Leadership Skills Of An Effective Administrator - 1540 Words

Abstract summary: Leadership deals with both human psychology as well as expert tactics. Leaders have qualities such as intelligence, maturity and personality and are trusted for their judgment and respected for their expertise, integrity etc. Effective leaders have Skills which are naturally developed and unconsciously, as well as consistently, demonstrated in the every action. So Organizations need strong leaders for optimum effective growth in business. Introduction: Leadership skills and abilities were studied by researchers for several years. The earliest approach to the study of leadership sought to identify a set of traits and skills that distinguished leaders from non leaders. However, the impetus for research on skills was a classic article published by Robert Katz in the Harvard Business Review in 1955, titled â€Å"Skills of an Effective Administrator.† He recognizes three different abilities that a leader should have: †¢ Technical Skills †¢ Human Skills †¢ Conceptual Skills I do agree with Robert’s views and I believe leaders are important in the business and work place too. Let’s start with skills, characteristics, and significance respectively. Skills are what leaders can accomplish, whereas traits are who leaders are (i.e., their innate characteristics) [1].Technical skill is knowledge about and proficiency in a specific type of work. It includes competencies in a specialized area, analytical ability, and the ability to use appropriate tools andShow MoreRelatedLeadership Skills And Abilities Of An Effective Administrator1414 Words   |  6 PagesAbstract summary: Leadership is all about human psychology with expert tactics. Leaders have qualities such as intelligence, maturity and personality and are trusted for their assessment and respected for their proficiency, integrity etc. Effective leaders have Skills which are naturally developed and unconsciously with consistently which demonstrated in the every action. So Organizations need strong leaders for profitable growth in business. Introduction: Leadership skills and abilitiesRead MoreThe Ineffective Leader : An Effective Leader1241 Words   |  5 PagesThe Ineffective Leader When identifying characteristics of effective leaders, looking at traits of ineffective leaders can also provide insight. While the focus of many studies is to identify the specific characteristics that can make someone a good leader, it is important not to overlook those qualities that have a negative effect on employee morale, retention, and acceptance. Martin (2013) identified seven traits of ineffective leaders, which include appearing too busy, being above helping yourRead MoreLeadership And The Development Collaboration1146 Words   |  5 PagesLeadership and the Development Collaboration In any collaborative environment, an open-line of communication is a critical factor. Communication is a two way interaction of listening and speaking in turn. One speaks while the other listens for true comprehension is a key factor. One must get an understanding before the vision can be implemented within any leadership role. The presence of collaboration in schools are the result of principals, educators, parents, and administrative leadership in workingRead MoreLeadership Style Of A Healthcare1214 Words   |  5 PagesLeadership in a healthcare setting requires a great breath of knowledge specific to healthcare and but it also requires soft skills that can be translated to many other professional endeavors. This essay will examine the leadership style of a specific healthcare professional, the strategies and skills that she uses to motivate their staff members and the results or impacts of the application of the skills and knowledge of leadership. The interview of this leader a llowed an insight into the innerRead MoreThe Key Human Resource Management1297 Words   |  6 Pagesdevelopment, evaluation, and handling of grievances and labor relations† (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); AmericanRead MoreLeadership And Management Of Restorative Justice1193 Words   |  5 PagesLeadership and Management of Restorative Justice To address the increasing recidivism rate among offenders in the juvenile and adult criminal justice system, comprehensive restorative justice programs should expand to a much wider faction of the United States criminal justice system. Programs should be implemented on federal, state, and local levels to effectively and efficiently achieve this goal. The goals that should be strived for must be kept in mind so that adequate progress can be made andRead MoreHuman Resource Management As Defined By ( Boone Kurtz, 1984 )1445 Words   |  6 Pageshandling of grievances and labor relations† (Singh, 2016 p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA); a consortium of major professional associations in the healthcare field include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The HLA consist of the following organization: American College of He althcare Executives (ACHE); American College of Physician ExecutivesRead MoreProfessional Development Plan Essay1410 Words   |  6 PagesMy interest in pursuing a position as a school administrator for an elementary school system is to provide leadership for staff members and quality education for all students, and to become part of the world of education. The Benjamin Franklin School located in the Dallas School District serves as a growing population of approximately 1,070 students. The school offers a well-defined educational system for the students, and it has an overall student-to-teacher ratio of 17:1. In addition to theRead MoreFinding The Relationship Between The Law And Your School919 Words   |  4 Pagesrelationship between the law and your school It is essential that educational administrators are knowledgeable of the legal structure challenging the issues in schools. In the United States of America, all school communities are governed by state and federal law. It is imperative that administrators are educated on law issues and legal decision-making as it pertains to their school, teachers, and students. Administrators encounter various issues on a day-to-day basis and it is important that theyRead MoreThe Basic Concept Of Leadership Based On Trait Approach Theory Essay1217 Words   |  5 PagesThis paper discusses on the basic concept of leadership based on trait approach theory. The establishment of relationship between leader and subordinate that focus on real changes and outcomes that reflects through shared purposes is basically leadership. In many aspects, the importance of vital without it families, communities as well as organizations would go down apart. To reach center point of goal, the leader should teach his follower to achieve better fruitful result. For this reason, the leader

Most Noticeable Essay Writing Topics for Interview in Google

Most Noticeable Essay Writing Topics for Interview in Google Ok, I Think I Understand Essay Writing Topics for Interview in Google, Now Tell Me About Essay Writing Topics for Interview in Google! If you would like to go personal and pick a relative, make sure to get a memorable and distinctive reason. Ultimately, you have to have a transcript of questions together with the draft. Why free speech ought to be abolished. Remember not to be too connected to the outline that you go in the interview carrying. You may also acquire many discounts on our site which will help you to save some more money for future orders or anything you want to spend them on. After discovering our website, you will no longer will need to bother friends and family with these kinds of requests. For this reason, you can start to build your resume by merely replacing the sample information with your very own private information. All your details and data will be saved in our secure databases. Google, becoming aware of its very own vast diversity for an organization and surpassing its rival, Bing, recently made the move of developing a new company which can act as the umbrella for each of Google's services and products. In order to comprehend why Google is regarded as the best location to work in according to Fortune magazine, we have to know the reasons behind that. Google is the biggest search engine business in the planet, and Baidu is the biggest search engine business in China (with China, clearly, con stituting a massive portion of the world, given the country's massive population). While it's a very simple notion, it isn't always so simple to understand how to start. How global warming is truly caused. Be certain you have included everything that you wish to be incorporated into your paper. There are two methods to compose your paper. New Ideas Into Essay Writing Topics for Interview in Google Never Before Revealed Strategies for writing book reports on books you haven't even read. Writing is an arduous job. Essay writing differs for everybody. All your writing ought to be simple to understand and follow for your audience. You ought to make sure your essay is not just interesting to read, but it's also thorough and actually informative for your reader. You ought to make sure your reader keeps on reading. The good thing is that we've got a superb group of inexpensive research paper writers at Edubirdie which can help you produce an awesome essay to be pleased with. Attempt to keep in mind this information to compose an excellent story. You may discover that several of the topics can be adapted to suit almost any type of writing assignment. Viewing great interview essay examples on the internet is also useful! Now that you're aware that we are the ideal online essay writing service to work with, don't hesitate to stop by our site and order an essay. There are a lot of on-line essay writing services to aid you with your writing tasks. All you have to do is consult with an expert customized essay writing service like ours that is guaranteed to submit all of your assigned work in time. The very best way you are able to help work applicant to get the offer is to earn a career interview essay from the questions-answers style. If you're a worldwide student worrying about your writing skills, there are lots of helpful resources which are available to you. Knowing there's help available for you to guarantee you hand in an excellent essay is vital since there are people out there ready to help you, including us.

Critical Review of Reappraising Cognitive Styles Free Essays

This research is based on empirical user trial data and a sophisticated analysis. It tries to evaluate the validity of applying visual-verbal preferences to an adaptive web-based educational system (AWBES) by examining user trials of a case study. Previous researches are either focused on pragmatic applications or based on inadequate sample sizes. We will write a custom essay sample on Critical Review of Reappraising Cognitive Styles or any similar topic only for you Order Now This research goes beyond former ones by employing user trials to collect critical data and directly raising the core question of the effectiveness of the method. However, the flaws in method setting, data analysis, ambiguity in details and the claimed result put in doubt the conclusions suggested by the study. Method/Procedure In this research, students were firstly labeled as visual, verbal and bimodal learners through a computer test, and then put into groups with learning contents either matched, or deliberately mismatched, or neutral to their learning styles. Then tudents’ academic performances were compared to see the significance of differences between groups. Questions were raised when the researchers excluded the verbal users from the statistical analysis due to the extremely small sample size (n=11). The study is supposed to examine three cognitive styles (visual, verbal, bimodal); therefore without the data of the verbal group, the study is incomplete. The study method is further impaired by two questionable grouping methods. The first questionable method states, â€Å"Neutral students were given a mix of visual and verbal ontent, irrespective of their learning style† (p. 30). If a bimodal user is randomly placed in a neutral group and given mixed content, then he will actually receive content matching his learning style. Therefore, since he will end up in given content matching his learning style, it will be more appropriate tor the student to be placed in the matched group. Furthermore, both the matched group and neu tral group have the same bimodal users given neutral contents. This leads to a doubt: the study result which shows insignificant academic differences might be from the similarity of he group members rather than from the invalidity of the utilization. The second questionable method states, â€Å"Mismatched students were given content that was contrary to their learning style† (p. 330). If bimodal users are placed in the mismatched group, what content should be provided to them? Neither visual nor verbal content would be appropriate since they are both partially matched and partially mismatched to a bimodal user; and the neutral content would be inappropriate either, since it matches the bimodal user’s cognitive style and ends up eing against the definition of the mismatched group. A table which illustrates the quantities of three cognitive-styled students distributed into matched/ mismatched/ neutral could help clarify the grouping method. The computer test which distributed students into cognitive groups should employ details and examples of the test and the scoring system to clarify the fairness of the test. As for sampling, the sample size should be adequately enlarged to include an effective verbal sample; the post-secondary students are a biased group which can’t meet the variety of people. The learning module should be studied to see whether it is biased to/against any group/learning style. The quantity of excluded seldom-participating student should be mentioned to allow an exact sample size in the study. Experiment Results The insignificant mean differences in Table2 to Table6 reject hypothesises 1, 2 and 3. As for hypothesis 4, in order to reject it, the authors should clarity why one mean difference (67. 5-60. 0=7. 5) is greater than half of the related standard deviation (1 1. 56112=5. 78) in Table 7, which compares visual, neutral and verbal groups. The explanation, â€Å"upon testing these statistically, there is actually no significance between them† (p. 333) is ambiguous. Thus, the mean differences are not unanimously consistent with the result claimed by the authors that neither the cognitive styles of students nor contents differentiated by the styles contribute to make significant differences in students’ academic performance. The p values from the statistical analysis (p=. 62, p=. 63, p=. 67) are substantially greater than the low p value (less than . 05; or better less than . 01). The high p values raise the question that the sample selection might lack diversity, and may then further affected the result of the study. Discussion The authors’ conclusion that matched/ mismatched learning materials don’t contribute to students’ learning effect, is not consistent with the aforeclaimed conclusion which concerns the effect of visual and bimodal styles of students and contents. The authors’ psychological conclusion that cognitive styles per se are not a validate means of personalising the learning experience is not completely consistent ith the result which only concerns visual and bimodal styles. How to cite Critical Review of Reappraising Cognitive Styles, Papers

On The Job Training free essay sample

On-the-Job-Training or OJT is job training that occurs in the work place. It has many advantages, but it can also have a few disadvantages if the OJT is not planned and executed properly. It is part of a college curriculum that aims to train and orient students about the work and their future career. It is very important not only to teach students their chosen career but to show students the reality about working. On-the-job training, also known as OJT, is teaching the skills, knowledge, and competencies that are needed to perform a specific job within the workplace and work environment. On-the-job training uses the regular or existing workplace tools, machines, documents, equipment, knowledge and skills necessary for a student to learn to effectively perform his or her job in the future. It occurs within the normal working environment an employee will experience on the job. It may occur as the student performs actual work or it may occur elsewhere within the workplace using training rooms, training work stations, or training equipment. We will write a custom essay sample on On The Job Training or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page While the goal of OJT is often to teach basic workplace skills, it also instills aspects of the workplace culture and performance expectations. OJT is also the approach organizations use to provide student trainees on-boarding information. It means that skills can be gained while trainees are carrying out their jobs. This benefits both student trainees and the business. Student Trainees learn in the real work environment and gain experience dealing with the tasks and challenges that they will meet during a normal working day. The business benefits by ensuring that the training is specific to the job. It also does not have to meet the additional costs of providing off-the-job training or losing working time. There are several methods of providing on-the-job training. Four frequently used methods are briefly described here: Coaching – an experienced member of staff will help trainees learn skills and processes through providing instructions or demonstrations (or both). Mentoring – each trainee is allocated to an established member of staff who acts as a guide and helper. A mentor usually offers more personal support than a coach, although the terms ‘mentor’ and ‘coach’ are often used interchangeably. Job rotation – this is where members of staff rotate roles or tasks so that they gain experience of a full range of jobs. ‘Sitting next to Nellie’ – this describes the process of working alongside a colleague to observe and learn the skills needed for a particular process. This can be a faster and more useful way of learning a job role than studying a written manual. The colleague is always on hand to answer any questions or deal with any unexpected problems. BACKGROUND OF THE STUDY OS 225 – Office Practicum Course Description This is a training course applying new and previously developed office skills, abilities, and values in actual training. This also involves classroom instructions characterized by a review of general office procedures and application through job exercises. Moreover, simple cases on making decisions and solving problems are discussed. Practical on the job training in an office for 300 hours is the highlight of the course. Credit: 6 units (3 hours lecture, 3 hours coordination per week) Prerequisites: OS 113, OS 121, OS 141, OS 210 to be taken simultaneously Objectives: General Prepare for tomorrow’s office by applying the learned general office procedures in a more realistic approach. Specific 1. Recognize the wide of opportunities of advancement in office work in preparation in a more realistic approach. 2. Applying previously learned skills and knowledge in actual on the training. 3. Integrate previous learning to the level of competencies required to meet business standards. 4. Discharge effectively the duties of the secretary in taking down minutes of meeting 5. Exhibit the ability to coordinate satisfactorily all occupational training in an office job. 6. Write application letters effectively. 7. Develop ability to undergo interview. Values Aims: 1. Develop desirable personality character traits essential to success for office workers. 2. Demonstrate desirable personality character essential to success for office workers. 3. Develop love for work, desirable traits such as efficiency, punctuality, and accuracy, etc. Course Contents Time Allotment FIRST GRADING I. Orientation 2 hours A. PUP Philosophy, Mission and Strategies B. COED Philosophy, Mission and Objectives C. BOA Mission and Objective D. Course Contents, Requirement and Expectations 1. The Cooperative Program 2. Course Requirement 3. Opportunities for Advancement E. Filling up necessary forms for the on-the-job training 1. Personal date / application form 2. Training memorandum sheet 3. Training evaluation sheet II. Looking for a Job3 hours A. Sources of job opening 1. Newspaper advertisements 2. Placement agency 3. Relatives, friends etc. 4. Others B. Preparing and writing application letter 1. Mechanics of an application letter 2. Personal date sheet/bio-data C. Preparing for interview III. Review General Office Procedures6 hours A. Messengerial 1. Delivering mail 2. Running errands 3. Others B. Routinary 1. Screening telephone calls 2. Transferring telephone calls 3. Ushering visitors 4. Sorting files 5. Retrieving files 6. Indexing 7. Typing rough drafts 8. Typing receipts IV. The Secretary-Position and Qualification6 hours A. The Secretary Position 1. Secretary defined 2. Natural of Secretarial Work a. Factors affecting the nature of secretarial work b. Specialized secretarial work 3. Medical 4. Legal 5. Technical B. Specific Duties and Functions of the Secretary C. Handling callers-telephone callers and office callers 1. Types of Caller 2. Telephone Techniques D. Handling appointments 1. Accepting appointments 2. Cancelling appointments E. Filing 1. Basic filing systems and procedures 2. Arrangements of files 3. Types of files 4. Filing equipment and supplies SECOND GRADING F. Dictation and Transcription6 hours 1. The secretary as an A-1 Stenographer 2. Dictation procedures a. Tools used in taking dictation b. Answering the call for dictation c. Proper procedures in taking dictation d. Handling interruptions, pauses, changes while taking dictation e. Dictation problems f. Ending the dictation g. Developing dictation habit 3. Transcriptions System a. Nature of Transcription process 1. Pre-transcription process 2. Transcription aids and techniques 3. Corrects and changes in the dictated material 4. Preparing transcribed material for executive’s signature A. Features of mail able letter 5. Using sources of information a. Standard secretarial references b. References-directories on business concerns and people c. General information G. Handling mails and telegrams 1 Procedures in handling incoming outgoing mails 2 Classes of mails 3. Sending and receiving telegrams 4. Handling meeting and conferences H. Business meetings, conferences, and conventions a. Definitions of meetings, conferences, and conventions b. Major classification of business meetings 1. In house business meetings 2. Off premises meetings c. Distinction between formal and informal meetings 1. Preparations for meetings, conferences, and conventions a. In-house meetings readiness b. Editing and preparing meeting room materials c. Special arrangement for services 2. Duties of the secretary during meetings, conferences, and conventions a. In-house meeting room readiness b. Checklist of arrangement for outside meetings, etc. c. Receiving conference guests 3. Follow-up after meetings, conferences, and conventions a. Duties and activities depend upon whether the executive or boss is the chairperson in meeting b. Preparing for conferences and correspondences, reports meetings, and notation 4. Taking minutes of the meeting a. Preparing for the meeting b. Knowledge of meeting procedures 1. Familiarity with the order of business 2. Recording basic facts about the meeting c Transcribing the minutes of the meeting 1. Knowledge of the format 2. Composing the rough draft 3. Typing minutes in final form 4. Keeping books of the minutes 6. The secretary chair in the meeting a. planning ahead of the meeting b. Application of the parliamentary procedures c. The secretary addresses an audience V. The secretary in the personnel department6 hours A. Function of the personnel Department B. Duties and responsibilities of the secretary in the personnel department 1. Administrative work a. receiving job applicants b. interviewing the applicants c. administering tests 2. Liaison work a. facilitating social and insurance, medical, etc†¦ in proper agencies 3. Clerical work a. Controlling records of personnel 1. Procedures of record keeping 2. Records used in the personnel department b. Entertaining callers c. Scheduling interviews for job applicants Testing and Evaluation A. First Grading 1. Class Standing2/3 a. Recitation b. Quizzes c. Job exercises d. Problem Solving e. Others2 2. Department Test 1/3 a. Midterm B. Second Grading 1. Class Standing1/3 a. Recitation b. Quizzes c. Job Exercises d. Manual 2. Department Test1/3 a. Final Test 3. Actual on-the-job evaluation Final Grade = First grading (1/3) + Second Grading (2/3) Suggested Activities 1. Note taking from lectures 2. Reading from magazines, newspapers, and references dealing with relevant topics 3. Demonstrations and/or illustrations using visual aids like diagrams or charts on relevant subject 4. Skit presentations on relevant topics/role playing 5. Socialize recitations 6. Reporting on certain topics 7. Problem solving on isolated cases 8. Exercise in the application of the rules on indexing 9. Answering job exercises 10. Typing from letters and blank forms 11. Actual on-the-job training in an office completing 300 hours STATEMENT OF THE PROPOSED PROJECT: There is a problem in implementing the program of our on-the-job training in our country, one example is that most of the time, the student trainee is not engaged in the jobs that is related to his/her course in that way of implementing the training, the learning that the student may acquire will not be related to his/her career in the future, thus, the training will be in vain. This feasibility study will determine the problems that a student trainee encounters in his/her On-the-Job training and sought to answer the following questions: 1. Did the student trainee have a meaningful task in his/her training? 2. Was the task assigned to the trainee related to his/her course? 3. Did the student trainee have regular supervision and guidance? 4. Did the student trainee acquire new skills in his/her training? PROJECT FRAMEWORK APPROACH: THEORY BASED PRINCIPLE Kirkpatricks Four-Level Training Evaluation Model Analyzing Training Effectiveness If you deliver training for your team or your organization, then you probably know how important it is to measure its effectiveness. After all, you dont want to spend time or money on training that doesnt provide a good return. This is where Kirkpatricks Four-Level Training Evaluation Model can help you objectively analyze the effectiveness and impact of your training, so that you can improve it in the future. In this article, well look at each of the Kirkpatrick four levels, and well examine how you can apply the model to evaluate training. Well also look at some of the situations where the model may not be useful. The Four Levels Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal. The model was then updated in 1975, and again in 1994, when he published his best-known work, Evaluating Training Programs. The four levels are: 1. Reaction. 2. Learning. 3. Behavior. 4. Results. Lets look at each level in greater detail. Level 1: Reaction This level measures how your trainees (the people being trained), reacted to the training. Obviously, you want them to feel that the training was a valuable experience, and you want them to feel good about the instructor, the topic, the material, its presentation, and the venue. Its important to measure reaction, because it helps you understand how well the training was received by your audience. It also helps you improve the training for future trainees, including identifying important areas or topics that are missing from the training. Level 2: Learning At level 2, you measure what your trainees have learned. How much has their knowledge increased as a result of the training? When you planned the training session, you hopefully started with a list of specific learning objectives: these should be the starting point for your measurement. Keep in mind that you can measure learning in different ways depending on these objectives, and depending on whether youre interested in changes to knowledge, skills, or attitude. Its important to measure this, because knowing what your trainees are learning and what they arent will help you improve future training. Level 3: Behavior At this level, you evaluate how far your trainees have changed their behavior, based on the training they received. Specifically, this looks at how trainees apply the information. Its important to realize that behavior can only change if conditions are favorable. For instance, imagine youve skipped measurement at the first two Kirkpatrick levels and, when looking at your groups behavior, you determine that no behavior change has taken place. Therefore, you assume that your trainees havent learned anything and that the training was ineffective. However, just because behavior hasnt changed, it doesnt mean that trainees havent learned anything. Perhaps their boss wont let them apply new knowledge. Or, maybe theyve learned everything you taught, but they have no desire to apply the knowledge themselves. Level 4: Results At this level, you analyze the final results of your training. This includes outcomes that you or your organization have determined to be good for business, good for the employees, or good for the bottom line. How to Apply the Model Level 1: Reaction Start by identifying how youll measure reaction. Consider addressing these questions: Did the trainees feel that the training was worth their time? Did they think that it was successful? What were the biggest strengths of the training, and the biggest weaknesses? Did they like the venue and presentation style? Did the training session accommodate their personal learning styles ? Next, identify how you want to measure these reactions. To do this youll typically use employee satisfaction surveys or questionnaires; however you can also watch trainees body language during the training, and get verbal feedback by asking trainees directly about their experience. Once youve gathered this information, look at it carefully. Then, think about what changes you could make, based on your trainees feedback and suggestions. Level 2: Learning To measure learning, start by identifying what you want to evaluate. (These things could be changes in knowledge, skills, or attitudes. ) Its often helpful to measure these areas both before and after training. So, before training commences, test your trainees to determine their knowledge, skill levels, and attitudes. Once training is finished, test your trainees a second time to measure what they have learned, or measure learning with interviews or verbal assessments. Level 3: Behavior It can be challenging to measure behavior effectively. This is a longer-term activity that should take place weeks or months after the initial training. Consider these questions: Did the trainees put any of their learning to use? Are trainees able to teach their new knowledge, skills, or attitudes to other people? Are trainees aware that theyve changed their behavior? One of the best ways to measure behavior is to conduct observations and interviews over time. Also, keep in mind that behavior will only change if conditions are favorable. For instance, effective learning could have taken place in the training session. But, if the overall organizational culture isnt set up for any behavior changes, the trainees might not be able to apply what theyve learned. Alternatively, trainees might not receive support, recognition, or reward for their behavior change from their boss. So, over time, they disregard the skills or knowledge that they have learned, and go back to their old behaviors. Level 4: Results Of all the levels, measuring the final results of the training is likely to be the most costly and time consuming. The biggest challenges are identifying which outcomes, benefits, or final results are most closely linked to the training, and coming up with an effective way to measure these outcomes over the long term. Here are some outcomes to consider, depending on the objectives of your training: Increased employee retention. Increased production. Higher morale. Reduced waste. Increased sales. Higher quality ratings. Increased customer satisfaction. Fewer staff complaints. Considerations Although Kirkpatricks Four-Level Training Evaluation Model is popular and widely used, there are a number of considerations that need to be taken into account when using the model. One issue is that it can be time-consuming and expensive to use levels 3 or 4 of the model, so its not practical for all organizations and situations. This is especially the case for organizations that dont have a dedicated training or human resource department, or for one-off training sessions or programs. In a similar way, it can be expensive and resource intensive to wire up an organization to collect data with the sole purpose of evaluating training at levels 3 and 4. (Whether or not this is practical depends on the systems already in place within the organization. ) The model also assumes that each levels importance is greater than the last level, and that all levels are linked. For instance, it implies that Reaction is less important, ultimately, than Results, and that reactions must be positive for learning to take place. In practice, this may not be the case. Most importantly, organizations change in many ways, and behaviors and results change depending on these, as well as on training. For example, measurable improvements in areas like retention and productivity could result from the arrival of a new boss or from a new computer system, rather than from training. Kirkpatricks model is great for trying to evaluate training in a scientific way, however, so many variables can be changing in fast-changing organizations that analysis at level 4 can be limited in usefulness. Key Points The Kirkpatrick Four-Level Training Evaluation Model helps trainers to measure the effectiveness of their training in an objective way. The model was originally created by Donald Kirkpatrick in 1959, and has since gone through several updates and revisions. The Four-Levels are as follows: 1. Reaction. 2. Learning. 3. Behavior. 4. Results. By going through and analyzing each of these four levels, you can gain a thorough understanding of how effective your training was, and how you can improve in the future. Bear in mind that the model isnt practical in all situations, and that measuring the effectiveness of training with the model can be time-consuming and use a lot of resources. CONCEPTUALIZATION OF THE PROJECT: 1. The input contains the problems encountered by the student trainees and the theories that the researchers used as a basis of pursuing this study. 2. The process involves a survey questionnaire that was disseminated to the students of PUPQC, the researchers also have an interview. The process also involves the implementation of the OJT program that is based on the practicum syllabus of the PUPQC, it also involves the memorandum of agreement that was between the school and the company and the process also involves coordination to the administrators of PUPQC. net and to the president of the vox nova, the official publication of PUPQC. 3. The expected output of this study will be a tie-up with PUPQC and the company who will implement the OJT program of PUPQC and the those trusted companies will be advertised in the PUPQC. net and will be included in the publication of Vox Nova. The program process CONTEXTUALIZATION OF THE PROJECT The Program process explained The on-the-job student trainees of PUPQC will let the on-the-job training hunters seek for a company where they can have their on-the-job training and where the OJT program is executed properly. The on-the-job training hunters will be the ones who will process the application of the on-the-job student trainees of PUPQC, they will be paid for this service, and after they found a company that is willing to implement the OJT program of PUPQC, the OJT student will now be sent to the office for physical appearance and exams to be able to be accepted to the recommended company, after the student trainees were accepted in the recommended company, the OJT professor and the OJT hunters will monitor the company, if the trainees are trained properly and if the OJT program is executed properly. If they found out that the student trainees is being trained well and the OJT program is executed properly the company will be given a certificate that will certify them as an industrial partner of PUP, and their company logo and profile will be advertised at the PUPQC. net and to the Vox Nova (the official publication of PUPQC), and they will be given a booth each and every time that there is a job fair in PUP. KEY ASSUMPTIONS Nowadays, On-the-job trainees have no special training and not designated to his/her course or designated but not requiring them of job rotation causing to limited learning. On-the-Job-Training with industrial partners will be the way for the On the Job training program to be implemented properly. CHAPTER 2-TECHNICAL FEASIBILITY Technical Requirements A detailed description of technical requirements, usually with specific acceptance criteria, stated in terms suitable to form the basis for the actual design development and production processes of an item having the qualities specified in the operational characteristics. Existence On-The-Job Training program for students is always available in companies with different nature in the Philippines. OJT is a part of curriculum of every college and university in the Philippines. Economist Bernardo Villegas reports that DTS graduates in the Philippines are more than just skilled technicians. Besides their technical skills, Villegas adds, they are steeped in virtues and work values that make them contribute significantly to their company’s productivity and esteemed citizen-workers in their communities. In 2009, there were 348 TESDA accredited companies and 57 schools in the DTS program. Some 1, 009 trainees were enrolled in various training qualifications and 1,187 trainees competed their training during the year. DTS model implementors include the partnerships of Punlaan School and EDSA Shangri-la Hotel for food and beverage services and Jacobo Z. Gonzales Memorial School of Arts and Trades and Fujitso Ten Corporation, Philippines in electronics technology. Foreign chambers of commerce based in Manila acknowledge the advantages of dual training and the need for students to undergo longer and rigorous internships in companies to equip them with better skills. Chris Ward, board member of the Australia-New Zealand Chamber of Commerce, said that there is a need to develop a dual training program where college students will have longer working hours in companies. The Meralco Technological Institute (formerly Meralco Foundation) has been offering scholarships for two-year DTS courses in automotive and motorcycle technology, industrial mechatronics, refrigeration and air-conditioning, network administration, and marine technology. The dual training system in the Philippines One of the more preferred training modality for enterprise-based training in the Philippines today is the dual training system (DTS) being implemented by TESDA. The DTS, as its name suggests, is a training modality that combines theoretical and practical training. It is called dual training because learning takes place alternately in two venues: the school or training center and the company or workshop. In DTS, the school and workplace share the responsibility of providing trainees with well-coordinated learning experiences and opportunities. This close cooperation between the school and the company ensures that the trainees are fully equipped with employable skills, work knowledge, and attitudes at the end of the training. The general and occupation-related theoretical instruction provided by the school is complemented by on-the-job training in the workplace. Trainees under the DTS spend at least 40 percent of the training/learning time in school and 60 percent for practical training in the company. Dual approach in training The dual approach in education and training has been put to work in such country programs as apprenticeship, on-the-job training, supervised industry training, practicum and internship. The German model of the DTS was first introduced in the Philippines in the 1980s through a joint project of the Southeast Asian Science Foundation and the Hanns Seidel Foundation in the pioneer school- Dualtech Training Center. The Dualtech experience was replicated in select public and private technical schools nationwide by the then Bureau of Technical and Vocational Education in 1991. In February 1994, President Fidel V. Ramos signed into law Republic Act No. 7686 or the Dual Training System Act of 1994 which calls for the institutionalization of the DTS in accredited public and private educational institutions, training centers, and agricultural, industrial and business establishments. Under the DTS Law, TESDA is mandated to promote, coordinate, and administer the dual training system. The school-industry partnership component of the system is a vital determinant of program success and effectiveness. They start working together in making the training plan and determining the best way by which the trainee can learn as much knowledge and skills during the training period. Two training venues In school, the trainee learns basic trade theory, work values, good citizenship, safety and related theory subjects in mathematics, drawing and social sciences. At the company or workshop, the trainees learn job skills through practical exercises using state of the art technology. Aside from technical skills, the trainees also learn good work habits and how to get along well with others. The many benefits for the trainee, school or training institution, and the company made the DTS click as a training modality. The trainees’ access to the expertise and resources available and the well-coordinated delivery of instructional activities in both learning venues guarantees quality and relevant training. DTS graduates are equipped with up-to-date and appropriate work knowledge, skills and attitudes making them highly competitive and â€Å"wanted† in the labor market. The companies’ participation in drawing up the DTS training plan helps ensure that the workers being trained are the type and quality that industry requires. Optimum use of school and company facilities and resources allows the admission of more trainees- mostly from poor families who have no means of attending vocational training courses in fee-charging schools and training centers. Availability On the job training is offered in many different firms in the Philippines. Nowadays, there are several companies in the Philippines who have an On-The-Job training program it includes the government sector and the private sector as well, in the private sector there are different industries that are using On-The-Job training program, we have the manufacturing industry, service industry, merchandising industry. Many firms nowadays especially in government agencies, do not give allowances to their student trainees, and the job that they provide for their student trainee is not related to the course of the trainee. Limitations and Constraints Some of the firms are taking the on the job training for students, lightly. Thus, we have formed these agreements in our Memorandum-of-agreement to ensure that the student trainees will be engage in actual jobs that is related to their courses. The limitations and constraints of this project, is based on the memorandum-of-agreement issued by the university/college to the company who will implement the propose project. These are the following terms and conditions included in the MOA: A. The UNIVERSITY shall: 1. provide the on-the-job student-trainee the basic orientation on work values, behavior, and discipline to ensure smooth cooperation with the COMPANY; 2. issue an official endorsement vouching for the well being of the on-the-job student-trainee which shall be used by the COMPANY for processing the application of the student-trainee; 3. coordinate with the company/office/firm on the implementation of the existing training standard; 4. require trainee to keep updated report book ready for inspection at any given time; 5. provide administrative support for the monitoring of attendance and performance of the trainees undergoing on-the-job training; 6. ensure that the provision of this agreement are properly implemented and coordinated in the company for the purpose of ensuring high standard of training under the ______________________(course of student). B. The COMPANY shall: 1. Not be obliged to employ student-trainee upon completion of the training; but the COMPANY may absorb a student-trainee who has an outstanding performance. 2. require qualified students to submit themselves to examinations, interviews, and file pertinent documents to support their application; 3. assure that the trainees proper work values and attitude are matched with the company’s requirements or corporate values and culture. 4. accommodate trainees for supervised in-plant training for a period of _________ hours; 5. make available, free of charge, the consumable materials and basic hand tools and equipment necessary for the training; 6. Designate trainees to respective workstation eight hours daily and may be requested to work beyond eight hours and be paid accordingly. Provided, there are no regular workers to do the job and the job is of the kind where the trainee has already demonstrated high proficiency. The excess hour rendered shall be paid training allowance based on the overtime scheme of the company; 7. allow practicum coordinator of ________(name of school) to visit the station at least four days in a month to monitor the status of the program; 8. ensure that the provisions of this agreement are properly implemented and coordinated with PUP QC for the purpose of ensuring high standards of training under the program; 9. provide first-aid assistance to the trainee when injured while in the performance of his/her assigned task. C. The STUDENT shall: 1. Be personally responsible for any and all liabilities arising from negligence in the performance of his/her duties and functions while under training. D. The following terms and conditions are likewise included: 1. The COMPANY reserves the right to discontinue the On-the-Job Training of the trainee on reasonable grounds upon written notice to the party of the first part. The discontinuation shall take effect immediately upon receipt of the said notice. The reasonable grounds that may terminate the trainees training are the following: Habitual absenteeism from in-plant and related theoretical instruction. Willful disobedience of company rules or insubordination to lawful order of superior; Poor physical condition, permanent disability or prolonged illness which incapacitates the trainee from working; Theft or malicious destruction of company property and or equipment; Inefficiency of performance on the in-plant/school training for a prolonged period despite warnings duly given to the trainee. Engaging in violence or other form of gross misconduct inside the company’s premises. 2. The University may likewise, pull-out trainees from the in-plant training for reasonable grounds after a written no

Indian Boarding Schools Education Essay

Indian Boarding Schools Education Essay Indian Boarding Schools Education Essay Example Indian Boarding Schools Education Essay Example Boarding schools are establishments in which students reside throughout the terms. They eat and sleep there, and this fact actually defines the word â€Å"boarding† as bed and board. However, some institutions of this kind have learners who come to school daily and go back home in the evening. Unfortunately, most of the children end up not spending their childhood and adolescence with their parents. Care is nevertheless provided by the teaching staff in the schools as well as dorm parents who are responsible for the pupils. In western countries, boarding schools have three terms each lasting up to twelve weeks. The pupils go home for a short break in the middle of the term. Indian boarding schools came into existence during the 20th century. Their formation resulted from several reasons, and they were located in the United States of America (Pruter 40). They were meant to provide skills and knowledge to the natives’ children in the US according to the set educational principles. Among the people who founded the boarding schools were the Christian missionaries. The main purpose of the establishments under consideration was to provide education to children from poor backgrounds in less populated areas as well as places where there were no such social amenities nearby. The kids were taught how to speak in English and dress as the Americans. Consequently, it became hard for children to interconnect to their parents since they could only speak in English. The administration, however, supported this inventiveness. Later in the early 20th century, more schools came up based on integration. For differentiation purposes, the native children would have distinct haircuts that would distinguish them from the others. They were ordered not to speak their language, and their original names were changed into American names. All these things were done to incorporate the kids into the new American culture. Sometimes they were treated in an unkind manner, and small children who were not used to staying far away from their parents suffered a lot from it. With time, however, kids started enjoying the rich cultural exchange, and Indian people could now get American jobs. Nevertheless, an author by the name Sitting Bull criticizes the development and existence of these schools. He says that people should appreciate themselves whether white or black since that is how the Great Spirit meant them to be. Another famous man, Henry Ward Beecher, relates these institutions to a stomach through which all students pass and, consequently, are assimilated or embraced into new generation (Pruter 67). The life and work experience of Henry Ward Beecher contributed immensely to his strong stand against the Indian boarding schools. He was an opponent of issues that he thought were not up to standards as well as a social reformer. Being a preacher, he ensured that his family understood clearly the religion and followed it to the letter. He also went to school and studied the relationship between a person’s behavior and function (Kilde and Gonzales 37). Later, he got married and had eight children; however, the half of them passed away. The man was really interested in the high rate of slavery that was exhibited in his country. As a result, he supported military partisans who aimed at stopping people from voting for anti-abolitionist platforms and provided weapons to injure and kill the anti-abolitionists. Beecher also ordered Abraham Lincoln to release all the slaves. Not surprisingly, he gained favor with many people due to his actions. He insisted that God was part of nature and nobody had a right to interfere with his work. His life experience clearly explains his stand on boarding schools. Beecher criticized them since that was where cultural evils were carried out on innocent children (Schacht 54). According to his quote, common schools were the stomachs of the country where people were assimilated to another community. Those were the places where the pupils were forced to change their cultures and traditions in order to fit in to the ways of life of the Americans. Sitting Bull also had a life and work experience that makes his strong criticism against boarding schools clear. He was an American chief who was native. His community struggled to survive in the country. In 1874, gold was discovered in South Dakota, thus, leading to conflicts with the United States of America. The wars continued for a while; however, the natives had to give up the fight since the people were on the verge of death due to the lack of food (Pruter 30). Sitting Bull was later shot dead while being detained by the government of America. They though he would lead a movement aimed at recovering the gold and reinstating the living standards of the people. In his tribe, Sitting Bull was seen as a fighter and a man with a great vision for his community. He is commemorated for being persistent and fighting against the supremacy of white people in America (Kilde and Gonzales 88). Sitting Bull was also an opponent of the boarding schools since he strongly believed that the cultu re of the Native Americans did not have to change since it was unique in its own way. In his quote, he says that if God had wished him to be a white man, he would have done so in the first place. Each person whether black or white is equal in God’s eyes; hence, there was no need of trying to force the natives to incorporate into the culture of the Americans. He gives an analogy that it is not necessary for eagles to become crows. Each individual should feel comfortable wherever they are. The opinions of the two men about boarding schools were fair. Children there faced a lot of challenges. Concerning those who were greatly attached to their families, it was wise to involve them into the decision making before sending to such a school. These institutions were not always the best places for everyone. Such involvement would help the kids to feel appreciated. In boarding schools, the children also gained various experiences. They were either of help or affected their lives negatively. Moreover, they had no option but to adhere to the rules and regulations that governed the schools regardless of who brought those rules into existence. Additionally, for a child to be accepted into boarding school, there was a tendency that he/she had to demonstrate the ability to show good performance in their exams, and a failure meant that a pupil would repeat a year or more. Not surprisingly, this was seen as a torture to the child. Furthermore, upon joining a boarding school, some of students were bullied by the others. This was a bad behavior that led to some children losing their lives and traumatized other kids who witnessed the act. Actually, it was seen as a place where children who were rejected by their families were sent. It was not of any help as the kids did not put any effort to improve their behavior. Therefore, boarding schools should stop being seen as a disciplinary measure for those with rather bad character. There were also other drawbacks that children experienced in boarding schools. They would spend more of their time in schools than at home (Schacht 66). This kept them away from their parents denying them the pleasure of experiencing parental love. Therefore, this affected their social and inner progress. The children felt excessive periods of stress, and they became discouraged and socially secluded. This influenced their relationship with their parents, brothers and sisters. Furthermore, due to a high number of classes and extracurricular activities, the pupils lacked the time for their personal interests (Pruter 93). This is because most boarding schools were structured with a lot of rules and laws that governed the children. Not surprisingly, some students tried to fight against these regulations since they felt harassed. Being in boarding schools, the children were anticipated to perform some responsibilities before they attended lectures. These duties included cleaning of classrooms, the compound around the establishment and other activities. Some of these tasks might have been too hard for the students to handle. This could be termed to be more of slavery. On the other hand, children in boarding schools had more personal attention from their teachers than children in day schools. This factor was a result of a small number of pupils in the schools. This personal attention helped the children to improve greatly in their academic performance since they were more engaged with their teachers. Large amounts of school fees were charged, and, therefore, this allowed employing more qualified workers and buying much better resources compared to day schools. This factor contributed greatly to the development of the student’s educational life. The resources included good libraries, better playing fields and excellent equipment in the science laboratories. Consequently, the students had an opportunity to develop well in all social aspects of life since they were more exposed to modern facilities. Life in boarding schools helped the students grow self-sufficiently and become established individuals (Pruter 70). This is because they were away from family life, and they had to make their own decisions. In case the students needed any help when faced with problems, there were counseling services programs offered by the institution. Since the students in boarding school mostly met as strangers, they had to make friendship with the fellow pupils for them to start living together (Kilde and Gonzales 50). This helped them improve their way of interaction in new environments. Additionally, the children spent a lot of time with their teachers; hence, they benefited from first hand pieces of advice as the lecturers were readily available. In case a pupil faced challenges when doing the homework, a professional teacher was available to help that is the opposite of what happened in day schools where they had to be helped by the parents. To summarize, despite all the benefits of the boarding schools, these were many drawbacks that the students that influenced the attitude of the two men. According to Beecher, the children became part of the life that they experienced in these institutions since they had to adhere to the rules that controlled them in school. Sitting Bull saw the life there as a situation when the students lost their cultural values and started practicing those of others (Schacht 63). The legacy of these establishments includes abusive deeds, loss of cultural behaviors and tribal history, drug abuse, suicide, irresponsibility and slavery (Kilde and Gonzales 110). This made boarding schools to be unsuccessful. The authors were right since their quotes mention is exactly what students who went through boarding school experienced.

Marketing Project Example

Marketing Project Example Marketing Project Example The marketing project example is the type of creative work aimed to successfully advertise products or services. Â  In the modern world, the trend of preferring local producers of all the possible goods is becoming more popular every year. People tend to believe that a local producer would have the best quality of grocery or other goods just because they are produced in the area around consumers. That is why, the marketing project example is going to describe the campaign designed for the local company. To start the local company, an entrepreneur should do a huge amount of work. An essential step is to conduct a marketing campaign about the product of the future company to find out the market size, possible revenue, and volume of sales. The company, which would be the scope of the research is the new grocery store with one hundred percent natural, GMO and pesticides free products. The first step of each marketing campaign is setting the goal of it. It sounds slightly easy but each purpose of sales or marketing should have different campaigns, which use different tools and methods to operate it. In the case of launching a new local grocery brand, the marketing campaign should answer the questions about intended volume of sales, market size, and expectations about profit. The deadline for this marketing project completion is three months, which is enough to conduct an extensive research and analyze the obtained results. The success of the marketing project and its level of confidence mainly depends on the methods of marketing research, which were to create this project. It means that methodology should be chosen very carefully. In the case of a new grocery store, it was decided to choose an effective mix of methods, which would provide both scientific and ‘field’ data. Firstly, focus-group method would be applied. It would help to get the scientific social information about the intended consumers of this area and to assess the prospects of the new store. The second method would be the observation of the real grocery events during two months. It would provide the marketing specialists with the most relevant information, which is gathered ‘on the field’. The reason of choosing those two methods is because they support each other. One is very credible with small groups, but still is a sociological one, which means that it could have irrelevant data because of the focus-group size. Another method is not so exact, but it provides a general idea about the market and prospects of the new brand. After two months, the research specialists could start working with gathered information to organize it into the proper marketing project summary. The obtained information was gathered by fifty focus groups; each consisted of fifteen people with a different demographic background. Furthermore, the analysis of eleven events from the intended market, for instance, weekend grocery markets or thematic events of this industry have also given some relevant info. The marketing specialists made an excellent job to analyze the obtained data, using the last version of STATISTICS software. The marketing project is credible and relevant, which is shown by the 95 percent confidence of the obtained data. References Hall, R. (2009). Brilliant marketing. Harlow, England: Pearson Prentice Hall. Kerin, R., Hartley, S., Rudelius, W. (2009). Marketing. Boston: McGraw-Hill/Irwin. Peck, D. (2011). Think before you engage. Indianapolis, IN: John Wiley Sons. Treadaway, C. Smith, M. (2010). Facebook marketing. Indianapolis: Wiley Pub.

Discuss Constantine, his Conversion to Christianity and the end of the Essay - 1

Discuss Constantine, his Conversion to Christianity and the end of the Roman Empire - Essay Example However, in the Roman Empire the government distrusted Christians and this implied that they were the minority in a society that was filled with pagans. During this period, the Christians followed the Christian way of life by obeying authorities such as bishops and the rule of law, but they refused to abide by the customs of the pagans. The government was filled with pagans, and this prompted it to single out the Christians, but they held on strongly to Christianity and they were not moved by the constant harassments they underwent. This scenario prompted Christians to be killed and continued to unite them further in their fight to be allowed freedom of worship. Prior to the end of the roman empire Diocletian, who was an emperor during this time declared Christianity as forbidden and churches were demolished. In addition to this, Christians were denied their legal rights all in the efforts of completely removing Christianity from the society. Around the year 299, disruption of the pagan rituals and burning of the Diocletian’s palace caused many Christians to be killed since they were blamed for these occurrences. However, the persecutions did not completely destroy Christianity, and this is the time when Constantine took up the fight to restore Christianity because he was disturbed by the persecution they underwent. Constantine had encountered many of the harassments against Christians since he was brought up in Diocletian’s court and he found them disturbing. Before the battle between the Christians and pagans at the Milvian Bridge, he had a dream where God instructed on how they would encounter the pagans. During this time, he was not a Christian, but he had a vow that if he won this battle he would fight for Christians for the rest of his reign. His mother was a Christian and she had instilled Christianity values in him, so he had the zeal to fight for their rights. The Christians won this battle, and he believed that God