Trust2 Home Fund Case Study Example | Topics and Well Written Essays - 5000 words

Trust2 Home Fund - Case Study Example In 2003 and 2004, bookkeeping abnormalities in contract money organizations Fannie Mae and Freddie Mac caught the eye of each one on the planet. The disappointment of Northern Rock in UK has shaken the open trust in monetary markets.Sub prime loaning executed numerous homes dreams in US and UK. Worldwide downturn has turned numerous budgetary establishments and projects in doldrums. Strength in the money related market is lost. Speculators have gotten temperamental about foggy managing from money related establishments. In the event that the private parts are to revamp that certainty and trust, they should have straightforwardness, regard and uprightness. They should be fundamental to the improvement of a fruitful and dependable brand in budgetary administrations. These qualities should be presented at the large scale level. Adequate certainty must be worked among clients that the banks have quality capital and that they can retain the misfortunes brought about in course of activity. Safety net providers must have the ability to help liabilities. There is pressing requirement for sound back up by solid establishments ideally government to all hazard plans and exchanges. Insurance must originate from the legislature through stable money related framework. Items propelled in the money related fragment need examination and endorsement by the specialists. At exactly that point certainty of open and speculators can be reestablished and strength can be advanced in the money related market. This can be all the more successfully done by the single establishment of Government. FSA is on the work to reinforce and rebalance guidelines that were lost in the middle of with the goal that lost certainty is reestablished in the money related framework. Sam Fleming, November 1,2007, Daily Mail, Credit emergency 'could injure UK economy' Item Keeping the above situation in the psyche there is requirement for starting such business fronts wherein financial specialists have certainty, trust and unwavering quality. Currency showcase shared assets have such face to reestablish the financial specialists' certainty whenever upheld by government. The business speaks to a multibillion-dollar venture section. Currency advertise accounts are well known options in contrast to CD's, transient securities, and bank accounts. This is conceivable by serious yields, day by day access to the cash, and a feeling of security and solidness that a currency showcase gives. Currency advertise reserves offered by the top banks and financier houses are likewise not safe to a misfortune in worth or liquidity however they can introduce a superior picture. Banks in the currency showcase plan utilize the investors' cash in purchasing an enormous pool of momentary security including, government securities, corporate securities, or metropolitan securities, which are more made sure about. Genuine currency advertise reserves are not a

Difference Between Greek and Roman Warfare :: essays research papers

THE SPANISH AND DUTCH INFLUENCE ON WARFARE AT THE BATTLE OF BRIETENFELD Â Â Â Â Â The Spanish method of taking up arms with the new black powder weapons included the utilization of pikemen. The pikemen were shaped in with the harquebus as a methods for securing the shooters in the middle of reloads. The Spaniards utilized a strategic unit of 3,000 men called a tercio, which was a blend of pikemen and harquebus. The Dutchman, Marice of Nassau, built up a preparation strategy that empowered the shooters to keep up a torrent of fire on the front line. Â Â Â Â Â The Dutch technique for preparing and penetrates was embraced by Gustavus Adolphus and utilized at the Battle of Brietenfeld against the German Catholics. The Swedish authority had the option to diminish his development down to six positions that would have the option to keep up a string of fire without needing any security from pikemen. Â Â Â Â Â The Swedish officer was likewise ready to speed up his mounted guns and had inside his arms stockpile 24, 12, and 3 pound weapons. The leader prepared his men to charge at the adversary as opposed to holding back to be taken out in conflicts before the adversaries development. Gustavus Adolphus additionally put another bend on the countermarch technique, which was ordinarily utilized as a cautious strategy, however was currently utilized as a hostile strategy. The hostile technique was equivalent to the cautious strategy with one significant exemption. When a line moved passed the line that was halted and afterward halted in front of that line, at that point the line would push ahead as opposed to going the opposite way.

How to Tame a Wild Tongue Essay Sample

How to Tame a Wild Tongue Essay Sample How to Tame a Wild Tongue Summary and Response Gloria Anzaldua is an American novelist, poet, essayist, and critic and she is considered to be a significant figure in modern Chicano literature. In her works, she presents her experience as a mestiza that means a woman who lives on the very border between different cultures and countries. Anzalduas major work is ‘Borderlands/La Frontera’ which was published in 1987. It describes people who live on the border between the United States and Mexico and explains the political, socioeconomic, and spiritual influence of the European conquest of native peoples on the borderland. The book consists of two sections: in the first part, there are seven essays, and in the second part, there are several poems. In this essay, I am going to give a ‘How to Tame a Wild Tongue’ summary and analysis. In ‘How to Tame a Wild Tongue,’ Gloria Anzaldua tries to investigate the negative social attitude toward Chicano ways of speaking and the harmful effect of this negative attitude on the self-identity of Chicano people who live in the borderlands. She starts her article with a metaphor, recollecting a dentist who complained that Gloria’s tongue was strong and stubborn. So she was frustrated and started thinking about how to tame a wild tongue. Although the dentist did not mean her accent, her reaction proves that she has had problems with the way she speaks and that makes her stay conscious of what other people think of her when she speaks. Gloria considers her accent as an essential feature that identifies her. She explains that Chicano Spanish she speaks has developed naturally as a border language. That causes problems because she is not accepted as a native speaker by both English speakers and Spanish speakers. But Gloria does not identify herself socially with either of the groups so her language is appropriate for people who speak it too. These people come from diverse, complex backgrounds. She thinks that Chicano Spanish emerged because these people wanted to identify themselves as a unique group. More free time? Better grade? Click on this button nowOrder Now Being a child, Gloria had to overcome a lot of difficulties and stereotypes because of her Chicano accent. The language she spoke was a source of uncertainty that resulted in her being angry and frustrated. She had also certain problems with self-esteem. The problems that she encountered because of your language had a negative impact on her personal identity. Finally, Gloria Anzaldua realizes that she cannot feel content with herself until she understands the ‘illegitimacy’ of her language and accepts that fact. Many people think that their ethnic identity and the language they speak are synonyms. Gloria Anzaldua is a good example that proves: any person can be self-validated in spite of negative reactions of other people to the person’s diversity. A person’s language is the key to identity â€" this is the main idea expressed by Gloria Anzaldua in ‘How to Tame a Wild Tongue’. And it is also a proof of identity. In this way, language unites and helps different people to identify with one another. It’s up to every individual to value the language he/she speaks. It’s up to you to decide what language to speak. You should not allow anyone to dictate you what is a right way and what is a wrong way to speak. In her writing, Gloria Anzaldua motivates minority people not to be discouraged and accept the fact that they are different and special and take the challenge of being bilingual in the USA. Anzaldua also makes an attempt to persuade the audience to accept the fact that some people might speak differently, and that American citizens have to change their mindset towards diversity. We should accept each other’s differences and personal identities of every person.

Marc Lepine and the Montreal Massacre - 1931 Words

On December 6th, 1989, the Ecole Polytechnique engineering school in Montreal would – unbeknownst to everyone in the building – become the backdrop for one of the worst mass murder incidents in Canadian history. 14 women were shot and killed at the hands of a shooter named Marc Lepine, and 13 others were gravely wounded in the process (Maser, 1987). No outright reason was apparent other than the letters left on his suicide note, but it marked a troubled life that began from his troubled childhood. Factors that may have led up to this incident needs to be examined in further detail, using a psychological explanation and a criminological theory. This paper will use the social learning theory to analyze the behaviours that led up to this†¦show more content†¦Eventually, he ended his rampage in a third floor lecture hall where he shot and wounded several more people before ending his own life. Suicide notes found on him revealed that his motives were based on his h atred for feminists, stating that they have â€Å"ruined his life†. It also revealed a hit list containing 15 public figures, probably found through news media sources, but stated that he was unable to act upon it. Instead, all his victims turned out to be strangers that were unfortunate enough to be caught in the killing spree (Maser, 1987). Family Background Details about Marc Lepine and his life began to surface after the initial incident, uncovering an unpleasant childhood and a broken home. Born with the name of Gamil Gharbi, he had an Algerian father and a mother of French descent. The father was a relatively successful businessman that did most of his work overseas; the mother, Monique, was a nurse with a good family background (Weston Aubrey, 1990). The family was well off due to their career success, but what looked like a perfect marriage on paper was horrific for the mother and the children behind closed doors. Described as â€Å"a very brutal man who did not seem to have any control of his emotions† (MacDonell et al., 1989, para. 3), Marc’s father treated his wife like a servant and often physically abused her for the most minor nuances. The kids were subject to similar treatment and the mom was forbidden to comfortShow MoreRelatedMarc Lepine – Psychology Perspective2052 Words   |  9 PagesMARC LEPINE à ¢â‚¬â€œ PSYCHOLOGY PERSPECTIVE ABSTRACT Marc Lepine, a 25 year old boy entered the corridors of Montreals École Polytechnique University and started separating boys and girls. He then opened fire and killed 14 girls (The Montreal Massacre – Gunman massacres 14 women, 1989). Looking into Marc’s case deeply and studying his childhood reveals that his actions can be significantly explained using psychological theories such as Miller and Dollard’s Four Stage theoryRead MoreAmerican Literature And Performance Art1099 Words   |  5 Pagesyoung British Columbian and performance artist attempting to learn french due to a recent relocation to Montreal. Wilma is fascinated by playing with both french and english in her work, using it as a method of communicating the impact of sexism and misogyny on women. The main conflict of the story begins, however, when Wilma must take a french class at l’École Polytechnique recently after the massacre on December 6th, 1989, in which 14 women were killed (Bi ndel, 2012). Understandably, Wilma is afraidRead MoreCanadian Civilian Gun Ownership Regulations1327 Words   |  6 Pagesaftermath of the worst shooting incident in Canadian history: the Montreal Massacre. On December 6, 1989, twenty-five-year-old Marc Là ©pine took a sixty-student engineering classroom hostage at École Polytechnique with a legally obtained Mini-14 hunting rifle. Expressing anti-feminist sentiments, he allowed fifty male students to safely exit the room before turning his gun on the remaining nine women, killing six and wounding three. Là ©pine then continued his carnage in the school’s corridors, cafeteriaRead MoreAnalysis of the Mens Movement in Canada Essay2047 Words   |  9 Pagesan impact on men in Canada, the actual mobilization of mens groups did not occur till much later into the mid 1980s. Some of the first mens groups to emerge where groups as compliments to feminist groups, such as Men Working to End Sexism (Montreal). These provided a n outlet for men to gather and focus not only on womens issues, but also the ability to look at mens issues, such as fatherhood, male role models and sexism towards women and men. These groups were followed by fathers rightsRead MoreThe Death Of A Woman1937 Words   |  8 Pagesagainst feminism, and the case study of Marc Lepine and the Montreal Massacre provides another example of this sexist action. â€Å"Unable to complete an application to the school of engineering, Lepine felt humiliated ( laughed at ) by women he defined as feminists because they had entered traditional male territory. His response to the erosion of white male exclusivity and privilege was lethal,† (Russell 1992:13). Cornering fourteen women in a classroom, Lepine killed them all, injuring nine more

University Of Puerto Rico, Rio Piedras Campus - 1204 Words

Since my high school years, I have appreciated the importance of expanding my knowledge. That was when I decided to enroll in the University of Puerto Rico, Rio Piedras Campus. I come from a family that has been through many life challenges, such as the passing away of my father, economic issues, and other dilemmas. The death of my father opened my eyes about life. It taught me that life goes by fast, and I cannot waste it. It showed me that I have to make my time here valued, specially, for myself. This is the reason why education remains important to me, and it is the foundation of the person I am today. Currently, Puerto Rico is facing a financial debt crisis that puts the future of many students at stake, including myself. Despite that, I have received the best education possible and have made my way thanks to the sacrifices of my mother to ensure the wellbeing of my siblings and me. My parents always told me that if I want something, I have to work hard in order to achieve it. M y biggest fear is striving for my goals, and, despite that, not being able to reach them. I will not always win, but I will keep trying. I see that this is what life is about, and I realize that sometimes these things happen. As a person who has never been out of the country, the impulse for studying, exploring, and living abroad is enormous. Studying abroad will change my perspective about the world. From my own experience, I want to show people the personal and professional growth that one can

Hr Maxa Free Essays

Training and Developing Employees Multiple Choice 1. _____ provides new employees with the basic background information required to perform their jobs satisfactorily. a. We will write a custom essay sample on Hr Maxa or any similar topic only for you Order Now Employee recruitment b. Employee selection c. Employee orientation d. Employee development e. Training (c; easy; p. 268) 2. Orientation typically includes information on _____. a. employee benefits b. personnel policies c. daily routine d. safety measures e. all of the above (e; easy; p. 268) 3. The methods used to give new or present employees the skills they need to perform their jobs are called _____. a. orientation b. training c. development d. ppraisal e. management (b; easy; p. 270) 4. Employers use a(n) _____ to ensure that employees are working toward organizational goals. a. performance management process b. employee orientation program c. management by objectives program d. rewards program e. just-in-time system (a; moderate; p. 270) 5. Which of the following has the highest influence on organizational effectiveness? a. appraisal b. feedback c. training d. goal-setting e. technology (d; moderate; p. 270) 6. The first step in a training program is to _____. a. assess the program’s successes or failures b. present the program to a small test audience . design the program content d. conduct a needs analysis e. train the targeted group of employees (d; moderate; p. 270) 7. What is the second step in the training process? a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees (c; moderate; p. 270) 8. The third step in the training process is to _____. a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. rain the targeted group of employees (b; moderate; p. 270) 9. The fourth step in the training process is to _____. a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees (e; moderate; p. 270) 10. What is the final step in the training process? a. assess the program’s successes or failures b. present the program to a small test audience c. design the program content d. conduct a needs analysis e. train the targeted group of employees (a; moderate; p. 270) 11. James is currently identifying the specific job performance skills needed, analyzing the skills of prospective trainees, and developing knowledge and performance objectives based on the deficiencies he finds. James is working on the _____ step in the training and development process. a. first b. second c. third d. fourth e. fifth (a; moderate; p. 270) 12. Which of the following is not a consideration when designing a training program that motivates the trainees? a. provide the opportunity to apply the material b. provide prompt feedback c. utilize a half or three-fourths day schedule d. pay the trainees for the time spent in training . allow trainees to set their own pace (d; moderate; p. 271) 13. Which of the following is recommended for training sessions to maximize learning? a. a full day b. a half-day c. one hour d. three hours e. two hours (b; moderate; p. 272) 14. If an employer fails to train an employee adequately and an employee subsequently does harm to a third party, the c ourt could find the employer liable for ____. a. negligent hiring b. discrimination c. negligent training d. occupational fraud e. adverse action (c; moderate; p. 272) 15. Which of the following steps will not help employers protect themselves against charges of negligent training? . confirm employee claims of skill and experience b. provide extensive training c. evaluate the degree to which training lowers risks associated with job d. pay employees for time spent in training e. all of the above will help employers protect themselves (d; difficult; p. 272) 16. Under which situation below, should an employer pay an employee for time spent in training? a. the training program is voluntary b. the training program is directly related to the trainee’s job c. the trainee does not perform any productive work during the program d. he training program is conducted outside working hours e. the training provides no immediate benefit to the employer (b; difficult; p. 273) 17. _____ is a detailed study of the job to determine what specific skills the job requires. a. Needs analysis b. Task ana lysis c. Performance analysis d. Training strategy e. Development planning (b; easy; p. 273) 18. Employers can supplement the job description and specification with a _____ that consolidates information regarding required tasks and skills in a format that is helpful for determining training requirements. a. erformance record form b. training assessment form c. task analysis record form d. skill sheet e. work function analysis (c; moderate; p. 273) 19. A task analysis record form contains all of the following information except a. task list b. required skill set c. quality of performance d. employee name e. performance conditions (d; moderate; p. 273) 20. Employers can identify training needs for new employees by _____. a. reviewing job descriptions b. reviewing performance standards c. performing the job d. questioning current job holders e. all of the above (e; easy; p. 73) 21. The process of verifying that there is a performance deficiency and determining if such deficiency should be corrected through training or through some other means is called _____. a. needs analysis b. task analysis c. performance analysis d. training strategy e. development planning (c; moderate; p. 273) 22. The first step in a performance analysis is to _____. a. compare the person’s performance to ideal performance b. evaluate productivity per employee c. assess number of employee-related customer complaints d. evaluate supervisor performance reviews e. onduct tests of job knowledge (a; moderate; p. 273) 23. Sources of performance deficiencies in an employee may develop from a lack of _____. a. training b. supplies c. support systems d. rewards e. all of the above (e; moderate; p. 273) 24. _____ means having a person learn a job by actually doing it. a. Practice b. On-the-job training c. Socialization d. Social learning e. Modeling (b; easy; p. 275) 25. Which of the following training methods is the most popular? a. on-the-job training b. apprenticeship training c. informal learning d. job instruction training e. lectures (a; moderate; p. 275) 26. On-the-job training can be accomplished through the use of all of the following techniques except a. coaching b. programmed learning c. understudy d. job rotation e. special assignments (b; moderate; p. 275) 27. Rebekah was hired soon after graduation and assigned to complete a management trainee program. She will move to various jobs each month for a nine-month period of time. Her employer is utilizing the _____ form of training. a. job rotation b. understudy c. coaching d. special assignments e. informal learning (a; moderate; p. 275) 28. Jack hopes to be promoted to head of his department next year. In the meantime, he has been assigned to spend a year as assistant to the current department head. This is an example of the _____ form of training. a. job rotation b. job instruction c. coaching d. special assignments e. informal learning (c; moderate; p. 275) 29. Which of the following guidelines is intended to â€Å"Prepare the Learner† for success using on-the-job training? a. explain performance quality requirements b. go through the job at the normal work pace c. designate to whom the learner should go for help d. familiarize the worker with equipment, materials, and tools e. compliment good work (d; moderate; p. 276) 0. Which of the following guidelines is intended to â€Å"Present the Operation† when taking the steps for success using on-the-job training? a. put the learner at ease b. have the learner explain the steps as the trainer goes through the job at a slow pace c. explain the whole job d. create interest in the job e. compliment good work (b; moderate; p . 276) 31. The â€Å"Do a Tryout† step for success when using on-the-job training entails all of the following except _____. a. finding out what the learner already knows about this job b. having the learner go through the job several times while explaining each step c. unning the job at the normal pace d. having the learner do the job while gradually building up skill and speed e. correcting mistakes as the learner goes through the job (a; moderate; p. 276) 32. Which of the following is not part of the â€Å"Follow Up† step in ensuring success from on-the-job training? a. decrease supervision b. correct faulty work patterns c. explain quantity and quality requirements d. designate to whom the learner should go for help e. compliment good work (c; moderate; p. 276) 33. The first step to ensuring success for on-the-job training programs is to _____. a. present the operation b. ollow up c. do a tryout d. prepare the learner e. evaluate the program (d; easy; p. 276) 34. W hen low expectations on the trainer’s part translate into poor trainee performance, this is called the _____. a. golem effect b. expectations fallacy c. what you ask for is what you get effect d. expectancy risk e. trainer bias (a; moderate; p. 275) 35. A structured process by which people become skilled workers through a combination of classroom instruction and on-the-job training is called _____. a. job instruction training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d; easy; p. 276) 6. Which form of on-the-job training usually involves having a learner study under the tutelage of a master craftsperson? a. job instruction training b. understudy training c. programmed learning d. apprenticeship training e. coaching (d; easy; p. 276) 37. All of the following occupations except _____ use apprenticeship training to prepare trainees. a. cook b. electrician c. millwright d. operating engineer e. teacher (e; moderate; p. 276) 38. When jobs consist of a logical sequence of steps and are best taught step-by-step, the appropriate training method to use is _____. a. job instruction training b. informal learning . job rotation d. programmed learning e. apprenticeship training (a; moderate; p. 277) 39. The first step in using a job instruction training program is to _____. a. prepare the worker b. list all necessary steps in the job c. order the steps in the job d. list key points or guidelines for each step e. present the operation (b; moderate; p. 277) 40. A disadvantage of lecturing as a method of training is that it is _____. a. fast b. appropriate for large groups c. allow questions from the audience d. boring e. less expensive than written materials (d; easy; p. 278) 41. _____ is a step-by-step self-learning method. a. Job instruction training b. Programmed learning c. Apprenticeship training d. Lecturing e. Job rotation (b; easy; p. 279) 42. Which of the following is not an advantage of programmed learning? a. reduction in training time b. facilitation of learning c. reduced feeling of risk on the part of the learner d. learning similar to that with textbook e. immediate feedback provided (d; moderate; p. 279) 43. Functional illiteracy is defined as _____. a. reading below 9th grade level b. the inability to handle basic reading, writing, and arithmetic c. the inability to understand standard industry terminology d. roficiency in math and reading skills at the 8th grade level and above e. all of the above (b; moderate; p. 279) 44. Employers are responding to the problem of functional illiteracy by _____. a. testing the basic skills of job candidates b. instituting literacy programs at work c. conducting literacy audits d. holding formal classes on math and reading e. all of the above (e; easy; p. 279) 45. Because illiterate employees will usually try to hide their problem, supervisors can try to identify illiteracy problems by looking for employees who _____. a. do not follow written instructions b. take forms home to complete . are multilingual d. both a and b e. all of the above (d; moderate; p. 279) 46. Which of the following goals is the focus of diversity training? a. to create cross-cultural sensitivity b. to foster harmonious working relationships c. to improve interpersonal skills d. to socialize employees into the corporate culture e. all of the above (e; moderate; p. 280) 47. An advantage of conventional lecturing over the use of audiovisual-based training is that _____. a. audiovisuals are more boring b. audiovisuals are more expensive c. audiovisuals allow for instant replay and stop-action d. udiovisuals can show events that are not easily demonstrated in live lectures e. audiovisuals can be easily sent to all locations (b; moderate; p. 280) 48. Another term for vestibule training is _____. a. apprenticeship training b. computer-based training c. cubicle training d. simulated training e. job instruction training (d; moderate; p. 281) 49. _____ is a method in which trainees learn on actual or simulated equipment but are trained away from the job. a. Vestibule training b. Apprenticeship training c. Retreat training d. Cubicle training e. Job instruction training (a; moderate; p. 281) 50. Pilots train on flight simulators for safety, learning efficiency, and cost savings. This is an example of _____. a. apprenticeship training b. on-the-job training c. simulated training d. coaching e. programmed learning (c; easy; p. 281) 51. _____ are computer-based training systems that learn what the trainee did right and wrong and then adjusts the instructional sequence to the trainee’s unique needs. a. Programmed learning b. Multi-media training c. DVD training programs d. Intelligent tutoring systems e. Programmed instruction (d; moderate; p. 281) 52. All of the following are advanced types of computer-based training except _____. . interactive gaming systems b. intelligent tutoring systems c. interactive multimedia training d. virtual reality training e. all of the above are advanced types of computer-based training systems (a; moderate; p. 281) 53. A(n) _____ is a set of instruction, diagrams, or similar methods available at the job site to guide the worker. a. instruc tion sheet b. job aid c. task analysis record form d. skill sheet e. work function analysis (b; easy; p. 282) 54. United Airlines utilizes a checklist of things that pilots should do prior to take-off and landing. This checklist is an example of a(n) _____. a. job aid b. nstruction sheet c. task analysis form d. work function analysis e. skill sheet (a; moderate; p. 282) 55. Travel agents at Apollo Travel Services follow a computer program that displays question prompts and dialogue boxes with travel policies as the agent enters information about the consumer’s travel plans. This is an example of a(n) _____. a. job aid b. electronic performance support system c. intelligent tutoring system d. computer-managed instruction e. computer-based training (b; moderate; p. 282) 56. With _____, a trainer in a central location teaches groups of employees at remote locations via television hookups. . lecturing b. audiovisual-based instruction c. teletraining d. teleteaching e. distance l earning (c; easy; p. 283) 57. Any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills is called _____. a. diversity training b. on-the-job training c. performance improvement programs d. management development e. coaching (d; easy; p. 285) 58. The _____ process consists of 1) assessing the company’s strategic needs, 2) appraising the current performance of managers, and 3) developing the managers. a. management development b. management skills inventory c. succession planning . action planning e. performance support (a; moderate; p. 285) 59. The _____ process consists of 1) anticipating management needs, 2) reviewing the firm’s management skills inventory, and 3) creating replacement charts. a. management development b. management skills inventory c. succession planning d. action planning e. performance support (c; moderate; p. 285) 60. Which on-the-job training method is used for managerial positions? a. job rotat ion b. coaching c. action learning d. outside seminars e. all of the above (e; easy; p. 286) 61. In a(n) _____, carefully selected teams tackle real world business rograms that extend beyond their usual areas of expertise and receive coaching and feedback on their work. a. management development program b. action learning program c. role playing program d. job instruction program e. understudy program (b; moderate; p. 286) 62. The transparent, but often impermeable barrier that women face when trying to move to top management is called the _____. a. glass ceiling b. glass wall c. invisible corner office d. iron wall e. Mount Everest (a; easy; p. 287) 63. _____ is a special approach to organizational change in which the employees formulate the change that’s required and implement it. a. Managerial development b. Action research c. Succession planning d. Organizational development e. Participative management (d; moderate; p. 290) 64. Which of the following is not an application of organizational development? a. human process b. technostructural c. human resource management d. strategic e. interventions (e; moderate; p. 290) 65. The basic aim of _____ is to increase the participant’s insight into his or her own behavior and the behavior of others by encouraging an open expression of feelings in a trainer-guided group. a. sensitivity training b. action research c. group therapy d. diversity training e. coaching a; moderate; p. 295) 66. Which of the following organizational development techniques focuses on technostructural applications? a. t-groups b. process consultation c. quality circles d. team building e. goal setting (c; moderate; p. 295) 67. Which organizational development application involves examples like goal setting, performance appraisal, and employ ee wellness? a. human process b. strategic c. technostructural d. human resource management e. process consultation (d; easy; p. 295) 68. Which of the following is not measured to evaluate a training program? a. organizational productivity b. participants’ reactions to the program . what trainees learned from the program d. changes in on-the-job behavior e. training objectives achieved (a; moderate; p. 299) 69. In a _____, measures are taken before and after the training program so they can be compared to assess the effectiveness of the program. a. Soloman four-factor design b. time series design c. controlled experiment d. post-test only design e. factorial design (b; moderate; p. 299) 70. When _____ are measured to assess the effectiveness of a training program, variables such as liking of the program, satisfaction with the program, and attitude toward the program are assessed. a. earning outcomes b. behavioral outcomes c. results d. reactions e. productivity levels (d; mod erate; p. 299) True/ False 71. Employee orientation programs range from brief, informal introductions to lengthy, formal courses. (T; easy; p. 268) 72. Orientation refers to the methods used to give new or present employees the skills they need to perform their jobs. (F; easy; p. 268) 73. Most employers do not develop their own training materials. (T; easy; p. 271) 74. Training sessions should be half-day or three-fourths day in length rather than a full day, because the learning curve goes down late in the day. T; easy; p. 272) 75. Employers face the same consequences for discriminating against protected individuals when selecting candidates for training programs as they would in selecting candidates for jobs. (T; moderate; p. 272) 76. Employers must always pay employees for attending training programs. (F; moderate; p. 273) 77. The main task in analyzing current employees’ training needs is to determine what the job entails, break the job down into subtasks, and then teach each subtask to the employee. (F; moderate; p. 273) 78. Performance analysis is a detailed study of a job to determine what specific skills the job requires. (F; easy; p. 273) 79. The golem effect refers to the occurrence of poor trainee performance caused by low expectations for success by the trainer. (T; moderate; p. 275) 80. A disadvantage of on-the-job training is its expense. (F; easy; p. 275) 81. The American Society for Training and Development estimates that only about 20% of what employees learn on the job is learned through informal means while the rest is learned through formal training programs. F; moderate; p. 277) 82. Job instruction training is a step-by-step self-learning method which uses a textbook, computer, or the Internet. (F; moderate; p. 277) 83. Some estimate that 50% of the U. S. population reads below the eighth-grade level with about 90 million adults considered functionally illiterate. (T; moderate; p 279) 84. Literacy training is sometimes a part of a diversity training program. (T; moderate; p. 279) 85. Comp uter-managed instruction (CMI) is able to provide some of the primary characteristics of a human tutor. (F; difficult; p. 281) 86. Intelligent computer-assisted instruction (ICAI) is more advanced than intelligent tutoring systems (ITS) for providing tutoring. (F; difficult; p. 281) 87. Succession planning is a type of management development program. (T; easy; p. 286) 88. Lewin’s change process consists of unfreezing, moving, and refreezing. (T; easy; p. 292) 89. Management development is a special approach to organizational change in which the employees themselves formulate the change that is required and implement it. (F; moderate; p. 285) 90. Organizational development usually involves action research. T; moderate; p. 294) 91. Sensitivity training seeks to increase participants’ insight into their own behavior and the behavior of others by encouraging an open expression of feelings in a trainer guided t-group. (T; moderate; p. 295) 92. Survey research is a convenient way to unfreeze a company’s management and employees by providing comparative, graphic illustration of the fact that the or ganization does have problems to solve. (T; easy; p. 295) 93. OD applications in human resource management involve changing firm structure, methods, and job design to improve efficiency and roductivity. (F; moderate; p. 295) 94. Survey research is a technostructural OD technique. (F; moderate; p. 295) 95. Human resource management OD applications use action research to enable employees to analyze and change their firm’s personnel practices such as performance appraisal and reward systems. (T; easy; p. 295) 96. Integrated strategic management is an OD method of developing and implementing a strategic change plan. (T; easy; p. 295) 97. A survey of employee attitudes towards the training program is the most frequently used assessment method. (F; moderate; p. 96) 98. When designing a training evaluation study, one can use a time series design or a controlled experiment. (T; moderate; p. 299) 99. When a training program is evaluated by measuring the outcomes of a group who receive s the training and another group that receives no training, it is called a time series design. (F; moderate; p. 299) 100. The four categories of training outcomes are reactions, learning, behavior, and results. (T; easy; p. 299) Essay/ Short Answer 101. What four things should a successful orientation program accomplish? (moderate; p. 268) Answer: New employees should feel welcome and at ease. New employees should understand the organization in a broad sense including its past, present, culture, and vision for the future. They should be clear about what is expected in terms of work and behavior. They should have begun the socialization process into the firm’s way of doing things. 102. Training is not useful if the trainee lacks the motivation to benefit from it. The more meaningful the material, the more motivated an employee should be to learn. How can a manager make training material more meaningful for employees? easy; p. 271) Answer: There are five suggestions for making training material more meaningful for employees. First, an overall picture of the training material that will be presented should be provided at the start of training. Second, familiar examples should be used. Third, the information should be logically organized and presented. Fourth, the vocabulary used during training should be familiar to the trainees. Fifth, many visual aids should be used. 103. There are several sources of information an employer can use to identify a current employee’s training needs. List five of these sources of information. (moderate; p. 273) Answer: The possible sources of information include performance reviews (supervisor, peer, self, and 360 degree); job-related performance data such as productivity, absenteeism and tardiness, accidents, short-term sickness, grievances, waste, late deliveries, product quality, downtime, repairs equipment utilization, and customer complaints; observation by supervisors or other specialists; interviews with the employee or the supervisor; skill tests; attitude surveys; employee task diaries; and assessment center results. 104. Trainers often try to solve employee performance deficiencies with training, but some deficiencies can’t be overcome with training. What other causes might exist for performance deficiency from an employee? (easy; p. 274) Answer: Training is appropriate if the problem is caused by the employee failing to understand how to do, what to do, or what the standards for performance are. However, if employees are not provided with the proper resources for doing a job well then training cannot solve this problem. Likewise, if employees have the necessary knowledge and resources, then the may not be motivated to improve performance. 05. There are several types of on-the-job training. Identify and describe three types. Which one is used most often? Why? (moderate; p. 275) Answer: The types of on-the-job training include the coaching or understudy method, the job rotation method, and the special assignments method. Using the understudy method, an experienced worker or the trainee’s supervisor trains the employee. At lower levels, the trainee might observe the supervisor, but it is also used at higher levels. Job rotation means that an employee moves from job to job at planned intervals. This is common in management training programs. Special assignments give employees firsthand experience in working on actual problems. The coaching or understudy method is used most often. It is the simplest to execute and still offers the advantages of OTJ training. 106. What advantages are associated with on-the-job training? (moderate; p. 275 Answer: OJT is relatively inexpensive. Trainees learn while producing and there is no need for expensive training facilities like classrooms or programmed learning devices. OJT also facilitates learning because trainees learn by doing and get prompt feedback on their performance. 107. On-the-job training can be enhanced if trainers know the four-step job instruction technique. What are the four steps in job instruction? Explain what happens in each step. (moderate; p. 276) Answer: The four steps in job instruction are to 1) prepare the learner, 2) present the operation, 3) do a tryout, and 4) follow up. In the first step, the trainer should try to put the learner at ease and relieve tension. The trainer should explain why the trainee is being taught. The trainer should create interest in the training by encouraging questions and finding out what the learner already knows. The job should be explained to the trainee along with making sure the trainee is familiar with the equipment, materials, tools, and terminology of the trade. In the second step, the trainer should explain the quantity and quality requirements of the job. The job should be gone through at a normal pace and then at a slower pace several times while explaining each step. After the steps have been covered, the learner should explain the steps to the trainer while the trainer goes through the job at a slow pace. In the third step, the learner should go through the job several times slowly while explaining each step. Mistakes should be corrected. Then the learner should do the job at a normal pace. This should continue while the learner builds up skill and speed. Once the learner has demonstrated ability to do the job, the work should begin, but the trainer should stay close by. In the final step, the trainer should designate a contact person the learner can reach for help. Supervision should be gradually decreased but work should still be checked periodically for quality and quantity standards. Any faulty work patterns should be corrected. Finally good work should be complimented and the worker encouraged until able to performance standards. 108. Describe the programmed learning training method and explain the three parts of this form of instruction. (moderate; p. 279) Answer: Programmed learning is a step-by-step self-learning method using a medium such as a textbook, computer, or the Internet. The three parts of the method include presenting questions, facts, and problems to the learner, allowing the person to respond, and then providing feedback on the accuracy of answers. 109. What is the goal of succession planning? What steps are involved in the process? (moderate; p. 286) Answer: Succession planning refers to the process through which a company plans for and fills senior-level openings. The typical succession planning process involves several steps. First, anticipate management needs based on factors like planned expansion. Next, review the firm’s management skills inventory to assess current talent. Then, create replacement charts that summarize potential candidates and each person’s development needs. 110. Changing employee attitudes, skills, and behaviors can be difficult. Explain how Lewin’s Change Process proposes how change should be implemented. (moderate; p. 292) Answer: To Lewin, all behavior in organizations is a product of two kinds of forces – those striving to maintain the status quo and those pushing for change. Implementing change means either weakening the status quo forces or building up the forces for change. Lewin’s change process consists of three steps: 1) unfreezing the forces that seek to maintain the status quo, 2) moving to develop new behaviors and attitudes, and 3) refreezing the organization into its new system to prevent it from reverting to its old ways. How to cite Hr Maxa, Papers

We the People Essay Example For Students

We the People Essay When in the Course of human events, it becomes necessary for one people to dissolve the political bands which have connected them with another, and to assume among the powers of the earth, the separate and equal station to which the Laws of Nature and of Natures God entitle them, a decent respect to the opinions of mankind requires that they should declare the causes which impel them to the separation. So starts one of the most famous statements of sovereignty, the Declaration of Independence. But, as celebrated as it might be, it is not the only of its kind. Everyday people everywhere proclaim autonomy. Examples would be Richard Wright in Black Boy, You in The Journey, and Sandra in Only Daughter. Each of them declares independence, and each in a different way; for you see, there are many ways to break free. Take Black Boy again. Richard was forced into his independence in order to survive the cruel world he was brought up in. He, against his familys will, began writing stories for the local newspaper to raise money for lunch and acceptance. We will write a custom essay on We the People specifically for you for only $16.38 $13.9/page Order now His family excluding his mother, in disgust, then disown him and he is forced to live off what he has earned. This is a great exemplar because he tells the world he is free of his tyrannical family by pursuing his dream. Another prime example is The Journey in which You must figure out how to help themselves before anyone else. They must rise up against the urges to live other peoples dreams and identify their own before it is too late. In the end, they realize that the most persistent voice in the throng of wanters was their own. This case implies that to be free, you must understand your needs before anyone elses or else you will never get anywhere in life. It is a great example of declaring independence. A third choice specimen would be Only Daughter when the narrator must prove to her father that she is a girl, not one of his sons. She strives to individualize herself by writing. She also wants to prove that girls can succeed in things guys major in. This is like the womens right movement, another DoI. Sandra forces herself into independency by wanting to prove her father wrong. And for the support of this Declaration, with a firm reliance on the protection of Divine Providence, we mutually pledge to each other our Lives, our Fortunes, and our sacred Honor. And with those words, ends the introduction to the Declaration of Independence. And with these words, I end this essay of the peoples declarations of independence. I, if given a choice, would much rather become free of others by proving them wrong than anything else. Why? Because I think it is the least hurtful and stressful to me and others. If I ever do end up in Sandras shoes, I want to be able to put up with it the same way she did.