). There are contradictory studies as to whether positive or negative states will increase the likelihood of helping. Thompson et al (1980) suggest that negative emotional states do not always necessarily lead to helping, whereas Ibsen et al (1976) suggest that people is a positive or happy emotional state are more likely to intervene or help someone in need. Batson (1991) put forward an empathy-altruism hypothesis to try and explain why people may go to the assistance of others. He suggests that altruistic behaviour is motivated by empathy. The greater degree of empathy, the greater the likelihood of intervention, even though it may involve some cost (or the absence of a benefit) to the person intervening. According to this hypothesis, when we observe someone in distress, two emotional reactions occur. The first is empathetic concern, and the second is our own personal distress or discomfort. Other commentators (Cialdini et al, 1987), (Maner et al 2002) and Preston De Waal 2002, question whether people help others purely out of altruistic concern and instead suggest that a desire to reduce their own distress in someone suffering is a factor in them intervening. According to Cialdini’s negative-state relief model, a person who experiences empathy as a result of seeing some suffering, experiences a degree of emotional distress themselves. In order to reduce their own distress, they take steps to help the person in need. Cialdini suggests that empathic concern should not lead to helping behaviour if steps are taken to remove the feelings of distress usually found with empathy. One of most consistent findings regarding the likelihood of bystander intervention is relation to the number of bystanders perceived to be present at an emergency situation. Numerous studies have demonstrated that â€Å"an individual’s likelihood of giving help decreases as the number of other bystanders also witnessing an emergency increases† (Latanà ©, Nida Wilson, 1981). This apparent ‘bystandar apathy’ was perhaps most apparent in the case of Kitty Genovese. She was stabbed to death, and though 38 people witnessed the murder from their apartments, none of them intervened. Only one person telephoned the police and that was only after considerable thought and only after he had sought the advice from a friend. The police in particular, could not understand why more people had not called the police. Latane and Darley (1968) suggested that a person may be in a more fortunate position where there is just one bystander rather than several. In such a situation, responsibility falls on them personally to take action rather than being spread amongst many. The greater the number of bystanders, the greater the diffusion of responsibility and the less likelihood of intervention. Latanà © and Darley’s (1970) subsequently put forward a decision-making model to try and explain their various findings on bystander intervention. This model involves a sequence of decisions that must be made before intervention takes place:- Is something the matter? Is the event or incident interpreted as one in which assistance is required? Should the bystander accept personal responsibility? What kind of help should be provided by the bystander? Should the help required actually be carried out? Piliavin et al (1981) put forward an arousal / cost-reward model to try and explain the decision making process that a bystander may adopt in deciding whether to intervene:- Becoming aware of someone’s need for help. Experience and degree of arousal Interpreting cues and labeling their state of arousal Working out the rewards and costs associated with different actions Making a decision and acting on it. According to Piliavin et al, the costs and rewards are arguable the most significant factor. Costs of helping could include the risk of physical harm, delay in carrying out other tasks. Rewards of helping could include praise, personal satisfaction. Costs of not helping could be guilt, self-criticism, criticism from others. Rewards of not helping would be less risk of harm and ability to continue with other activities. In conclusion, the various studies show that whether help is given by a bystander to victim depends personal characteristics, situational factors and empathy. The effect of a bystander’s personal characteristics on their likelihood of intervening isn’t as pronounced as one might expect, although factors such as mood, social or moral values, and competence do have an influence. It would be interesting to examine situations where many or all of these influencing factors are present and assess which factors, if any, have a more dominant effect over others. However, this give to methodological and practical difficulties in assessing the weighting or influence of each factor. Learning reflection. I’ve found doing this assignment very difficult. No so much in the subject matter itself, but in simply having the time and space to consider all the materials and then being in the right frame of mind to think about the issues. Doing the job which I do involves something similar to writing these types of assignments – the subject matter is different but both involve wading through documents and evidence, evaluating the information and then putting together an argument. However, the job is significantly more burdensome – much more material to read, in a shorter space of time, together with other significant pressures and conflicts. More often than not, my brain is shot to pieces by the time I get home. Analysing further information perhaps results in overload. I tend to work best when I’m relaxed and have the time and space to think about the issues. Perhaps it would be easier for me to do several psychology assignments concurrently rather than consecutiv ely with set time limits. I have to undertake several parallel streams of work concurrently as part of my job, so it wouldn’t be something new to me. Bystander intervention has quite an interesting topic, although would seem that whatever can be said on bystander intervention has already been said in the various studies or texts on the subject. The assignment title is quite generalised. I would have preferred to ‘drill down’ into a specific aspect of bystander intervention and focus on that. That may have provided an opportunity to be more innovative or original. Otherwise, its difficult not to simply present information that’s previously been presented by someone else. I read somewhere that when doing these types of assignments a person should evaluate and critique the various studies. Critique is all very well and good and saying for example, that a particular methodology is flawed because participants to an experiment were given ‘mood pills’ that would affect their empathy, but critique of itself is annoying unless solutions are also presented or there’s an acknowledgment or understanding as why there were difficulties in the methodology of the experiment in the first place. Research Papers on The Images of September 11, 2001 - Psychology EssayEffects of Television Violence on ChildrenThree Concepts of PsychodynamicMarketing of Lifeboy Soap A Unilever ProductComparison: Letter from Birmingham and CritoMind TravelInfluences of Socio-Economic Status of Married MalesPersonal Experience with Teen PregnancyAnalysis Of A Cosmetics AdvertisementResearch Process Part OneCapital Punishment

Originality essays

Originality essays If there is one part of Emerson's philosophy that I subscribe to the most, it is this idea. Few people actually follow their own ideas and decide for themselves what is good and bad, right and wrong, lawful and tyrannical. Most people are like sheep intellectually; who follow the rest of the herd no matter where it goes and what it does. When they are in the herd there is no thought of examining what they are doing, they just act and do like the others. In order to become a man, and if you so should chose a shepherd of these sheep, you must breakaway from the herd and find yourself and follow those truths which you hold self-evident. You will then be a man, thinking for yourself and doing what is right in your heart. I myself believe that I have broken away from the herd. I am no longer concerned of what others think of me or my actions. I do only the deeds that I believe in and find rewarding. People often ask me why do I run? What is it that compels you to put yourself through such misery? The answer is quite simply I find it rewarding. It raises my self-esteem and allows me to take pride in myself for what I have accomplished. Every time I run it allows me another chance to break way from the herd and become a man again thinking about what I believe is right for me. The other question I hear often, usually from the same people, is "Why don't I play football?" People see that I am built and aggressive, and when they find out that I don't play this sport they are puzzled. But that is all you can expect from the sheep as it is incomprehensible to them that you wouldn't use your gift and play a sport that you have an advantage in because they never consider whether something is rewarding! Also if it is what they really want for themselves. They just become what society says they should be and as a result forfeit their reward without ever knowing of its existence. One might argue that by not conforming and being part of the her...

Terms for Time of the Day

Terms for Time of the Day Terms for Time of the Day Terms for Time of the Day By Mark Nichol Many terms, practical and poetic, refer to various periods in the day or to related figurative senses. Here is a selection, ranging from regular to rare. Dawn (from Old English dagian, â€Å"to become day†), a word for the beginning of the day, also figuratively describes beginnings in general, especially in the sense of renewal or second chances. Daybreak is a practical synonym. A poetic variant is aurora, from the Latin name for the Roman goddess of dawn; the adjectival form is auroral. (The word is related to the Latin term auster, meaning â€Å"south wind,† from which the name of Australia is derived; the similar name Austria, by contrast, stems from the Germanic cognate of east, though auster and east are related.) Aurora is usually associated with the aurora borealis and the lesser-known aurora australis, atmospheric phenomena occurring, respectively, in and near the Arctic and Antarctic regions. The name for Easter, derived from the name of a Germanic goddess, is associated with the brightness of dawn and is related to east. Matutinal (from Matuta, an earlier Roman goddess later identified with Aurora) is an adjective referring to the morning; matins, the canonical term for the morning hours, and matinee, referring to an early performance, are related terms. Twilight (from an Old English term probably meaning â€Å"half-light†) is the dim light of the early morning and late evening, as well as those times of the day, though the term almost invariably refers to the latter period. Figuratively, the word also refers to a vaguely defined intermediate state or a period of decline. Gloaming (from Old English glom, meaning â€Å"twilight† which, incidentally, is not related to gloom but is akin to glow, from glowan) declined in use in the eighteenth century except in certain dialects but is associated with Scotland and poetry because of its use by Scots poet Robert Burns and others. Crepuscular (from Latin crepusculum, meaning â€Å"twilight, dusk†) is an adjective that refers to the margins of the day, especially in the evening, and might be used, for example, to refer to animal behavior. (Crepuscule and its variant crepuscle are rare noun forms.) Dusk (from Old English dox, and related to dun and dust) is the late evening twilight (and, rarely, the beginning of morning twilight); its adjectival form, dusky, refers to darkness or obscurity. Terms for the beginning of the day other than dawn include sunrise and sunup, complemented by sunset and sundown; the archaic terms morn and eve survive as poetic alternatives to morning (from the Old English term morgen the phrase to morgenne is the precursor of tomorrow) and evening (from even, in the sense of â€Å"equilibrium†). Other terms for morning include cockcrow, from the customary early-morning call of the rooster, while eventide and evenfall are poetic synonyms for evening. Various terms derive from noon (ultimately from the Latin term nona hora, meaning â€Å"ninth hour,† though the sense shifted to â€Å"midday†): These include noontime, the poetic noontide, afternoon, and the rare forenoon. Diurnal (from the Latin word diurnalis, also the precursor of journal), refers to daytime or daytime activity; the antonym is nocturnal (from the Latin term nocturnus). Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:12 Types of LanguageOne Fell Swoop30 Nautical Expressions

Choose one art piece , and a theory that can be related to that art Essay

Choose one art piece , and a theory that can be related to that art piece and relate the theory and the art piece - Essay Example However, the theories are inaccurate, in exhaustive, bias and incomplete (Winona State U 1). This paper focuses on â€Å"The Last Supper† painting by Leonardo da Vinci and analyzes the art through imitation theory of art. Imitation theory considers art as an imitation of life, thus art resembles actual objects, events or even persons. Moreover, the imitation generates aesthetic response within the audience (Jahn 1). The painting was done by Leonardo da Vinci in the period 1495-1498 and forms part of famous artworks in the world. Leonardo, an artist, engineer, scientist, humanist, author, inventor, and architect was a great man born 1452 in Italy and died 1519 (The Metropolitan Museum of Art 1). This big fresco like artwork was done on the wall of Santa Maria delle Grazie, Milan city, Italy is a false fresco since the painting was done on a dry wall rather than a wet wall. The painting is a perfect subject and match for dining hall within a monastery and depicts the ritual meal as a form of religious ceremony among Christians. Therefore, Leonardo’s work imitates the Last Supper where Christ shared his final meal with the disciples before arrest and crucifixion. He tells his disciples that he will be betrayed by one of them and soon depart from them. In the group of threes, various disciples react to the news with group on the far left looking surprised. They could probably think that they cannot betray their master. In the next group, there could be Judas who appears to hold a bag that could contain silver (The Metropolitan Museum of Art 1). Sitting behind him is Peter, the number one disciple of Jesus and who appears angered by the statement. The other person next to Peter is a probably a younger apostle who appears to swoon. The Last Supper painting is a form of imitation theory resembling the actual biblical event whereby Christ had his last meals with the

Wiki Essay Example | Topics and Well Written Essays - 1500 words

Wiki - Essay Example As far as the disadvantages are concerned, viruses are created that keep the capacity of infecting the information saved in a system. Moreover, it appears that people are getting away from physical exercises, as they are much involved I doing computerized tasks. I would like to have a fully computerized cell phone with the help of which, I can do all my computer related tasks. The movie that I have selected for the review of information technology is â€Å"GoldenEye†. It is one among the James Bond series and uses a lot of information technology such as computer systems, emailing, data management, information retrieval, online data access, digital photography and much more. James Bond uses computer accessories for accessing to information and the information that is also secret and confidential is accessed online by the villain of the story. James Bond along with some other characters are shown as mastering the technology but of course, James Bond is the best among them, as he can access all kinds of information that he needs. The technology that deals with the use of power such as the pen by which, a grenade can be set off is portrayed fantastically. James Bond’s movies are always welcoming new technologies and also showing ways for new technologies to come. The web resource for teaching Excel that I have selected is www.techonthenet.com. This resource informs in detail about the Excel and its usage. It informs about the functions and procedures on Excel. The function that I have learnt on internet because of this website is Excel: Min Function. The Min Function, according to the web resource is able to give the least value among many other values. For example, among 2, 4, 6, 2 is the minimum value and the Min Function will give that value. We can place the sign of â€Å"is equal to† that is â€Å"=† and then write Min, afterwards, we put braces. In the braces, we have to give the numbers from

Highschool and American Government Essay Example | Topics and Well Written Essays - 2000 words

Highschool and American Government - Essay Example As the discussion outlines representatives and Senators are under an obligation to such persons and corporations, because they provide significant contributions towards election expenditure. In most instances, these individuals and agencies, render direct help to the candidates in their election campaigns. The President may decide whether to ratify or reject a bill and the legislators do not override the decision of the president. They have to respect the call given by the president and act accordingly. From this paper it is clear that the voters in the constituencies of the legislators can also influence the ratification of a bill. It is not possible for legislators to routinely reject the appeals of the voters in their constituencies. Moreover, any representative or senator who persistently goes against the wishes of the voters is at risk of losing in the next election. The personal beliefs of legislators play a major role, while voting for a bill. This is demonstrated by the fact that when Congress members make strong demands regarding some issue, they will not change their stance even if enormous pressure is brought to bear upon them by party members, lobbyists or even the president. If a member takes up a strong stand on some issue, then the voters of his constituency cannot compel him to withdraw from his stand. That is the power of personal belief, which plays a decisive role in the voting process. While casting their vote regarding some issue, legislators on occasion, consu lt experts in that field and this promotes the public good. Nevertheless, corporations and individuals at times, compel legislators to cast their vote in favor of causes that only benefit the former. This could prove to be detrimental to the general public.

Ineffective website design of the Suicide Prevention and Crisis Essay

Ineffective website design of the Suicide Prevention and Crisis Services of Yolo County - Essay Example The visitor cannot understand which sentences define the title or subtitles in the page. There are no images placed suitably with respect to the body of the text, which would leave the visitor wondering about the website’s owner as a whole. This is not only a lack of visual attractiveness but also a stark usability issue. A website designer must understand that visual aesthetics are related to usability rather than pompous presentation of the product. Websites that have good color balance, pictures and videos are more usable than â€Å"websites with unbalanced and poorly selected color schemes.†(2) Even if color schemes or quality of text are regarded as secondary issues, a modern website must be provided with useful pictures. As far as videos are concerned, community services must be based on credibility. Video links depicting the activities of the owner of the website provide increased credibility and understandability simultaneously (3). Disregard for these factors in the design of the website in question has led to serious compromise on quality as well as usability. With regard to the specific context of the website, there appears to be no significant content-related problems even after a careful scrutiny. The website has a number of links that helps the visitor to find various sorts of information to fulfill different purposes. So first of all, these basic qualities must be maintained if the website has to be redesigned as a whole. The owner of the website is socially active and it wants to make people aware of the negative effects of suicide ideation. Therefore, the community activities (e.g. a counseling session) of the organization can be photographed. Next, these photographs must be embedded in the webpage so that the visitor can understand the organization’s activities more clearly. With the help of social networking sites like Facebook, video sharing facilities can be provided to the

How does Interferon work Essay Example | Topics and Well Written Essays - 1000 words

How does Interferon work - Essay Example This paper aims to present the function and mechanism of Interferon Interferon, based on common definition is a family of cytokines or cell-signaling protein that is produced in the immune system. It functions as a natural protection of the human body which regulate anti-tumor, antiviral, and immune responses. Its function also includes cell differentiation (Ogbru par.1, 2). As stated in the article, Interferon is a drug resulting from biotechnology that is based from the protein found in our body. It is used as a drug against HIV/AIDS because it helps fight the symptoms of the disease. The mechanism of this drug was not understood before, therefore leaving it untouched and overlapped by modern treatments for HIV/AIDS that are available today. However, it was continuously used with other drugs in the treatment of hepatitis C which paved way to a better understanding of how interferon works (Bardi par.2-6). The explanation of how the interferon functions goes back to how the immune sy stem battles viruses. One way of how the immune system fights is by directly attacking or devouring the pathogens that are invading our body. Another way is with the use of the so-called restriction factors. The actions of the restriction factors are focused inside the infected cell in which they inhibit the spread or reproduction of the infected cells (Bardi par.1-3). APOBEC3, which is one example of these restriction factors, is also a family of proteins that thwarts the production of infected cells. It is indicated that APOBEC3 have eight genes that are present in humans and other primates. APOBEC3 is another family of protein that is connected to the protein named Activation Induced Deaminase (AID). AID is required in somatic hypermutation and class switch recombination. These processes are required to perform its function in DNA mutations on bacteria. APOBEC3 uses the same concept in disabling HIV infected cells. They attach themselves to the infected producer cells mutating it . This mutation affects the infected cell by packaging APOBEC3 into virions of flawed virus. The budding virus that would be produced will make them unable to infect new cells (Bardi par. 4; Doehle 14 & 16). Although APOBEC3 disables the production of infected cells, the HIV has developed its own defenses that would retaliate against APOBEC3. These things are called viral infectivity factor or Vif. Vif destroys APOBEC3 by taking over parts of the cellular ubiquitin-proteasome pathway. After seizing the cellular degradation pathway, the Vif targets the APOBEC3. Dilapidation happens after the polyubiquitination of APOBEC3 molecules. This would then disable the job of the APOBEC3 to be packaged in budding viruses, making them target and infect new cells (Bardi par. 11; Spearman 1, 2 & 11). Tetherin, another member of the restriction factors also help in the prevention of infected cells and HIV. Tetherin is also identified as HM 1.24, CD317 and bone marrow stromal antigen or BST-2. It i s a type 2 transmembrane protein and consists of a cytoplasmic N-terminal region, a transmembrane domain, a flexible coiled-coil extracellular domain and a C-terminal glycophospatidyl-inositol anchor. The discoverers of tetherin also described it as a membrane spanning protein. Tetherin, which is derived from the word tether literally tethers, or secures the virions on the cell membrane of the infected c

Ineffective website design of the Suicide Prevention and Crisis Essay

Ineffective website design of the Suicide Prevention and Crisis Services of Yolo County - Essay Example The visitor cannot understand which sentences define the title or subtitles in the page. There are no images placed suitably with respect to the body of the text, which would leave the visitor wondering about the website’s owner as a whole. This is not only a lack of visual attractiveness but also a stark usability issue. A website designer must understand that visual aesthetics are related to usability rather than pompous presentation of the product. Websites that have good color balance, pictures and videos are more usable than â€Å"websites with unbalanced and poorly selected color schemes.†(2) Even if color schemes or quality of text are regarded as secondary issues, a modern website must be provided with useful pictures. As far as videos are concerned, community services must be based on credibility. Video links depicting the activities of the owner of the website provide increased credibility and understandability simultaneously (3). Disregard for these factors in the design of the website in question has led to serious compromise on quality as well as usability. With regard to the specific context of the website, there appears to be no significant content-related problems even after a careful scrutiny. The website has a number of links that helps the visitor to find various sorts of information to fulfill different purposes. So first of all, these basic qualities must be maintained if the website has to be redesigned as a whole. The owner of the website is socially active and it wants to make people aware of the negative effects of suicide ideation. Therefore, the community activities (e.g. a counseling session) of the organization can be photographed. Next, these photographs must be embedded in the webpage so that the visitor can understand the organization’s activities more clearly. With the help of social networking sites like Facebook, video sharing facilities can be provided to the

How may the teacher encourage more learner involvement in the lesson Essay

How may the teacher encourage more learner involvement in the lesson - Essay Example We shall review some language acquisition theories and chiefly the factors that affect language learning in the classroom. These factors are internal, like the personality of the learner, his motivation to learn the TL, and his aptitude for language learning. External factors like the curriculum, its relevance to the learner and the learning strategies will also be studied. Finally, we will study classroom interaction between various aspects and try to conclude what can be the ways of increasing learner involvement in the classroom. Classroom is an essential element of the formal system of education. Individuals learn many things outside the classroom. But the classroom is a place where optimal efforts are made to utilize every moment of the teaching session fruitfully. Books, teaching aids, methods and content are specially prepared according to learner needs. The aim is to achieve maximum positive results in minimum time. A language class is different. Language may be taught as a special subject. But language is a tool that enables students to approach other subjects and also to communicate with others. Language is skill based more than theory. Language learning is a life-long, eternal process. So what is the function of a second language classroom? Quite simply, the role of second language classroom is to bring a student to a point where he can begin to use the outside world for further second language acquisition. The language classroom can provide the students with enough comprehensible input to bring their second language competence to the point where they can begin to understand language heard outside, read independently and participate in conversations. Since they will be less than fully competent, it will be necessary to provide them with tools for encouraging and regulating input. In other words, all second language classes are transitional and no second language class can be expected to do t he entire job. Second language classes are best

Mtv Research Paper Essay Example for Free

Mtv Research Paper Essay The first song that was played on MTV was called â€Å"Video killed the Radio Star†. It was sung by a group called The Buggles. This was a very popular song all over and it was deemed a good choice for the first song broadcasted. Many people also believed that the meaning of the song was that MTV, the new music video broadcasting station was going to destroy the radio. Some people thought that the song was performed live, but it was just a video. MTV was quite a big hit by the 1990’s. It was viewed in over 50 million American homes. It became a target for all advertisers because of the number of young viewers that watched MTV. The kids would beg their parents to buy the products they saw on the advertisements and it made out to be a good investment for advertisers. The attention and money that the advertisers brought in was good for MTV because they got more offers to get commercial time which means more money for them. Some people that were on MTV when it was in its first few years were Bob Dylan, Bruce Springsteen, Sheryl Crow, Cranberries, and Nirvana. They helped to kind of kick off the show and set it up for successful years to come. There are also some big-named people who probably played music from that MTV which helped to jump start their career. Madonna, Michael Jackson, Prince, Peter Gabriel, U2, and Duran Duran were some of the people that were all a part of MTV at one time. In a way, these people also helped MTV to get a good start too. The more big names that they brought in the more attention they got from viewers. This was good for the singers and MTV. The target audience that MTV chose was teens age 12 to 21. With this age group, they found that they got very good viewing rates. Artists whose songs were played on MTV found that the sales of their song increased. This is what gave advertisers the idea that they could do good business if they had an ad on MTV. With this targeted audience, they also found that their viewing rates continued to rise. Today they still target the same audience and they are still very successful in the way that they draw the audience. There have been a few changes in MTV since the start. They released a new logo after 30 years. It is not much different. It is just a little bit bigger and it is one color. The last was a mix between a few colors. The old one was designed by Frank Olinsky and it was a very big hit, but it was just time for a change. In 1986, the President and CEO, Robert Pittman left. There is no exact explanation why but he did. Over time, they started to show more reality shows than anything else. Some people liked the change to more reality shows but some people like the old school music videos all the time. There were some companies and investors that made it possible for MTV to even start. Warner Communications and American Express were big investors that helped in the starting of the show. Warner Amex was basically the main establisher and owner for about five years after the start. Then, in 1986, Viacom purchased MTV from Warner Amex. Now Viacom is the owner with all rights to MTV. There are other networks that MTV and Viacom own. They own VH1 that was released in 1985 and its purpose was to play adult contemporary. Then, in 1996, MTV2 was released to allow fans to see commercial free music videos. MTV (the original) became available in Manhattan and Los Angeles. Many people called this the second launch of MTV. They also own all Nickelodeon stations, Comedy Central, and CMT. This is not all; it is just a few that you may know. Although MTV has been very popular, it has also had a few controversial shows that some fans did not agree with. â€Å"Beavis and Butthead† was very controversial because some viewers felt that it was pointless and that the language was a bad influence for some of the younger audience that watched it. â€Å"Celebrity Deathmatch† was a part of this list because it made fun of the celebrities and it had bad language and violence. â€Å"16 and Pregnant† was another show that some people did not like because it could encourage some of the younger viewers to engage in sexual intercourse which is the problem with the people on the show. It is meant to deter kids from ending up like that but it only encourages some. â€Å"Jersey Shore† was the last show that people did not agree with. They believe that the people on the show are irresponsible and kids these days may think it’s cool and try to be like them. Over the years, MTV has had an impact on our generation, but also on our parents’ generation. A lot of younger teens’ parents that are around (14) grow up watching MTV. It is not the same now as it was then because of the popularity in different kinds of music over the years and they are now showing more reality shows. MTV also has an effect on its viewers. Most people that have ever seen MTV are probably hooked on it and they like to watch it. Also, the persuasion by friends to tell other friends to watch it because it is ‘cool’; and you aren’t if you don’t watch it. MTV has been very important over its years in various ways. It has brought a whole new way to experience music. Before MTV, you could only hear music over the radio, but when MTV aired, it played music videos, which was a whole new element to music over all. They have also helped lots of artists to grow and become more popular with just a few minutes of air time. This gas truly helped many people become more popular. With music videos, many people became more persuaded into buying the song even though they may not like the song. Even if they really like the video, they would still buy it because of the video and they weren’t paying attention to the song. It is very smart on the part of the broadcasters because they could just draw in an audience with an exciting video and you would think nothing of the song, just the video.

Soft Skills Importance in Organisations

Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol Soft Skills Importance in Organisations Soft Skills Importance in Organisations 1 Introduction Background 1.1 Introduction Business concerns with people. Its about communication, coordination and relationship. Although business success is based upon logical acts and thoughts, the human element cannot be ignored (Armstrong, 2006). Thats why strong soft skills are vitally important. Organisations and businesses are established with one thing in mind that is to earn revenue for their stakeholders. Revenue is earned by selling products or providing services to its customers and clients. Businesses flourish because they have products or services to sell which their customers buy in return for profits. To compete or to survive in the competitive business environment, its critical for any organization to satisfy the customer needs. Service is often considered an important aspect of satisfaction of customer as well as a significant contribution. Customer satisfaction is an important aspect for business profitability (Armstrong, 2006). It is the satisfaction of the customers that keep them loyal and any good serv ice provided by the organisation help it to retain customers that in turn ends in high profitability. Increased competition and customer expectations have forced the companies to frequently provide good customer value and service. This has pressurised the businesses to focus more on customer satisfaction (Gerson, 1993). According to Phillips (1991), customer service is the base for a flourishing business and training is the services cornerstone. Quality product with just price attracts customers but it is not enough. Organisations came to realize that consumers decision to buy this product also depends upon the service or treatment that he/she has received. The importance of customer satisfaction is also a key element in service only industry. Thats why a strong emphasis has been put on soft skills and organisations lay a great importance for employees to acquire soft skills specially the ones who deal with customers. With the growing significance on quickly intensifying service sector; organisations recognized the soft skills importance and they are paying special attention to the softer side of their interaction with consumers. Training of employees especially in soft skills is vital for any organisation and it helps in overall employee improvement as well as development. The need and value for so ft skills development for employees has always been accepted by many organisations (Guirdham, 1999). Training also contributes towards development of employees and and plays an important role in their satisfaction. It helps to acquire new skills or polish the existing ones (Green, 2001). Organisational structures are influenced by customer oriented market and constantly changing environment that is leading the organisations to rely on soft skills training for employees. Organisation structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Culture is what makes an organisation unique and that differentiate it fr om other organizations. The stronger the culture is, the more effective the organization. Training equips organization with flexibility and durability required for growth and survival. Environmental pressures forces an organisation towards change. Training provides adaptability to change and answer to the challenge on how to adjust to change (Ulrich, 1998). Change and training is worthless if employees are not involved properly. Employees are regarded the most valued assets especially which are skilled in soft skills, as the nature of business changes. When organizational change occurs, major alteration and modifications in the policy of the management need to be reflected in the training theory. It is very essential for any organization to realize its environments dynamics and adjust to the changing requirements the internal or external environment (Bhattacharyya, 2007). Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. Leadership in todays environment is a tough business. Organi zational leaders face a number of significant challenges as their jobs and the world around them become increasingly complex (Murphy and Riggio, 2003). In business, a rapidly shifting economic environment, changing demands of customers and increasing market competition has become normal. To compete, business leaders must continuously increase their performance by any measure. Organisations should work to assure that people in the company work flexibly in the response to change. Trained employees will respond positively to the change and employees that are skilled with both hard and soft skills can work more effectively in achieving organisational overall objectives. Studies have found a relationship between organisations productivity and employee satisfaction and also between satisfaction of employees and customers (Allen and Wilburn,). Satisfied employees can generate satisfied customers. Valued and satisfied employees make more contributions to the organizations performance. They are more productive and work more effectively. If they are satisfied with their job and working conditions, they will serve the customer needs more carefully and efficiently. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience. Customer satisfaction measurement is about how customer perceives an organizations performance. Measuring customer satisfaction helps in finding out customer needs and determining customers problems. It also assists in improving product and quality of service that in turn leads to more satisfaction of customers. As with customer satisfaction measurement, training evaluation is equally important. Training evaluation is a way to gather information by which the organizations make decisions about training actions (Armstrong, 2008). Businesses apply evaluation of performance appraisal to calculate work performance and effectiveness of an employee, which can help in defining and developing training needs for the organisations. 1.2 Study Purpose The main idea of this dissertation is to investigate the soft skills importance for organisations working in the constantly changing customer oriented market. The significance of soft skills training for customer focused organisations was never felt before. Growing economical environment and customers high expectations forced the organizations to recognise the need of soft skills and soft skills training for employees (Muir, 2004). The other reasons for writing this research paper include examining companies relations with employees and consumers and its effect on satisfaction level of customers. The research focuses on employees soft skills development relating to changing nature of organisation culture. Effects of internal and external environmental factors on organisations functions and policies are also discussed. This paper also examined and argued on roles and responsibilities of HR professionals like HR managers for planning and developing HR strategies and policies. Aspects o f leadership are considered in details, like leading through change, motivating in employee relations and influencing during training and development. The writer has evaluated and related literature review with case-studies of Mobilezone Ltd and United Mobiles Ltd and concluded on the training and developing soft skills benefits and subsequent effects on employee and customer satisfaction. The research paper has analyzed critically on the training of soft skills and its impact on its staff and consumers. In the end the researcher has assessed customer satisfaction and evaluated training by use of research methodologies. The writer has tried to take several authors views on above mentioned subjects. Authors ideas and theories are not only mentioned but debated. The researcher provided point of view of different writers and counter arguments of some scholars on related. 1.3 Companys Overview The organisations selected for this dissertation are in the growing stages with different structures, cultures, and management and leadership styles. Their approaches towards customer satisfaction by training employees in soft skills differ from one another. Both companies are leading mobile phone sellers and service providers in Delhi region of India. The names of the companies are Mobilezone Ltd and United Mobiles Ltd. Both the companies are new to this field. They started their business and launched their operations with the growing demand for telecommunication sector in India. 1.3.1 Mobilezone Ltd Mobile Zone was established in 2002 with the vision of bringing top mobile brands, latest products, and to provide high quality services. It provides quality products of top mobile phone brands in India. Unlike its competitors, it planned its entry with a thorough and careful market research and its employees were well trained before the business actually started. In just 7 years of its existence, it gained a good market share and enjoys a commanding position in mobile phone market in Capital region. With main office in the heart of the city, it has presence in many other areas of Delhi through sales and service centres. Apart from providing services face to face it deals with customer problems and queries via call centre. It employees highly qualified and trained sales and service staff. There are total of 150 employees in the main office and service centres. 1.3.2 United Mobiles Ltd United Mobiles Ltd has also started their business in 2002 just a moth prior to its competitor. In contrast to its competitor, it was fairly new to this business and its staff had little experience in this business field. It also enjoys a market share in the area and earns good profits. Just like its competitors it has sales and service centres in different parts of the city. Its call centre is located in the main office. It employees around 100 staff at main office and service centres (excluding cleaning and maintenance jobs). 1.4 Selection of Topic Research was undertaken before deciding which topic area to select. After initial research on wide range of topics, discussions of ideas with colleagues and friends, browsing internet and libraries, exploring different dissertation of previous years and finally weighing opinions and careful thinking; the researcher narrowed down the topic and selected this specific research. The main motive for selecting the topic was that this covered a lot of subjects within, and extensive data material was available from different sources. The other reasons include the researchers own personal experience in the field and work experience in one of the companies; and the available ease for carrying out data collection research. 1.5 Project paper usefulness The research project can be useful for reference purposes for later projects and studies by the students. This research was conducted with the management help, so this study can also be useful for comparing companies results with its updated analysis. The companies can use it as a guideline to take improvement measures and modifications. The theory and research of this paper can also be of some assistance for companies and other researcher alike. 1.6 Aim and objectives Aim: To study and examine the importance of training soft skills in organisations in terms of customer satisfaction. Following are the research objectives: Examine and analyze the existing literature on employee training and development with specific focus on soft skills and customer satisfaction. Summarize the main subject matter of the findings and provide recommendations to the company on the conclusion. Determine the extent employees soft skills can be improved by training; and the degree of influence of skilled employees on the tendency of customers. Appreciate the contribution of internal and external factors towards skills training and development. Evaluate training and measure employee and customer satisfaction using available research methods. 1.7 Layout of research paper Chapter 1 is research paper introduction. The background and overview of the research undertaken, has been given by the writer. Research purpose, objectives, usefulness of the research paper, selection of topic and companys overview has been proposed. Chapter 2 encompasses the review of literature that includes the body of discussion. This section has further been divided into parts which are related and relevant. Research of soft skills, training and development, change, organisations structure and culture, HR professionals and leaders roles and responsibilities, employee relations and customer satisfaction; has been put forward and discussed and explained in details. This section has been critically analyzed, taking into account different perspectives. Different scholars and writers work has been taken into account, and comments and arguments were put forward by the researcher. Chapter 3 consists of review of methodology. Different research methods which could have been useful are discussed and weighed. Selection of appropriate methods and reasons for selection and rejection of research methods are presented in summary. Arguments and benefits for selected methods are also given. Sampling, tools of research, designs, models and other related techniques are also explained in this section. Chapter 4 comprises data analysis that the researcher collected and its significance in terms of reaching the explicit conclusions. Data gathered from interviews, questionnaires and other sources is analysed critically analysed. All the results are presented graphically. Comparison o results are also made in this section. Chapter 5 is summary, conclusions and recommendations. All the data in first 4 chapters has been summarised and concluded in this chapter, drawing together the threads of research project and the main things found out in data collection. Recommendations has been proposed after taking into consideration all the summarised research that gives detailed insight into the related research criteria. The researcher has also highlighted the areas the companies can focus in future to improve its business performance. 2 Literature Review: 2.1 Introduction: Organisations survive, grow and earn profits by meeting the needs and requirement of customers. To survive in the ever changing environment, it is critical for any organisation to satisfy the needs of the customers (Mullins, 2007). Consumers decision to buy this product also depends upon the service or treatment provided by the company. Thats why companies put a great emphasis on its employees training of skills as well as continuous development over the years; especially for the ones which provide service directly or interact with customers often. Organisations have started emphasising on soft skills importance for services and they are laying a great importance for employees to acquire soft skills. Training of employees in soft skills is vital for any organisation as it aid in employee development (Guirdham, 1999). Customer oriented market and changing environment has influence on the organization structure that leads to increased reliance on skills development. Organisation structures are necessary to support the effort of training managers and trainee employees (Armstrong, 2008). It also makes possible the effective performance of key training activities. Organisational structures are influenced by customer oriented market and constantly changing environment that is leading to more dependence on soft skills training for employees. Culture of an organization also plays an important part in assessing the needs and requirements for training and development. It also puts a positive pressure on organizational behavior and influences it. It also helps in producing high level of business performance. Change and training is worthless if employees are not involved properly (Armstrong, 2008). Employees are regarded the most valued assets especially which are skilled in soft skills, as the business nat ure organization itself changes. The role of managers and leaders are very important in development of employees. Leadership is necessary for creating change and can produce orderly change. Leaders are expected to focus on taking the organization forward. To get an accurate picture of the service quality delivered; an organisation measure customer satisfaction and experience (Bratton and Gold, 2001). Training is also evaluated to measure the employee work performance and effectiveness (Beardwell et al. 2007). 2.2. Training and Development Armsrtong (2008) defines employee development as a process to prepare organization employees for future responsibilities related to job. This may include training (formal or informal, mentoring, education, coaching etc. Training and development of employees is a HRM activity. HRM is concerned with personnel management and staff development in a company and is normally carried out by HR professionals e.g. HR managers (Armstrong, 2006). The nature of work HR carries out differs from one business to another and is effected by size and structure of the company. Talented pools of workers are always required by an organisation to compete successfully in todays highly competitive market (Bratton and Gold, 2001). Company can achieve and maintain this competitive advantage by regularly upgrading the workforce skills. Training and development is a never ending challenge that a company must address (Wilson, 2006). The development of employee skills is one of the most imperative tasks in which a n organisation can engage (Molander and Winterton, 2006). Effective training is paramount for survival and growth of a business. Training is not just about developing people but serving them to become more positive and capable in their jobs as well confident in their lives. The field of training is a fast growing sector of human life and has come of age as a profession. There are many motives for training and developing employees. It can be started for a variety of reasons for employees e.g. to facilitate an employee to be qualified for a planned change. It can be carried out as part of an employees professional development program or performance improvement (Rae, 1999). The training need has always been present in every walk of life and today the need is so much greater. There could be any reason but important are probably: the pace at which change is happening in every field of business life, and the employers attitude and the attitude of the individuals (Pont, 2003). Training is not only essential to create skilled force but also needed to maintain a high level of skills required by the constantly changing work environment and to equip employees to meet future demands (Stewart, 2996) (Pont, 2003). HR professionals do recognise training and development of an employee is a process that is ongoing but it speed up in case of organisational, cultural or environmental change. This training process involves continuous adjustment to adapt which is achieved from improved skills and increased knowledge (Beardwell et al 2007). The new working system demands completely new approach of thinking and extensive training in new skills (Beardwell and Claydon, 2007). The importance of training has long been recognized. The need for training is more prominent given todays business climate which affects the economy and society at large. The most simplistic definition of training is that it is an activity that changes peoples behaviour. Training is defined by Wilson (2006) as a planned process to modify employee knowledge, skill, attitude and behaviour through learning to gain performance. Employee is trained to make sure that organizations current or future needs are met. Training can equip employees to do their jobs, perform their tasks and handle complex products and services. In Bramleys (2003) words, training involves learning and educating employee to do something so that the things are done differently. He and (Wilson, 1999) further explains that training process is planned to facilitate education to help employees develop into more effective and efficient in performing their duties and completing their work. According to the CIPD, training is expected to equip workers to help them become strategically unique, in addition to the provision of skills, attitudes and knowledge required to attain operational efficiency. The foundation for training remains the traditional training process system. This involves: 1. identifying the needs for training and development of the company; 2. Planning training or devising a learning plan; 3. Carrying out or delivering training and 4. Assessing and evaluating outcomes/results. A training-need-analysis is the first step in identifying the types of programs that will further organisations goals, which helps to decide whether training is appropriate at all. The organisations have to assess why they need training. Is the current organisational deficiency that the training seeks to address really due to lack of skills and knowledge or some deeper problems? Frequently, organisations implement training program because a HR professional identifies an individual or business need (Smith and Mazin, 2004). Then plans are made on how to deliver the program and by which method. Although the terms training and development are often linked, these address slightly different needs. Training focuses on learning the necessary skills and acquiring the knowledge required to perform the job. Training deals with design and delivery of knowledge to improve organization performance. Development focuses on the preparation needed for future jobs; it should be considered investment in the work force since its benefits are long term (Buhler, 2002). Training inclined towards focusing on short term results. Development may inadequately focus on working environment. It is very important for the business to review its training to a broader scenario (Bryans and Smith, 2000). According to Armstrong (2006), people are learning and will continue to do so throughout their career, whether taught formally or as an experience. Mullins (2007) observed that people learn within the organisation and in everyday life situations. Competition, technological advances and organizational devel opment, all necessitate the creation of knowledge that leads to constant advancement. That directs oganizations to take more interest in employee development within evolving organization. Training is the main area of the HRM function of particular importance and relevant to the management effectiveness. There are not many scholars who argue in opposition to the importance of training as a foremost influence on the organization success. Leading writers have recognised the importance of training as fundamental for management (Bratton and Gold, 2003). Many believed that training employee development is a key factor of HRM within organization. Training as described by Keep (1989 cited by Wilkinson, 2006), is a litmus test against which managements characteristics practices can be measured. Other advantages of staffs training and development includes: increased employee morale, motivation and job satisfaction, increased efficiency and effectiveness, increased ability to adopt latest meth ods and technologies, enhanced company image, reduced employee turnover, risk management. The precise staff training at the right timing presents big payoffs for the employer in increased knowledge, productivity, contribution and loyalty (Web 3). Training let the organization to develop and promote its own business culture. It also permits organizations to become accustomed to changes in the working environment and can be used as a change agent (Wilkinson, 2006). Training can improve effectiveness of the organisation in fiercely competitive markets. Training assists in optimizing the development of human resource for employee to achieve the individual as well as organisational objectives (Benson, 2006). It increases the job skills and knowledge of employees and expands the horizons of their intellect and their personality. Training and development also aids in signifying the team spirit sense, team work and inter team relationship. It also helps the company to be effective in decisi on making and solving problem. It also assists in developing leadership skills, loyalty among employees, staff motivation, enhanced attitudes and other features that successful employees normally display (Armstrong, 2008) (Bratton and Gold, 2003) (Jenkins,2002) (Pont, 2003) (Price, 2007). Of course, the basic and main goal of a business is to enhance its value and to increase its stakeholders wealth. It requires effective and efficient use of limited resources available to the organization to achieve theses aims. Resource aavailability (human, physical and financial) are considered important inputs (Bacon Haque, 2008). HR scholars agree that an organisation is only as good as persons working in it but opinions vary on how it translates into practice. Many organisations not only consider training as n chance for employees to learn something but also as an investment that would produce results for business. It also takes money and time to train staff (Bacon Haque, 2008). With a supportive environment and a little encouragement and reinforcement, a business can accomplish the required result on a substantial investment in people. An organized approach is needed in evaluation of needs of training; otherwise organization may not be able to utilize valuable resources eff iciently (Armstrong, 2006). Training matters for a company because of the established links between productivity and skills. Organisations allocate resources for training because of fear of skills shortage. Some scholars like Kallenberg Moody (1994) recognize that investment in employee development result in higher returns in future. Employees are the essential and crucial resource. Its important for an organisation to optimize the employees contribution to the organisations goals and objectives in order to maintain effective performance. Adequate supply of technically and socially competent and proficient staff is only ensured by training and development. Training helps the staff to become capable for career advancement into specialist departments and management positions. Staff training can be on-the-job that is conducted at the trainees workplace, and off-the-job which is carried out away from employees work place (Mullins, 2007). Some employees are naturally gifted in talents w hile others work hard to gain but all can still benefit from learning new techniques. People usually receive a well to do on the job training in one form or another. Some people are good at finding their own paths and procuring the necessary resources and information, many persons learn best by following, observing and asking questions (Smith and Mazin, 2004). Training is not always the answer to problems related to performance. Some training analysts (Rosner, 1999 cited by Smith and Mazin, 2004) believed that training could be a good investment or could be a waste of resources. It is in fact a waste of resources when the desired behaviour does not occur. Thats why training and development doesnt succeed all the time to achieve desired results and in obtaining aims and objectives of the organisation. There can be many causes for the failure but most common are (Web 6): Training is often put into practice for the wrong reasons and seldom aligns to a business measure. If training program does not support the business goals then no improvement can be recorded. Training is thought to be a solution for a range of performance problems when training may not be concern at all. It also fails because it does not succeed to give direction and focus. Sometimes the solution proves too expensive for the desired outcomes. Individuals behaviour towards t raining also plays an important part; e.g. when training is believed just as an event than as enhancement of skills and abilities of the employees, it fails to generate business results. Other important reason for failure is lack of management support (Mullins, 2007). Employees will hardly ever implement new skills and knowledge without it in the workplace. Failure to include and credit other influences and processes apart from training that may have influenced the business outcomes may also be a good reason of failure. Some businesses invest little in training because they dont have enough funds. Other reason is the fear that individuals will leave and move to other companies at some later stage. Few organisations consider recruitment process sufficient and rely on the natural skills of employees rather than training (Harrison, 2005). It is HR managers role and responsibility to develop and implement training strategies and policies. He/she is also involved in people management activities like developing organization, recruitment and selection, talent management, learning and development, human resource planning, knowledge management, reward management, etc (Hyde et al. 2009). Depending on the business nature and size of the company, the HR managers not just have responsibility of training and developing employees but for performance management as well.Training processes take place in the context of internal and the external environment of the organization. Human Resource Managers need to realize the training and developments nature and process to be able to facilitate learning and development within the organisation (Watson, 2006). While providing training, the managers need to recognize the importance and effects organization structure and design because these describe tasks and responsibilities, roles and rela tionships, work and channels of communication (Mullins, 2007). Structure is clearly important for any organization, whatever its size. The aspects that determine how the company functions in relation to its eternal and external environment are its structure and the processes that operate within it. Structures are necessary to support the effort of training managers and trainee employees. It also makes possible the effective performance of key training activities (Hyde et al. 2009). Human Resource Development (HRD) is a name which signifies the newest evolutionary phase in the long custom of training, educating and developing employees. It focuses on the principle of contributing to the success of individual, organisational and societal objectives. According to McLagan (1989 cited in Wilson, 2005) it is the incorporated use of training, career development and development of a company to improve organisational and individual value. HRD gives the business benefits assisting the ability to increase revenue. Companies need to develop a learning culture that responds quickly to the ever changing environment. HRD policies can help the organisation to obtain this objective (Nixon, 2004). 2.3. Soft Skills There are two versions of HRM as explained by Storey (1992). He made the distinction between the soft and hard HRM approaches and describes that although both approaches to HRM emphasise on employees and consider them important for achieving competitive edge that has to be attained, developed and organized in ways that benefits the business. Soft version further focuses on communication, leadership and motivation and lays emphasis on peoples skills, commitment, adaptability and performance (Armstrong, 2006). Organisations that have a mixture of both approaches tend to endure and grow in the competitive business environment. Many schol